If I were you, I’d make my opinion known in comments so they can see how spectacularly they will fail if they try it. At this point, Harry Reid is so dangerous to women that I’m hoping a Russert befalls him this year.
I posted in comments. The whole violence against women kerfluffle is a fake too – I addressed that in the previous thread.
I saw that. You got link(s)? We can help shape this narrative via comments.
Again we have the same situation, at least four Republicans signed onto a previous version of the bill, but Dems went and changed it to make it unappealing to R’s.
I’m a woman, obviously I want equal pay for equal work, but at this point the bill is all convoluted. Allowing employees to know the wages of all their co-workers and why they are paid what they are paid, is a violation of employee privacy and sure to create conflict in the workplace. Demanding that employers document and justify the wages paid to each individual is also a big burden to place on employers. The bill is also too broad, it’s going to burden our courts. For example, it doesn’t define the criteria, like can you pay somebody higher wages because they have more education versus paying higher wages for somebody with more hands on job experience? A much better bill would have looked at trends, like are all the women in your office paid one third of what men are paid?
Good points, though I don’t think it would be that difficult to integrate gendered reporting in the regular paperwork that businesses do already. I’m fine with exempting companies with less than 50 or 100 workers, too. But IRS reporting is really the most efficient way to handle this and also ensures the greatest probability of change.
That said, unfair pay has its upside. Women have not been hit in the recession like men have (despite the phony wars over whose to blame for more losses of which sex) in part because they are cheaper to employ and work harder and more thoroughly than men do. That may end up having the effect of pushing women dramatically into upper management positions. If that area hits a critical mass of women, pay will likely naturally level out, although it may bottom out in the leveling. Meaning the women’s payscale will prevail. It’s similar to private sector jobs bringing down unionized wages. The pay scales rarely go up, rather they often come down. Nature of business and all that.
Anyway, I hope Romney counters with a private sector solution. Here’s an idea: a self-reporting website where people who believe in fair pay could go to anonymously self-report their gender, position, wages, experience, location, company size and market share, etc. A database could easily compare positions and conditions so that people could inquire without ever having to violate employer secrecy policy.
Or here’s an idea: convince one of those ever-present female HR managers to write a tell-all after retirement. They know the scoop, they just aren’t sharing.
Some of the gap, honestly, is also due to the burdens of child rearing – not just straight sexism. The gap between younger childless women and men is almost non-existent, and in some childless groups women are actually out-earning the men. The gap increases a LOT when a woman has children.
So IMO we need to look at this also as a commentary on what childcare services etc are offered to women, and make a push to make it easier for a woman to have children and also work.
Painting it ALL as mere nasty sexist male managers intentionally paying women less just because they are women is perhaps not accurate. They may be making business decisions that are, in fact, performance based, but whose end result is less pay for women, even if that was not the intent.
But looking at the societal pressures etc is not going to make a bundle for the trial lawyers, so who cares?
I agree. Women make choices and they often don’t want to pay the consequences for them. I took a major lifelong financial hit when I decided to become a single parent at age 22 without a college education or a good job. I paid even more in those early years when I made a it a priority to utilize my support system to allow me to work part time, thus allowing me more time with my daughter. It was often a struggle, but my priority was her and our relationship. I don’t regret that, but I also don’t expect society to make it up to me.
Still, there are real problems women face in the marketplace of employment and some of it is related to fair pay issues. Some of it is related to the little pink teaching and nursing ghettos we’ve set up for ourselves, and the lack of opportunity beyond service office jobs (secretary, receptionist, A/P or A/R clerk, HR flunky, etc). There are barriers to success, we just aren’t acknowledging all of them and we aren’t addressing our blind spots. There’s still a ton of male bias about women in management and quite frankly in the workforce. I will never forget my male boss telling me once that frivolous conversation was “the cost of working with women.” This was 2007 and I reported his ass right before I left that job a month later. He’s still there. That mindset has got to go.
At one time companies were reluctant to hire women with children as they felt that the home life would interfere with the work life. That has changed some what. But when women themselves use their children as an excuse for not getting to work on time constantly or are on the phone all the time with personal phone calls from homes, they give ammo to companies for not hiring women with children.
I n my department there was a woman who would come in late every night with the excuse” I am a single mother”. One night it was just one time too many and I told her ” hey , I didn’t screw you , I didn’t get you pregnant, it is not my problem”. Every one was shocked but agreed with me. I was working with four kids and managed to be on time.
Now understand with kids there can be times when things happen and they can cause time off or being late, but they should be the exception to the rule , not an everyday occurrence.
people forget that a business is a business and is there to make a profit. There has to be a balance for the employee and the company in order for the business to thrive and to have jobs for the employee