Is the gender pay gap fact or fiction? Depends on how you look at it

“Women all over America deserve a raise,” Hillary Clinton has said, again and again. “There’s no discount for being a woman — groceries don’t cost us less, rent doesn’t cost us less, so why should we be paid less?”

Depending upon which numbers you choose, women in America make 77 cents or 79 cents for every dollar men make. These numbers come from the U.S. Census Bureau, 77 cents to the dollar from the 2010 Current Population Survey, and an increase to 79.5 as of 2014.

What Clinton is saying in essence is that if a male family practice doctor makes $160,000, a female family practice doctor only makes $126,400. If a male schoolteacher makes $56,610, a female teacher only makes $44,722.

An analysis by Colin Combs at the National Center for Policy Analysis (NCPA) tells us; “The claim that women only make 77 [or 79] cents for every dollar a man makes is usually followed by a call for a whole new wave of regulations and pay mandates to stop this discrimination. The gender pay gap is undeniably real; men earn more than women, on average. The question is ‘Why?’”

Partly, it is in how the numbers are determined, which is illustrated by the fact that the Bureau of Labor Statistics determined that women make 83 cents for every dollar men earned in 2014, not 77 or 79 cents per dollar men earned. But there are other factors that must be considered in this assertion.

One of those factors is using the average pay for all men and the average pay for all women as the standard for analysis, about which Combs wrote: “What these statistics reveal is not what people are being paid for the same work, but what the average full-time working woman makes against the average full-time working man. It ignores differences in occupation. The average surgeon makes more than the average librarian, so if more men choose to be surgeons and more women choose to be librarians (which they do), this will be reflected in their average wage.” In reality, it is “unequal pay for unequal work,” Combs wrote.

The fact is that women voluntarily choose lower paying occupations, such as teaching, psychology and nursing, while men head toward computer science and engineering. Married women often reduce their participation in the job market for family reasons, and many other women are self-employed and run their own businesses. When adjusted for these factors, the results show that women do earn less than men, but only 5 to 7 cents less per dollar, not the much-heralded 21 or 23 cents.

The reasons for this smaller difference are not clear, Combs writes. Such things as salary negotiating skills or women being more risk-averse than men are suspected factors.  Since the true factors have not been determined, efforts to correct the difference will likely misfire; to solve a problem you first need to identify the problem.

The NCPA analysis quotes data from the Bureau of Labor Statistics:

■ Women’s inflation-adjusted wages have been increasing at a rate significantly higher than men’s, or rising even while men’s wages fall.

■ While the real wages of both men and women without a high school diploma have fallen, this decrease is three times worse for men than for women.

■ Women’s wages have been rising, even as the wages of men with a high school diploma or associate’s degree have been falling. Women are much more likely than men to interrupt their work for familial reasons, such as maternity leave.

Combs cites a Labor Department study conducted by CONSAD Research Corporation saying the 77 cent figure is misused and overshadows many real gains made by women since the 1970s. This is being done “to advance public policy agendas without fully explaining the reasons behind the gap,” the study said.

Never being one to let mere facts interfere with a good opportunity for demagoguery and pandering, Clinton charges ahead with her pledge to use government to get women a raise that they have largely already gained without her help.

“Our false preoccupation with pay equity is not costless,” said the Hoover Institution’s Richard A. Epstein, “for it leads to bad labor market regulations that hurt all workers.” Regulations imposed to achieve equality ultimately negatively affect the job market for both women and men.

Government tinkering with business elements it really knows nothing about, all to fix a small problem that it doesn’t understand is bad government. But bad government is a product that the Left produces in abundance.

This issue demonstrates how the Left is either unaware of, or simply chooses to ignore economic principles in order to pander to a special interest group to garner votes. Jobs have value based upon the dynamics of each business, and each business has its own dynamics. A government one-size-fits-all solution to this is, to be kind, highly unlikely to succeed.

An electorate that does not investigate issues and votes instead on emotion will help usher in more harmful policies like those that have prevented the U.S. from recovering from the recession that ended seven years ago.

