Economic Equality by Gender in International Business

In my International Business class this week we discussed culture within countries. I brought up in class the fact that gender equality is part of culture within other counties. This is something that is very important to know before trying to do business with a country. One way to determine the gender equality is by figuring the gender pay gap. The gender pay gap is the difference in pay between men and women, this also captures the worker education, experience and occupation. When the gap is calculated after accounting for underlying differences in education, experience, then the outcome is the ‘adjusted’ pay gap. Also, it is possible to observe large pay gaps in the absences of discrimination in hiring practices, an example of this is when women get fair treatment but apply for lower-paid jobs. According to the United Nations International Labor Organization, South Korea in 205 had a 33.59% gap within women and men’s pay. In the Unadjusted Gender Gap in Median Earnings the percentage of wage gap within Italy, France, Sweden, Australia, UK, US and Japan have gone down significantly to where all counties besides Japan have gone from 40-30% to now all under the 20% range from 1970 to 2016. This was calculated my measuring the wages of men and women at the middle of the earnings distribution and dividing them. When it comes to considering the senior and middle management positions in companies throughout the world, there is still a lot of room to grow. At of 2017, the United States has the highest number of women in management positions and that is at 50%. This article contains a lot of information in regards to differences in genders in most counties in the world. I found this very interesting because as a woman it would be very hard to be a manager in the United States and be able to do business with many counties in Asia and Europe, this not only prohibits my choices for my business but it also hinders their opportunity for international business growth.

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