This is simply untrue. What you`re talking about is the uncleared gender wage gap, where you take all of the female income against all the male income. It pretty much vanishes to 6-3 percent, the so called "unkown wage gap", if you factor in women tendencies to work in less paid industries such as socail enviroments. Thus it is an earnings gap.
Research suggests that differences in negotiating behaviors between women and men may partly explain differences in starting salaries and salary growth over time. When individual wage negotiations are not explicitly encouraged, women are less likely than men to negotiate aggressively or to question salaries suggested to them by their employer or manager.when women negotiate as aggressively as men, they may be viewed more negatively than men.Negotiating a lower starting salary can have a long term impact on earnings.
research hints at the importance of an emerging trend in legislation mandating equal pay for jobs of comparable worth. Recently, Massachusetts passed the Pay Equity Act, which changes the rules of hiring by providing a definition of comparable work entitled to equal pay and prohibits employers from firing employees for discussing their compensation with coworkers. It is also the first state to prohibit employers from asking for a salary history in interviews—a practice that perpetuates the wage gap. The consequences of a lower salary may also be felt during job changes because many employers use a worker’s last salary as a reference point for their offer to a newly hired employee. Basing salary increases on past salary can lead to substantial differences in pay between women and men doing the same job; in the absence of objective job-related factors justifying such differences, such practices may result in charges of pay discrimination.A study examining changes in the gender earnings ratio between 1970 and 2010 separately in the private and public sectors highlights the differences in the pace of the gender integration of occupations in each sector as an explanation of differences in the gender earnings ratio.
Overall, the study finds occupational segregation is lower in the public than in the private sector. Further, the proportion of the wage gap that is unexplained by occupation, human capital, hours of work, and time in the labor market accounts for a much smaller part of the overall gender wage gap in the public than in the private sector.Other research identifies the growing prevalence of ‘overwork’ (jobs with average working hours of 50 or more per week) as an important contributing factor to the lack of progress towards gender equity in earnings in this millennium and to the persistence of occupational segregation.Jobs with long hours are particularly common in professional and managerial occupations. While both women and men earn wage premiums for working long hours, women are less likely than men to work jobs with long hours. Moreover, when women do work over 50 hours, the premium they earn is proportionally lower than men’s. The studies conclude that the growth of a long-hours culture in professional and managerial jobs presents a major barrier to closing the gender wage gap because, given the unequal gender division of unpaid family and child care work, women are less likely than men to work in such jobs.
This ain’t a woman’s tendency ... it’s a societal tendency . men and women and equally responsible.
the article about 2 business women virtually cutting the discrimination BS. How did they do this? By pretending to be a man.
My guess is analyst expectations for 2059 has something to do with technology . That is essentially what’s going to level the playing field. Well, until the company’s outsourced and globalized.
