© Peter Zohrab
1. The Wage-Gap
Economic research has identified many factors that account for portions
of the gender wage gap. Some of the factors are consequences of differences
in decisions made by women and men in balancing their work, personal, and
family lives. These factors include their human capital development,
their work experience, the occupations and industries in which they work,
and interruptions in their careers (page 35).
However, sufficient data is not available to quantify some of these factors:
... quantitative estimates of other factors, such as work experience
and career interruptions, can most readily be obtained using data that describe
the behavior of individual workers over extended time periods. The
longitudinal data bases that contain such information include too few workers,
however, to support adequate analysis of factors like occupation and industry
Another problem is that the estimates of the effects of all the factors
comes to a total greater than 100% (of the raw wage gap), which means that
the factors are not all independent of each other. These two difficulties
mean that the above report finds it impossible to be precise about how much
of the raw wage gap is accounted for by each of the identified factors, or
by the totality of these factors.
2. The Non-Wage-Gap
Another factor -- not mentioned by the above report, and probably ignored
in the rest of the relevant literature as well -- is the difference in men's
and women's objective abilities. Where men's and women's different physical
abilities are relevant (e.g. in the armed forces, the
police and the fire service) lower standards tend to be set for female
entrants, so that male applicants who can achieve at only the female standard,
but not at the higher, male standard, are discriminated
against, by being denied entry.
However, one should also consider men's and women's different mental abilities.
See the following article, which states that "men tend to modulate their
reaction to stimuli, and engage in analysis and association, whereas women
tend to draw more on primary emotional reference." Hall, Geoffrey B.
C.; Witelson, Sandra F.; Szechtman, Henry; Nahmias, Claude, Sex
differences in functional activation patterns revealed by increased emotion
processing demands. Neuroreport: 9 February 2004 - Volume 15 - Issue
2 - pp 219-223. If female applicants for particular jobs appear insufficiently
rational, it is understandable if they fail to be hired.
There is also the issue of brain size. The Western Establishment pushes
the line that men's brains are bigger than women's, but that this (mysteriously)
does not mean that men are for that reason better at anything than women are.
However, on the page How
Male and Female Brains Differ, Professor David Geary states that "If
there's more area dedicated to a set of skills, it follows that the skills
will be more refined". He is talking about female superiority in language
skills. Later on in the same article, it is asserted that the male brain is
10% bigger than the female brain, "But bigger doesn't necessarily mean
smarter." There you have a clear contradiction: when you're talking
about female superiority, size matters, but when you're talking about male
superiority, size does not matter! That is the result of female dominance
in Western culture: men are not allowed to be described as better than women,
because of the power of Feminism! Nevertheless, there is a clear possibility
that the average woman is 10% less able than the average male at employment-related
tasks, resulting in a totally appropriate wage-gap between men and women which
is not the result of discrimination, but of objective differences in ability.
9 November 2016