He Earns, She Earns

Posted by Kristina Cowan

A new study by the American Association of University Women Educational Foundation that cites a pay gap between men and women has sparked a flurry of discussion.

According to an AAUW release:

" ... just one year out of college, women working full time already earn less than their male colleagues, even when they work in the same field. Ten years after graduation, the pay gap widens.

In the report, Behind the Pay Gap, the AAUW Educational Foundation found that just one year after college graduation, women earn only 80 percent of what their male counterparts earn. Ten years after graduation, women fall further behind, earning only 69 percent of what men earn. Even after controlling for hours, occupation, parenthood, and other factors known to affect earnings, the research indicates that one-quarter of the pay gap remains unexplained and is likely due to sex discrimination. Over time, the unexplained portion of the pay gap grows."

Some writers and experts say the study underscores the need to end gender discrimination when it comes to paychecks. What raised my interest was something Cathy Arnst wrote at BusinessWeek.com:

"... the researchers do suggest that women themselves may be partly to blame for the gap: 'Women expect less and negotiate less pay for themselves than do men.'

I hate to blame the victim, but that sounds plausible to me. I know far too many women who think it is somehow unseemly in the workplace to promote themselves, or demand more money. I think many women consistently undervalue themselves and their skills, which may be why many of us take on the bulk of the household chores even though we hold demanding jobs. Do we too easily assume that somehow the husband's job is more important, either because he works more hours (and how much of that is by choice?) or earns more? Perhaps its time to re-evaluate our worth, both on the job and at home. Or at the very least teach our daughters to be more demanding."

Working Moms

The AAUW study speaks to the issue of working moms, suggesting that supporting mothers in the workforce is one way to narrow the gender pay gap. Employers should provide more high-quality part-time career opportunities, the study says, and reconsider whether the number of hours worked are the best measurement for productivity:

"Many firms are successfully challenging the notion that more hours are equivalent to more productivity. One recent example is the company Best Buy. Faced with retention and morale issues, this retailer instituted a policy called ROWE (Results-Only Work Environment), where workers set their own schedules and are responsible for meeting performance goals. The results have been positive, with improved retention and productivity (Conlin, 2006)."

I happen to be working on a story about mothers who, after a temporary hiatus, seek to return to the workforce, and how retiring baby boomers might help their case.

Two of my sources echoed the AAUW study's suggestions. Jen Singer, editor of MommaSaid.net, said more employers will be offering high-quality, flexible jobs, which working moms want.

Roberta Chinsky Matuson, principal of Northampton, Mass.-based Human Resource Solutions, said the baby boom exodus will force employers to be more flexible, emphasizing results instead of time spent at the office.

Equal Mindset

Perhaps the boomers' looming life-shift will bolster opportunities for working moms, thereby helping narrow the pay gap. But as my sources have pointed out, that won't happen overnight.

In the meantime, women must learn to speak up for themselves in the workplace, as Arnst suggests. I can attest to the female tendency to avoid money-talk, to shy away from being a cheerleader for one's own cause.

But when I consider what women have accomplished--we're senators, judges, policy-makers, trendsetters, nurturers, sole-providers, astronauts, brain surgeons and more--I realize there's very little we can't do. Going to the moon and back, making laws, saving lives and molding them--aren't those all causes worthy of some loud cheering?

--kc

• Pay Gap Exists as Early as One Year out of College, New Research Says (American Association of University Women, news release)
• Gender Pay Gap in U.S. Starts Right After College, Study Says (Bloomberg.com, article)
• Do Women and Men Earn Equal Pay in 2007? (Ask Dr. Salary, a PayScale.com blog)
• WOMEN AND THE PAY GAP (BusinessWeek.com, blog by Cathy Arnst)
• Why do men earn more? Just because (DenverPost.com, column by Diane Carman)
• Women vs. men: Truths about the pay gap (Chicago Tribune, column by Steve Chapman)

Is your salary biased high or low? The PayScale Salary Calculator is a fast, easy way to compare positions. But when you want powerful salary data and comparisons customized for your particular position, build a complete profile by taking PayScale's full salary survey.

Comments

[Rob Bennett]

"I know far too many women who think it is somehow unseemly in the workplace to promote themselves, or demand more money."

I understand the point being made here (the words quoted above are from the Business Week article). I worry, though, about a bit of a suggestion that woman should try to become more like men. I don't think that's the answer. The better solution is for employers to make an effort to reward not just those who promote themselves heavily, but also those who show their worth through the work they do rather than through their self-promotion.

It's not just a men vs. woman issue either, of course. There are men who are reluctant to engage in self-promotion. And there are women who are masters at it. It probably is fair to say that as a generalization there are more women than men who fail to self-promote adequately.

There are reasons why some are reluctant to self-promote. We shouldn't overlook that and force all workers to feel that they need to fit into the same model of behavior. Those who fail to self-promote at all should work to do more of it. But those who self-promote too much should work to do less of it.

My point here is that I feel there is a hint in the comments quoted that those who fail to self-promote are the only ones who need to make changes. I do think it's good to push people to do what they refrain from doing solely because it does not come natural. But we need to be careful not to push too far. We need all sorts of personalities in the workplace (and in the world at large too, of course).

[Anita Dishaw]

Equal pay for equal amounts of work- whatever happened to that concept? Who cares if a man or woman did it? They deserve the same wages. The rest of the opinions are nonsense.