Equality in Pay: Through the Lens of Human Rights

The Universal Declaration of Human Rights is a compilation of several articles that aim to put all humans on level playing field.  In thinking specifically about women's rights, our country has come a long way in regards to the inclusivity of women as part of "humanity" that is protected under such human rights.  While we have come a long way, in some areas we still have a ways to go.  Unequal pay between the sexes is still of significant concern in our society, and one that under Human Rights, should be protected.  Here are a few articles from the Universal Declaration of Human Rights that'll I'll highlight as having particular relevance to pay of women:

Article 7.

• All are equal before the law and are entitled without any discrimination to equal protection of the law. All are entitled to equal protection against any discrimination in violation of this Declaration and against any incitement to such discrimination.

Article 23.

• (1) Everyone has the right to work, to free choice of employment, to just and favourable conditions of work and to protection against unemployment.
• (2) Everyone, without any discrimination, has the right to equal pay for equal work.
• (3) Everyone who works has the right to just and favourable remuneration ensuring for himself and his family an existence worthy of human dignity, and supplemented, if necessary, by other means of social protection.
• (4) Everyone has the right to form and to join trade unions for the protection of his interests.

Article 24.

• Everyone has the right to rest and leisure, including reasonable limitation of working hours and periodic holidays with pay.

Article 25.

• (1) Everyone has the right to a standard of living adequate for the health and well-being of himself and of his family, including food, clothing, housing and medical care and necessary social services, and the right to security in the event of unemployment, sickness, disability, widowhood, old age or other lack of livelihood in circumstances beyond his control.
• (2) Motherhood and childhood are entitled to special care and assistance. All children, whether born in or out of wedlock, shall enjoy the same social protection.

Despite these human rights, and equal pay laws set forth in the 1960's, we still are seeing a pay gap between men and women.  Policy makers have created laws that "protect" this from occurring, but this is really only in regards to equal pay for equal jobs.  Where there continues to be an issue, however, is the types of jobs men and women are vetted for.  If we woman isn't given the same job as a man, then legally she doesn't have to receive the same pay as a man.  

As the attached article from the New York Times discusses, equal pay is far more than law demanding equal pay; it is a culture and shift that has to happen within companies.  Women are not chosen for the high paying jobs and typically are forced to make difficult professional decisions when their profession does not support their having a family.  Just think, if men were also awarded "paternity leave", women may feel more supported, men would more equally share the responsibilities of parenthood, men and women equally would be in a place of potentially or currently having a family and employers may not be as able to discriminate based on sex, because regardless of sex, both sexes may need time off out of the work place to care for their family.  

So in thinking about this problem, I hope not only to see policy change, but I hope to see a change in culture.  A change in the raising of our children, the equal responsibility to our children, and accountability of companies that are stuck in this old world "boy's club" that is sadly still the reality of much of our workforce today.  

http://www.nytimes.com/2012/06/13/business/economy/motherhood-still-a-cause-of-pay-inequality.html?pagewanted=all&module=Search&mabReward=relbias%3Ar%2C%7B%222%22%3A%22RI%3A13%22%7D&_r=0