It is a common trend worldwide for women to earn less than men. Although females’ wages have increased 140 percent since 1960, there’s still a long haul ahead (Gray, p.1). On average, women earn 73 cents for every dollar earned by men (Gardner, p.1). Why is there this difference? Is it because men are more qualified than women? Studies show that the gap between the wages of men and women is narrower in fields of work where the number of males and females are closer to equal. Yet in higher-ranking jobs, where males greatly outnumber females, the gap grows wider (Gray, p.1).

As for the gap in the earnings of various races, the figures aren’t much more promising. In the early 1990’s, African Americans earned 20 percent less than Caucasians. Many employers believe that minority groups are “less depe

Since this seems to be an obvious problem in countless societies, why isn’t anyone doing anything about it? Usually solving a problem means discovering its origins. The roots of inequality can be traced to the first means of socialization in one’s life: the household. Even though women have come a long way, children still see their mothers as “second class citizens”, especially children of a minority family. The idea of inequality being acceptable is figuratively drilled into their heads from the beginning. Other means of socialization such as peers, societal norms, and/or community can also play a big role in forming a child’s idea of equality (King and Mason, pp.13-14).

So what do minority women who have reached success say drove them to their current position? Most said it was access to assignments which would move them ahead in their occupation. Some said performing above expectations helped; others said that communication is key. Another popular answer is that having a mentor or a role model to look up to makes all the difference (“Women of Color in Corporate Management”, p.1).

There are the rare few minority women who actually own their own businesses. They choose ignore stereotypes given by employers and become their own boss. There are now over 1.2 million minority women-owned businesses in America. Thirty-nine percent of them are owned by Hispanics, thirty percent by African-Americans, thirty percent by Asians, and about one percent by Native Americans. Between 1997 and now, the number of minority women-owned businesses has grown 32 percent, most are service businesses (“Minority Women-Owned Businesses”, pp.1-2).

Employers are much more likely to turn a minority woman down for a job that requires learning skills. They believe that these women aren’t able to learn so they direct them

Some topics in this essay:
White Men”, Corporate Management”, , King Mason, Lewistown Montana, African Americans, Women-Owned Businesses”, America Thirty-nine, Native Americans, minority women, hispanic women, race gender, cents dollar, Color Corporate, “women color corporate, management” p1, corporate management”, “women color, color corporate, women shown, women earn, minority women-owned businesses, cents dollar makes, mentor role model, corporate management” p1,