Earning More and Getting Less

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In , women earn 79 cents for every dollar earned by men. In other words, the median salary for men is roughly 21 percent higher than the median salary for women. This figure represents a one percent improvement from and a 5 percent improvement from , when the median salary for men was roughly 26 percent higher than the median salary for women. What is the gender pay gap once all compensable factors such as experience, industry and job level are accounted for?

In other words, a woman who is doing the same job as a man, with the exact same qualifications as a man is still paid two percent less. This measures median salary for all men and all women. This measures median salary for men and women with the same job and qualifications. There are significant variations in the size of the wage gap for different ethnic groups. Equal Pay Day is held every April to symbolize how far into the year women need to work to make what men did in the previous year. Equal Pay Day for Latinas and Equal Pay Day for Black women are later in the calendar year, because these minority groups typically earn less than White women.

According to EqualPayDay. The typical Latina woman must work until November to be paid what the typical White man was paid at the end of December The controlled pay gap differs by race too: The largest gap is between the earnings of Black women and White men.

The controlled gender pay gap for Hispanic and White women is more or less the same.

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However, this does not mean that Hispanic and White women are necessarily treated equally in the workplace. In fact, we find that women of different races face various degrees of discrimination when it comes to getting fair compensation for their work. Why is the uncontrolled wage gap so large? Women also tend to move up the career ladder at a slower pace than men. We call this phenomenon the opportunity gap. At the start of their careers age group , 74 percent of men and 75 percent of women are in individual contributor roles. By mid career age range , 47 percent of men are managers or higher, while only 40 percent of women reach this level.

Few women ever make their way to C-suite.

Occupational segregation also contributes to the gender wage gap. Meanwhile, men are overrepresented in higher paying occupations like Engineering and Computer Science. There are multiple reasons why women earn less than men and move up at a slower pace. For one, employers often make assumptions about what kinds of work different genders are best suited for, funneling women into lower-paid, lower-level positions.

Another key factor is that women tend to spend more time out of the workforce, which hurts their career. Workers who took a break for 12 months or longer experienced an average wage penalty of 7. How Does Your Pay Compare? To understand the opportunity gap for women of color, we must first establish the baseline.

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In our sample, 56 percent of White men were individual contributors ICs. The proportion of ICs goes up to 62 percent for White women, 61 percent for Native Hawaiian women, 63 percent for American Indian women, 66 percent for Hispanic Women, 67 percent for Black women and 72 percent for Asian women. This implies that women of color are more likely to stagnate in their careers than White women. While only 3 percent of all White women make it to the executive level of an organization compared to 6 percent of White men , only 2 percent of Asian, Black and Hispanic women make it to the C-suite.

In other words, for the most part, women of color are facing even greater barriers to advancing in the workplace compared to White women. This notable gap implies that men and women are segregated into different jobs early in their careers. When controlling for compensable factors, a White female individual contributor makes 1 percent less than her White male counterpart. Sadly, this wage gap is even wider for women of color. In other words, women belonging to these minority groups make 4 percent less than White women and 23 percent less than White men at the same level.

After controlling for compensable factors, we find that Black women at the IC level make 2 percent less than an equivalent White man.

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Hispanic women and White women at the IC level all make between 1 percent less than an equivalent white man. Interestingly, Asian women at the IC level did not experience any uncontrolled wage gap relative to White men. When controlling for compensable factors, Asian women at this level made 2 percent more than an equivalent White man.

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The gender pay gap widens for all ethnic groups as they move up the corporate ladder, but not to the same degree. The largest controlled pay gap is for Black, female executives. In other words, a Black female executive earns 27 percent less than a White male executive. This implies that Black women and White men work in vastly different jobs and types of organizations even when both hold senior positions.

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  7. Additionally, we know that biases often seep into performance reviews and pay increase decisions and these biases disproportionately affect people of color. We learned that all races are equally likely to ask for a raise from their current employer, but women of color were 19 percent less likely to have received a raise than a White man, and men of color were 25 percent less likely. Our analysis controlled for other factors that affect the likelihood of receiving a raise, like tenure and job level.

    Women with advanced degrees are under-utilized and under-compensated for their education. Wage gaps tend to be greater for those with more advanced degrees. Women with MBAs face the largest uncontrolled pay gaps, implying that men and women are segregated into different jobs.

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    Interestingly, women tend to have a more negative perspective on pay fairness compared to white men. This is true for women of every race. Feeling underpaid presents problems not only for the individual, but also for employers. When a worker senses she is underpaid, it also breeds resentment.

    Both of these issues lead to absenteeism and loss of productivity. For example, 60 percent of employees who perceived they were underpaid said they intended to leave, compared to only 39 percent of those who perceived they were overpaid. Women are underpaid relative to men for every occupation we examined in our dataset.

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    Women earned roughly half the income of men in the United States over a year period, taking into account time off for family or child care, according to a report released on Wednesday, which found the pay gap is far greater than has commonly been assumed. In an examination of women's income from to , the Washington-based Institute for Women's Policy Research found that women's income was 51 percent less than men's earnings, which includes time with no income.

    But women are nearly twice as likely as men to take at least one year off work and they pay a high price for it. Women who left the workforce for a year earned, during their years on the job, an average of 39 percent less than men, the study found. Companies are likely to pay their employees less, regardless of gender, if they leave their jobs at some point. But women are more often hurt by that pay cut, the study found, because they are more likely to take time off.