Gender Disparities in Service Sector

Abstract

“Equal task means Equal payment”. This statement depicts delusion that whenever same task is provided then payment is also made to be equal. Gender disparity refers to an unequal treatment of any of the gender with any opposite gender. Gender disparities in service sectors like income disparities which is linked to job stratification, human capital, glass ceiling etc. Wage bias exists when workers are equally capable and perform the same work but one group of workers is paid more than another. Historically, wage discrimination has favoured man over similarly qualified women. Income discrepancy between genders roots from processes that determine the excellence of job and earnings related with jobs. Human capital theories refer to the education, knowledge, training, know-how or skill of a person which makes them potentially priceless to an employer. As women come into an occupation, this reduces the amount of status associated with the jobs and men consequently leave these profession. The incoming of woman into specific occupations suggests that less proficient workers have begun to be hired or that the occupation is becoming deskilled. Men are reluctant to enter female dominated occupations because of this reason and similarly resist the entrance of women into male dominated occupation. The unforeseen barriers to the women are also considered a possible provider to the gender wage gap or income inequality. Furthermore, not all the service sub-sectors offers the same occasion to men and women. This paper looks at dynamic underlying the gender disparities in service sectors. Learning about the sex inequality in our economy is more important. As per NSSO and census 2011 we analyse the data at statewise workforce participation rate 2011, labourforce participation rate 2011, average wage / salaried employees of age and we conclude by this stats that opportunity to men is provided more as compared to women employment.