Vanessa Brown Calder discusses the gender pay gap, debunking myths and exploring factors like occupation and behavioral traits. Studies show a reduction in the wage gap when controlling for variables like driving speed and risk tolerance. Workplace discrimination is not the primary cause of the gap. A UK study on remote workers challenges stereotypes. Policy interventions should consider individual choices and preferences.
The wage gap between men and women shrinks to less than 5% when factors like occupation and industry are considered.
Remote work choices post-family contribute significantly to the gender pay gap, raising concerns about long-term pay differentials.
Deep dives
Factors Influencing the Gender Pay Gap
Research reveals that the average woman makes 83 cents for every $1 earned by a man. Upon closer examination, after accounting for factors like occupation and industry, the pay gap significantly shrinks from 21% to less than 5%. Studies, such as the one on Uber drivers, show that controlling for various factors like risk tolerance and working hours can eliminate the pay gap entirely, indicating that it is not solely based on gender discrimination.
Implications of Remote Work on Gender Pay Disparities
A recent UK study on remote workers found that men were more likely to be passed over for promotions compared to women in remote work setups. Choices made after starting a family, such as cutting back hours, significantly contribute to the pay gap. The shift towards remote work raises questions about long-term impacts on pay differentials and whether certain choices could affect gender pay equality.
Policy Interventions and Addressing the Gender Pay Gap
While there are policy interventions proposed to address the gender pay gap, research indicates that it is not solely a result of workplace discrimination. The notion that differences in average preferences between men and women may influence career choices and pay differentials challenges the effectiveness of government regulations in closing the gap. Implementing policies based on the assumption of discrimination may not address the nuanced factors contributing to gender pay disparities effectively.
The US wage gap between men and women consistently drives calls for deep federal intervention into the labor market in the name of preventing discrimination. Analyzing that gap more critically reveals far less clarity about its causes and potential solutions. Vanessa Brown Calder explains in her essay in the new book, The War on Prices.