New Study: The Gender Pay Gap is a False Narrative

Feminism in 2019 is about beating everyone in the head with false grievances over stereotypes and platitudes, while casually accepting ideologies of hatred based on gender and race, murder of humans based on their status as a “person,” and the general transformation of the sacred female into masculine, screeching, blood-lusting, harpy hobgoblins…

feminism is social pseudo science

So what’s the real cause of the gender wage gap?

Federico Anzil
January 10, 2019

…In this article, we found that one of the main sources of the gender pay gap is the fact that, on average, women and men devote a different number of hours to their jobs, specially after marriage and parenthood.

The literature on gender pay gap is very extensive. Different papers focus on diverse causes to explain it. Two of the most mentioned reasons are gender discrimination and motherhood and gender roles.

Gender discrimination against women occurs if a woman is paid less than a man for doing the same job.

If we consider that the quantity of hours devoted to a job determines whether we consider a job to be the same as another, the data doesn’t support the idea of gender discrimination at the aggregate level.

The hourly pay rate for married women is lower than for married men on average, but a probable explanation is because the job market pays less per hour if the number of hours worked decreases, and married women tend to work less. The same pattern can be seen in almost every occupation.

Also, men tend to devote more time to work, thus acquire more experience as years pass by, and the job market pays more if the worker has more experience.

This doesn’t mean that gender discrimination doesn’t exist. Our analysis just shows that, at the aggregate level, most of the gap is not explained by gender discrimination.

Regarding the second aspect of the pay gap, societal ideas of gender roles influence the behavior of women and men. Also, biological factors related to parenthood do play a role in the creation of differences in preferences. Namely, women get pregnant and women breastfeed. These differences between sexes could be a plausible explanation of why women tend to spend more time at home versus their couples, especially after marriage and parenthood6.

To conclude and to recap, we can say that, according to our analysis, job market forces and gender preferences in relation to marital status and parenthood could explain almost all of the pay gap. Most of the gap is not the result of gender discrimination….

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Pay Gap Widely Misrepresented

The social engineers that drive these themes in our media want women to fight for “equality” in servitude to the corporatocracy, while forgetting that motherhood has it’s own rewards.

Rewards that also benefit the family and children who grow up being raised and taught by their mother. They want mothers to resent motherhood and family.

Used to be that one decent job could support a family. Our economy has slowly been undermined by decades of government/corporate collusion.

Now mothers are forced to work for even less, since two parents are now forced to work for what used to support a family, while letting the government raise their children in institutions.

March for Our Lies

What’s the real gender pay gap?

  April 24, 2016

“Still, if women were paid a fifth less for doing the same work as men, there would be pervasive discrimination. That’s how the pay gap is interpreted by many. They demand “equal pay for equal work.” But that’s not what the pay gap shows. It’s simply the ratio of women’s average hourly pay to men’s average hourly pay. The jobs in the comparison are not the same, and when these differences are taken into account, the ratio of women’s pay to men’s rises to almost 92 percent from 79 percent, say Blau and Kahn.

Specifically, they identify two major differences between women’s and men’s employment patterns. First, despite advances, women remain more concentrated than men in lower-paying industries and occupations. They work disproportionately as health-care aides, receptionists, cashiers and food servers. This drags down women’s average wages. The second big difference is that women still have slightly less on-the-job experience than men. This, too, lowers their average wages.

After all the adjustments, the remaining 8-percentage-point unexplained gender gap could reflect discrimination, write Blau and Kahn, pointing to academic studies. In one, when five symphony orchestras shifted to blind auditions, with candidates’ identities unknown, women’s success rates shot up. In another study, men and women with similar résumés applied for waitstaff jobs at high-priced restaurants; women’s job offers were 50 percent lower than men’s.

But the persisting gap could have other causes. There’s “the motherhood wage penalty”: Women bear the greatest responsibilities for child-rearing. Careers are interrupted; even when employers allow greater job flexibility, incomes and advancement prospects suffer.

Men can continue climbing career ladders, while many women are stalled or stopped. That’s one reason wage gaps between men and women are greatest among the best-paid workers, say Blau and Kahn. It also helps explain why there are so few female chief executives: about 4 percent of Fortune 500 firms employ them. On the other hand, the pleasures and duties of being a parent often dwarf on-the-job rewards. Either way, hard economic and emotional choices often can’t be avoided.

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