It is this pursuit, of what Claudia Goldin calls “temporal flexibility,” that Goldin sees as perhaps the most powerful explanation for the gender pay gap. As she told us, it doesn’t seem as though outright discrimination or differences in competitive drive or bargaining ability can account for much of the difference. But that need, or desire, for flexibility in the workplace leads to a split that’s very clear in the data — a split that has to do with job selection.
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Gender discrimination in sports ..
For instance, in many professions women continue to earn less than men, and are less likely to advance in their careers compared to men. Similarly, men still encounter more challenges in accessing family-friendly work policies, or flexible working arrangements compared to their women counterparts. Real gender equality in the workplace can only be attained when employees have access to and enjoy the same rewards, resources and opportunities regardless of whether they are a woman or a man.
Discrimination - Workplace Fairness
The 1978 Amateur Sports Act, requires the United States Olympic Committee and its National Governing Bodies to operate in a non-sex discriminatory manner for each sport. In 1998, the revised the Amateur Sports Act by eliminating the requirement that competing in most international sports required amateur status. It also expanded the role of the to include the Paralympic Games and increased athlete representation of women. But unlike Title IX for U.S athletes, this statute provides no legal recourse against the National Olympic Committees (NOCs) for failing to address gender equality issues.
Workplace discrimination comes in many forms
So, that’s another component to consider when you’re talking about the gender pay gap — that even in the absence of outright discrimination, the playing fields are not necessarily equal. Some of the most compelling evidence for this fact comes from the late 1990s, a study that Claudia Goldin did with . The paper was called “.”