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Author Topic: Equality Issues  (Read 1362 times)

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Yareet

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Re: Equality Issues
« Reply #45 on: Friday 23-Aug-2019, 16:03* »
My view is that the data used to substantiate a gender pay gap is overly simplified. In essence, gender and pay. It fails to factor in such variables as age, experience, qualification, track record, aptitude etc. In some cases cited elsewhere on this board, there is also mention of marketability (celebrities, sports stars, media personalities). In essence, it's very difficult to find two people who match exactly but have different genders.

It's easy to say that a woman doing X job earns less than a man doing X job. That fails to take into account any of the variables above. It also fails to take into account that - perish the thought - one person might be better than the other, regardless of gender. What happens if two women do the same job and are paid differently? Would a man be able to demand the same pay as a woman if he really wasn't very good at a job, and the woman was excellent?

And here's another element to look at: people rush to highlight cases where men are believed to be earning more than women, but the silence when you see the reverse is astonishing. Surveys show that there are companies where statistics show men being paid less than women, but there is no criticism levelled there.

In fact, quick Google search shows just how misrepresentative some data is: https://www.theguardian.com/world/2019/apr/04/gender-pay-gap-figures-show-eight-in-10-uk-firms-pay-men-more-than-women

This doesn't even take into account the jobs that people are doing, just the gender and the hourly rate of pay! As one company states, "81% of male employees were directors, doctors or in IT, most of whom fell into the upper salary quartile".

To summarise, I agree that there is a pay gap between different people, and I believe there should be. I don't believe gender is a factor in this.

I think we agree on your last paragraph. Nobody has advocated for pay rises based purely on gender. However where I believe there is an issue (again based on the information I've been given) is that "81% of male employees were directors, doctors or in IT, most of whom fell into the upper salary quartile".

On a micro level, I agree that we have hopefully advanced somewhat from "she can't do that job" in most cases but nevertheless in my opinion it is wrong that these (higher salaried) roles are weighted so heavily towards men. On paper there is equal opportunity but for whatever reason there are still roles which are stereotypically biased towards certain demographics. And this starts early - way before careers are chosen.

In the same vein, in the thread about Ugo, there has never been anything stopping people from BAME backgrounds from playing rugby but it is much harder to plough a new furrow. If we don't see BAME players at the top of the game (or female CEOs or male nannies) then it is less likely that these options will be considered.

Somebody has to buck the trend somewhere to achieve the ideal goal we both seem to aim for - complete impartial selection. For me, the pay gap is a symptom of the problem and requires a long term solution. Just promoting people to balance the books (whether women into leadership roles or BAME players into a world cup squad) solves the short-term issue but is counter-productive. If they fail, they add more weight to the arguments against trying again.

On a final point, neither age, experience nor qualification should ever be used to set somebody's pay/level. Track record (i.e. performance) and aptitude should be the only measures. Just because somebody is older, holds more qualifications or has been doing a job longer doesn't automatically make them better.

 

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