Does A Gender Wage Gap Really Exist?

Gender wage gap: same pay for same job?

It’s hard to know because researchers fail to use the right data. Their data comes in the form of raw numbers gathered the U.S. Census Bureau and the Bureau of Labor Statistics.

Data is crunched using qualitative formulas to yield coefficients and standard deviations. Conclusions are then reached. Wrong conclusions.

Sure, researchers consider variables, such as hours worked, level of education, and number of years in the position, that might account for gender wage gaps, but once again, numbers alone cannot tell the right story.

Every industry, every company has its own idiosyncrasies. Prior work experiences, educational credentials, candidate strengths vs. company needs all play a part in the hiring process and beginning wage. Some industries reward workers better than other trades. Right or wrong, industry wages are established by social values and consumer demands for the products and services that industry provides. No two candidates are ever equal, including two male candidates.

By its very definition, gender wage gap implies deliberate discrimination against women simply because they are women. Is personal choice-making discrimination?

Once employed, likeability and performance ratings can determine the percentage of an annual wage increase. But these variables are not recorded in the data banks of the two most prominent sources of wage information used by researchers - the U.S. Census Bureau and the Bureau of Labor Statistics.

Jane Goodall like research is needed to uncover the right data.

This presentation was adapted from Kindle eBook

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