Is being “bossy” really a serious societal problem in America?

Commentary by James Shott

A new crisis threatens the nation. Some women are upset at having been called “bossy” when they were young. This term is so offensive to them that they want the word banned. Yes, that’s right, they want to banish the word “bossy” from the lexicon, never again to be used in any context, even to describe a male, as so many did to Mitt Romney during the 2012 presidential campaign.

 “Bossy” is now the “B-word,” but must not be confused with another B-word, which arguably is a more serious insult to women.

In junior high, Facebook COO Sheryl Sandberg recounts, a teacher stopped her best friend and told her: "Nobody likes a bossy girl. You should find a new friend who will be a better influence on you."

"This is a very negative experience for girls,” she said. “If you look at my childhood, if you look at the childhood of most of the leaders we talked to, they lived through being told they were bossy," Sandberg said. "And it has such a strongly female, and such a strongly negative connotation, that we thought the best way to raise awareness was to say, 'This isn't a word we should use.’”

Okay, so young girls were often referred to as “bossy” because they told others what to do. But isn’t the term “bossy” really just the reaction to a particular type of behavior?

If someone is “bossy,” doesn’t that imply that the person thinks they know better than everyone else how things should be done? Maybe they’re right, or maybe they’re wrong, but their behavior sends that message.

I have worked for and with women who were good leaders, but were not “bossy,” and I’ve worked along side both men and women who weren’t in a leadership position, but were plenty “bossy.” Being “bossy” is gender-neutral, and is not a requirement for being a good leader. Having been called “bossy” does not seem to have hurt Ms. Sandberg’s career.

So that begs the question: why would anyone be offended at having the behavior they willingly exhibit being accurately identified? Wouldn’t the offended person’s proper response be to modify their behavior so as to no longer impress others as being bossy? Or, just grin and bear it?

Ms. Sandberg and Girl Scouts CEO Anna Maria Chavez expressed the idea in a Wall Street Journal op-ed that using “bossy” to describe girls is at the center of the problem of unequal treatment of girls and boys, noting that girls who lead are more often described as "bossy" and "overly ambitious" while boys who lead are described as "strong" and "determined."

Perhaps men and women are perceived differently and receive different treatment because men and women are inherently different creatures. We know this because Time Magazine told us so after it had an epiphany back in 1992, and thought the discovery warranted a cover story. “Why Are Men and Women Different? It isn’t just upbringing. New studies show they are born that way,” the cover announced.

Since the women’s movement in the 60s there has been a strong effort for equality between men and women, particularly in the workplace.

There certainly is no reason women cannot be doctors, lawyers, accountants, CEOs, politicians, financial advisers, etc. And there is no reason that if women want to perform those traditionally male jobs, like construction, carpentry, welding, truck driving, mining, or be police officers and firefighters, etc., they certainly can.

But while women may want to have careers, just as men do, nature has placed restrictions on them. Nature has deemed that women are the only gender that can bear children and nurture them in the earliest part of their lives, and the mother’s role is a critical and important duty in our world.

Men cannot be mothers; they are not built for the job, either physically or emotionally. Which is not to say men cannot play a stronger role in parenting and taking care of the home. But they cannot be mothers, and mothers will always have a different role than fathers.

And for that reason, mothers and fathers can never be totally equal, either in the workplace, or in the home.

In Ms. Sandberg’s book Women, Work, and the Will to Lead, which she called "sort of a feminist manifesto," she encouraged women to "lean in" to their careers, yield to their sense of ambition and don’t shrink when they incur challenges in their work-life balance.

Ms. Sandberg’s efforts seem designed to show women as victims who are discriminated against in the workplace.

But when you look at the studies, they show that women frequently choose lower paying careers than men, tend to prefer a better lifestyle to working the longer hours required by many better paying jobs, and they take off blocks of time from their jobs, often due to childbearing, more frequently than men, which affects moving up.

Some of us try to equalize things that are inherently unequal, due to situations that those on the short end actually have helped to create.

Cross-posted from Observations