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The gender pay gap issue has remained the most debatable topic in the United States. In 2020, females were earning 84% of the men’s net salary. As a result, it would take women 42 more hours to get equal compensation to men.

The gender pay gap issue has remained the most debatable topic in the United States. In 2020, females were earning 84% of the men’s net salary. As a result, it would take women 42 more hours to get equal compensation to men. Jw8M5
The gender pay gap issue has remained the most debatable topic in the United States. In 2020, females were earning 84% of the men’s net salary. As a result, it would take women 42 more hours to get equal compensation to men. Gender pay disparities persist because of variations in measurable factors, such as work experience, educational attainment, occupational segregation, and immeasurable aspects like gender discrimination. It is salient to devise approaches to address the burning concern. Salary disparities between men and women are severe aspects, hence the government’s need to implement actions geared toward endorsing equality in the job market. Various strategies are crucial in mitigating salary disparities. Foremost, the first strategy in eradicating gender pay variations is to empower women to embrace Science, Technology, Engineering, and Mathematics (STEM) careers. Even though there has been an increased incidence of women in higher-paying male-perceived spheres like managerial positions, more women are in lower-paying professions relative to their numbers in the workforce (Barroso & Brown, 2021). These vocations may include cleaning, cooking, and child nurturing. For this reason, more women should take up STEM programs to work in competitive industries dominated by men. Organizations practicing gender discriminating during recruitment should shift from such outdated practices. Promoting fairness during hiring and promotions is necessary to provide women with equal chances of professional development. Managers should also understand the costs associated with gender bias. For example, only 21% of USA companies disclose gender objectives during hiring and promotions. However, only 4% of these firms offer unconscious bias training during induction (Barroso & Brown, 2021). As a result, employers should be on the front line in placing consistent criteria in eliminating partiality in performance reviews and staffing resolutions. Another approach towards eliminating gender pay variations is the provision of an equal negotiation platform for women. Qualified female job candidates should be allowed to table grievances and showcase their abilities to seek better compensation. The current job market has a negative perception of women who present their concerns during hiring or promotions. For example, women are allegedly bossy or intimidating in their quest for better pay or working conditions, a social setback that can adversely affect women’s negotiation deals. This scenario is unlike men, who are assertive, independent, and attractive for having the courage to display their capabilities. The last technique of eradicating gender pay disparities is supporting mothers and families. Women of reproductive age cannot experience career growth because they opt out of the job market to look after newborn infants and their families. The slowdown is linked to the struggle in juggling between career and family responsibilities. Barroso (2021) notes that women are more likely to turn down promotional offers than men, as they are devoted to parenting. Employers can support such women by devising structures that promote work-family balance. These plans could be set aside in a nurturing room, where lactating mothers can break briefly from their roles to breastfeed their children (Blau & Kahn, 2017). Such facilities will encourage mothers to continue working. As such, equal negotiation is a pertinent attribute in eliminating salary differences. In summary, gender pay disparities exist in the modern job market. Women are highly affected by the menace of salary differences. The most significant number of women in the labor force is concentrated in lower-paying occupations like cooking and cleaning. Others exit the market to nurture families. As a result, societies should encourage women to venture into STEM professions. Employers should be at the forefront in advocating for work-life balance. All in all, adequate research is needed to explore a plethora of strategies that can help eliminate salary disparities based on gender.
The gender
You use this word too often, consider replacing it with
pay
gap issue has remained the most debatable topic in the United States. In 2020, females were earning 84% of the
You use this word too often, consider replacing it with
men’s
net
You use this word too often, consider replacing it with
salary
.
As a result
, it would take
You use this word too often, consider replacing it with
women
42 more hours to
This phrase/word (depending on the context) can be potentially replaced with :
get
You use this word too often, consider replacing it with
equal
compensation to
You use this word too often, consider replacing it with
men
. Gender
You use this word too often, consider replacing it with
pay
You use this word too often, consider replacing it with
disparities
persist
This phrase/word is too simple and can be replaced with:
because
of variations in measurable factors, such as work experience, educational attainment, occupational segregation, and immeasurable aspects like gender discrimination. It is salient to devise approaches to address the burning concern.
You use this word too often, consider replacing it with
Salary
You use this word too often, consider replacing it with
disparities
between
You use this word too often, consider replacing it with
men
and
You use this word too often, consider replacing it with
women
are severe aspects,
hence
the
This phrase/word (depending on the context) can be potentially replaced with :
government
’s need to implement actions geared toward endorsing equality in the
You use this word too often, consider replacing it with
job
market.

Various strategies are crucial in mitigating
You use this word too often, consider replacing it with
salary
You use this word too often, consider replacing it with
disparities
. Foremost, the
first
strategy in eradicating gender
You use this word too often, consider replacing it with
pay
variations is to empower
You use this word too often, consider replacing it with
women
to embrace Science, Technology, Engineering, and Mathematics (STEM) careers.
Even though
there has been an increased incidence of
You use this word too often, consider replacing it with
women
in higher-paying male-perceived spheres like managerial positions, more
You use this word too often, consider replacing it with
women
are in lower-paying professions relative to their numbers in the workforce (
Possible spelling mistake found.
Barroso
& Brown, 2021). These vocations may include cleaning, cooking, and child nurturing.
For this reason
, more
You use this word too often, consider replacing it with
women
should take up STEM programs to work in competitive industries dominated by
You use this word too often, consider replacing it with
men
. Organizations practicing gender discriminating during recruitment should shift from such outdated practices. Promoting fairness during hiring and promotions is necessary to provide
You use this word too often, consider replacing it with
women
with
You use this word too often, consider replacing it with
equal
chances of professional development. Managers should
also
understand the costs associated with gender bias.
For example
,
This phrase/word (depending on the context) can be potentially replaced with :
only
21% of USA
This phrase/word (depending on the context) can be potentially replaced with :
companies
disclose gender objectives during hiring and promotions.
However
,
This phrase/word (depending on the context) can be potentially replaced with :
only
4% of these firms offer unconscious bias training during induction (
Possible spelling mistake found.
Barroso
& Brown, 2021).
As a result
, employers should be on the front line in placing consistent criteria in eliminating partiality in performance reviews and staffing resolutions.

