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Post Reply Dishonesty or genuine ignorance? (Earnings discrepancy)
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35 / Pacific North West
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Posted 9/30/17
I am an electrician. Women in skilled trades atleast that I know of make more then men. Why you ask? Because its good public relations to have a diverse workforce and the companies I know want to pay women in the workforce enough so they wont think about leaving the company/field. A novel idea however its a bit double edged as once you reach X amount of workforce diversity your less likely to maintain such incentives.
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38 / M / So. Cal
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Posted 9/30/17
My issue with the wage gap is I want to see it in print, in union or military bylaws where it says they can and will pay females less. Fail in that, it's propaganda used to equate a social issue with a morality one
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Posted 9/30/17 , edited 9/30/17
It may be that people are being dishonest with themselves about how genuinely ignorant they are. People are going to believe whatever they choose to. I personally believe there is no pervasive wage gap, but rather differing individual priorities. No doubt discrimination occurs against both males and females due to individual biases and/or bigoted beliefs, but that doesn't mean an instance or even several instances of such are indicative of a widespread issue.
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22 / F / USA
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Posted 9/30/17 , edited 9/30/17
The wage gap is a myth. The difference shrinks to a very small number when equivalent jobs at the same company are compared. And if you can prove you are being underpaid there are already laws on the books to take your employer to court over.

The perpetuation of the wage gap though makes for good alt-left political gin so they keep it alive.
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Posted 10/1/17

CloudMagnet wrote:

Cant go into detail but, in non-profits (where i work) its sickeningly true. Men who do the same job as Women are paid more. Maybe not the base rates but all the bonuses, especially if there is a sliding scale attached to a pay level.

The worst part is, if there is a large project or group to manage I personally choose a Woman (experience or not). They have proven time and again they get the job done quicker and more efficiently then their male counterparts. That's not saying I haven't had a man lead a team, I just know if its mission critical there is a Woman in that position.


This is interesting. Assuming the base rate for a male or female employee is the same, the result of Bonuses should be attached to some measureable metric like sales revenue (I know it's a non-profit, I'm using an obvious example).

If the bonus calculations are actively discriminating between male and female BECAUSE they're male and female you need to report that internally and then, because you're sensible and kept copies of all the evidence separate from the work servers, to the government if necessary. Unless you live in a country without equal pay laws.

If the bonus calculations tend to favour men because the women have to pick up the kids so leave earlier (obvious example again), that's not sexual discrimination. The women could have their husbands pick the kids up, if it the family makes more money that way they should do that.

The trick with calling out discriminatory practice is to make sure you've got to the underlying reality. At best you have to hold your hands up and say "Yeah, I screwed up, sorry". At worst you become the legal precedent for "Fake Discrimination Suits"

In your specific project work case, do you pay the women more for this? Is there a time based bonus for speed of completion where the women reliably pick up more than the men?
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