The Party of Government continually promises to fix problems that don’t exist to portray themselves as warriors for social justice. One of the most mainstream of these myths is the gender pay gap, which aggregates pay for all full-time workers to show women making about 78% of what men earn and implies that women are being paid less for the same jobs throughout the economy. Millions of diverse types of worker and employment are lumped together to come up with a simple number that is assumed to be the result of systemic discrimination.
No matter how many times this is debunked, government and partisan propaganda repeats the lie to justify more affirmative action and labor laws to raise women’s pay and reduce job requirements. When it’s pointed out the discrepancy comes largely from voluntary choices made by women — to take off years for childrearing, to work in clean and safe environments, to work with people rather than machines and physical tasks — labor partisans claim that there must be systematic discrimination holding down wages in female-dominated professions like childcare.
Ask anyone who manages people in a large corporation, and you’ll discover that whatever minor pay discrepancies exist, corporate compensation schemes only allow limited differences. Men and women at a single company with the same jobs and performance are paid pretty much the same, with the minor differences related to preferences — men push harder for higher pay (and longer hours), while women on average value social relationships and shorter, more flexible hours. Some activists seem to imply that those who work too hard are implicitly making worklife too competitive for women, and that all workers should be made to work less so that those with childcare and family responsibilities can be paid the same.
A free market in labor will always have discrepancies, with competition for and relative scarcity of experienced and driven workers in certain demanding fields winning them higher compensation than those in low-skilled, pleasant jobs. It happens that more men end up in the dirty, difficult, demanding fields and sacrifice personal lives and family to outshine competitors; changing that would mean changing culture and human nature, forcing equality of outcome on a complex system that has rewards and sacrifices more important than mere financial compensation.
The pre-feminist world, say prior to 1960, tended to block women who wished to succeed in professional fields. It’s good that this has changed — more women and more men who wanted to take roles not conforming to rigid gender stereotypes have been able to do so, and net welfare has increased as a result. Yet politicians seek to raise wishful thinking about “having it all” as a woman to a public policy goal — that labor regulation should force employers to hire set ratios of women and minorities regardless of fit and productivity, and pay the mother who works 30 hours a week the same as the driven young father who wants to rise to the top by working 60-hour weeks. This is part of the recipe for Euro-stagnation that is gradually damaging US growth, and forcing HR departments to act as the social engineering arms of the Federal EEOC and Dept. of Labor.
The EEOC intends to muscle private companies to comply, starting with their Jan. 29, 2016 announcement that all companies with more than 100 employees would be required to report compensation broken down by race, gender, and ethnicity:
“Too often, pay discrimination goes undetected because of a lack of accurate information about what people are paid,” said Jenny Yang, the chairwoman of the Equal Employment Opportunity Commission, which will publish the proposed regulation jointly with the Department of Labor. “We will be using the information that we’re collecting as one piece of information that can inform our investigations.”
…“Bridging the stubborn pay gap between men and women in the work force has proven to be very challenging,” said Valerie Jarrett, a senior adviser to Mr. Obama, noting that the median wage for women amounts to 79 percent of that for men. “We have seen progress, but it isn’t enough.”
And it will never be enough, since the Party of Government actually doesn’t want their poll-tested issues to ever go away. While discrimination on a small scale still happens — individual managers and some small backwater companies still discriminate — on the whole women are given a fair shake and accommodated in today’s corporate world. Pretending that millions of woman can get big raises for their current jobs by voting in Party of Government politicians is too valuable to give up as an election issue. The problem must be kept alive forever, even when all of its real aspects have been dealt with as much as a free market in labor — and an efficient economy with freedom of choice for companies and workers — allows.
Ashe Schow, a sharp feminist writer who doesn’t buy the party line, says:
I’ve written extensively on how the gender wage gap would be more accurately referred to as the “gender earnings gap,” because the gap is due mostly to choices women make and not discrimination.
But now you don’t have to take my word for it, you can listen to Claudia Goldin, an economics professor at Harvard University. Goldin spoke to Stephen Dubner, the journalist behind the popular podcast “Freakanomics,” in a segment about what really causes the gap.
As one can imagine, Goldin comes to the same conclusion that I and many others have: That the gap is due mostly to choices men and women make in their careers and not discrimination.
“Does that mean that women are receiving lower pay for equal work?” Goldin asked after listening to clips of President Obama and comedienne Sarah Silverman claim that women earn 77 cents to the dollar that men earn. “That is possibly the case in certain places, but by and large it’s not that, it’s something else.”
