As You Wish (Posts tagged pay gap)

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See, that’s what the app is perfect for.

Sounds perfect Wahhhh, I don’t wanna
bannock-and-biopolitics-deactiv
feministfront

okay i am going to reach into my sociology knowledge bank to try and briefly explain a thing because a lot of understandings seem to be, to some degree, misinformed:

what the wage/pay gap isn’t: an employer literally handing seventy-seven cents to a (white) woman and one dollar to a (white) man. i mean, c’mon. think a little harder.

what the wage/pay gap is: the consistent pattern of the average of men’s incomes (both in general and in specific fields) being higher than the average of women’s incomes (this is the basis of the seventy-seven cents to a dollar model). no, this pattern is not caused by ~women’s choices.~ it is linked to several different (STRUCTURAL; again, NOT choice) factors, including (but not limited to): men being more likely to receive promotions and therefore move higher up the ladder (glass ceiling [glass escalator in female-dominated jobs]); occupational sex segregation, which sees men and women within the same field tracked towards different roles that typically place men higher up in terms of status and pay than women; gendered socialization forces that encourage men towards subjects that lead to higher paying fields (such as STEM fields) and women towards subjects that lead to lower paying fields (such as humanities, liberal arts, et cetera); the devaluation of “feminized” (read: female-dominated) jobs that results in lower pay in those fields (check out the history of teaching for very stark proof of this); continued gender expectations rooted in traditional patriarchal roles that encourage (and, frequently, push) mothers to take more time away to raise and care for children while encouraging fathers to do the opposite; the motherhood penalty, which is the phenomenon of employers seeing mothers as automatically less dedicated to work and therefore choosing not to hire/promote them (there is no fatherhood penalty; studies have found that fathers are actually seen as better job candidates)(this also affects women who are not mothers because employers view them as people who will inevitably become mothers and will therefore be less dedicated, etc) and so on and so forth. 

(it’s also super important to remember that the gaps become even wider when race is factored in, meaning that women of color earn even less than white women in comparison to white men).

Source: feministfront
pay gap wage gap sexism
anarcho-smarmyism
ww2.nationalpost.com

Children Don't Ruin Women's Careers-Husbands Do, Harvard Study Finds
goodbyesocialconstructs

A new study of Harvard Business School graduates from HBS’s Robin Ely and Colleen Ammerman and Hunter College sociologist Pamela Stone shows that high-achieving women are not meeting the career goals they set for themselves in their 20s. It’s not because they’re “opting out” of the workforce when they have kids, but because they’re allowing their partners’ careers to take precedence over their own.

The study’s authors interviewed 25,000 men and women who graduated from Harvard Business School over the past several decades. The male graduates were much more likely to be in senior management positions and have more responsibility and more direct reports than their female peers. But why? It’s not because women are leaving the workforce en masse. The authors found, definitively, that the “opt-out” explanation is a myth. Among Gen X and baby boomers they surveyed, only 11 percent of women left the workforce to be full-time moms. That figure is lower for women of colour—only 7 percent stopped working. The vast majority (74 percent) of Gen Xers, women who are currently 32-48 and in the prime of their child-rearing years, work full time, an average of 52 hours a week.

But while these women are still working, they are also making more unexpected sacrifices than their male classmates are. When they graduated, more than half of male HBS grads said they expected their careers would take precedence over their partners’. Only 7 percent of Gen X women and 3 percent of baby boomer women said they expected their careers to take precedence. Here’s what they did expect: The majority of women said they assumed they would have egalitarian marriages in which both spouses’ careers were taken equally seriously.

A lot of those women were wrong. About 40 percent of Gen X and boomer women said their spouses’ careers took priority over theirs, while only about 20 percent of them had planned on their careers taking a back seat. Compare that with the men: More than 70 percent of Gen X and boomer men say their careers are more important than their wives’. When you look at child care responsibilities, the numbers are starker. A full 86 percent of Gen X and boomer men said their wives take primary responsibility for child care, and the women agree: 65 percent of Gen X women and 72 percent of boomer women—all HBS grads, most of whom work—say they’re the ones who do most of the child care in their relationships.

Of course, marital arrangements aren’t the only force holding women back. Part of the reason these women aren’t advancing at the same rate as their male counterparts is that after they have kids, they get “mommy-tracked.” In many ways, they’re not considered management candidates anymore. “They may have been stigmatized for taking advantage of flex options or reduced schedules, passed over for high-profile assignments, or removed from projects they once led,” the authors note. Other studies support these findings, as they have shown that there is a real, substantial motherhood penalty that involves lower pay and fewer promotions for women with kids, because employers assume they will be less dedicated to their jobs (as do, we now know, their husbands).

But the personal piece of the female achievement gap puzzle is important, and it’s something that’s very difficult to shift. The study’s authors note that while millennial HBS grads are a little more egalitarian than their older peers, half of the youngest men still assume that their careers will take precedence, and two-thirds of them assume their spouses will do the majority of child care.

Important info, but I hate the way this was written.

“It’s not because they’re “opting out” of the workforce when they have kids, but because they’re allowing their partners’ careers to take precedence over their own.“ but because they have self-indulgent patriarchal male partners that encourage and expect them to give up their career dreams in favor of catering to their families, something the men themselves are too self-entitled and lazy to do.

Also big shoutout to all those millennial male HBS grads that are still patriarchal and entitled. And by shoutout I mean fuck you.

Source: craneyum
sexism wage gap pay gap long post
badassqueerempress-deactivated2

end-of-exile-deactivated2020102 asked:

(1/2) I just thought of this all-too-common scenario when I was thinking about the gender pay gap. Take a heterosxual married couple in stereotypically gendered fields (the woman is a teacher, the man is a doctor for example). Say the couple decides to have children and that somebody needs to be a stay-at-home-parent. Because “women’s fields” are generally lower-paying, it makes more sense financially for the woman to stop working and be this parent, even if the man would rather stay at home.

misandry-mermaid answered:

(2/2) Then, when the woman goes back to work after raising her child, she is“less employable” because she has less experience and hasn’t been in the jobmarket for a while, giving her employer a reason to pay her less and therebyperpetuating the pay gap that contributed to her taking time off in the firstplace.

Not to mention this little tidbit:

“Mothers are less likely to be hired for jobs, to be perceived as competent at work or to be paid as much as their male colleagues with the same qualifications.  For men, meanwhile, having a child is good for their careers. They are more likely to be hired than childless men, and tend to be paid more after they have children.”  [source]

Source: misandry-mermaid
sexism wage gap pay gap
vou-duvidar
secondhandroses

We asked Meryl Streep what the biggest lesson she has learned in her illustrious career. Here is what she told us. (@theacademy)

rainbowrowell

YES. I once found out that the guy who was doing the exact same job as me was making almost TWICE AS MUCH. I wasn’t supposed to know this, and you’re not supposed to ask. But all of those rules about not talking about money keep you ignorant and keep you down and hold. you. back.

bookshop

We’d been told over and over at my terrible corporate office job that there was no money in the budget to pay any of us more. When our company was bought out I was asked to take a $12,000 pay cut—a *$12,000 pay cut!!!—to keep doing the same job but with two or three fewer members on the team to help me. We all quit over this, and on the very last day we were there, the three women on my five-member team learned that despite all of us having the exact same job description, one of the other two men on the team had been making nearly $10,000 more than the rest of us the entire time we’d worked there.

Yup.

Source: secondhandroses
celebs sexism pay gap