Another approach towards eliminating gender
You use this word too often, consider replacing it with
pay
variations is the provision of an
You use this word too often, consider replacing it with
equal
negotiation platform for
You use this word too often, consider replacing it with
women
. Qualified female
You use this word too often, consider replacing it with
job
candidates should be
This phrase/word is too simple and can be replaced with:
allowed
to table grievances and showcase their abilities to seek better compensation. The
This phrase/word (depending on the context) can be potentially replaced with :
current
You use this word too often, consider replacing it with
job
You use this word too often, consider replacing it with
market
has a
This phrase/word is too simple and can be replaced with:
negative
perception of
You use this word too often, consider replacing it with
women
who present their concerns during hiring or promotions.
For example
,
You use this word too often, consider replacing it with
women
are allegedly bossy or intimidating in their quest for better
You use this word too often, consider replacing it with
pay
or working conditions, a social setback that can
adversely
affect
You use this word too often, consider replacing it with
women’s
negotiation deals. This scenario is unlike
You use this word too often, consider replacing it with
men
, who are assertive, independent, and attractive for having the courage to display their capabilities. The last technique of eradicating gender
You use this word too often, consider replacing it with
pay
You use this word too often, consider replacing it with
disparities
is supporting mothers and
You use this word too often, consider replacing it with
families
.
You use this word too often, consider replacing it with
Women
of reproductive age cannot experience career growth
This phrase/word is too simple and can be replaced with:
because
they opt out of the
You use this word too often, consider replacing it with
job
You use this word too often, consider replacing it with
market
to look after newborn infants and their
You use this word too often, consider replacing it with
families
. The slowdown
is linked
to the struggle in juggling between career and
You use this word too often, consider replacing it with
family
responsibilities.
Possible spelling mistake found.
Barroso
(2021) notes that
You use this word too often, consider replacing it with
women
are more likely to turn down promotional offers than
You use this word too often, consider replacing it with
men
, as they
are devoted
to parenting. Employers can support such
You use this word too often, consider replacing it with
women
by devising structures that promote work-family balance. These plans could
be set
aside in a nurturing room, where lactating mothers can break
briefly
from their roles to breastfeed their children (
Possible spelling mistake found.
Blau
&
Possible spelling mistake found.
Kahn
, 2017). Such facilities will encourage mothers to continue working. As such,
You use this word too often, consider replacing it with
equal
negotiation is a pertinent attribute in eliminating
You use this word too often, consider replacing it with
salary
differences.

In summary, gender
You use this word too often, consider replacing it with
pay
You use this word too often, consider replacing it with
disparities
exist in the modern
You use this word too often, consider replacing it with
job
You use this word too often, consider replacing it with
market
.
You use this word too often, consider replacing it with
Women
are
highly
This phrase/word (depending on the context) can be potentially replaced with :
affected
by the menace of
You use this word too often, consider replacing it with
salary
differences. The most significant number of
You use this word too often, consider replacing it with
women
in the labor force
is concentrated
in lower-paying occupations like cooking and cleaning. Others exit the
You use this word too often, consider replacing it with
market
to nurture
You use this word too often, consider replacing it with
families
.
As a result
, societies should encourage
You use this word too often, consider replacing it with
women
to venture into STEM professions. Employers should be at the forefront in advocating for work-life balance. All in all, adequate research
is needed
to explore a plethora of strategies that can
This phrase/word (depending on the context) can be potentially replaced with :
help
eliminate
You use this word too often, consider replacing it with
salary
You use this word too often, consider replacing it with
disparities
based on gender.

IELTS academic The gender pay gap issue has remained the most debatable topic in the United States. In 2020, females were earning 84% of the men’s net salary. As a result, it would take women 42 more hours to get equal compensation to men.

Academic
  American English
4 paragraphs
606 words
6.0
Overall Band Score
Coherence and Cohesion: 7.0
  • Structure your answers in logical paragraphs
  • ?
    One main idea per paragraph
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    Include an introduction and conclusion
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    Support main points with an explanation and then an example
  • Use cohesive linking words accurately and appropriately
  • ?
    Vary your linking phrases using synonyms
Lexical Resource: 5.0
  • Try to vary your vocabulary using accurate synonyms
  • Use less common question specific words that accurately convey meaning
  • Check your work for spelling and word formation mistakes
Grammatical Range: 6.5
  • Use a variety of complex and simple sentences
  • Check your writing for errors
Task Achievement: 5.0
  • Answer all parts of the question
  • ?
    Present relevant ideas
  • Fully explain these ideas
  • ?
    Support ideas with relevant, specific examples
Labels Descriptions
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    Currently is not available
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