There is still a gender pay gap in 2024


By CLAIRE SAVAGE (Associated Press)CHICAGO — Not even education can close the pay gap that persists between women and men, according to a recent U.S. Census report.
Whether women earn a post-secondary certificate or graduate from a top-tier university, they still make about 71 cents on the dollar compared with men at the same education level, Census research found.
The report also includes graduates who may have opted out of the labor force, such as women taking on child care responsibilities.
“The main point here is that there’s a substantial gap at every single level,” added Census economist and co-author Ariel Binder.
Field of study, for instance, contributes to the pay gap much more for top graduates (24.6%), but for less selective degree holders accounted for only a sliver (3.8%).
And the number of hours and weeks worked affect the pay gap more for certificate earners (26.4%) than selective bachelor’s degree earners (11.3%), suggesting there is a bigger gender difference in work participation for certificate holders, Binder said.
At the same time, about 31% of the gap for each education level remains unexplained, suggesting less easily measured factors such as gender stereotypes and discrimination may be at play.
Chantel Adams says she isn’t surprised that the gender pay gap persists even among men and women with the same level and quality of education, or that the gap is wider for Black and Hispanic women.
Despite women making vast gains in C-suite and high-earning industry representation, wage gap improvement has stalled for about 20 years, Aragao said.
Uneven child care and household responsibilities, falling college wage premiums, and overrepresentation in lower-paying occupations are all contributors to why the pay gap stubbornly remains.

Written by Associated Press contributor Claire Savage.

CHICAGO — A recent U.S. study found that education alone is unable to eliminate the persistent pay gap between men and women. s. report on the census.

Census data indicates that women make roughly 71 cents on the dollar for the same level of education as men, regardless of whether they complete a post-secondary certificate program or graduate from a prestigious university.

In spite of the fact that women make up over half of workers with college degrees and are entering the workforce at historically high rates, this disparity is becoming more evident on Equal Pay Day.

Instead of making a comparison between men and women who work full-time, the Feb. The Census report, according to economist Kendall Houghton, a co-author of the study, compares men and women of similar educational attainment, such as graduates of certificate programs and those with bachelor’s degrees from the most prestigious universities. The report also includes graduates who might have chosen not to enter the workforce, such as females who took on childcare duties.

Ariel Binder, a co-author and census economist, said, “The main point here is that there’s a substantial gap at every single level.”.

A large portion of the discrepancy can be attributed to factors such as study field, career choice, and work hours. For example, field of study accounts for a much larger portion of the pay gap for top graduates (24.6%), but only a small portion (3.8%) for holders of less selective degrees. Additionally, the amount of hours and weeks worked has a greater impact on the pay gap for certificate holders (26.4%) than for selective bachelor’s degree holders (11.3%), according to Binder. This suggests that certificate holders have a greater gender difference in work participation.

However, roughly 31% of the difference for every educational level cannot be explained, pointing to the possibility of less quantifiable causes like discrimination and gender stereotypes.

According to Chantel Adams, the gender pay gap is not surprising, nor is it shocking that it is greater for Black and Hispanic women. It even exists between men and women who have the same amount and caliber of education.

Despite having an MBA from the University of North Carolina’s Kenan-Flagler Business School, Adams, a senior marketing executive, claimed that her credentials are insufficient to overcome the obstacles that Black women face in the workplace.

Adams claimed she was rejected for a promotion despite taking on additional responsibilities and putting on an undeniably strong performance. She was informed that “I was so articulate and sharp that it was intimidating to some people.”. “.

I’ve studied for almost $300,000 after high school. Adams, who is headquartered in Durham, North Carolina, stated, “It would be surprising if I weren’t articulate and sharp.”.

Two years in a row, she claimed, she was held back at the company while her peers—one of whom lacked an MBA—were promoted.

Adams asserted, “Holding someone’s strengths against them is unreasonable and unfair.”. “I think that’s based on race. “.

Carolina Aragao, a social and demographic trends researcher at Pew Research Center, claims that, generally speaking, younger women are closer to earning parity with younger men. But between the ages of 35 and 44, when women are most likely to have a child at home, the gap gets wider.

According to Aragao, “that does not play out the same way for men.” He went on to explain that fathers—including men without children at home—tend to earn more than other workers due to a phenomenon known as the fatherhood premium.

The C-suite and high-earning industry representation of women has significantly increased, but the improvement in the wage gap has stagnated for the past 20 years, according to Aragao. Pay disparity persists because of uneven household and child care responsibilities, declining college wage premiums, and overrepresentation in lower-paying occupations.

Adams has found that the best way to deal with them has been to constantly change jobs—she has done so six times in ten years, across several states.

“I realized that to combat that headwind, I had to navigate my career with intentionality and urgency,” the woman remarked. “I’ve gone elsewhere when those opportunities weren’t available to me at one company. “.

Adams said that the Forte Foundation, a nonprofit organization that promotes women’s advancement, job coaching, mentorship, and support have all been crucial to her success. She also believes that laws requiring salary transparency, as well as salary transparency within social circles, could lessen the severe pay gap issues that women of color face.

But since affirmative action in college admissions was overturned by the Supreme Court, a growing number of lawsuits have targeted corporate diversity initiatives. Adams expressed concern that corporate racial diversity may also decline in the absence of affirmative action.

“What does that do to the pipeline of diverse candidates that we may or may not have 10 years from now?” is the major question that Adams, along with many other executive leaders, are pondering.


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