Contents 1 the Gender Pay shrinks-Cap is not 2 women for other women more money request To a page
Who earned how much for his own work? The amount of salaries and wages, raises regular discussions on the question of what constitutes fair pay. It is true that high-and low-income so far apart? And why the Gender-Pay-Gap has proved so persistent, why men earn, even when the same activities are still seven to eight percent more than women?
It is often thought that more transparency could help here: If all knew what it was to earn all – these differences were no longer tenable. The proper would protest, asking for more and more equality and justice. Since the 6. January of this year, have experienced Employees a right to, as a lot of colleagues or colleagues of the opposite sex deserve. (Provided that the company has at least 200 employees and there are six or more persons performing an equivalent Job.) This wage transparency act is intended to ensure that differences in pay between men and women shrink.
Quite as simple as it seems to be, however. In two studies, the Economics Professor Zoe Cullen of the University of Harvard is now come to the conclusion that more income transparency helps automatically. Not only that, it leads not to an approximation of the salaries. They even had in the entirety of lower wages, and to a significant extent by seven to 25 per cent.
men take advantage of the transparency of Pay more to your favor
How can that be? The main reason for this is that there are transparent conditions less outliers to the above: If nobody knows who deserves how much delay, the employer is not long, to employees, to hold, necessarily, pay more than the other. This would be however generally known, it could lead to resentment in the workforce. So, the company will waive the particularly high salaries. This effect is, apparently, possible wage increases for the approximation of salaries more than compensate for this.
taken by itself, that would be no reason to find, especially from the unions and required salary transparency boards often problematic to Because the bottom line is that the wage structure would, Yes, egalitarian. However, Cullen has observed another effect: namely, That the additional information through more transparency freely available, be used by men significantly more likely than women to have higher salaries to negotiate. With the effect that the Pay Gap between the sexes is even greater.
The finding matches to what the behavioral economist Iris Bohnet in your reading book, What Works. How behavior design, the writes can revolutionize: she quotes several studies, which revealed all of that women are their superiors unpopular, if you make salary demands, while men have to fear any negative reactions. Because to pay attention to money, and to demand what is our cultural idea of masculinity is well compatible, but not with femininity. A man who asks for more money, increased, so to speak, of his manhood. A woman who asks for more money, is their femininity. The back is negative – an effect that is, in social psychological studies can be reliably reproduced.
women who negotiate hard, don’t have to means to your popularity
The: When women are in wage negotiations than men, then, not because they are necessarily shy and less conflict – an often-heard statement that assigns part of the blame for the Gender Pay Gap. But you are acting quite rational. This is because, unlike their male colleagues, a woman must always keep your social popularity and your income in Balance. For women both of which are not necessarily Hand-in-Hand.
The simple equation that more wage transparency leads to more salary equality, right to Cullen’s inquiries only with full transparency and regulated the same payment. Who wants to close the Gender Pay Gap, must, therefore, abolish, ultimately, the factor of individual salary negotiations: get All the same according to specified criteria, and there is no possibility of deviation up or down – as it is, for example, in the authorities of the case. And, in fact, the salaries paid the least are gender-dependent.
Now, are many companies of such investigations is hardly to impress, and all sorts of arguments for this claim, why do you need individual salary negotiations. But then you want to keep the Gender-Pay-Gap, apparently, for a subordinated Problem.
