Explanation of the problem The essay is an examination of disparity of income between female and male executive officers in the United States of America. Ideally gender pay gap refers to “the ratio of female to male medium annual earnings among full-time year-round employees” (Taekjin 259). It is worth noting that gender gap in earning particularly in top jobs in the U.S.A has attracted the attentions of scholars, politicians as well as individual employees. The result is endless debates on how the problem can be solved (Bartels 23). In a study done in 2012 by the University of Illinois, male executives pocket higher pay compared to their female counterparts; men receive $1,443,600 in 2000 dollars while female are paid $1, 018,100 in 2000 dollars. This represents a difference of approximately 40% (Taekjin 277). It is worth to note that fewer females become executives as compared to males. Additionally it has been shown that women assume more junior positions and are more likely to exit from their positions faster than men; the rate stands at approximately 4.5% as compared to 3.5% for male. Sadly, although the pay received by female executives has been increasing over the years as compared to that of their male counterparts, it is held that “women have to wait for about 98 years for parity pay” (Taekjin 266). This is despite the fact that they have had equal voting rights from 1928 (Babcock and Lasclhever 126). Statistics shows that very few women who are executives earn salaries plus bonus equal to their male counterparts, an example is Irene Rosenfield who works for Kraft Foods. From the 500 biggest organizations only 15 women are included in the list. Pay disparity can be seen considering what Nooyi Indra of Pepsi earns; she pockets $10.7 million while her McDonald male counterpart Skinner James earns approximately $20 million (Goodley par. 2). Experts in the field of compensation have attributed this problem partially to the propensity of women to choosing “straight forward salary and bonus package over stocks and option laden one” (Albanesi and Claudia 89). Previous literatures also pointed out that the gender pay gap is as a result of differences in education level and work experience. According to the U.S Constitution, this differences in compensation amounts to discrimination, thus there is need to help resolve the problem as soon as possible. Proposed solution As suggested by Taekjin 267 there is no doubt that addressing gender pay gap will bring a number of advantages to both public and private sectors. For instance it makes an organization to be an employer admired by prospecting employees, reduced rates of employees’ turnover, prevent the business from being viewed negatively by the public, and create employees who are motivated and satisfied. To that effect there are a number of strategies that will help address this problem; however before adopting any strategy there is need to understand where the disparity exists. Using pay equity audit in both private and public sectors is one strategy that will help address the issue. Ideally this is where the pay rolls data of employees; for this case executive officers are closely examined. Together with th