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Jack Jay

Sister Bird

Eng. 101-27

16 July 2018

Equal Pay Discrimination

When people think of a wealthy, successful business person, most likely they think of a

man like Donald Trump. When asked to think of a famous athlete, a person would probably think

of Tom Brady or Stephen Curry. On the contrary, very few individuals would mention someone

like Mary T. Barra the CEO of General Motors or Serena Williams the number one ranked

female tennis player of the world. Maybe it’s because there are more wealthy men than woman

in the country. Do people value men over women? The American society would give a

resounding no. America is a place of equality; written within the declaration of independence is

“all men [and women] are created equal.” Then why is there such a wage gap between men and

women in the work place? Across the nation the wage gap is 80 cents to every man’s dollar

(Miller 7).

Women are judged not by their character or qualifications, but by their sex; with

historical and cultural norms, the same qualifications for the same job, and motherhood--women

are being payed less than men. Some may argue this claim with statements such as, women

aren’t as aggressive as men and women aren’t as willing to work in harsh environments or give

up time for money. However, these claims are easily refuted.

The work place was once dominated by men. Men were for the longest time, and for

many are still, considered the “bread winners” (someone who brings the bulk of the income for
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the family) of families. While women were left at home, to make the home and raise children.

This relationship was a strong part of the American society until around the 1960’s. During this

time, more and more women were working and doing the jobs of men. Unfortunately, women

were being paid much less than men. “In 1963, the year the Equal Pay Act became law, a full-

time working woman (earning the median pay for women) got 59 cents for each dollar a full-

time working man received (at the median pay for men)” (Miller 7). They were receiving a little

over half of what men were being paid, doing the same job, just because of their gender. Fifty

years since then, the wage gap has only been reduced by 30 cents. An article on gender

compensation discrimination explains, “This was due to the historical roles of men and women

in comparison, leaving men more educated and more skilled than women in the dominant fields

of industry in the early and previous century” (Grey-Bowen and McFarlane 66). Furthermore,

women couldn’t reach the more prestigious positions within an occupation due to cultural roles.

If the male counter-parts were allowed to move up the “corporate ladder,” the wage gap could

have been shortened faster.

The economy has been getting progressively worse since the 1950’s causing most

families scrounge on the income of one person. The current times make it difficult for families to

survive on a single income. “Current Population Survey data show that, in 59 percent of married-

couple families with children under 18 in 2009, both the wife and the husband worked for pay”

((Foster and Kreisler 3). If 59% of married couples need both the man and woman to work to

provide for their family, then how would it make sense to pay women less than men? If taken a

step further, how would it makes sense to pay a man more just because historically they were the

ones bring home the money when today there is such a large community of single mothers?

Single mothers also must take care of the home in addition. A large number of studies on the
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subject, show that women no matter the occupation are being compensated less than men in the

same occupation.

It may be assumed by some that this is an epidemic that only affects women that work in

a business type setting or common minimum wage jobs. However, this is simply not the case, all

occupations have been shown to hold the wage gap to be evident. Others may say this is due to

the lack in qualifications.

No, college enrollment of women has increased 120% between 1976 and 2014, and now

exceeds that of men by nearly 3 million. No, women have been earning more bachelor’s

degrees than men since 1982. No, women have been earning more master’s degrees than

men since 1981. No, women have been earning more doctoral degrees than men since

2006. They earned 52% of doctoral degrees in 2014, up from 11% in 1971 (Why Women

Don’t).

Women have surpassed men in all educational pursuits. From an educational stand point, women

have passed qualifications for jobs on a general level. “Women now comprise nearly 60 percent

of college undergraduates and half of all medical and law students” (Kunin 154). One would

think that respected white-collared careers like a doctor would have no part in the wage issue. On

the contrary however a study was done by researchers from various universities including Duke

and the University of Michigan, on the work activities and compensation of male and female

cardiologist. The researchers found that the males and the females were doing the same amount

of work. From what was observed the women should have received an increase of $31,749 to

their average pay (Jagsi et al. 529-541). This would suggest that women’s work no matter in

what position, at minimum wage or a doctor, is not as great as when a man does it. Morag

Simchak points out that, “Myths have been built up since the earliest days to perpetuate the idea
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of women’s inferior status… The myth that work performed by women is not worth as much as

the same work performed by a man still prevails” (542). Even with same qualifications and

amount of work put in, there is still a stigma that women aren’t doing as much.

