Since at least 1944, when congresswoman Winifred C. Stanley (R) N.Y., introduced H.R. 5056 (Prohibiting Discrimination in Pay on Account of Sex: PDPAS (in 1944 they weren’t so focused on teasing catchy acronyms out of what Bills were named), feminists have been building a myth that any discrepancy in pay between men and women is based pretty much exclusively on sexual discrimination.
Male congress creatures were slow thinkers since they waited until 1963 to pass the Equal Pay Act. Or maybe they were sufficiently cowed by a huge surge in bra burning; a power of women unmentioned in A Handmaid’s Tale. This initial Federal attempt at rebalancing the compensation universe took nearly two decades.
Then, it took nearly 60 more years before we could run the experiments to determine if such a Bill made sense. But now we know, take home pay differentials aren’t really the problem they’ve been claimed to be.
Lets pay attention to the science. Especially since the current generation of feminists have their panties even more twisted over the patriarchy of heterosexual white men – the updated epithet for ‘male chauvinist pig’.
In the abstracts quoted below, I haven’t bothered to emphasize the critical bits. If they aren’t obvious to you, you aren’t ready for the science.
Department of Economics, Harvard University
July 5, 2019
Why Do Women Earn Less Than Men? Evidence from Bus and Train Operators
“Female workers earn $0.89 for each male-worker dollar even in a unionized workplace where tasks, wages, and promotion schedules are identical for men and women by design. We use administrative time card data on bus and train operators to show that the earnings gap can be xplained by female operators taking, on average, 1.5 fewer hours of overtime and 1.3 more hours of unpaid time-off per week than male operators. Female operators, especially those who have dependents, pursue schedule conventionality, predictability, and controllability more than male operators. Analyzing two policy changes, we demonstrate that while reducing schedule controllability can reduce the earnings gap, it can also make workers—particularly female workers—worse off.”
Science 19 Oct 2018:
Vol. 362, Issue 6412
Relationship of gender differences in preferences to economic development and gender equality
“What contributes to gender-associated differences in preferences such as the willingness to take risks, patience, altruism, positive and negative reciprocity, and trust? Falk and Hermle studied 80,000 individuals in 76 countries who participated in a Global Preference Survey and compared the data with country-level variables such as gross domestic product and indices of gender inequality. They observed that the more that women have equal opportunities, the more they differ from men in their preferences.”
Stanford University Graduate School of Business & University of Chicago
The Gender Earnings Gap in the Gig Economy: Evidence from over a Million Rideshare Drivers
“The growth of the “gig” economy generates worker flexibility that, some have speculated, will favor women. We explore this by examining labor supply choices and earnings among more than a million rideshare drivers on Uber in the United States. We document a roughly 7% gender earnings gap amongst drivers. We show that this gap can be entirely attributed to three factors: experience on the platform (learning-by-doing), preferences and constraints over where to work (driven largely by where drivers live and, to a lesser extent, safety), and preferences for driving speed. We do not find that men and women are differentially affected by a taste for specific hours, a return to within-week work intensity, or customer discrimination. Our results suggest that, in a “gig” economy setting with no gender discrimination and highly flexible labor markets, women’s relatively high opportunity cost of non-paid-work time and gender-based differences in preferences and constraints can sustain a gender pay gap.”
Public Library of Science
February 21, 2020
The persistence of pay inequality: The gender pay gap in an anonymous online labor market
“Studies of the gender pay gap are seldom able to simultaneously account for the range of alternative putative mechanisms underlying it. Using CloudResearch, an online microtask platform connecting employers to workers who perform research-related tasks, we examine whether gender pay discrepancies are still evident in a labor market characterized by anonymity, relatively homogeneous work, and flexibility. For 22,271 Mechanical Turk workers who participated in nearly 5 million tasks, we analyze hourly earnings by gender, controlling for key covariates which have been shown previously to lead to differential pay for men and women. On average, women’s hourly earnings were 10.5% lower than men’s. Several factors contributed to the gender pay gap, including the tendency for women to select tasks that have a lower advertised hourly pay. This study provides evidence that gender pay gaps can arise despite the absence of overt discrimination, labor segregation, and inflexible work arrangements, even after experience, education, and other human capital factors are controlled for. Findings highlight the need to examine other possible causes of the gender pay gap. Potential strategies for reducing the pay gap on online labor markets are also discussed.”
Women’s, excuse me, womxn’s, choices (IIRC, choice is a high value for them) are overwhelmingly the cause of the difference in take home pay. Not rates of pay based on sex. Womxn want their choices subsidized. They want equal outcome despite unequal exposure to danger, unequal hours worked, unequal educational choice, unequal working conditions, and unequal occupational choice.