That “something else,” is choice — in the careers that women take, the hours they work and the time off they take. Dubner asked her about evidence that discrimination plays a role in the gap, to which Goldin responded that such a “smoking gun” no longer exists.
Walter Olson of Overlawyered points out how the EEOC’s collection of data might benefit law firms who can use it to back up lawsuits, with the inevitable costly settlements enriching the law firms and further reducing corporate freedom to work with individual employees to tailor working conditions, hours, and compensation:
Aside from driving a high volume of litigation by the EEOC itself, the scheme will also greatly benefit private lawyers who sue employers, including class action lawyers. An employer might then weather the resulting litigation siege by showing that its numbers were good enough, or not. Would today’s Labor Department and EEOC policies look much different if the Obama administration frankly acknowledged that it was devising them with an eye toward maximum liability and payouts?
A study of recent graduates in STEM fields demonstrated how disparate pay could quickly be generated by different preferences in these supposedly logical fields:
One year after they graduate, women with Ph.D.s in science and engineering fields earn 31 percent less than do men, according to a new study using previously unavailable data.
The pay gap dropped to 11 percent when researchers took into account that women tended to graduate with degrees in fields that generally pay less than fields in which men got their degrees.
The rest of the pay gap disappeared when the researchers controlled for whether women were married and had children.
“There’s a dramatic difference in how much early career men and women in the sciences are paid,” said Bruce Weinberg, co-author of the study and professor of economics at The Ohio State University. “We can get a sense of some of the reasons behind the pay gap, but our study can’t speak to whether any of the gap is due to discrimination. Our results do suggest some lack of family-friendliness for women in these careers.”
“Family-friendly” means less focused, less demanding work. In science and engineering, focus is critical — a worker who is obsessed by the work and spends night and day thinking about a problem undistracted by children and social responsibilities is vastly more likely to achieve a breakthrough or a rigorous, clean, innovative design before the competition. Multitasking and the interruption of concentration by family schedules and set break times reduces productivity, especially in fields like programming where long and intense focus is required for the best work product. Not all jobs in these fields require this obsessive focus and many peripheral and support jobs can allow time for family life and other interests, but these jobs tend to pay less as well. To demand to be paid the same amount for them is to cheat the hard worker who is motivated to temporarily sacrifice much of the enjoyment of a well-rounded life for the sake of the task and who may be doing so to build the record of outstanding performance needed to build the base of a long career. And it should surprise no one that far fewer women are interested in that kind of unbalanced, unsocial, driven existence, even for short periods. The report goes on to say:
The importance of helpful family policies is supported by the fact that single and childless women tended to have less of a pay gap than those who were married and those who had children. About equal percentages of men and women were married or partnered. And more men than women in the study (24 versus 19 percent) had children. But it was the married women with children who saw the lower pay.
“Our results show a larger child-gap in salary among women Ph.D.s than among men,” Weinberg said.
“We can’t tell from our data what’s going on there. There’s probably a combination of factors. Some women may consciously choose to be primary caregivers and pull back from work. But there may also be some employers putting women on a ‘mommy track’ where they get paid less.”
The researchers had data, not previously available to scientists, on 1,237 students who received Ph.D.s from four U.S. universities from 2007 to 2010 and were supported on research projects while in school.
This data included federal funding support the Ph.D. graduates received as students, the dissertations they wrote (this told researchers what scientific field they studied) and U.S. Census data on where they worked and how much they earned one year after graduation, as well as their marital and childbearing status. Names and identifying characteristics were stripped from the data before the scientists had access to it.
Results showed clear differences in what men and women studied, with women clustered in the lower-paying fields. Overall, 59 percent of women completed dissertations in biology, chemistry and health, compared to only 27 percent of men.
Meanwhile, men were more than twice as likely to complete dissertations in more financially lucrative fields like engineering (45 versus 21 percent), and were 1.5 times more likely to study computer science, math or physics (28 versus 19 percent).
….Once they graduate, the differences between men and women with Ph.D.s continue. While industry tends to pay the largest salaries, women are more likely than men to work in government and academic settings. In fact, women in the study were 13 percentage points less likely than men to work outside of academia and government.
Women tend to choose more sociable, more supportive work environments, in fields that pay somewhat less. It is likely this is in part not only their conscious preference, but a kind of luxury afforded by the remnants of traditional gender roles — while free not to follow those roles, most men and women still have them embedded in their plans and goals, and the goal of the family with a male primary earner and female caretaker and secondary earner is now the most common. In that context, a woman’s choice of lower compensation jobs and fields makes perfect sense as part of her strategy.
