Is the concept of fair pay lacking in common sense--not to be equated with equal pay? According to Christina Hoff Sommers' op-ed piece in The New York Times on September 22nd, perhaps so. But her contention ignores other recent research that addresses negligible progress in the percentage of management positions held by women, as well as other underlying issues affecting the pay gaps that still exist. Worried about faulty assumptions in the Paycheck Fairness Act, Ms. Sommers also creates assumptions about what would happen if the bill were passed: " ... would set women against men, empower trial lawyers and activists, perpetuate falsehoods about the status of women in the workplace and create havoc in a precarious job market ... "
Perhaps a little cleaning spray on her crystal ball would bring her a different, clearer perspective?
In a September 27th article in The New York Times by Catherine Rampell "Women made little progress in climbing into management positions in this country even in the boom years before the financial crisis ... "
Data and analysis of findings in the GAO report requested by Rep. Carolyn B. Maloney (D) New York, presents an uneven picture at best of what women have achieved in terms of stature and, let's face it, power.
Some interesting statistics:
- In 2007, 40% of managers in the US labor force were women.
- In 2000, 39% of management positions were held by women.
- Industry verticals where women were better represented in management positions are construction, public administration, and transportation and utilities.
Wage gaps are cited, although I'm not quite sure of the "choice vs. opportunity" argument. Becoming a parent for women affects not only position but equal pay as well in comparison to men who become parents.
Could this possibly be a contributing factor in why women make such solid entrepreneurs if they follow that path past their corporate careers?