Another stigma that employers often carry with hiring women is that they will be a

hardship on the company economically. Employers believe this because they are under the

impression that women take more sick days than their male counter-parts. This view has been

proven true, but statistically this makes little real economic difference and women over the age

of 45 years and older have less sick days then men at that age. (Simchak 543) However, chronic

sickness or injury that cause missed work was not included, but men have a much a higher rate

than females.

Women are punished for being contributors to society. Biologically, women carry the

responsibility of bearing a child and bring life to the world. Sadly, most employers don’t see it

that way. Mothers that are working receive less pay because they have children. An article titled

“Working Women” tells of how women are reported to receive 4-5 % less pay per child than a

man. Whereas, men earn a 6 % raise for becoming a father. The raise being known as the

fatherhood bonus. A woman without a child is more likely to be hired than mothers because they

are seen as more reliable. A possible explanation for the motherhood discrimination and the

fatherhood praise is described by University of Massachusetts sociologist Michelle Budig,

“’Employers read fathers as more stable and committed to their work; they have a family to

provide for, so they’re less likely to be flaky…’” (Working Women). While the converse is

believed towards mothers. This may be true in some cases that men would be more responsible

because they are fathers, but that doesn’t mean that a woman should be punished because of a
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biological function of human life. This isn’t the only way mothers are treated unfairly in the

work place.

Those who are expecting a baby aren’t guaranteed the time necessary to have the child

and recover. Under the Medical Leave Act of 1993 an employee is allotted 12 weeks unpaid, to

have a child and care for it or take of a relative with a serious health issue. Individuals qualify for

this leave, if they work a total of at least 1,250 hours for the company over a 12-month basis. The

company is exempt from offering this if the company has less than 50 employees within a 75-

mile radius. “According to the US Bureau of Labor Statistics (BLS), only 15 percent of all

American workers have access to job-protected paid leave” (Working Women). This effects

women much more than men as women are the dominate caregivers within a family and would

need the leave for both loved ones and having children. Women that are in the pursuit of a career

would have to choose between having children or possible missing the widow of opportunity.

There are people who will argue that women in part bring the wage gap onto themselves.

They say that women aren’t as aggressive as men when it come to work. The nature of women is

found to be less confrontational. Studies have been made by researchers at the University of

Chicago Booth School of Business, Northwestern University's Kellogg School of Management,

and Columbia Business School on the competition of men and women in the work place. The

Chicago tribune put out an article discussing the research. The article describes a test for

competitiveness involving a game where one competes for a higher wage. This is what the

researchers found:

On average, those who chose the tournament ended up earning $21,000 more at their first

jobs after graduating; controlling for other variables, a taste for competition accounted for

earnings of $15,000, or 9 percent, more than less-competitive classmates. When looking

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at pay by gender, male MBAs earned $175,000 on average in their first year after

graduation, while female MBAs earned $149,000. (Elejalde-Ruiz)

The article also states that the test accounts for about 10 percent of the wage gap. Many people

would say this accounts for most of the wage gap.

Though this may hold some truth, it doesn’t account for the fact that the wage gap is

found throughout all professions many of which have no need for aggression. “Pink collar” jobs

that are female dominated and are care giving oriented have nothing to do with being

competitive, yet the small percentage of men with in the profession are earning more than the

women.

Others have also argued that the pay gap doesn’t exist because men are more willing to

give up their time an energy for more money therefore men are payed more. One such individual

is John Stossel. In a news segment called, “The Pay Gap: Sexism Or Something Else” John

discusses the wage gap with a Warren Farrell who has studied the statistics of the gender wage

for 15 years. Farrell states that men work more hours than women and are more willing to work

in hazardous work environments. Farrell also states, “Women say they far more care about

flexibility. Men say the far more care about money” (Stossel).

