The “gender pay gap” is proven time and again to be caused by choices, but is having and raising children really just a choice for humanity?
Men work longer hours and in more dangerous and physically demanding jobs… and they never have to take time off for Childbearing or child rearing.
Isn’t it a shame that our corporate-owned government’s greed-based policies… (including the Federal Reserve’s year-over-year 2% inflation target) …have forced both genders into the workforce where just decades ago, one decent job could sustain an entire household?
These days prospective working class families have no choice but for both parents to contend in the workforce and leave their children to be raised by foreign workers in daycares or by government agents in public schools (indoctrination camps.)
Both genders have unique gifts, but the greatest gift is to create and shape humanity and that’s something being stolen from women as they’re conditioned to reject femininity, and female roles, and are being raised to act like men and compete with men. Yet studies show that women are unhappier as a group by the decade.
Then our establishment gate keepers tell us that our population is shrinking and we need to import foreign workers to keep our economy afloat. Almost seems like a planned agenda to destroy families and the middle class.
Harvard Researchers Find Women’s Choices Key in Gender Wage Gap
by Charlotte Hays December 12 2018
IWF has long explained that the gender wage gap is largely caused by the different choices that men and women make.
Now a new study by two Harvard researchers finds exactly that.
The Daily Caller reported Monday:
A pair of Harvard University Ph.D. candidates may have put a dagger in the mythical “gender wage gap” oft cited by politicians and pundits as an issue that can be addressed through governmental policy.
In a paper titled, “Why Do Women Earn Less Than Men?” Valentin Bolotnyy and Natalia Emanuel study the unionized environment of the Massachusetts Bay Transportation Authority (MBTA).
Economist John Phelan describes the MBTA as a “union shop with uniform hourly wages where men and women adhere to the same rules and receive the same benefits.
Workers are promoted on the basis of seniority rather than performance, and male and female workers of the same seniority have the same choices for scheduling, routes, vacation, and overtime. There is almost no scope here for a sexist boss to favor men over women.”
And yet, Bolotnyy and Emanuel reported that “female workers earn $0.89 on the male-worker dollar (weekly earnings).” The Ph.D. candidates used “confidential administrative data” on the authority’s bus and train operators “to show that the weekly earnings gap can be explained by the workplace choices that women and men make.”
From the abstract:
Women value time away from work and flexibility more than men, taking more unpaid time off using the Family Medical Leave Act (FMLA) and working fewer overtime hours than men.
When overtime hours are scheduled three months in advance, men and women work a similar number of hours; but when those hours are offered at the last minute, men work nearly twice as many. When selecting work schedules, women try to avoid weekend, holiday, and split shifts more than men.
To avoid unfavorable work times, women prioritize their schedules over route safety and select routes with a higher probability of accidents. Women are less likely than men to game the scheduling system by trading off work hours at regular wages for overtime hours at premium wages.
But of course this new study won’t put a dagger into the heart of misperceptions about the gender wage gap.
Uber’s Gender Pay Gap Study May Show The Opposite Of What Researchers Were Trying To Prove
Uber has conducted a study of internal pay differentials between men and women, which they describe as “gender blind.” Aired on a podcast by Freakonomics’ Steve Dubner, the researchers (one woman, four men) took great pains to explore whether a pay gap between men and women exists (it does) and how to explain it.
The study found a 7% pay gap in favor of men. They present their findings as proof that there are issues unrelated to gender that impact driver pay. They quantify the reasons for the gap as follows:
Where: 20% is due to where people choose to drive (routes/neighborhoods).
Experience: 30% is due to experience. More experienced Uber drivers make more. N.B. There is a significant gender turnover gap at Uber, over a six-month period, 60% of men quit, 76% of women
Speed: 50% was due to speed, they claim that men drive slightly faster, so complete more trips per hour. N.B. in the study, speed = “distance divided by time on the trip in a given driver-hour.” This measures efficiency, not speed. It could be more dependent on route choice than driving speed, a skill developed through experience, see above.
As always in these sorts of debates, the data can be interpreted in many different ways, partly depending on who is doing the research, and why they are doing it.
The Uber paper was written by five economists—two employed by Uber, two Stanford professors; and the chairman of the University of Chicago economics department, who “moonlights as head of the ubernomics team at Uber.” One of the economists is Jonathan Hall, who leads the public policy and economics team at Uber.