These are just some of the major drivers of the gender wage gap. Beyond explicit decisions to pay women less than men, employers may discriminate in pay when they rely on prior salary history in hiring and compensation decisions this can enable pay decisions that could have been influenced by discrimination to follow women from job to job. 12 It can thrive especially in workplaces that discourage open discussion of wages and where employees fear retaliation. Discrimination. Gender-based pay discrimination has been illegal 11 since 1963 but is still a frequent, widespread practice-particularly for women of color. ![]() Because women tend to work fewer hours to accommodate caregiving and other unpaid obligations, they are also more likely to work part time, which means lower hourly wages and fewer benefits compared with full-time workers. However, as of March 2019, only 19 percent of civilian workers had access to paid family leave through their employers and only 40 percent had access to short-term disability insurance benefits to deal with their own medical needs. Access to paid family and medical leave makes women more likely to return to work-and more likely to return sooner. Women are disproportionately driven out of the workforce to accommodate caregiving and other unpaid obligations and thus tend to have less work experience than men. These gendered differences are true across all industries and the vast majority of occupations, at all levels, from frontline workers to midlevel managers to senior leaders. So-called women’s jobs, which are jobs that have historically had majority-female workforces, such as home health aides and child care workers, tend to offer lower pay and fewer benefits than so-called men’s jobs, which are jobs that have had predominantly male workforces, including jobs in trades such as building and construction. By calculating a wholistic wage gap, researchers can see effects of occupational segregation, or the funneling of women and men into different types of industries and jobs based on gender norms and expectations. Differences in industries or jobs worked.Calculating it this way allows experts to capture the multitude of factors driving the gender wage gap, which include but are not limited to: These wage gap calculations reflect the ratio of earnings for women and men across all industries they do not reflect a direct comparison of women and men doing identical work. Much more data-disaggregated by sex, race and ethnicity, gender identity, sexual orientation, disability status, and more factors-are needed to understand precisely where pay disparities exist and where efforts must be targeted. 6 Unfortunately, these women are often left out of the broader conversation about the gender wage gap owing to the limitations of available data. People living intersectional realities-such as transgender women and immigrant women-also experience the compounding negative effects of multiple biases on their earnings. 4 The larger wage gaps for most women of color reflect the compounding negative effects of gender bias as well as racial and/or ethnic bias on their earnings. ![]() For example, for every $1 earned by white, non-Hispanic men, Filipino women earned 83 cents, Tongan women earned 75 cents, and Nepali women earned 50 cents. In particular, the 90-cent earnings figure for Asian women likely underestimates the wage gap experienced by women belonging to many Asian subgroups. Census Bureau and thus do not necessarily represent each individual woman’s personal experience. ![]() ![]() The wage gaps for each group are calculated based on median earnings data from the U.S.
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