31–40 of 280 posts
I'm bothered by the implicit authority given to the word "study" nowadays. Collecting data and drawing conclusions is much easier than contrasting assumptions for the sake of understanding the underlying issues, yet the former seems much more prevalent in public discourse.
It would be better if you all were just honest. You think that women shouldn't be paid as much as men because they don't deserve it. Just speak up, already. We all know that we've chosen sides. Let's stop pretending.
I support equal pay for equal work. I support family leave for men and women. I support a social safety net that doesn't make you choose career vs personal life. That's me. That's the side I'm on. How about you?
"He attributes the earnings reversal overwhelmingly to one factor: education. For every two guys who graduate from college or get a higher degree, three women do." It's interesting itself that more women graduate than men. But equal pay means equal pay for people with similar qualifications doing similar jobs. This comparison means nothing to me.
Sadly "equal pay" means whatever you want it to mean. At some point the nurses union in Denmark argued that their education was roughly the same length as that of an engineer, so they should be paid the same on that basic. Completely ignoring that engineers spend five years at the university vs. the 3.5 years for nursing school and that engineers are pay wildly different salaries bases on their field of work. In my m…
From what I gather from the article, the study doesn't seem to account for the profession, which would make it as meaningless as other gender gap studies I have seen so far. A banker or lawyer is paid significantly more than a professor or a nurse. So at the end all you are measuring is the difference in salaries between professions rather than the actual gender gap between people with the same qualification and prof…
There's no perceptible gap in wages between almost any pair of social groups, provided we compare only similar roles. This has been solved by the market years ago. We still need more wage transparency. Companies should be required to publicly list all wages, because lack of transparency is detrimental to the workers.
There's no perceptible gap in wages between
almost any pair of social groups,
After all, if women are more represented among junior positions and less among senior positions, some people might blame childbirth - but other people will blame systematic biases like family-unfriendly policies and unconscious biases.
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In the UK, that is already in progress - https://www.theguardian.com/society/2017/apr/06/gender-pay-g...
This is still an incorrect approach looking at incorrect metrics. According to the government document: >The gender pay gap is the difference between the average earnings of men and women, expressed relative to men’s earnings. For example, ‘women earn 15% less than men per hour’. But this is not what should be measured. If there's a mining company that employs 90% men working down in the mine and 10% women doing acco…
Lies and statistics.
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It seems that GP did that, and learned that these studies ignore inconvenient factors.
What we should mandate is transparency. We all think we are expert negotiators but we are all idiots. We will all be better off if all salary and all compensation information is public and easily accessible. Sadly, a lot of people think they have something to lose and will never support it.
Earlier quoted context omitted.
What we should mandate is transparency. We all think we are expert negotiators but we are all idiots. We will all be better off if all salary and all compensation information is public and easily accessible. Sadly, a lot of people think they have something to lose and will never support it.
I don't want my salary to be transparent. There is something called privacy. My salary is a private matter. I really don't believe I'm any kind of expert in negotiation.
You wouldn’t have to negotiate a better salary if it would be obvious that you are underpaid.
Earlier quoted context omitted.
I don't want my salary to be transparent. There is something called privacy. My salary is a private matter. I really don't believe I'm any kind of expert in negotiation.
His point is that your need for privacy is preventing group wins. You want to avoid a bit of shame or envy but by making this decision we, as employees, lose a lot of our leverage. You wouldn’t have to negotiate a better salary if it would be obvious that you are underpaid.
I have people who work on my teams who are absolutely fantastic and, while already well-paid, probably should make more. I have other people on my team, with the same title, same education, same on-paper responsibilities, same city, same years of experience, who might be below the median pay and are still overpaid based on my estimation of their contributions relative to their peers.
You can't look only at a spreadsheet and determine that it's "obvious that you are underpaid", IMO.