Towhat extent does gender impact on the level of income an individual can attainin the 21st century?IntroductionMany believe that in this 21st century, gender impacts the level of income an individual can attain, especially women who it seems to be affecting the most. However, in the U.K the rate at which the gender pay gap is increasing is as of date one of the highest in the EU. Men earn 18.1% more than woman, in relation to the difference between gross hourly earnings.[1]Regardless of if the pay gap between men and women has begun to drop fairly intensely, over the past 30 years the major headlines continue to prevent the mass population from being aware of the negative direction the figures are moving in recent years. In the history of the UK there has always been progression from the previous generation of women. Nevertheless, the progress has lost momentum with the 21st century generation being only slightly than the previous one, these changes are no longer major advances which leaves the question, why? After taking on a very critical researching process, I have been made aware of many factors and traditions that demonstrate inequality in the level of income females make in comparison to males, this has also allowed me to develop my own opinion on the subject as well as looking into the research of professionals.Through my research process I observed that the gap is dependent on the Working sector an individual decides to specialise in. The private sector employs workers through individual business owners, corporations or other nongovernment agencies, whereas the public sectors employment is controlled by the federal, state or local government. The percentage difference in median hourly earnings of fulltime employees within the public sector and private sector were 9.3% and 19.3% respectively. In addition to this women also earned 9.3% less than men in the public sector and 19.3% less in the Private sector.[2] This statistic go to show that the rate at which the gender wage gap differs is dependent on the working sector. As the private sectors gender wage gap is 0.7% more that of the public sectors, this suggests more women tend to apply for jobs within the public sector as the gender wage gap is at a lower percentage, however women are still faced with factors that hinder their progress in the ability to succeed in their career.The benefit of implementing a surveyinto me research is due to the fact surveys provide exact facts and figures thatare of relevance to the my essay. What I aim to achieve upon writing this essayis first to investigate the possible causes and origins of the gender wage gap inequalitythrough the analysis of the education system, stereotypes of women within thework place based on their career, and cultural values in the United Kingdom andamongst different economic systems worldwide relating to the pay gap. Finally,I will present solutions in relation to how the pay gap could be possiblyeradicated in the near future.Firstly, my essay will be focused ondiscrimination women encounter for example how they are perceived in seniorroles due to the recent election of a female prime minister on the 13thof July 2016.[3] Inthe second part I will discuss actions in which the government could take tocreate equality within all places of work, the state of mind of UK populationand the European precautions in tackling the pay gap.Why does the wage gap exist?When this question is asked severalreasons come to mind. However; professional researchers have developed a numberof propositions in an attempt to explain the reason as to why the pay gapexists specifically in United Kingdom through the use of surveys and detailedreports. For example in the trade Union Congress (TUC) 2008 report, itexplained the UK’s pay gap in terms of 4 main points: 36% of the pay gap could beexplained by differences in lifetimes working patterns, including the fact thatwomen, on average, spend less of their careers than men in full-time jobs, morein part-time jobs and have more interruptions to their careers for childcareand other family responsibilities. , 18 % is caused by labour market rigiditiesincluding gender segregation and the fact that women are more likely work forsmall firms and less likely to work in unionised firms, 38% is caused by directdiscrimination and individuals careers preferences, and 8% is caused by thefact that older women had power educational attainment.[4]While no single measure can capturethe complete situation, meaning it is difficult to assign just one reason as towhy the gender pay gap exists but Discrimination (the unjust or prejudicialtreatment of different categories of people, especially on the grounds of race,age, or sex.)[5] isthe highest educated proposal, agreed upon by several professional research, inan attempt to explain the gender pay gap. A variety of sources have presentedclear evidence and that specify recruitment and selection processes, are mostlywhere discrimination in the gender pay gap begins regardless of if the femalehas the required qualifications,  jobstereotyping is presented. This maintains a negative industry image in whichthe men dominate the high-earning jobs and women the low-earning jobs.Moreover, it is important to emphasise that the pay gap between men and womenis not only due to discrimination. In fact, C, Hakims (2004) argues that it isa scientific theory. Men and women have separate interest that they hold as ofhigh importance in their lives and they are able to find their fulfilmentthrough differ balance. In C, Hakims Work-lifestyle choices in the 21stcentury: preference theory (2000), “of 100 women, 20 are work centred, 20 arehome centred and 60 are adaptive. And on 100 men 30 are adaptive, 60 are workcentred and 10 are home centred.”