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"Equal pay for equal work" is almost a reality



"Equal pay for equal work" became a collective call in the 1960s and has not left since.

It seems that nearly every major employer in America has recently been faced with a pay discrimination lawsuit. Google (GOOG), Facebook (FB), Uber, Microsoft (MSFT) and Oracle (ORCL) are just a few of the companies accused of discriminating against women as compensation.

But it is not the obvious discrimination of women who, according to recent data, is responsible for the continuing difference between what men and women pay. A PayScale report released Thursday finds that the gender gap in control over the nature of work and years of experience levels off to almost the same number. Young women account for 98 percent of what a man does, and for women over 45, 97 percent.

This gap is much larger when looking at raw figures ̵

1; the median working woman compared to the median working man. As a result of this measure, no industry breaks the 90 percent mark. This means that "women are underrepresented in the highest paid jobs in the labor market and underrepresented in leadership positions," said Lydia Frank, VP of PayScale.

Mid-career, men are 70 percent more likely than women in leadership positions, PayScale noted. The late career, defined as 45 years and over, gives them 142% more chance of having a higher profile role – and the associated higher salary.

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<p>  The financial sector does that The worst of this measure is that women earn less than three-quarters of the pay for men, which is disproportionately high due to excessive salaries in the financial sector <span class= Women's Benefit and the Average Pay Gap Between Men and Women Expands

It is not known that the finances for work-life balance are particularly friendly and that also disproportionately affects women who do not work with them can reconcile other obligations – such as having personal health problems, getting a degree or looking after the family – can ultimately leave the job market to work, we They are sometimes punished years later by being paid less than a comparable worker who is currently being hired from another job.

"The longer you are unemployed, the higher the wage penalty," said Frank. A person hired after three months of unemployment earns on average three percent less than a comparable employee who moves jobs, PayScale found. After one year of unemployment, the wage penalty rises to 7 percent.

When PayScale analyzed the reasons for unemployment among men and women, there were clear differences. Men who were unemployed were more likely to be in school or have quit their previous job. Women had moved more often or had taken care of a child.

  paygap-ansages.png

The pay gap highlights the long road companies still have to take to give workers the opportunity to cope with life interruptions Companies looking for ways to promote full participation in employment, "said Frank.

This includes maternity and paternity leave, which could include policies such as wage transparency, which not only help reduce wage differentials but can also improve workers' morale and productivity.

"It's so important for organizations to think about how they can potentially help to evaluate or underestimate the work women do," said Frank. "I think we need to stop blaming women for that."

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