A fascinating graph, and dicussion, about the pay gap between men and women.
It’s US data, so it won’t translate exactly to New Zealand, but I’m sure that the overall pattern is about right.
The jobs with the biggest pay gaps?
- Insurance sales agents
- Retail sales
- Sales and related workers
- Real estate brokers and agents
- Personal finance advisors
- Education administrators
- Physicians and surgeons
- General and operations managers
- Marketing and sales managers
- Stock brokers
- Inspectors etc. at production lines
And the jobs with the smallest pay gaps are:
- Security guards
- Warehouse stock clerks
- Paralegals and legal assistants
- Data entry
- Cafeteria workers, bussers, etc
- Social workers
- Office clerks
- Buyers for wholesale and retail
- Health technicians
Lam Thuy Vo, who compiled the graph, notes that:
The jobs where the gap is biggest pay more, on average, than the jobs where the gap is lowest.
I think that its interesting to think about which jobs are marked male, and which jobs are marked female. My estimate is that about 10 of the 11 jobs with the biggest pay gaps are marked male, and about 8 of the 11 jobs with the smallest pay gaps are marked female. YMMV on this, of course. I’ve said before, tongue in cheek, sort of, that one way to even up the gender pay gap is for more men to take on “women’s” jobs. The converse of that is that more women can attempt to enter “men’s” jobs. But what this graph shows is that even when women move into those higher paid roles, they still can’t get rid of the gap between their pay, and men’s pay.
And no, it’s not just because women take time out for child bearing and rearing. As the original article says:
Part of the gap in pay is driven by choices, even within single job categories. Among physicians, for example, women are more likely than men to choose lower-paid specialties (though this does not explain all of the pay gap among doctors).
And among all workers, women are more likely than men to take a significant time off from work to raise children, and they tend to be re-hired at lower wages than their counterparts who remained in the workforce.
But not all of the difference be explained by choices such as these.