Hornet's Nest Being Kicked

When it comes to the gender pay gap, I'm very conflicted, mostly because I'm male.

First off, according to the linked report there are "legitimate" things that cover a good portion of the difference (80%). The remainder, the authors say, can be reasonably contributed to gender discrimination. Seeing as the resulting gender pay difference is only 5% one year out of college (women make 95% of what men make in the same professions), I'll buy that.

I will, unfortunately, follow that with: it isn't really possible to control for everything: imagine two companies that do the same thing, but one pays employees 20% more and is 90% male while the other pays less and is 50% male. Even if size and all other perks are the same, the former company is male dominated and might have a harder time attracting and keeping women (even if they were to favorably hire them). Of course, this is still gender discrimination, as the other company is effectively taking advantage of the fact that they can get top tier women at 80% the price by having more of them to start out with. This is still a problem.

I suppose what I never feel is well addressed is the question "What does 'gender discrimination' mean specifically?" The authors don't really answer that question effectively and that means their solutions to closing the pay gap end up short. So while many of their solutions make sense and are good, some, however, seem based on their own acceptance of societal gender discrimination.

Particularly when it comes to a few issues. So long as child care is perceived as benefiting women's employment it is likely to hurt their paychecks with respect to men's. Same with family leave. Same with using hours as the primary measure of productivity. Simply proposing these things as solutions is conceding that women can't achieve the same pay level without these aids which men don't need that cost companies money. I don't believe that.

I don't expect to be paid as much if I don't work as many hours as someone else. I don't expect to be paid as much if I require more time off per year for family or medical emergencies. I wouldn't expect to be paid as much if I have a child and make (use of) the company provided day care.

But those are all related to societal gender discrimination, not workplace. We happen to live in a society that believes men are more valuable in the workplace in part because it believes men are less valuable at home and as parents.

It is very likely that workplace gender discrimination is still prevalent (particularly going back in time) but so long as it is socially ingrained it won't go away. Things that force the issue do--rightly or wrongly--make men angry. If we can reach a point where men see things like day care at work and family leave as being of great benefit to them, and if we can reach a point where a man who is a stay-at-home dad taking care of the house and kids is not thought of as "unmanly" and if we can reach a point where a woman who works is not considered a horrible mother and if we can reach a point that a woman who marries down the economic ladder does not seem odd, then we will be able to have gender pay equity.

It is possible, of course, that forcing pay equity through pro female gender discrimination is an effective and good method to doing this. But pretending that those solutions are somehow fair in a world that they are required only to produce fairness for women, and not that they are a different form of gender discrimination required because of the gender discrimination that is societal is just dishonest.