Gender Pay Disparity Among Women

Gender Pay Disparity among Women by Garnise Dennis MAcc, Houston Baptist University, 1991 BS, Norfolk State University, 1981 Dissertation Submitted in Partial Fulfillment of the Requirements for the Degree of Doctor of Philosophy Public Policy and Administration Walden University May 2016 Abstract Irrespective of professional experience and educational background, gender pay disparity is a problem in the federal government. Women have to overcome salary barriers, such as agency segregation, position segregation, and invisible barriers known as the glass ceiling and the glass wall. Recent studies have indicated that human capital variables, people skills, discrimination, and policies all contribute to gender pay disparity in America’s workforce. However, there are limited studies that focus on the indirect factors that also contribute to gender pay inequality. The purpose of this quantitative research was to investigate the relationship between wages and job responsibility (as defined by an employee’s job series) for all federal employees within the GS14 pay grade working in the state of Virginia. The data source for this retrospective study came from the December 2014 archived federal employee records that were retrieved from the Office of Personnel Management website. Ordinary least square regression modeling was used to analyze the data collected from the Office of Personnel Management central personnel data file. The results from the data analysis demonstrated a significant relationship between job responsibility and wages. The results from the data analysis demonstrated that men earned higher wages than did their female counterparts and were given more authority in the technical and professional job series. This study promotes positive social change because it confirms and extends understanding of the gender wage gap in the federal workforce. The findings from this research encourage policy makers to revisit existing policies and implement new policies aimed at ensuring women receive pay equal to their male counterparts.Irrespective of professional experience and educational background, gender pay disparity is a problem in the federal government. Women have to overcome salary barriers, such as agency segregation, position segregation, and invisible barriers known as the glass ceiling and the glass wall. Recent studies have indicated that human capital variables, people skills, discrimination, and policies all contribute to gender pay disparity in America’s workforce. However, there are limited studies that focus on the indirect factors that also contribute to gender pay inequality. The purpose of this quantitative research was to investigate the relationship between wages and job responsibility (as defined by an employee’s job series) for all federal employees within the GS14 pay grade working in the state of Virginia. The data source for this retrospective study came from the December 2014 archived federal employee records that were retrieved from the Office of Personnel Management website. Ordinary least square regression modeling was used to analyze the data collected from the Office of Personnel Management central personnel data file. The results from the data analysis demonstrated a significant relationship between job responsibility and wages. The results from the data analysis demonstrated that men earned higher wages than did their female counterparts and were given more authority in the technical and professional job series. This study promotes positive social change because it confirms and extends understanding of the gender wage gap in the federal workforce. The findings from this research encourage policy makers to revisit existing policies and implement new policies aimed at ensuring women receive pay equal to their male counterparts. Gender Pay Disparity among Women by Garnise A. Reid Dennis MAcc, Houston Baptist University, 1991 BS, Norfolk State University, 1981 Dissertation Submitted in Partial Fulfillment of the Requirements for the Degree of Doctor of Philosophy Public Policy and Administration Walden University May 2016 Acknowledgments The completion of this academic journey could not have been possible without the encouragement, guidance, and support of many individuals along the way. I am grateful to Dr. Heather Mbaye, my committee chair, Dr. Anthony Fleming, my committee member, Dr. Paul Rutledge, my university research reviewer. Thank you all for providing scholarly guidance for improving the quality and completion of my dissertation. I could not have completed this process without all of your support and guidance. To my family, friends, and colleagues that have cheered me throughout this academic journey, thank you. To my son, Tevin Dennis, a heartfelt thank you for always supporting my endeavors. To my sister, Rosalyn Mattocks, a special thank you for your encouragement, and remaining steadfast in your belief that I could finish this journey. Thank you to my Heavenly Father for providing me with His grace, love and mercy each and every day of this academic journey.