[6]The Chartered Management Institute (CMI) published a survey that presented malemanagers were paid 12.2% more than females in 2007. This goes to show that withthe same job, females are still paid much less than males. [7]J. Shackleton a professor at the University of East London debates that in reality the pay gap hardly existed for workers under 30 “men work longer hours in more dangerous jobs and face a greater risk of being sacked, while women who take career breaks outnumber their makes equivalent by more than five to one[8]… female graduates tend to choose subjects such as psychology or education, which lead to lower-earning careers, while few opt for maths or engineering, which are more likely to result in lucrative jobs”[9]. T, Phillips created the following data to show the representation of women in certain jobs thereby supporting professor J.Shackleton argument:[10]The report supports the fact thatfemales are more likely to work in service occupations and males to work inmanagement and skilled trades but majority of the occupations populated byfemale’s males still receive higher earnings than females. However thegovernment have received several accusations by the women and work commission,in regards to the lack of support they are providing for females looking topursue non-traditional jobs. In addition the clarity of the jobsegregation is emphasized by the idea that women are still stereotyped intocareers they should pursue. Stereotypes (A stereotype is a fixed, overgeneralized belief about a particular group or class of people)[11]are even present within certain household and sometimes could disrupt thehappiness of a particular individual, for example, the division of household labouris based on gender in certain cultures and traditions, Women are five timesmore likely than men to be economically inactive mainly because they arelooking after their family and home (Figure2).[12]Traditionally in British history, white women in heterosexual couplesremained at home and went about their day completing most of the domestic labour,while their male partners worked outside the home to provide the family income.Although tradition cannot be changed in a minimal space of time. C, Adichie inher book should we all be feminist? (2014) stated “Today, we live in a vastlydifferent world. The person more qualified to lead is not the physicallystronger person. It is the more intelligent, the more knowledgeable, and morecreative, more innovative. And there are no hormones for those attributes. Aman is as likely as a woman to be intelligent, innovative, and creative. Wehave evolved. But our ideas of gender have not involved very much.”[13]Based on a global comparison the reasonthe UK pay gap exists at such a high rating is perhaps because a lot of women areat work. For example, Slovenia and Italy have a wage gap of 3.2% and 4.9%respectively, this Slovenia the best place in Europe for working women followedby Italy in  2008, on the other handWomen in Italy have a lower chance of acquiring a full-time jobs than men, with31.8 percent of women working part-time compared to 7.4 percent of men. Femaleemployees also see themselves in lower skilled jobs, with women holding 28percent of managerial positions despite taking 42 percent of total employment.[14]The National Equality Panel was a study carried out by the government whichstated that Women up to the age of 44 are better qualified than men but receive21% lower wages.[15]The work of women in UK is clearlyunder-valued when the stats are analysed. This undervaluation have two facets:females tend to be paid less than males for the same work, and the jobs thatthey do tend to attract lower wages then men’s jobs. D. Grimshaw and J. Ruberyof the Manchester Business School have developed “fives Vs”[16]in an attempt to create lower pay.The “Visibility”, relating to thecompression of a range of skills into a single group and the correspondinglylimited opportunities for career progression.The “Valuation”, which refers to thelow value accorded to the skills involved.The “Vocation”, the way that complexwork is attributed to women’s “natural talents” rather than skills The “Value added”, the comparativelylow monetary value of the output; and finallyThe “Variance”, the fact that womenare over represented in part time employment which in the UK de facto(in fact)if not de jure(in law) confines them to a narrower range of sectors andoccupations, where many experience downward occupational mobility and a muchwider pay gapAnother cause of the gender pay gapis that women are more likely to work in part-time jobs, this then becomes anissue for women’s income, as a survey done by the Statista in 2016 shows that,the average hourly wage for a full-time job was £13.59 and £8.88 forpart-timers.