The Gender Wage Gap – Why Women Still Earn Less in 2024

Introduction

The gender wage gap refers to the average difference between what men and women are paid in the workforce. Despite significant progress over the past few decades, the gap persists in 2024. There are several reasons why women on average still earn less than men today:

The Gender Wage Gap

Occupational Segregation

While women have entered previously male-dominated fields in large numbers, many occupations are still disproportionately filled by one gender. Jobs traditionally done by women, like teaching, nursing, and administrative roles, tend to pay less than male-dominated jobs. So even though women now graduate college at higher rates than men, they are overrepresented in lower-paying career tracks.

Motherhood Penalty

The so-called “motherhood penalty” accounts for a significant chunk of the wage gap. Women’s incomes take a steep dive after the birth of their first child, while new fathers tend to get a boost. Mothers are perceived as less committed to their careers and face discrimination, resulting in fewer promotions and lower pay. They are also more likely to take time off work or reduce hours after having kids.

Unpaid Work at Home

On average, women spend more time on unpaid work like housework and childcare. This responsibility can force women to turn down overtime, promotions, or career opportunities that conflict with caring for their families. Even when men share equally in chores at home, the bulk of this “second shift” still falls on women, limiting their career advancement.

Gender Bias and Discrimination

Outright discrimination has decreased over time, but gender biases still influence how women are perceived at work. Male characteristics like assertiveness and dominance are valued, while female traits like warmth and caretaking are undervalued. This leads to women being passed up for leadership roles or promotions. Women also face presumptions of incompetence in male-dominated fields.

Salary Negotiations

Research shows that women are less likely to negotiate pay or ask for raises than men. Social norms discourage assertiveness in women, and there is a risk of backlash when they do negotiate. Men face no such barriers, giving them an edge in salary growth over the course of their careers.

Lack of Paid Parental Leave

The US remains one of the only countries without a national paid family leave policy. This disproportionately impacts women, as they are more likely to take extended unpaid leave after having a baby. Many women have no choice but to quit jobs that don’t provide adequate parental leave. Access to paid family leave narrows the wage gap by keeping more women in the workforce.

Occupational Segregation starts early, as most college majors are dominated by one gender. For example, women cluster in lower-paying majors like education and psychology, while men pursue more lucrative STEM fields. Making an effort to get girls interested in math, science, and computing from a young age could lead more women into technology careers down the road.

Many companies now provide mentoring, leadership training, and networking specifically aimed at developing female talent. They are also expanding parental leave policies to level the playing field. But more needs to be done at the societal level to overcome gender stereotypes that hold women back both at home and at work.

The Future

Progress on closing the gender wage gap has stalled in recent years, hovering around 82 cents for every dollar men earn. But there are signs of change on the horizon. Younger women are matching men in college completion and showing greater interest in high-earning fields like business and STEM. Millennial men are more involved with childcare and housework than previous generations. And there is growing momentum for paid family leave laws at both the state and federal levels.

While overt sexism has waned over the decades, unconscious biases still influence everything from performance reviews to hiring decisions. Mandating salary transparency could combat the discretion that enables gender discrimination. Blind recruitment practices would also ensure women are evaluated only on merit, not gender. Companies should analyse pay data and do internal audits to identify and rectify any unjustified gaps.

True pay equity likely requires a shift in cultural norms around parenting so that responsibilities are shared equally between mothers and fathers. It also means recognising the value of traditionally female-dominated roles like teaching, nursing and social work with higher compensation. Only then will female-majority careers carry the same pay and prestige as male-dominated ones.

Conclusion

The gender wage gap closes significantly when controlling for just a few factors, which has led some to claim it is a myth. But this argument ignores that occupational segregation, discrimination, and time off for parenting cannot be stripped away from women’s lived experiences. The wage gap is very real, even if it cannot be boiled down to a single statistic.

Progress on the gender wage gap over the past 50 years shows that making paying women less socially and legally unacceptable does work. But there is still a long way to go before equal pay becomes a reality. Achieving that requires continued effort from policymakers, employers, and society as a whole. Only by addressing the root causes of pay inequity can we finally close the gender wage gap for good.

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