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Gender-Based Pay Inequality in the Canadian Insurance Companies.

Record Type:	Electronic resources : Monograph/item
Title/Author:	Gender-Based Pay Inequality in the Canadian Insurance Companies./
Author:	Shayangogani, Mostafa.
Description:	1 online resource (144 pages)
Notes:	Source: Dissertations Abstracts International, Volume: 84-07, Section: A.
Contained By:	Dissertations Abstracts International84-07A.
Subject:	Canadian studies. -
Online resource:	http://pqdd.sinica.edu.tw/twdaoapp/servlet/advanced?query=30246184click for full text (PQDT)
ISBN:	9798368428642

Gender-Based Pay Inequality in the Canadian Insurance Companies.
Shayangogani, Mostafa.

Gender-Based Pay Inequality in the Canadian Insurance Companies. - 1 online resource (144 pages)

Source: Dissertations Abstracts International, Volume: 84-07, Section: A.

Thesis (Ph.D.)--Walden University, 2023.

Includes bibliographical references

The problem in this study was gender-based pay inequality among women at Canadian insurance companies. The purpose of this hermeneutic phenomenological study was to understand gender-based pay inequality for women at Canadian insurance companies. Aigner's, Cain's, Arrow's, and Phelps' statistical discrimination theory guided the study. The theoretical foundation also included the human capital theory by Becker and Schultz. The research questions focused on understanding C-suite and V-level executives' lived experiences of gender-based pay inequality and identifying effective strategies that should be adopted to overcome the problem at Canadian insurance companies. This study used purposeful sampling to recruit 15 C-suite and V-level executives from Canadian insurance companies. Twelve participants were necessary to reach saturation. Inductive coding started after the transcript verification. A thematic analysis of the 12 transcripts helped to establish six themes: statistical discrimination; limited efficacy; gender equality policies; standard, fair, and transparent hiring and promotion practices; actively seeking women in leadership positions; and antioppression training. Participants stated that the women's remuneration was not congruent with their experience, education, training, or qualifications because of statistical discrimination. The implications for positive social change are that policymakers should ensure that gender pay equity laws get universally implemented in public and private companies on the federal and provincial levels. The policymakers at companies also need to adopt fair and transparent hiring and promotion strategies, implement antioppression training, and increase the quota representation of women in top-level positions and committees to influence positive social change further.

Electronic reproduction.
Ann Arbor, Mich. :
ProQuest,
2023

Mode of access: World Wide Web

ISBN: 9798368428642Subjects--Topical Terms:

2122858
Canadian studies.
Subjects--Index Terms:

C-suite and V-level executivesIndex Terms--Genre/Form:

542853
Electronic books.

Gender-Based Pay Inequality in the Canadian Insurance Companies.
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502 $a Thesis (Ph.D.)--Walden University, 2023.
504 $a Includes bibliographical references
520 $a The problem in this study was gender-based pay inequality among women at Canadian insurance companies. The purpose of this hermeneutic phenomenological study was to understand gender-based pay inequality for women at Canadian insurance companies. Aigner's, Cain's, Arrow's, and Phelps' statistical discrimination theory guided the study. The theoretical foundation also included the human capital theory by Becker and Schultz. The research questions focused on understanding C-suite and V-level executives' lived experiences of gender-based pay inequality and identifying effective strategies that should be adopted to overcome the problem at Canadian insurance companies. This study used purposeful sampling to recruit 15 C-suite and V-level executives from Canadian insurance companies. Twelve participants were necessary to reach saturation. Inductive coding started after the transcript verification. A thematic analysis of the 12 transcripts helped to establish six themes: statistical discrimination; limited efficacy; gender equality policies; standard, fair, and transparent hiring and promotion practices; actively seeking women in leadership positions; and antioppression training. Participants stated that the women's remuneration was not congruent with their experience, education, training, or qualifications because of statistical discrimination. The implications for positive social change are that policymakers should ensure that gender pay equity laws get universally implemented in public and private companies on the federal and provincial levels. The policymakers at companies also need to adopt fair and transparent hiring and promotion strategies, implement antioppression training, and increase the quota representation of women in top-level positions and committees to influence positive social change further.
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