[17][18]Moreoverwomen also have more interruptions to their careers including factors which arepart of their biological make up for example the ability to bear a child, thiswill require them to take a maternity leave putting their position at riskwithin certain companies. In 2015 alone 54,000 women lost their jobs due tomaternity leave discrimination, It was also discovered that 10% of women wereinformed not to attend their antenatal appointments by their employers, puttingtheir health along with that of their unborn child at risk.[19]Statutory Maternity Pay (SMP) is part of the law and organisations are obligedto abide, it ensures women are paid for up to 39 weeks: 90% of average weekly earnings (before tax) forthe first 6 weeks£140.98 or 90% of your average weekly earnings(whichever is lower) for the next 33 weeks[20]The 2007 Equalities Review by R.Berthoud and M. Blekesaune found that the three main kind of people who are atan economic disadvantage in acquiring a job are the physically and mentallydisabled, as well as Pakistani and Bangladeshi women and mothers, although therate at which disabled women are finding jobs did increase between 2014 to 2015by 86,000(5.5%). This exemplifies the fact that more companies across theUnited Kingdom are appreciating the skills disabled people bring to the workplace.[21]In addition, despite if both a male and a female graduated from the same coursewith the same degree men tended to earn more than women, this makes the jobsearching process unnecessarily unfair for women.In essence, women are more focusedon the health and safety of their young, nevertheless the argument is thatwomen are less competitive and more-risk averse than men, as a result theyselect lower-paid occupations. From a biological perspective the EEA (environmentof evolutionary adaption) theory suggests that females would be less physicallyactive in the hunting as it would be an evolutionary disadvantage for females –who spend long periods of time pregnant, breastfeeding and looking afteroffspring, to put themselves and children at risk by engaging in conflict. Thishad led to female playing roles solely based in the house and care taking fortheir offspring. Perhaps individuals are still following this evolutionarymind-set however “Culture does not make people. People make culture. If it istrue that the full humanity of women is not our culture, then we can and mustmake it our culture.”[22] To summarise, organisations withinthe UK and on a global scale for example the European commission or theGovernment Equality Office of England, are making changes to reduce the pay gapsignificantly. Furthermore inequality is said to be the result of severalfactors that cause gender pay gap, despite the fact there is a continuousdevelopment in areas such as: women having the right to request flexibleworking, work commission remained “disappointed” in the lack ofprogress. [23]Theway in which the vast majority are thinking are beginning to change as theytake the time to educate themselves on the topic as well as try to keep up todate and informed. Different methods of staying informed are becoming availablethrough the advancement in technology. When it comes to equality in regardsto the level of education Attained by males and female, there is a total of 17countries, in which females have lower level outcome than men have in theattainment of education by 90% this is an improvement in comparison to theprevious year, when females had lower level outcome than men in 22 countries.[24]Pakistani and Bangladeshi women are part of the lowest paid group in the UK,when compared to a White British male there is a major difference in the gendergap with a percentage of 26.2%, but when the gender gap is compared with a Pakistaniand Bangladeshi male the gap reduced to just 5.5% creating a large gap of 20.7%,this suggests that Pakistani and Bangladeshi men are part of the highpercentage of people that make up the low paid workers (Figure 1).[25]Chinese and White Irish women have made a great improvement in the gender paygaps compared with White British men, while Pakistani and Bangladeshi women arestill fighting for economic equality as they both have the widest gender gap incomparison to White British men. Although most groups see a narrowing in theirgender pay gaps over time, some groups such as Black African women and White otherwomen have seen the gap widen since the 2000s[26]Eradicating the gender wage gapFirstly, B, Jones (December 2009)suggests we need a greater transparency in the companies, within the UK withthe availability of showing detailed job evaluations based on pay. However theUK is realising the importance of transparency because the GEO (GovernmentEqualities Office) in its annual report of 2008/09 identifies plans to supporttransparency and equality. For example by putting together a team that dealswith issues that will be faced as well as working closely with the EHRC, thiswill ensure the new legislation is easy to understand and accessible. [27]Jessica woodroffe, part-time Director of the Gender and Development Networksaid “the first step is for companies to carry out audits to ensure men andwomen performing work of similar skill levels should be paid the same. That isnot too much to ask”[28] The aim of an audit is to provide thefinancial statement of an organization in a clear and detailed manner to ensurean organisation is providing fair and accurate representation of thetransactions they claim to represent.