It is possible that this could account for part of the pay gap, but as previous studies have

shown the wage gap exists within the same occupation, with the work amounts factored in for

both men and women alike. The statement that men are paid more than women, because they

work more than women was proven false in the Cardiologist study. In the study women were

doing just as much work yet were paid significantly less.

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Women are paid less than men in America, this is a fact. In the 1960’ this fact was first

addressed with the Equal Pay Act. The act was supposed to end the gender wage gap yet more

than 50 years later the gap still exists. Women still have to put up the discrimination for many

complex reasons. However, three of the largest known sources are first, historically set gender

roles. Second, women’s educational and work qualifications are being ignored. Finally, due to

the biological gift that women have to bear children, women are being labeled economically

unreliable. Gender discrimination is crippling the pay of women.

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Works Cited

Elejalde-Ruiz, Alexia. “How Women's Dislike of Competition Affects Gender Pay

Gap.” Chicagotribune.com, Chicago Tribune, 13 Sept. 2016,

www.chicagotribune.com/business/ct-gender-pay-gap-competition-0304-biz-20160304-

story.html.

Foster, Ann C., and Craig J. Kreisler. "Wife's Employment and Allocation of Resources in

Families with Children." Monthly Labor Review, vol. 135, no. 9, 2012, pp. 3-

13, https://byui.idm.oclc.org/login?url=https://search.ebscohost.com/login.aspx?direct=tr

ue&db=muh&AN=82877466&site=eds-live.

Grey-Bowen, Judith E., and Donovan A. McFarlane. "Gender Compensation Discrimination: An

Exploration of Gender Compensation Gap and the Higher Education

Connection."Journal of Business Studies Quarterly, vol. 2, no. 1, 2010, pp. 65-82,

Research Library, http://byui.idm.oclc.org/login?url=https://search-proquest-

com.byui.idm.oclc.org/docview/1009901902?accountid=9817.

Jagsi, Reshma, et al. "Original Investigation: Work Activities and Compensation of Male and

Female Cardiologists." Journal of the American College of Cardiology, vol. 67, 2016, pp.

529-

541, https://byui.idm.oclc.org/login?url=https://search.ebscohost.com/login.aspx?direct=t

rue&db=edselp&AN=S0735109715071041&site=eds-live,

doi:10.1016/j.jacc.2015.10.038.

Kunin, Madeleine. The New Feminist Agenda : Defining the Next Revolution for Women, Work,

and Family. White River Junction, Vt. : Chelsea Green Pub., c2012,
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2012, https://byui.idm.oclc.org/login?url=https://search.ebscohost.com/login.aspx?direct

=true&db=cat03146a&AN=BYUID.3890271&site=eds-live.

Miller, John. ""Equal Pay" is Not so Equal." Dollars & Sense, no. 326, 2016, pp.

7, https://byui.idm.oclc.org/login?url=https://search.ebscohost.com/login.aspx?direct=tru

e&db=f5h&AN=118866774&site=eds-live.

Simchak, Morag M. Equal Pay in the United States. vol. 103, ,

1971, https://byui.idm.oclc.org/login?url=https://search.ebscohost.com/login.aspx?direct

=true&db=hus&AN=5344689&site=eds-live

Stossel, John "The Pay Gap: Sexism Or Something Else?" , directed by Anonymous , produced

by NEWS ABC. , Films Media Group, 2005, Films On Demand; Films Media Group,

https://fod.infobase.com/PortalPlaylists.aspx?wID=104034&xtid=35367.

“Why Women Don't Deserve Equal Pay.” DPEAFLCIO, DPEAFLCIO, Feb. 2017,

dpeaflcio.org/programs-publications/issue-fact-sheets/why-women-dont-deserve-equal-

pay/.

"Working Women." Opposing Viewpoints Online Collection. Gale, Detroit, 2018, Opposing

Viewpoints In Context; Gale,

http://link.galegroup.com.byui.idm.oclc.org/apps/doc/PC3010999247/OVIC?u=byuidaho

&sid=OVIC&xid=cf967964
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