Contrary to popular belief, much of what the news and media sources
portray in the plight of American women is false. These faux facts have been
repeated so often that it is easy to conform to these beliefs. When it comes to
the 23 more cents that men make, over half of the American male population
refer to it as “fake news.” No matter how many times economists attempt to
refute the gender wage gap, the proof is always in the pudding:
Women earn 77 cents for every dollar a man
earns – while doing
the same work.
No matter how you cut it, women’s earnings are typically behind
those of men as it takes a woman almost 16 months to earn what a man earns in
just 12 months.
Several factors contribute to the wage gap, the largest being
occupational segregation and unconscious gender discrimination. Occupational
segregation is rooted in stereotypes of “women’s work” vs. “men’s work”,
unconsciously steering women into certain fields that often tend to pay less. And
though gender discrimination in the workforce is illegal, it still happens
right under our noses.
While the overall gender wage gap is an important representation
of how women make less money in wages than men across the country, we must
consider the specific influential factors. And when examining these factors, it
is important to recognize that race and ethnicity also play a role in this
economic inequity because: equal pay is crucial for all women.
Black women typically make 61 cents for
every dollar their white male counterpart makes.
The larger pay gap that women of color experience is a grand
example of intersectionality. As women, they face the same structural barriers
and gender-based discrimination. As people of color, however, they face additional
barriers that further their pay gap. This is because women of color frequently
work in lower-paying jobs, work fewer hours, and experience more substantial
caregiving burdens. For example, women of color are more likely to work in
lower-level and lower-paying roles in comparison to white women, even with high
levels of education.
It is a common misconception that the differences in career
opportunities and wages are a result of “women’s choices.” This statement only
furthers the structural realities that limit women’s abilities to compete with
men in the labor force. While one could argue that women of color choose to
work in service-sector occupations, that are often lower-paying, it is hard to
disregard the fact that women of color often enter the workforce with
significantly different barriers than white women.
While Black women have pushed the needle of diverse
representation in fields like STEM and medical professions, they have also
faced extensive occupational segregation that narrows their job options to
those with lower pay. In contrast to the perceptions held about the work ethic
and values of white women, Black women are subject to the unfair expectations
and biased assumptions about their place in the workforce. Even as they do work
to break the glass ceiling, Black women constantly face stereotypes and
resistance in not seeming professional enough for the traditional, societal
image of success.
So how can we combat race and gender biases? What can we do to
reform equal pay?
If there are an endless number of factors contributing to the
pay gap for women of color across the country, there are just as many
opportunities to change the status quo. It only takes a single person to start
a shift in the culture of bias that allows the continuation of the wage
gap.
If you want to push for change in the workplace, advocating for
change in your environment is the place to start. Speaking up in situations of
injustice is an example of how white people can use their privilege as an ally
in the workforce. And because national change starts at the local policy level,
it is also important to support these changes that help ease the accessibility
of things like paid leave and affordable child care for working women.
As always, education is a necessary tool to better our
understanding of the world around us. Researching the race and gender biases
within the workforce allows for a better acknowledgment of Black women’s
experiences.
Unfortunately, the narrative of men’s societal contributions as
doctors and soldiers but women through the supervision of the home and children
is embedded into the very foundations of America. These stories of female
ineptitude do not romanticize femininity, they only promote sexism and bigotry.
American women are among the most informed and strong-willed human beings in
the world. To continue the story of their manipulation into domestic roles is
divorced from reality and demeaning.
One could blame it on sexism and racism, which are both deeply rooted in our culture or the patriarchal mindset that places women in the backseat. But contrary to popular belief, working women of all races and ethnicities are superheroes and they most definitely deserve your support.
— Rachael Bailey, Intern
Related
Posted: July 20, 2020 by WCGLadmin
Combating The Gender Wage Gap
Contrary to popular belief, much of what the news and media sources portray in the plight of American women is false. These faux facts have been repeated so often that it is easy to conform to these beliefs. When it comes to the 23 more cents that men make, over half of the American male population refer to it as “fake news.” No matter how many times economists attempt to refute the gender wage gap, the proof is always in the pudding:
Women earn 77 cents for every dollar a man earns – while doing the same work.
No matter how you cut it, women’s earnings are typically behind those of men as it takes a woman almost 16 months to earn what a man earns in just 12 months.
Several factors contribute to the wage gap, the largest being occupational segregation and unconscious gender discrimination. Occupational segregation is rooted in stereotypes of “women’s work” vs. “men’s work”, unconsciously steering women into certain fields that often tend to pay less. And though gender discrimination in the workforce is illegal, it still happens right under our noses.
While the overall gender wage gap is an important representation of how women make less money in wages than men across the country, we must consider the specific influential factors. And when examining these factors, it is important to recognize that race and ethnicity also play a role in this economic inequity because: equal pay is crucial for all women.
Black women typically make 61 cents for every dollar their white male counterpart makes.
The larger pay gap that women of color experience is a grand example of intersectionality. As women, they face the same structural barriers and gender-based discrimination. As people of color, however, they face additional barriers that further their pay gap. This is because women of color frequently work in lower-paying jobs, work fewer hours, and experience more substantial caregiving burdens. For example, women of color are more likely to work in lower-level and lower-paying roles in comparison to white women, even with high levels of education.
It is a common misconception that the differences in career opportunities and wages are a result of “women’s choices.” This statement only furthers the structural realities that limit women’s abilities to compete with men in the labor force. While one could argue that women of color choose to work in service-sector occupations, that are often lower-paying, it is hard to disregard the fact that women of color often enter the workforce with significantly different barriers than white women.
While Black women have pushed the needle of diverse representation in fields like STEM and medical professions, they have also faced extensive occupational segregation that narrows their job options to those with lower pay. In contrast to the perceptions held about the work ethic and values of white women, Black women are subject to the unfair expectations and biased assumptions about their place in the workforce. Even as they do work to break the glass ceiling, Black women constantly face stereotypes and resistance in not seeming professional enough for the traditional, societal image of success.
So how can we combat race and gender biases? What can we do to reform equal pay?
If there are an endless number of factors contributing to the pay gap for women of color across the country, there are just as many opportunities to change the status quo. It only takes a single person to start a shift in the culture of bias that allows the continuation of the wage gap.
If you want to push for change in the workplace, advocating for change in your environment is the place to start. Speaking up in situations of injustice is an example of how white people can use their privilege as an ally in the workforce. And because national change starts at the local policy level, it is also important to support these changes that help ease the accessibility of things like paid leave and affordable child care for working women.
As always, education is a necessary tool to better our understanding of the world around us. Researching the race and gender biases within the workforce allows for a better acknowledgment of Black women’s experiences.
Unfortunately, the narrative of men’s societal contributions as doctors and soldiers but women through the supervision of the home and children is embedded into the very foundations of America. These stories of female ineptitude do not romanticize femininity, they only promote sexism and bigotry. American women are among the most informed and strong-willed human beings in the world. To continue the story of their manipulation into domestic roles is divorced from reality and demeaning.
One could blame it on sexism and racism, which are both deeply rooted in our culture or the patriarchal mindset that places women in the backseat. But contrary to popular belief, working women of all races and ethnicities are superheroes and they most definitely deserve your support.
— Rachael Bailey, Intern
Related
Category: Uncategorized