[29]This will contribute to the eradication of the gender wage gap because on anannual basis the government can analyse the audits of each individual companyto ensure it is providing an equal pay for both men and women, if a companyfail to do so or the information is fraudulent the directors will be liable toa fine dependant on the crime.The equal pay act of 1970 aims toprohibit inequality in terms of pay and conditions of employment, any biased treatmentbetween men and women is criticized as it fails to address the gap betweenethnic minorities. The Equal Pay Act portrays the reduction of paymentdiscrimination towards women as more awareness is being raised and individualsare taking the time to educate themselves on the matter at hand.[30] In October 1999, the Equal OpportunitiesCommission (EOC) put together an Equal Pay Task Force which was chaired by BobMason. Whilst maintaining his role as the director of human resources planningat British Telecommunications; he was in charge of the equal pay task forcewhich was created to explore and to close the gap between men and women bycreating procedures that provide flexibility and training opportunities forboth genders. In addition the Equal Pay Task Force report show that females whowork full-time receive, 82% of the average hourly pay of male full-timeemployees including extra hours they have contributed to their place of work.[31]The Task Force believes that the pay gap is a result of discrimination, andcould be reduced drastically by 50% within the next five years by followingtheir 5 recommendations:[32]Awareness raising “to combat stereotypes inorder to help women and men tap their full potential.”Modernising equal pay legislation “TheCommission should encourage actions to address the stereotyping of educationaland career choices in particular of young people, to help address occupationalsegregation. These actions have to target young people, parents, teachers,career advisors, employers, social partners and trainings”ensuring that employers and unions know how toimplement equal pay reviews;enhancing transparency and developingaccountability for delivering pay equalityAmending social, economic and labour marketpolicies to complement equal pay measures.Further precautions that could betaken to minimise the extent at to which the pay gap is growing between men andwomen will be to implement laws that punish organisations which intentionallyor unintentionally carry out gender based pay discrimination, by doing this,the UK will be strengthening its fight against prejudice behaviour within thecorporate environment and overall challenging stereotypes directly; in addition,the removal of inflexible working hours for women with children and improvementof  access to sectors and jobs for bothgenders to which there is an unfair representation for example by putting inplace a fair recruitment and selection process and finally enhancing lifelongopportunities for women in training and the gender difference in the pay gapwill start the process of eradicating the gender pay gap. However the worldeconomic forum report says: “More than a decade of data has revealed thatprogress is still too slow for realising the full potential of one half ofhumanity within our lifetimes.”[33]R, Samans and S, Zahidi, authors of the global gender report said they hope thereport will “will serve as a call to action for governments to accelerategender equality through bolder policymaking, to business to prioritise genderequality as a critical talent and moral imperative, and to all of us to becomedeeply conscious of the choices we make every day that impact gender equalityglobally”.[34]In Europe, the countries with the best agenda to eradicate the gender pay gap is France and Sweden. Both countries implemented mandatory gender pay regulation. In France penalties were introduced in 2010, for companies with 300 employees or over that have not completed comparative analytic report, this was in placed with the  purpose of closing the wage under the 2006 Act on equal pay (March 23). The 2006 act also requires all organisations to negotiate on equality (including salaries), with measures as to how the organisation plans on eliminating the wage gap. This could reveal workplace procedures that could potentially be hindering women in their goals to reach the top in the cooperate ladder in their desired industry.By increasing the minimum wage to 10euro this would help close the gender pay gap for low-paid workers in theEuropean Union countries. The 0.75 increase in the minimum wage willcontribute to closing the gap. Raising the minimum wage from its current 9.25euro is one of the main agendas of a party as mentioned in a paper presented,to focused on specific measures that support and uplift women would be budgetedfor in the near future It said the step would be a “progressivemechanism” to close the gender pay gap, making it known that two out ofevery three minimum wage workers are women. “Be it access to social andaffordable homes, tackling low pay, dealing with pension inequality orprotecting women from domestic