Kay Hymowitz zum Gender Pay Gap und warum er nicht verschwindet (via The Spearhead):
Let’s begin by unpacking that 75-cent statistic, which actually varies from 75 to about 81, depending on the year and the study. The figure is based on the average earnings of full-time, year-round (FTYR) workers, usually defined as those who work 35 hours a week or more.
But consider the mischief contained in that „or more.“ It makes the full-time category embrace everyone from a clerk who arrives at her desk at 9 am and leaves promptly at 4 pm to a trial lawyer who eats dinner four nights a week—and lunch on weekends—at his desk. I assume, in this case, that the clerk is a woman and the lawyer a man for the simple reason that—and here is an average that proofers rarely mention—full-time men work more hours than full-time women do. In 2007, according to the Bureau of Labor Statistics, 27 percent of male full-time workers had workweeks of 41 or more hours, compared with 15 percent of female full-time workers; meanwhile, just 4 percent of full-time men worked 35 to 39 hours a week, while 12 percent of women did. Since FTYR men work more than FTYR women do, it shouldn’t be surprising that the men, on average, earn more.
The way proofers finesse „full-time“ can be a wonder to behold. Take a recent article in the Washington Post by Mariko Chang, author of a forthcoming book on the wealth gap between women and men. Chang cites a wage difference between „full-time“ male and female pharmacists to show how „even when they work in the same occupation, men earn more.“ A moment’s Googling led me to a 2001 study in the Journal of the American Pharmacists Association concluding that male pharmacists worked 44.1 hours a week, on average, while females worked 37.2 hours. That study is a bit dated, but it’s a good guess that things haven’t changed much in the last decade. According to a 2009 article in the American Journal of Pharmaceutical Education, female pharmacists‘ preference for reduced work hours is enough to lead to an industry labor shortage.
The other arena of mischief contained in the 75-cent statistic lies in the seemingly harmless term „occupation.“ Everyone knows that a CEO makes more than a secretary and that a computer scientist makes more than a nurse. And most people wouldn’t be shocked to hear that secretaries and nurses are likely to be women, while CEOs and computer scientists are likely to be men. That obviously explains much of the wage gap.
But proofers often make the claim that women earn less than men doing the exact same job. They can’t possibly know that. The Labor Department’s occupational categories can be so large that a woman could drive a truck through them. Among „physicians and surgeons,“ for example, women make only 64.2 percent of what men make. Outrageous, right? Not if you consider that there are dozens of specialties in medicine: some, like cardiac surgery, require years of extra training, grueling hours, and life-and-death procedures; others, like pediatrics, are less demanding and consequently less highly rewarded. Only 16 percent of surgeons, but a full 50 percent of pediatricians, are women. So the statement that female doctors make only 64.2 percent of what men make is really on the order of a tautology, much like saying that a surgeon working 50 hours a week makes significantly more than a pediatrician working 37.
A good example of how proofers get away with using the rogue term „occupation“ is Behind the Pay Gap, a widely quoted 2007 study from the American Association of University Women whose executive summary informs us in its second paragraph that „one year out of college, women working full time earn only 80 percent as much as their male colleagues earn.“ The report divides the labor force into 11 extremely broad occupations determined by the Department of Education. So ten years after graduation, we learn, women who go into „business“ earn considerably less than their male counterparts do. But the businessman could be an associate at Morgan Stanley who majored in econ, while the businesswoman could be a human-relations manager at Foot Locker who took a lot of psych courses. You don’t read until the end of the summary—a point at which many readers will have already Tweeted their indignation—that when you control for such factors as education and hours worked, there’s actually just a 5 percent pay gap. But the AAUW isn’t going to begin a report with the statement that women earn 95 percent of what their male counterparts earn, is it?
Im weiteren kommt sie dann auf 7%. Ähnliche Zahlen gibt es auch aus Deutschland:
Dann zu der Frage, ob man aus dem ungleichen Lohn auch auf eine Diskriminierung schließen kann:
The point is that we don’t know the reason—or, more likely, reasons—for the 7 percent gap. What we do know is that making discrimination the default explanation for a wage gap, as proofers want us to do, leads us down some weird rabbit holes. Asian men and women earn more than white men and women do, says the Bureau of Labor Statistics. Does that mean that whites are discriminated against in favor of Asians? Female cafeteria attendants earn more than male ones do. Are men discriminated against in that field? Women who work in construction earn almost exactly what men in the field do, while women in education earn considerably less. The logic of default discrimination would lead us to conclude that construction workers are more open to having female colleagues than educators are. With all due respect to the construction workers, that seems unlikely.
Dies macht meiner Meinung nach deutlich, dass es nicht so einfach ist, einfach nur auf die Zahlen abzustellen. Es passt auch nicht zu den simplen Privilegierungstheorien.
Und zu den Gründen für den Gehaltsunterschied:
Here’s what the authors found: right after graduation, men and women had nearly identical earnings and working hours. Over the next ten years, however, women fell way behind. Survey questions revealed three reasons for this. First and least important, men had taken more finance courses and received better grades in those courses, while women had taken more marketing classes. Second, women had more career interruptions. Third and most important, mothers worked fewer hours. „The careers of MBA mothers slow down substantially within a few years of first birth,“ the authors wrote. Though 90 percent of women were employed full-time and year-round immediately following graduation, that was the case with only 80 percent five years out, 70 percent nine years out, and 62 percent ten or more years out—and only about half of women with children were working full-time ten years after graduation. By contrast, almost all the male grads were working full-time and year-round. Furthermore, MBA mothers, especially those with higher-earning spouses, „actively chose“ family-friendly workplaces that would allow them to avoid long hours, even if it meant lowering their chances to climb the greasy pole.
In other words, these female MBAs bought tickets for what is commonly called the „mommy track.“
Womit wir mal wieder bei der weiblichen Wahl wären, die immer wieder auftaucht:
Das Ganze war hier schon häufiger Thema:
- Welches Verhältnis wollen Frauen zwischen Beruf und Arbeit?
- Emma, Frauen in Führungspositionen und Halbtagsstellen
- „Frauen wollen gar nicht an die Spitze“
- Beckmann, Basha Mika und „Scheitern Frauen an sich selbst?“
- Hindernisse von Frauen in Führungspositionen
- Mann / Frau: Zufriedenheit und beruflicher Erfolg
- Was Unternehmen machen müssen um Frauen auch gegen ihren Willen zu befördern