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The document outlines a persuasive speech aimed at addressing the gender pay gap, emphasizing its negative impact on women, families, and the economy. It presents the need for policy changes, workplace reforms, and personal advocacy to achieve fair pay, highlighting solutions such as pay transparency and stronger equal pay laws. The speech concludes with a call to action for individuals to support fair pay initiatives and advocate for equitable wage practices.

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Adebayo Titilayo Victoria
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5 views4 pages

speech

The document outlines a persuasive speech aimed at addressing the gender pay gap, emphasizing its negative impact on women, families, and the economy. It presents the need for policy changes, workplace reforms, and personal advocacy to achieve fair pay, highlighting solutions such as pay transparency and stronger equal pay laws. The speech concludes with a call to action for individuals to support fair pay initiatives and advocate for equitable wage practices.

Uploaded by

Adebayo Titilayo Victoria
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
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Olowogemo1

Sierra College

COM - 0001

25 February 2025

Persuasive Speech Outline: Closing the Gender Pay Gap

Topic: Closing the Gender Pay Gap


General Purpose: To persuade
Specific Purpose: To persuade my audience that the gender pay gap is a serious issue affecting
individuals, families, and the economy, and to encourage them to advocate for fair pay policies.
Thesis: The gender pay gap continues to negatively impact working women, their families, and
the economy, but through policy changes, workplace reforms, and personal advocacy, we can
close the gap and ensure fair pay for all.

I. Attention

 Hook: Imagine working just as hard as your coworker, putting in the same effort and
hours, yet receiving a smaller paycheck simply because of your gender.
 Central Idea: The gender pay gap is real, and it affects millions of women, reducing
financial security and deepening economic inequality.
 Build Credibility: We all know someone; a mother, sister, or friend, who may be
impacted by this. I’ve researched this issue extensively, and I want to share solutions that
will help make a difference.
 Thesis: Women continue to earn 17% less than men for the same work (Blau &
Kahn, 2017), but by advocating for fair pay policies, we can bridge this gap.

Transition: Now that I have your attention, let me show you why this issue needs urgent change.

II. Need (Describing the Problem)

a. A need for change:


i. According to U.S. Census Bureau (2023),Women, on average, earn only 83
cents for every dollar a man earns.
ii. Research: Due to the gap, The gender pay gap costs women nearly $1.7
trillion in lost wages (National Partnership for Women & Families(2024).
iii. Families rely on women’s incomes According to Pew Research Center, (2023)
41% of households with children have women as primary earners
1. Opinion: Pay should be based on skill, experience, and performance, not
gender.
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2. Women retire with less Social Security benefits and savings,


increasing financial insecurity (Hartmann & Hayes, 2022).

Transition: Now that we understand the problem and its impact, let’s explore how to bridge the
gender pay gap and create a more equitable future.

III. Satisfaction (Presenting the Solution)

a. Support (Present Your Plan):


The statistics are clear, the gender pay gap continue to affect women, families, and the
economy, but the good news is that it is a solvable issue. With the right policies and
actions, we can close the gap and ensure equal pay for equal work. Now, let’s look at
some practical solutions to make this a reality.
i. Pay Transparency: Companies should disclose salary ranges to prevent wage
discrimination according to Bennett, 2021.
ii. Equal Pay Laws: According to U.S. Department of Labor, 2022, anti-
discrimination laws must be strengthened to hold businesses accountable.
iii. Employer Audits: Businesses should conduct annual wage audits to ensure
pay equity (National Women’s Law Center, 2023).
b. Research (Provide Solutions):

Iceland is a good example of countries that has been experience a reduction in gender pay
gap. According to Statistics Iceland (2023), the unadjusted gender pay gap was
9.3%, while the adjusted gender pay gap was 3.6%.

i. Countries like Iceland have passed mandatory pay transparency laws, to let
employers with at least 25 employees acquire equal pay certification with
renewal every 3 years.
ii. The Paycheck Fairness Act, if passed, would provide stronger protections
against wage discrimination.
1. If companies and individuals act now, we can make fair pay a reality.

Transition: Now close your eyes and visualize this…

IV. Visualization

a. Support (Use Imagery):


Imagine a world where paychecks are based on skill, not gender. Families are more
financially secure, children have better opportunities, and retirement isn’t a financial
struggle. Businesses thrive with a diverse, motivated workforce.
i. Opinion: Closing the gender pay gap would add $12 trillion to global GDP
(McKinsey Global Institute, 2023).If We Do Nothing, women continue to earn less,
retire with less, and struggle more. The economy loses billions in potential
earnings and productivity (U.S. Census Bureau, 2023).

Transition: Finally, I need you to act and do something about this.


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V. Action

a. Wrap-up: The gender pay gap is not just a women’s issue, it’s a human issue affecting
our economy, families, and future generations.
b. Restate Thesis: Women continue to face unfair wages, but through policy changes,
workplace reforms, and personal advocacy, we can close the gap.
c. Call to Action: Support fair-pay companies, speak up about wage inequality, and push
for stronger policies like pay transparency laws.

Closing Remark: The fight for fair pay starts with you. Together, we can make equal pay a
reality!

References

Babcock, L., & Laschever, S. (2021). Women Don’t Ask: Negotiation and the Gender
Divide. Princeton University Press.

Bennett, J. (2021). The Gender Pay Gap: Causes and Solutions. Harvard Business
Review.

Blau, F. D., & Kahn, L. M. (2017). The Gender Wage Gap: Extent, Trends, and
Explanations. Journal of Economic Literature, 55(3), 789-865.

Hartmann, H., & Hayes, J. (2022). The Impact of the Gender Wage Gap on Retirement
Income. Institute for Women’s Policy Research.

Hegewisch, A., & Tesfaselassie, A. (2023). The Gender Wage Gap by Occupation and
Race/Ethnicity. National Women’s Law Center.

McKinsey Global Institute. (2023). The Power of Gender Equity in the Workplace.

National Women’s Law Center. (2023). Closing the Wage Gap: Policy
Recommendations.

OECD. (2022). Gender Wage Gap Report 2022. Organization for Economic Cooperation
and Development.

Pew Research Center. (2023). Women as Breadwinners in the U.S.

Statistics Iceland. (2023). Gender pay gap in Iceland. Retrieved from https://statice.is
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U.S. Census Bureau. (2023). Income and Poverty in the United States: 2023.

U.S. Department of Labor. (2022). Equal Pay and Workplace Discrimination Policies.

World Economic Forum. (2023). Global Gender Gap Report 2023.

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