violence, the people need political leadershipthat will deliver the policies and necessary resources.” Sinn Fein’s anIrish Republican Party, are requesting for a living wage and an increase toincome supports such as the family income supplement and carers allowance forthose working within the civil service category. Mary Lou McDonald stated“Despite the progress of recent decades fundamental inequities remain forwomen and their families,” “Sinn Fein has produced this budget 2018document for women to highlight the alternative social and economic choices thatcan be made by government.” This highlights that gender inequality is stillvery present in a country such as Ireland but it is good to see that measuresare being taken to bring an end to the wage gap through the increase of theminimum wage. This is just one of the strategies being put to work.[35]Upon becoming the second femaleprime minister of the UK after Baroness Margaret Thatcher (Conservative 1979 to1990)[36],Theresa May, in her first speech as Prime Minister made it known to the countrythat she will be tackling injustices and the fact that women earn on averageless than men is one of her main agendas due to the fact a key part of buildinga society and a country that works for everyone is ensuring everyone as equaland fair opportunities to succeed in whatever industry there wish to strivetowards.[37] The Minister for Women andEqualities is taking action towards eradicating the gender pay gap through thelaunch of an interactive tool which inform all members of the public about thegender pay gap for their chosen occupation. Justine Greening, Minister forWomen and Equalities, stated: ‘This tool will empower both men and women tochallenge this issue in their profession and help people to make more informeddecisions about their career’ According to the interactive tool, constructionand building trades, financial managers and directors are the major occupationscontributing to the gender pay gaps. The UK is taking precautions of this asfrom April 2017 employers running large firms are obliged to produce a reportof their gender pay gaps.[38]This information is highly reliable has it was created by the government andthe Office for National Statistics, who take into account a wide range offactors before providing the public with the information. Before the European governments canbe convinced to take clear actions regarding to the gender pay gap, there needsto be enough speculation on the matter, this was made known in the parliaments report,by managing the government’s initiative for example increasing investments inwomen entrepreneurial seminars, the social partner initiatives e.g. starting campaignsthat tackle stereotypes and promote women in managerial roles, and goodpractices initiatives this means by awarding companies with prizes or labelscompetition is created between companies resulting in all companies aiming toachieve gender equality. The gender pay gap would progressively disappear ifall these initiates are put in place.[39]Finally, the pay gap is a complextopic and is caused by a variety of factors; from the inequality of thetraditional representation of women to the lack of support for mothers’ careerprogression and blatant discrimination with in the place of work. In 2015professor of sociology at Harvard University Mary Brinton stated, “As a societywe need to recognise the contributions that each individual male of female bringsto the work force”ConclusionIn conclusion, from the research andevidence that I have gathered and analysed, the gender of an individual plays agreat role on the level of income they can obtain in the 21stcentury. Gender and income inequality are linked as although we humans haveevolved to become more accepting of women in a position of authority and power,thereby resulting in them attaining a high level of income, out thoughtprocesses are still similar to that of our ancestors where women would raisethe children whilst the men of the family would go out to work acting as thebreadwinners for their family providing for their needs. As this thought stillexists even in the 21st century and is embedded in some organisation’stoo it acts as a hindrance as to the level of income an individual of aparticular gender can attain. However, this depends on a few different factorsand not gender. This is because in industries where the national minimum wageexists, both the females and males earn the same for the number of hours theywork. Therefore, in this case the gender does not impact on the level of incomethey can obtain at all. So it could be argued where there are regulations inplace such as the existence of the national minimum that it restricts thegender pay gap from widening. These are two contrasting views that are part ofan on-going debate in society. In addition to this, there is also the fact thatwomen tend to be in industries and jobs where even in the most senior role, thelevel of income that can be attained is not as high in comparison to maledominated industries and jobs. So again, this highlights the fact that genderand stereotypes associated with them impacts greatly on the level of income oneindividual can attain. However, with this being said, in the taxation industrywomen do earn 2% more than men do and people would