I've worked with many companies across the U.S. and some in other countries and I'll let you in on what sadly must be a secret and that is corporations don't have a conspiracy to pay women less. Even women's rights groups in the U.S. cannot prove systemic issues pay gap issues in like jobs. There are isolated ones where a woman might sue her company, but the fact is the Lily Ledbetter Act has rarely been used and considering how many women are in the workforce then we're talking about .00000017%, have filed a claim for unfair pay practices.
Think about all the big hoopla of President Obama signing the Lily Ledbetter Act when its lack of positive impact is horrendous. It was all about politics and not about truly helping women. I don’t know how many more times women are going to allow themselves to be taken advantage of by the Democrat Party.
There’s also the major issue of auditing compliance. There are millions of companies in the U.S. and around 150 million employees. How large of a federal department would it take to audit these businesses? How could they effectively audit at all?
For example, in my company we have several business analysts. They have the same job title, but they're paid differently because of what they do. Some know how to use more advanced software programs, and some are assigned to larger accounts/clients, so they make more money.
Time in position is a factor. How in the world could my company take all the different nuances for each employee and explain to the Federal Government why one employee makes more than another? As much of our time as possible needs to be spent on taking care of our customers not filling out forms for a systemic problem that no one can prove exists.
I know you’ve heard for a long time that men make much more money than women which was mostly true back in the 1960’s. A lot of things about our culture changed around then. As an example, they could take my company’s payroll and quite simply divide it by the number of male employees and female employees and get an average which they're saying is a 27% differential between men's salaries and women's salaries. But this isn’t a fair assessment.
There's not a spread of 27% between a man and a woman doing the same job instead it's just a payroll comparison. In my company we're loaded with Administrative and Customer Service personnel and a majority of these positions are filled by women. There are reasons many of them want these jobs versus being account executives or business analysts. With this in mind, it brings down the average salaries for women. Once again, it's not a salary gap, it's a position gap.
I’ve mentioned this before but it’s worth mentioning again. It’s not going to be too much longer before the issue of pay gaps flip. Women are graduating high school and college at much higher rates than males and they’re more inclined to pursue advanced degrees. As women begin taking on the higher-end jobs in the marketplace, they are earning their way to more pay. Hopefully men will accept their fate and not complain but instead put in the work that so many women are putting in now to better themselves.
Think about all the big hoopla of President Obama signing the Lily Ledbetter Act when its lack of positive impact is horrendous. It was all about politics and not about truly helping women. I don’t know how many more times women are going to allow themselves to be taken advantage of by the Democrat Party.
There’s also the major issue of auditing compliance. There are millions of companies in the U.S. and around 150 million employees. How large of a federal department would it take to audit these businesses? How could they effectively audit at all?
For example, in my company we have several business analysts. They have the same job title, but they're paid differently because of what they do. Some know how to use more advanced software programs, and some are assigned to larger accounts/clients, so they make more money.
Time in position is a factor. How in the world could my company take all the different nuances for each employee and explain to the Federal Government why one employee makes more than another? As much of our time as possible needs to be spent on taking care of our customers not filling out forms for a systemic problem that no one can prove exists.
I know you’ve heard for a long time that men make much more money than women which was mostly true back in the 1960’s. A lot of things about our culture changed around then. As an example, they could take my company’s payroll and quite simply divide it by the number of male employees and female employees and get an average which they're saying is a 27% differential between men's salaries and women's salaries. But this isn’t a fair assessment.
There's not a spread of 27% between a man and a woman doing the same job instead it's just a payroll comparison. In my company we're loaded with Administrative and Customer Service personnel and a majority of these positions are filled by women. There are reasons many of them want these jobs versus being account executives or business analysts. With this in mind, it brings down the average salaries for women. Once again, it's not a salary gap, it's a position gap.
I’ve mentioned this before but it’s worth mentioning again. It’s not going to be too much longer before the issue of pay gaps flip. Women are graduating high school and college at much higher rates than males and they’re more inclined to pursue advanced degrees. As women begin taking on the higher-end jobs in the marketplace, they are earning their way to more pay. Hopefully men will accept their fate and not complain but instead put in the work that so many women are putting in now to better themselves.
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