Based on the sources below, what should organizations do to ensure that the disparity between compensation and job opportunities among men and women in the workplace is mitigated and ultimately eliminated?

 

Wright, M. C., PhD. (2016). Women and Work: A Call to Transform Corporate Culture to Include More Flexibility. Organization Development Journal, 34(4), 29-44. http://ezproxy.apus.edu/login?qurl=https%3A%2F%2Fwww.proquest.com%2Fscholarly-journals%2Fwomen-work-call-transform-corporate-culture%2Fdocview%2F1870225385%2Fse-2%3Faccountid%3D8289

 

Vänje, A. (2015). Sick Leave-A Signal of Unequal Work Organizations?: Gender perspectives on work environment and work organizations in the health care sector: a knowledge review. Nordic Journal of Working Life Studies, 5(4), 85-104. https://doi.org/10.19154/njwls.v5i4.4845
 

Nentwich, J. C., & Kelan, E. K. (2014). Towards a Topology of "Doing Gender": An Analysis of Empirical Research and Its Challenges. Gender, Work & Organization, 21(2), 121-134. https://doi-org.ezproxy1.apus.edu/10.1111/gwao.12025