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By Simone Janson (More) • Last updated on October 20.03.2015, XNUMX • First published on 20.03.2015/XNUMX/XNUMX • So far 5240 readers, 2957 social media shares Likes & Reviews (5 / 5) • Read & write comments
Today is Equal Pay Day again, the day of action on which the pay gap between men and women is addressed worldwide I aufmerksam is made. Simply whining about the salary differences does not go far enough.
First, one has to look at the pure facts, the naked facts so to speak: According to the Socio-Economic Panel (SOEP), the difference in salary between women and men has decreased somewhat, but still remains at a high level.
In 2013, women employed full-time received in leading position in the private sector, with 22 percent, around a fifth less gross salary than men with such jobs. In 2012 the gender pay gap was 24 percent, in 2002 it was 26 percent.
The Socio-Economic Panel (SOEP) is a representative repetitive survey that has been running since 30 years. On behalf of DIW Berlin, about 25.000 interviewees are interviewed in nearly 15.000 households by TNS Infratest Sozialforschung.
The group of people examined includes people between the ages of 18 and 64 who stated that they were employees in the private sector in Features with comprehensive management tasks (e.g. directors, managing directors or
also board members of larger companies and associations), other management functions or
highly qualified activities (e.g. department heads,
scientific employees, engineers.
On ZEIT ONLINE tell readers today how they experience the gender pay gap - and report even more blatant salary differences. The TIME makes a slightly different calculation:
Now the statistics of the statistics office refer to the gross salary wages of all full-time men and women. The 22 percent represents the unpaid wage gap. The figure does not take into account that men and women choose different professions in which the wage level is different. It also does not take into account the fact that women are missing in well-paid management positions. And she also does not consider longer periods of time.
In this way the ZEIT comes to an adjusted wage gap of 7 to 8 percent.
This is contradicted by the German Institute for Economic Research in Berlin. According to the figures, the difference in earnings between all full-time men and women in total gross wages according to the statistics of the Federal Statistical Office in 2013 was 17 per cent.
While men in management positions (including skilled workers in highly-qualified jobs) earned an average of 2013 euros in the year 5.100, women were on average 4.000 Euro.
This difference of more than one-fifth can hardly be explained by shorter working hours of women: full-time women in management positions worked with an average of 45,4 hours only about one and a half hours or three percent less than full-time men.
Also the gender typology of the professions carried out, i.e. the question of whether it is
rather women, mixed or men professions is not the cause of the
Gender pay gap for executives. Rather, the work experience plays for that
Income of executives a central role.
Because it is still mainly women who interrupt theirs Careerto do family and housework and are much more likely than men to be or work part-time. This goes hand in hand with the attribution of less Expertise– and performance expectations and often result in so-called statistical discrimination against women on the labor market and when filling top positions, says Elke Holst, DIW Research Director for Gender Studies. And she advocates more transparency:
“Often times the usual earnings, bonuses or other rewards are particular
Not known for high positions, so women affected hardly know that they are below their potential in terms of earnings. "
Incidentally, the job and career community Glassdor, which advocates the initiative of Federal Minister of Women Manuela Schwesig for more salary transparency, also hits the same horn Companies expressly welcomed. Glassdoor already gives employees the opportunity to find out about salaries and to share them anonymously. Product Manager Sonja Perry explains:
“Salary transparency is an important issue for many German employees: A recent Glassdoor study among German employees showed: 6 out of 10 respondents think that companies should be obliged to be more transparent with regard to salaries. More than half of supporters believe that this could help close the pay gap between men and women. One in two thinks that greater transparency Trust between employers and workers.”
So do we soon have conditions like in Norway, where everyone knows what the other deserves? And is that desirable?
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Simone Janson is publisher, Consultant and one of the 10 most important German bloggers Blogger Relevance Index. She is also head of the Institute's job pictures Yourweb, with which she donates money for sustainable projects. According to ZEIT owns her trademarked blog Best of HR – Berufebilder.de® to the most important blogs for careers, professions and the world of work. More about her im Career. All texts by Simone Janson.
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It would also be interesting to explain once, if there is an unequal pay for the same job. This is different from the somewhat populist title that promises 22% scissors.
Unfortunately, women are almost not represented in technical engineering professions. This begins with the student's choice, when one goes to a course of lectures in electrical engineering or the machinists. Women are above average in social professions. But now it is the case that technically professions pay much more.
And when women once go to an industrial group, then they are again in the hands of business professionals behind the desk. Whether with or without studies, the one is then accounting manager, who is without a college assistant. And if it can then create a time in the board, then consequently usually as a personnel board. The CEOs have, however, to a large extent a very technical background and business studies then later times made.
So I question that we have an unequal treatment, which the term “equal day payment” suggests (and why actually an English term here). Rather, it may be because girls have to dare to approach technical training and study engineering and mechanical engineering!
Or, in the end, the question arises of whether one wants a forced regulation of wages, ie that a job in the social sector is paid for the same as a job in the technical field.
Hi Mark,
thank you for your comment. At first, more polemic headings simply reach more attention and ultimately lead to such comments.
Exactly what you are criticizing here is also discussed in the article above:
"Even the gender typology of the occupations carried out, i.e. the question of whether it is more a question of women, mixed or men's occupations, is not the cause of the gender pay gap among managers."
There is also the opposite theory: women do not choose the wrong professions, but occupations which are mainly occupied by women are paid less or there is a feminization of entire professional groups, which is accompanied by their social devaluation and bad pay.
On the contrary, typical poorly paid female jobs such as nurses or kindergarten teachers are extremely important from a social point of view - the argument that women should look for other jobs, on the contrary, these jobs should be better paid cannot be serious.
With this view you are absolutely right! If everyone were to study engineering sciences, almost all would be unemployed, while at the same time important activities like the care of no one would be exercised. Women-typical jobs are paid too badly.
In addition, I have already experienced discrimination myself. A cheap excuse why you don't get approved training is quickly because you only work part-time. We once had a lower-paying job advertised and at the same time a few men were over who should be deployed elsewhere. At my suggestion that one of them could do the antechamber activity, it was said that this was not reasonable for a man…. Well-paid clerks are more likely to go to men and such positions (image of women in the 60s) of course, as always, to women and are then often poorly paid.
I only work part-time in the profession because there are no interesting places for me. A minijob as a secondary activity is more interesting than my main profession. I used the time and enrolled myself at a university. Part-time is synonymous useful to use, no one considers it necessary to offer an interesting places, since you as unstudied yes is considered too stupid.
The labor volume in DE is, by the way, on the level of 1991, although at the same time the potential for employment has increased by approx. 3 million, if I remember correctly. Unfortunately there is under-employment in many jobs, so not all can work fully, in my place would not be enough to do full-time. There you have to think about something else, which one with the Überangebot at AN begins.
Hello, thanks for the many comments. Krasse history with the pre-activity, which once again shows how deeply some prejudices still sit. Against such a thing could be accused by the way AGG. On the topic with the uninteresting places I thought spontaneously, make myself, I will go to your other comments. And yes, that more and more jobs will be dropped in the future, is discussed with the Unconditional Basic Income vigorously.
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