 “Obama Moves to Expand Rules Aimed at Closing Gender Pay Gap,” By Julie Hirshfeld Davis, Jan. 29, 2016 New York Times. http://www.nytimes.com/2016/01/29/us/politics/obama-moves-to-expand-rules-aimed-at-closing-gender-pay-gap.html
 “Harvard prof. takes down gender wage gap myth,” by Ashe Schow, 1/13/16 Washington Examiner. http://www.washingtonexaminer.com/harvard-prof.-takes-down-gender-wage-gap-myth/article/2580405
 “EEOC pay reporting: the better to sue you with, my dear,” by Walter Olson, 2/1/2016 Overlawyered. http://overlawyered.com/2016/02/eeoc-employers-must-report-pay-numbers-to-us/
 “Young women in STEM fields earn up to one-third less than men: Marriage, kids and scientific fields chosen explain gap, study finds,”
by Jeff Grabmeier, May 10, 2016, Ohio State University News.
Death by HR: How Affirmative Action Cripples Organizations
[From Death by HR: How Affirmative Action Cripples Organizations, available now in Kindle and trade paperback.]
Corporate HR Scrambles to Halt Publication of “Death by HR”
Nobody gets a job through HR. The purpose of HR is to protect their parent organization against lawsuits for running afoul of the government’s diversity extortion bureaus. HR kills companies by blanketing industry with onerous gender and race labor compliance rules and forcing companies to hire useless HR staff to process the associated paperwork… a tour de force… carefully explains to CEOs how HR poisons their companies and what steps they may take to marginalize this threat… It is time to turn the tide against this madness, and Death by HR is an important research tool… All CEOs should read this book. If you are a mere worker drone but care about your company, you should forward an anonymous copy to him.
More reading on other topics:
Death by HR: Good-Enough Cogs vs Best Employees
Death by HR: EEOC Incompetence and the Coming Idiocracy
Regulation Strangling Innovation: Planes, Trains, and Hyperloop
Captain America and Progressive Infantilization
The Great Progressive Stagnation vs. Dynamism
FDA Wants More Lung Cancer
Corrupt Feedback Loops: Public Employee Unions
Jane Jacobs’ Monstrous Hybrids: Guardians vs Commerce
Death by HR: How Affirmative Action is Crippling America
Death by HR: The End of Merit in Civil Service
Death by HR: History and Practice of Affirmative Action and the EEOC
Civil Service: Woodrow Wilson’s Progressive Dream
Bootleggers and Baptists
Corrupt Feedback Loops: Justice Dept. Extortion
Corrupt Feedback Loops, Goldman Sachs: More Justice Dept. Extortion
Death by HR: The Birth and Evolution of the HR Department
Death by HR: The Simple Model of Project Labor
Levellers and Redistributionists: The Feudal Underpinnings of Socialism
Sons of Liberty vs. National Front
Trump World: Looking Backward
Minimum Wage: The Parable of the Ladder
Culture Wars: Co-Existence Through Limited Government
Social Justice Warriors, Jihadists, and Neo-Nazis: Constructed Identities
Tuitions Inflated, Product Degraded, Student Debts Unsustainable
The Morality of Glamour
On Affirmative Action and Social Policy:
Affirmative Action: Chinese, Indian-Origin Citizens in Malaysia Oppressed
Affirmative Action: Caste Reservation in India
Diversity Hires: Pressure on High Tech<a
Title IX Totalitarianism is Gender-Neutral
Public Schools in Poor Districts: For Control Not Education
Real-Life “Hunger Games”: Soft Oppression Destroys the Poor
The Social Decay of Black Neighborhoods (And Yours!)
Child Welfare Ideas: Every Child Gets a Government Guardian!
“Income Inequality” Propaganda is Just Disguised Materialism
The greatest hits from SubstrateWars.com (Science Fiction topics):
Fear is the Mindkiller
Mirror Neurons and Irene Gallo
YA Dystopias vs Heinlein et al: Social Justice Warriors Strike Again
Sons of Liberty vs. National Front
“Tomorrowland”: Tragic Misfire
The Death of “Wired”: Hugo Awards Edition
Hugos, Sad Puppies 3, and Direct Knowledge
Selective Outrage and Angry Tribes
Men of Honor vs Victim Culture
SFF, Hugos, Curating the Best
“Why Aren’t There More Women Futurists?”
Science Fiction Fandom and SJW warfare
More reading on the military: