Posted on Jul 7, 2015
Should women be paid the same as men for the same job?
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Should women be paid the same as men for doing the same job? I am a firm believer in equal pay and equal opportunity. I don't care if you're a man or woman, if you're doing the same job, you both should be paid the same.
But if you work for the Obama administration, as a woman, you are apt to be paid less than your counterpart who happens to be a man. I personally think this is unfair to women, I think that it speaks to his administration and I think all women and men should be upset about this. I must admit this can be said about jobs in the civilian sector also but I don't think it should be the case there let alone at the Whitehouse. If you are doing the same job as me, you should be paid the same as me. What do you women (and men) out here think about this unfair labor practice?
http://freebeacon.com/politics/women-still-short-changed-in-obama-white-house/
But if you work for the Obama administration, as a woman, you are apt to be paid less than your counterpart who happens to be a man. I personally think this is unfair to women, I think that it speaks to his administration and I think all women and men should be upset about this. I must admit this can be said about jobs in the civilian sector also but I don't think it should be the case there let alone at the Whitehouse. If you are doing the same job as me, you should be paid the same as me. What do you women (and men) out here think about this unfair labor practice?
http://freebeacon.com/politics/women-still-short-changed-in-obama-white-house/
Women in the Military
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Edited >1 y ago
Posted >1 y ago
Responses: 14
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Most studies show that when you actually equalize job, position, longevity, etc, there is negligible "pay gap."
The major issue with "pay gap" comes from something far more complex, namely what jobs we choose (as classes), time we take away from the job, and whether we advance in said jobs.
What happens is that women (as a class), tend to choose "different" careers than men (as a class). Those career fields have massively different salaries accounting for the majority of the gap.
Second is that women (again, as a class) tend to stay in specific "grades/ranks" longer than men. They don't get promoted as often. As we know from the military, Promotion Pay > Longevity Pay.
Third, women tend to take more breaks in career than men, which results in drops in overall longevity pay.
Men tend to be more aggressive on salary negotiations resulting in higher starting wages, and more aggressive on pursuing promotions, resulting in faster increases in pay. There are social factors which impact this, in that it is perceived as "bad" were a woman to do the same thing, however.
So... To draw a parallel using the military, imagine we had an even split demographically, and we fought for promotions using the corporate method. It would be like the average Male rank was LtCol (In Combat Arms) with higher turnover, but the Average Female rank was Capt/Maj (In Combat Service Support) with lower turnover. Not because "Above" is choosing males over females, but because males & females are making active & passive choices which are accelerating & decelerating their prospective careers.
So both sides of the "pay gap" issue are correct, but anyone giving a X cents to the dollar is being disingenuous, because you cannot do an apples to oranges comparison. When you do apples to oranges, it is $1.00:$.97~ (withing 3% standard deviation of error). However when you look at all the factors you can definitely see there is an "issue" but you cannot "define" it exactly, nor can it be fixed because of how the issue comes about.
Maj Richard "Ernie" Rowlette Can you double check my verbiage, and make sure it flows correctly. I have a feeling you've delved into this as much if not more than I have.
The major issue with "pay gap" comes from something far more complex, namely what jobs we choose (as classes), time we take away from the job, and whether we advance in said jobs.
What happens is that women (as a class), tend to choose "different" careers than men (as a class). Those career fields have massively different salaries accounting for the majority of the gap.
Second is that women (again, as a class) tend to stay in specific "grades/ranks" longer than men. They don't get promoted as often. As we know from the military, Promotion Pay > Longevity Pay.
Third, women tend to take more breaks in career than men, which results in drops in overall longevity pay.
Men tend to be more aggressive on salary negotiations resulting in higher starting wages, and more aggressive on pursuing promotions, resulting in faster increases in pay. There are social factors which impact this, in that it is perceived as "bad" were a woman to do the same thing, however.
So... To draw a parallel using the military, imagine we had an even split demographically, and we fought for promotions using the corporate method. It would be like the average Male rank was LtCol (In Combat Arms) with higher turnover, but the Average Female rank was Capt/Maj (In Combat Service Support) with lower turnover. Not because "Above" is choosing males over females, but because males & females are making active & passive choices which are accelerating & decelerating their prospective careers.
So both sides of the "pay gap" issue are correct, but anyone giving a X cents to the dollar is being disingenuous, because you cannot do an apples to oranges comparison. When you do apples to oranges, it is $1.00:$.97~ (withing 3% standard deviation of error). However when you look at all the factors you can definitely see there is an "issue" but you cannot "define" it exactly, nor can it be fixed because of how the issue comes about.
Maj Richard "Ernie" Rowlette Can you double check my verbiage, and make sure it flows correctly. I have a feeling you've delved into this as much if not more than I have.
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Sgt Aaron Kennedy, MS
Maj Richard "Ernie" Rowlette Concur. When talking about standardized pay scales, most elements of "active" discrimination can just be eliminated.
The military is actually a great example of this. Everyone gets paid the same, barring very few exceptions advancement is the same, but we see "self selection bias" not only from gender but from race. Why don't we have 50% female in the military? (currently 15% service wide, 7%~ USMC). When you start looking at things like Race, the numbers get really "wonky."
But if we were to try and do a "pay gap" study on the military, just using averages, I'm bet even money we'd find one. Just because of longevity, grade, etc.
The military is actually a great example of this. Everyone gets paid the same, barring very few exceptions advancement is the same, but we see "self selection bias" not only from gender but from race. Why don't we have 50% female in the military? (currently 15% service wide, 7%~ USMC). When you start looking at things like Race, the numbers get really "wonky."
But if we were to try and do a "pay gap" study on the military, just using averages, I'm bet even money we'd find one. Just because of longevity, grade, etc.
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Race, Religion or Sex should not matter. If you do a job and do it right then you should be paid for the job.
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Equal pay for equal work. Unless they take the time to break it down by job position, experience, and responsibility this data is useless. Wage inequality in America is almost nonexistent once you factor in other variables.
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SFC William Farrell
I agree equal pay for equal pay but what I hear you saying SSG (Join to see), women are paid the same as men generally?
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SSG (Join to see)
SFC William Farrell The 77 cents on the dollar claim is extremely flawed. Like this study it doesn't account for occupation. Once occupation, experience, and hours work are accounted for the pay gap is shrinks considerably. This is a good article that factors in the different variables. https://www.stlouisfed.org/Publications/Regional-Economist/October-2011/Gender-Wage-Gap-May-Be-Much-Smaller-Than-Most-Think
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