russ_watters
Mentor
- 23,692
- 11,130
Adding to this:
In any case, it is difficult for me to put an exact number on the issue both because many articles gloss over it and the exact number depends on the thrust of the question. In particular, it varies a lot with age -- as one would expect, since you can't retroactively fix a person's earning's history. In other words, the problem is less moving forward than it looks when looking backwards.
In any case, when properly controlled, the numbers tend to fall into the 90%+ range:
On the conservative end, that's 70% of the 22% gap can be explained by life choices alone.
So again: why put "78%!" on a sign when the more accurate number might be "95%!" Simply put: it's a lot easier to sell that it's a problem when you use a wider gap, even if the number is wildly misleading at best.
The disparity gets even smaller if the question asked is: how much will discrimination in the workplace affect my daughter via the gender pay gap? The answer to that question is simplest put: not at all. Thus the answer to the related question: do women need a an ERA or gender-wage laws? No.
MM, the article you cited is titled "A Grand Gender Convergence: Its Last Chapter", indicating that the "gender wage gap" is all but closed (is in its last chapter), and its thesis is that the major remaining piece of the puzzle is reward for hours worked. It explicitly says that the 78% is mostly not due to discrimination, but lifestyle choices, combined with economics. Indeed, the thesis of the article is that what is left of the pay gap after the other lifestyle choices are taken out is that people who work longer hours - primarily men - are rewarded for it:russ_watters said:Well, then we do disagree. Because the "pay gap" *is* mostly due to differences in jobs and other life choices (and even more to the point moving forward, to age). And your own source indicates that.
Abstract said:The gender gap in pay would be considerably reduced and might vanish altogether if firms did not have an incentive to disproprtionately reward individuals who labored long hours and worked particular hours.
In any case, it is difficult for me to put an exact number on the issue both because many articles gloss over it and the exact number depends on the thrust of the question. In particular, it varies a lot with age -- as one would expect, since you can't retroactively fix a person's earning's history. In other words, the problem is less moving forward than it looks when looking backwards.
In any case, when properly controlled, the numbers tend to fall into the 90%+ range:
https://en.wikipedia.org/wiki/Gender_pay_gapHowever, multiple studies from OECD, AAUW, and the US Department of Labor have found that pay rates between males and females varied by 5–6.6% or, females earning 94 cents to every dollar earned by their male counterparts, when wages were adjusted to different individual choices made by male and female workers in college major, occupation, working hours, and maternal/paternal leave.[7] The remaining 6% of the gap has been speculated to originate from deficiency in salary negotiating skills and sexual discrimination.[7][8][9][10]
On the conservative end, that's 70% of the 22% gap can be explained by life choices alone.
So again: why put "78%!" on a sign when the more accurate number might be "95%!" Simply put: it's a lot easier to sell that it's a problem when you use a wider gap, even if the number is wildly misleading at best.
The disparity gets even smaller if the question asked is: how much will discrimination in the workplace affect my daughter via the gender pay gap? The answer to that question is simplest put: not at all. Thus the answer to the related question: do women need a an ERA or gender-wage laws? No.