AN EMPIRICAL STUDY ON TECHNOLOGICAL COMPANIES WITH GENDER WAGE GAP WITH REFERENCE TO CHENNAI

AUTHOR – B.MEGASREE, STUDENT AT SCHOOL OF EXCELLENCE IN LAW, THE TAMILNADU DR.AMBEDKAR LAW UNIVERSITY

BEST CITATION – B.MEGASREE, AN EMPIRICAL STUDY ON TECHNOLOGICAL COMPANIES WITH GENDER WAGE GAP WITH REFERENCE TO CHENNAI, INDIAN JOURNAL OF LEGAL REVIEW (IJLR), 4 (3) OF 2024, PG. 539-555, APIS – 3920 – 0001 & ISSN – 2583-2344.

ABSTRACT

The IT companies concerning the gender wage gap reflect progress from a historically male-dominated industry to increased awareness and initiatives for diversity and inclusion. Despite persistent challenges like biases in hiring and promotions, companies are adopting measures such as pay equity audits and flexible work arrangements. Government initiatives in India, such as the Working Women Hostel and National Crèche Scheme, aim at women’s development and empowerment. Factors affecting the gender wage gap include occupational segregation, bias in hiring, and lack of transparency. Current trends indicate a need for improvement in the work environment, with an unadjusted gender pay gap in the IT sector. In both the United States and India, efforts are underway to address these disparities through legislation, corporate initiatives, and ongoing reforms. Objective is to suggest and showcase the reasons and causes of the gender wage gap. A total of 200 samples have been collected out of which all samples have been collected through convenient sampling methods. The sample frame taken here in and around Chennai, Tamil Nadu. The independent and dependent variables are analysed. The statistical tools used here are chi-square and graphical representation. Findings show a need for improvement in the work environment, with an unadjusted gender pay gap in the IT sector. Consider exploring the future research on the gender wage gap in IT should explore the long-term impact of flexible work technological advancements, and global perspectives, among other areas, to inform strategies for achieving greater equality.

Keywords: Remote work, Mentorship programs, Job disparities, Intersectionality and Retention