CEO compensation grew faster than the wages of the top 0. Serious attempts to understand the gender wage gap societal impacts of it class 10 pdf not include shifting the blame to women for not earning more. Rather, these attempts should examine where our economy provides unequal opportunities for women at every point of their education, training, and career choices.
Women are paid 79 cents for every dollar paid to men—despite the fact that over the last several decades millions more women have joined the workforce and made huge gains in their educational attainment. Too often it is assumed that this pay gap is not evidence of discrimination, but is instead a statistical artifact of failing to adjust for factors that could drive earnings differences between men and women. However, these factors—particularly occupational differences between women and men—are themselves often affected by gender bias. In other words, even though women disproportionately enter lower-paid, female-dominated occupations, this decision is shaped by discrimination, societal norms, and other forces beyond women’s control. The gender wage gap is real—and hurts women across the board by suppressing their earnings and making it harder to balance work and family. This is despite the fact that over the last several decades millions more women have joined the workforce and made huge gains in their educational attainment. Critics of this widely cited statistic claim it is not solid evidence of economic discrimination against women because it is unadjusted for characteristics other than gender that can affect earnings, such as years of education, work experience, and location.
Many of these skeptics contend that the gender wage gap is driven not by discrimination, but instead by voluntary choices made by men and women—particularly the choice of occupation in which they work. To isolate the impact of overt gender discrimination—such as a woman being paid less than her male coworker for doing the exact same job—it is typical to adjust for such characteristics. But these adjusted statistics can radically understate the potential for gender discrimination to suppress women’s earnings. This is because gender discrimination does not occur only in employers’ pay-setting practices. It can happen at every stage leading to women’s labor market outcomes.
Take one key example: occupation of employment. Decisions women make about their occupation and career do not happen in a vacuum—they are also shaped by society. The long hours required by the highest-paid occupations can make it difficult for women to succeed, since women tend to shoulder the majority of family caretaking duties. Many professions dominated by women are low paid, and professions that have become female-dominated have become lower paid. This report examines wages on an hourly basis.
Technically, this is an adjusted gender wage gap measure. As opposed to weekly or annual earnings, hourly earnings ignore the fact that men work more hours on average throughout a week or year. Thus, the hourly gender wage gap is a bit smaller than the 79 percent figure cited earlier. This minor adjustment allows for a comparison of women’s and men’s wages without assuming that women, who still shoulder a disproportionate amount of responsibilities at home, would be able or willing to work as many hours as their male counterparts. Examining the hourly gender wage gap allows for a more thorough conversation about how many factors create the wage gap women experience when they cash their paychecks.