Diferenciacion De Generos En El Mercado Laboral

1. Introduction
The purpose of this work is to discover, reflect and analyze the effect we face in some labor markets reflected through gender, race and ethnicity inequality. In this paper Gender inequality will be the main factor analyzed. The different tools and ways an economic growth can be achieved is important to determine if the actions taken by governments, companies or small businessare fair in the labor market and to the workers. It is important to consider how gender is affected by the different segregation of markets and educational level. It will also be presented an overview of the some countries cases where exploitation and advantage-takers of situations are found and how they affect the labor markets and the result in salaries and remuneration. In some other cases newregulations and agreements have been imposed in order to reduce this gap and create more equal and fair labor markets. Analyzing and evaluating is essential to draw conclusions and solutions to this problem.
2. Gender pay gap
The Gender pay gap can be defined as the difference between male and female pay whether hourly, weekly, or monthly. It’s a topic which has always existed, in the last yearshas awake interest and been consider as discriminative and therefore diminished in many countries with a equal pay legislation. This difference can be seen as a result of the different aspects such as: undervaluing of women´s work, cultural aspects as cultural orientation, the impact of women´s concentration in non-standard jobs where pay is lower and career prospects weaker, education, the impactof uneven division of domestic labour on the ability of women and men to devote time to careers and labour market work.

The labour market is divided by gender along both a horizontal and a vertical axis. Horizontal segregation of the labour market means that women and men are concentrated in different occupations, industries and sectors. The gender differences largely correspond to thedivision between the public and private sectors. Women account for approximately more than half of the employees in the public sector, while there are most men in the private sector. There are also clear differences between women and men in terms of their career choices.
Vertical segregation means that women and men are segregated in terms of their position in the job hierarchy, even within the sameoccupation or profession. There are far more men than women in management positions.
3. Discrimination from an economical point of view
From an economic point of view, discrimination is linked to three different explanations: preference-based discrimination, statistical discrimination and market force-based discrimination. All three provide explanations of why women are sometimes paid less thanmen, even if they are equally productive, that are linked to employers’ behaviour under market conditions that deviate from total competition.

- Preference-based discrimination means that the employer pays women less than men on the basis of private preferences. This is not economically profitable and cannot prevail when companies encounter tough competition. Employers who dislike femaleemployees and engage in preference-based wage discrimination will lose out to the competition.
- Statistical discrimination is based on the fact that the employer does not know how capable (new) employees are, but sets their pay on the basis of a statistical average and expectations linked to easily observable characteristics, in this case gender. This is a more viable form of discrimination andmay continue because there are many employers in the same situation.
- Market force-based discrimination is possible when women have fewer alternative job opportunities than men. This may be due to the fact that they have different preferences or are less mobile in the labour market for other reasons. The employer can utilise this and pay women less. This type of wage discrimination could...