Should Women get Equal Pay? Uh, Yes? Duh…

Why are we still dealing with this? It’s 2012, for crying out loud, and we’re still paying women differently based on the fact that they’re women? I don’t understand the logic… There’s a job to be done… if it gets done properly, who cares who does it? What’s it worth to get that job done? The answer shouldn’t be “Well, is it being done by a women or a man?” I don’t care if it’s done by a transgendered gila monster if the results are good.

I can’t swear to the accuracy of this info-graphic, but there are references at the bottom. If you wanna follow each and verify, go nuts.


Infographic Provided by:

Am I off base here? Should this make sense? Is there something I’m not understanding? What are your thoughts?



8 thoughts on “Should Women get Equal Pay? Uh, Yes? Duh…

  1. Yeah… I think maybe you’re not understanding that people aren’t always rational.

    I have a theory about how it was women looking for equitable treatment that got the government to make so many rules. My theory is entirely irrational, but it saves me from doing any further research.

  2. I have a theory – entirely unproven in any particular whatsoever – that women would close this gap more quickly if they walked out of jobs as readily as men do. This is strictly observation from my own experience, but I’ve found that men will not put up with shit from an employer nearly as much as women will. And that’s why women get shit on. They are (in general, which is not always the best way to view things) looking for more security than men are. And that means they will stay at bad jobs with shitty bosses for a longer period of time, and also accept less than fair worth for doing those jobs, and look to the government to redress the problem rather than telling the boss to go and fuck himself.

  3. I’m ten years removed from the workplace but I can say with authority that there was NO gender-gap in my organization. My female employees made the same or in some cases MORE than their male counterparts. There was a “gap” when it came to experience and expertise, though, and duty titles (e.g., “specialist,” “technician,” “supervisor”) and pay reflected that disparity.

  4. Women get paid less and advance slower in the workplace by in large because they have children. Not a pretty fact but there it is. Spending years out of the workplace raising children slows your advance on the corporate ladder and needing work schedule to accommodate childhood illnesses, half school days etc. keep them from the raises they deserve. This is remedied by fathers taking a greater role in parenting, taking days off for the various illnesses etc. not that all men don’t do it but for every day my husband takes off, I usually take 3. And in a single parent household , the father is usually a weekend presence at best. Not something that can be fixed by govt. I think the answer is for women to own their own businesses and set their own pay and medical leave packages.

  5. I’ve been reading a lot of these sorts of messages lately, and they all seem to complain about the fact but few seem to want to talk about the why.

    Suldog makes a good point below, as does Cassie, but I think that there are a LOT of different variables to this equation.

    A lot of what makes for initial pay (as you enter a company) is negotiation skills. I did read an article that talked about this: men tend to negotiate better starting pay than women do. Maybe because they play more poker? 🙂

    I think that there would be some value in removing demographics from applications. If we could truly pick a candidate based upon education, skills, capability, and then NOT negotiate for pay, we’d all be better off. However, this would preclude the “chemistry” part of an interview process, and also the assessment of intangibles.

    Once again, there’s no easy answer.

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