One of the most argued topics regarding women’s equality, the gender pay gap is an extremely prevalent topic amidst discussions. For what seems like eternity, women have been fighting against the unequal pay they receive in comparison to men. For over half a century, pay discrimination between genders has been banned by the Equal Pay Act. Despite this, women are forced to face a relentless wage gap that hurts not only women, but the nation’s economy. The work ethic and spirit of women is unsurpassable. With a Harvard Business Review study concluding that women rank higher than men in 12 out of 16 leadership qualities, including innovativeness and problem solving, it’s clear that women have the upper hand in the office. So where does the wage gap come in? Why does this discrimination still happen in our so-called “modernized, fair” society?
From the selection process to bonuses, women are consistently underestimated. When selecting potential employees for their companies, employers tend to overlook women candidates, and even if they consider women, employers offer a lower starting salary to a woman than a potential male candidate. Employers start with a narrow mindset, thinking that a woman is less capable than a man. In fact, in many situations, a woman would have to have an additional degree compared to a man in order to be considered for the same position for the same salary as the male. Historically speaking, women were initially deprived of the privileges of education, and this traditional mindset has somehow found its way into modern society, leading people to conclude that women are not as educated, hence, not as qualified as men. Though this has been proven wrong, it is a stereotype that influences many employers, leading to a low number of hired women, and consequently, lower pay for women.
Further, the traditional role of women as a mother and a family-oriented figure has a large role in the gender wage gap. Women that are mothers are often underpaid, because many employers make an initial assumption that they will not be able to work as many hours; they are expected to stay with their families. The simple fact that a woman has a child leads to a lower salary, whereas a University of Massachusetts study shows that men with children tend to get paid more. Why is having a child a financial detriment for the women, but a financial benefit to the men? Critics may argue that when a woman has a child, it takes a mental toll on her; she is not able to produce the same quality of work. Yes, while it is true that having a child has a mental and physical toll on a woman, research has shown it has not drastically affected the work a woman does to the extent that her pay should be lower. In fact, a study conducted by Mercer found that women received nearly 35% less in performance bonuses than men, despite having the same performance rating.
If we continue the same way we’ve been headed for the last few decades, it could be 217 years before the gender wage gap is closed, according to the World Economic Forum. If we continue with our traditional stereotypes about the abilities of women, this already 2 century long process could extend even further. The first step to breaking this never-ending process is to raise awareness; we need to show the world what women are capable of and back it up with statistics. We need to further break through the stereotypes we place within and gain the pay we deserve. It may be a long process, but the sooner we start, the sooner our future generations can live with higher wages and lower economic struggles.
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