assume that the taxationindustry is more male dominated. From the studies we can see thatdiscrimination based on ethnicity still needs to be tackled as it is causingproblems for black and white other women (Figure2)  as their wage gap compare to awhite British male continues to widen. My essay has also highlighted theimportance of supporting the Equality Acts enforced by the government, by doingso women begin to face less discrimination within their place of work and areprovided with the right to equal employment opportunities. The essay bringsclarity to problems faced by the women when they are paid less than their maleco-workers. The discrimination of pay has negative impact on economicconditions. gender inequality also costs the global economy $12 trillion ayear, if women were doing the same job for the same pay the economy could begrowing at a faster rate on a yearly basis, resulting in constant progressionin the economy.[40]  At the same time, the evidence and studies forthe gender impacting the level of income an individual can obtain is fargreater and therefore it leads to the conclusion that gender does play a partin the level of income an individual can attain in the 21st century.[1]Bovil, David. “Annual Survey of Hours and Earnings: 2016 provisional results.”Office for national statistics. 26 October 2016[2]Stewart, B, Mark. “Why is the Gender Pay Gap Higher in the Private Sector?” Universityof Warwick. November 2014[3] “PM-in-waitingTheresa May promises ‘a better Britain’”. BBC News. 11 July 2016. 18 April2017.[4]“Closing the gender pay gap” Trade Union Congress (TUC) 2008. Pg21[5] https://en.oxforddictionaries.com/definition/discrimination[6]Hakim, Catherine. “Work-lifestyle choices in the 21st century: preferencetheory.” 2000[7]Clair, Marie. “gender pay gap is growing”. The Chartered Management Institute(CMI). December 12 2007.[8]Khan, Urmee. “Pay gap between sexes based on ‘lifestyle’ choices” thetelegraph. 21 October 2008[9]Doughty, Steve. “women pay gap is blamed on lifestyle choice.” Daily mail. 21October 2008[10]Phillips, Tricia. “The top 10 highest paid jobs for women – here’s theindustries offering a better deal.” 8 July 2017[11]McLeod, Saul. “stereotypes.” Simple psychology. Updated 2015[12] Hankins,Martha & Tom Pollard et al “Disability and employment: a social model studyof the employment experiences of disabled people in Great Britain, with a focuson mental illness” TUC. 2015[13] Adichie,Chimamanda. “Should we all be feminists?” (2014)[14]Scammell, Rosie. “Italy’s gender pay gap getting worse.” The Local. 5 march2016.[15]“Report of the National Equality Panel: Executive summary.” Sticerd.lse.January 2010[16]Perrons, Diane. “Women and Gender Equality in employment – patters, progressand challenges.” February 2009[17] “Medianhourly earnings for full-time employees (excluding overtime pay and hours) inthe United Kingdom (UK) from 2006 to 2016 (in GBP)”. Statista. 2017[18] “Medianhourly earnings for part-time employees (excluding overtime pay and hours) inthe United Kingdom (UK) from 2006 to 2016 (in GBP)”. Statista. 2017[19]Chope, Christopher. “Maternity discrimination.” Westminster Hall – House ofCommons Hansard. 15 March 2017[20] “StatutoryMaternity Pay and Leave: employer guide – Statutory Maternity Pay (SMP).”GOV.UK.[21]Department for Work and Pensions The Rt Hon Mark Harper. “400 more disabledpeople in work every day.” 20 February 2015[22]Adichie, Chimamanda. “We should all be feminist.” TED 2014[23]“Gender pay gap” Authority of the House of Commons. 8 march 2016[24]“Performance by subindex” Wold economic forum. 2016[25] Breach,Anthony & Prof. Li, Yaojun. “Gender Pay Gap by Ethnicity in Britain.” FawcettSociety. March 2017[26] “Manyminority ethnic women ‘left behind’ by pay gap progress.” Fawcett Society. 6March 2017.[27] “Annualreport and resource accounts 2008/09” Government equality reports. July 2009[28] Doughty,Steve. “Women pay gap is blamed on lifestyle choice.” Daily mail. 21 October2008[29]“Audit.” Investopedia.[30]Equality Working Groups (EWG). “The gender pay gap – a literature review.” NewJNCHES. 22 February 2011 [31]Parker, Jane. “EOC urges new action on equal pay.” Eurofound. 27 April 2001[32]Advisory committee “Opinion on The effectiveness of the current legal frameworkon Equal pay for equal work or work of equal value in tackling the gender paygap.” Social Europe. June 2009.[33]“the global gender gap report 2016.” World economic forum. [34]Treanor, Jill. “Gender pay gap could take 170 years to close, says WorldEconomic Forum.” The Guardian.25 October 2016.[35]Independent_ie. “Minimum wage rise will narrow gender pay gap – Sinn Fein.”Breaking news Irish news. October 1 2017.[36]“Past prime ministers.” Gov.Uk[37] “TheresaMay: First speech as Prime Minister – BBC News.” YouTube. 13 July 2016.[38] Governmentequalities office. “New website reveals gender pay gap by profession.” Gov.UK.9 December 2016.[39] Ponzellini,M, Anna, Aumayr, Christine and Wolf, Felix. “Addressing the gender pay gap:Government and social partner actions.” Eurofound. 26 April 2010.[40]McKinsey&Company. “The cost of gender inequality.” YouTube. March 7 2017. Get Help With Your EssayIf you need assistance with writing your essay, our professional essay writing service is here to help!Find out more