Tools
Tools
Ezenwa, Gabriella (2024) An Analysis of the Contributing Factors to the Persistent Gender Pay Gap in Irish Contemporary Labour Market. Masters thesis, Dublin, National College of Ireland.
Preview |
PDF (Master of Arts)
Download (738kB) | Preview |
Abstract
Gender pay disparity is still evident in today’s labour markets from developed to the developing nations, which shows there is more that needs to be done as the world strives for gender equality, (Blau & Kahn, 2017). The purpose of the research question in this dissertation is to determine the reasons why the gender pay gap (GPG) continues to persist in Ireland and why women are paid less than men for undertaking similar work. The focus of the study is to establish the significant factors that cause the wage gap between the genders and the processes by which such factors help sustain wage breaks.
To this end, the study utilizes surveys to obtain quantitative data while adopting secondary qualitative data from sources like journals, government publications, case studies, and the available literature (Connolly & Holdcroft, 2009). This approach enables one to understand the factors that make up the gender pay gap. The research identifies several critical factors contributing to the gender pay gap, including occupational segregation, societal norms, biases in recruitment and promotion processes, and industry-specific disparities (Goldin, 2014).
Occupational segregation can be defined as the working population being organized by gender in a manner that a particular gender is allotted specific lines of work/industries and certain positions/paid less compared to others dominated by the other gender (Bettio & Verashchagina, 2009). Education through most cultures and traditions also adds to the segregation between mothers and other caregivers and fathers and their jobs or careers, mainly due to the cultural beliefs and proclamations on the roles of males and females in each society or country(England, 2010). Moreover, if recruitment and promotional opportunities are subtly promoted along ethnic lines, it automatically results in a wage differential due to the absence of equal opportunity to progress (Reskin & Bielby, 2005). A role is also played by industry gender-wage differentiation since fields with a large proportion of women also have lower pay than male-dominated fields (Weichselbaumer & Winter-Ebmer, 2005).
The research conclusions demonstrate the intricately woven web of cultural, historical and economic contexts that support and maintain wage disparities (Acker, 2006). Consequently, the study is helpful for policymakers, employers, and women’s rights activists since it identifies measures that can be implemented to reduce the gender pay difference. In focusing on the importance of analysing potential determinants of early labour market experiences, this study highlights the significance of the equality of pay between female and male employees and, more broadly, calls for equal opportunities for both sexes in today’s modernized and globalized world.
| Item Type: | Thesis (Masters) |
|---|---|
| Supervisors: | Name Email Nyiawung, Julius UNSPECIFIED |
| Subjects: | H Social Sciences > HQ The family. Marriage. Woman > Gender H Social Sciences > HD Industries. Land use. Labor > HD28 Management. Industrial Management > Human Resource Management D History General and Old World > DA Great Britain > Ireland H Social Sciences > HD Industries. Land use. Labor > Issues of Labour and Work > Labour Market H Social Sciences > HD Industries. Land use. Labor > Issues of Labour and Work > Classes of Labour > Women and Work |
| Divisions: | School of Business > Masters of Science in Human Resource Management |
| Depositing User: | Ciara O'Brien |
| Date Deposited: | 16 Jun 2025 10:57 |
| Last Modified: | 17 Jun 2025 16:53 |
| URI: | https://norma.ncirl.ie/id/eprint/7856 |
Actions (login required)
 |
View Item |