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If we look at past times these things are brought up; almost certainly not. Often things like part-time vs. full time aren't considered or amount of overtime ho
by Workaccount2 2y ago
If we look at past times these things are brought up; almost certainly not. Often things like part-time vs. full time aren't considered or amount of overtime hours worked (for hourly jobs).
- andai 2y agoThe reasoning I heard is that it's explained by differences in personality across the two populations. One group is, on average, more assertive, and as a result more likely to negotiate higher salary.
- bbatha 2y agoWhich is reasoning that's difficult to prove. To the contrary women and underprivileged minorities also feel like they can't be assertive without being labeled as shrill. The wage gap, at firms without a history of discrimination, is almost entirely determined by women having their first child and the support structures around it (subsidized childcare, paternity leave, flexible hours).[1][2] This suggests the assertiveness is probably not the issue. [1] https://www.forbes.com/sites/lisaconn/2023/11/08/nobel-winner-claudia-goldin-predicted-flexible-work-could-ease-the-pay-gap-new-data-support-her-theory/ https://www.forbes.com/sites/lisaconn/2023/11/08/nobel-winne... [2] https://www.stlouisfed.org/publications/regional-economist/july-2016/gender-pay-gap-may-be-linked-to-flexible-and-irregular-hours https://www.stlouisfed.org/publications/regional-economist/j...
- darby_nine 2y agoThis explanation hold less and less water as corporations switch more firmly to tiered compensation tied directly to title.
- jimbokun 2y agoNew employees vs more experienced employees, and different job descriptions are even more likely to explain the differences. I don't know if that's the case here. But it would be good to investigate all the possible factors before coming to any conclusions.
- nonethewiser 2y agoThe reality is likely much more nuanced. But Id expect what fields they choose to go into is the bigger factor.
- darby_nine 2y agoThis kind of thing is impossible to control for, though. How can you tell whether someone's success or lackthereof (including via degree of responsibility) comes from earnest evaluation of merit or social bias? I have a difficulty imagining trusting any kind of confident assessment of the bias at hand.
- IshKebab 2y agoYeah it's really difficult, but that doesn't mean you should just give up and take the average. There was a case recently in the UK where Next (high street clothing chain) were paying their warehouse staff more than their shop staff for (apparently) similar work. The shop workers had a higher proportion of female workers than the warehouse workers (something like 70% vs 50%). Next claimed this was because the market rate was higher for warehouse workers. They got sued by the female shop workers for discrimination. They lost and have to pay back pay. Now... you might think 70% vs 50% is barely a difference - did the Next bosses really discriminate? Surely not. Well, that's what the court thought too. Apparently even though they accepted that there was no conscious or unconscious discrimination, the effect of the pay difference was in itself discriminatory. I dunno how that makes any sense. The shop workers should have sued the IT department and then they'd be in for a serious pay day!
- Slava_Propanei 2y ago[dead]
- superb_dev 2y agoThe IT department isn't doing comparable work, so of course that wouldn't work.
- IshKebab 2y agoClearly warehouse workers don't do the exact same work either though. Otherwise it would be the same job and the market rate would be the same.