Comments - Why Men Earn More than Women - RecruitingBlogs2024-03-28T18:40:34Zhttps://recruitingblogs.com/profiles/comment/feed?attachedTo=502551%3ABlogPost%3A1172870&xn_auth=noWow wount ever touch this!!!tag:recruitingblogs.com,2011-04-02:502551:Comment:11743172011-04-02T11:09:26.666ZC. B. Stalling!!https://recruitingblogs.com/profile/ChrisStallings
Wow wount ever touch this!!!
Wow wount ever touch this!!! Valentino, you have some inte…tag:recruitingblogs.com,2011-04-01:502551:Comment:11737932011-04-01T22:15:46.178ZJason Monastrahttps://recruitingblogs.com/profile/JasonMonastra
<p>Valentino, you have some interesting points. Let me address them in order. The overall reasoning I believe that Men Earn More is simply placed in a cultural ideology that is ever present in the work place. There is a shadow that the people in power allow to exist that presents as you stated "obstacles" for women to compete with their male counterparts. I agree with that.</p>
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<p>The Glass Ceiling is mentioned in some of my comments related to the old boys club I see ever present…</p>
<p>Valentino, you have some interesting points. Let me address them in order. The overall reasoning I believe that Men Earn More is simply placed in a cultural ideology that is ever present in the work place. There is a shadow that the people in power allow to exist that presents as you stated "obstacles" for women to compete with their male counterparts. I agree with that.</p>
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<p>The Glass Ceiling is mentioned in some of my comments related to the old boys club I see ever present in my dealings with government work. People hire their friends, former peers, etc and place them in positions of authority. They play golf, drink, etc together and maintain a barrier that is difficult to penetrate. </p>
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<p>I have no insensitivity to the fact that women have to endure a harder working path to reach a seat at the table then men. Thee comment of Do not give up is in direct relation to my thoughts that too many do. Their is hope, and yes the cards are stacked against them, but encouragement does need to be made not as males being better, but simply coming from a position of power - those of us that can make a difference are required to encourage those that might be discouraged in their efforts.</p>
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<p>I understand the emergent majority of new entrants are women? However are you aware of the reasons and more importantly the statistical benefits that polls like Gallop and others point out that essentially encourage the disparity. The majority of new entrants in the past 3 yrs have been non working spouses that have entered for the first time or re-entered the workforce due to their spouse losing a position or making less money than before. Simple truth. With that being said, companies are well aware of the facts and what is going on - leveraging those aspects in their negotiations and paying women (especially ones returning to the workforce) less in an effort to get work done at reduced cost. The fact that polls show women entering the workforce for this reason is simply ammunition for companies to use when offering positions.</p>
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<p>Men browbeating - I think you need to read my comments more closely. That was not what was said. My observation is that women seem to accept easier than men do during the negotiation stage. There are a variety of reasons for that, specific for each case.</p>
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<p>And for the sake of comparison - lets look at this. Nancy mentioned that maybe men have held the power too long. Consider this, the top 1% of the country holds 35% of the wealth. With the top 20% holding 80% of the national wealth. The people that country the money, control the power as Nancy put it, make the decisions. In 2011, there were only 99 female billionaires out of 1125 worldwide. More importantly, only 10 are self made. As long as the people in control are men, it will remain difficult for women to maintain equality when it comes to money.</p> Although, Valentino, I do lik…tag:recruitingblogs.com,2011-04-01:502551:Comment:11740072011-04-01T21:46:39.318ZNancy McGarryhttps://recruitingblogs.com/profile/NancyMcGarry
Although, Valentino, I do like your argument. Maybe women are just willing to back down easier because men have withheld the power position for so long.
Although, Valentino, I do like your argument. Maybe women are just willing to back down easier because men have withheld the power position for so long. Studies indicate that women m…tag:recruitingblogs.com,2011-04-01:502551:Comment:11740062011-04-01T21:42:20.154ZNancy McGarryhttps://recruitingblogs.com/profile/NancyMcGarry
Studies indicate that women make most of the buying decisions in a household which is why companies target women. Women are taken in the market to be high priced buyers as women's items are priced at exorbitant rates as compared to men. So it sounds like women are prone to be the decision makers without much negotiating power.. hmmm you could be right.
Studies indicate that women make most of the buying decisions in a household which is why companies target women. Women are taken in the market to be high priced buyers as women's items are priced at exorbitant rates as compared to men. So it sounds like women are prone to be the decision makers without much negotiating power.. hmmm you could be right. Jason,
The points you bring f…tag:recruitingblogs.com,2011-04-01:502551:Comment:11737792011-04-01T21:41:09.815ZValentino Martinezhttps://recruitingblogs.com/profile/ValentinoMartinez
<p>Jason,</p>
<p>The points you bring forth have some validity and so you make your case. However, I’m waiting for the rest of your blog comment…the portion that more broadly discusses why “Men Earn More than Women”. Is it coming soon? Because this portion simply makes the case for women being their own worst enemy in accepting lesser roles and therefore deserving lesser pay. And taking time off for family reasons and so lost their place in line for earning monetary rewards.</p>
<p>Where is…</p>
<p>Jason,</p>
<p>The points you bring forth have some validity and so you make your case. However, I’m waiting for the rest of your blog comment…the portion that more broadly discusses why “Men Earn More than Women”. Is it coming soon? Because this portion simply makes the case for women being their own worst enemy in accepting lesser roles and therefore deserving lesser pay. And taking time off for family reasons and so lost their place in line for earning monetary rewards.</p>
<p>Where is the mention of those who did not lose their place in line, but are still in the line for fair pay? Or those who excelled in traditional and non-traditional job only to be overlooked and passed over come promotion time? And where is the mention of the Glass Ceiling all polished and still present? It’s not even implied much less mentioned as a contributing factor to the discrepancies between men and women in the work place, chief among them -- lesser pay, fewer opportunities, and stagnation due to detours and barriers positioned to block women from keeping pace with their male counterparts, peers and contemporaries.</p>
<p>I particularly missed the mention of Walmart, the largest employer on the plant, now in front of the Supreme Court, being made to answer for thwarting, denying and holding women down in lower paying roles. Are those subjects worth mentioning? And Jason, your attempt to not be condescending, by stating, “Don’t give up hope women of the working world!” With an exclamation point no less, is a little condescending don’t you think—it’s a little like saying, “In spite of your short comings and lowered expectations based on your career decisions—“Don’t give up hope…”, because there is at least that--hope that some of you will prevail. </p>
<p>Do you not realize that the emergent majority of new entrants into the working world happen to be women? That their shear numbers now in business, education, the arts, entertainment and sports, to mention a few places of visibility—is magnified by their performance. And your take that men are better negotiators than women is a stretch. When is the last time you browbeat a women—a fellow professional—peer, subordinate or superior into their supposed place? In fact, when was the last time you browbeat your wife, your mother, your sister, and don’t even mention your daughter (if you relate to any of these formidable females) into their supposed place? </p>
<p> </p> That could be agreed....howev…tag:recruitingblogs.com,2011-04-01:502551:Comment:11737782011-04-01T21:36:45.279ZJason Monastrahttps://recruitingblogs.com/profile/JasonMonastra
<p>That could be agreed....however it just seems that when hard stances are taken during negotiations of our outsourcing contracts, the response is not seen as an argument vs. when I handle that aspect of the sale. And I have been in meetings where I say almost the same thing, and it is just received differently.</p>
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<p>But I can also flip this on the other side. When we sell these outsourcing services and then negotiate for the budget and have that finalized, we need to determine…</p>
<p>That could be agreed....however it just seems that when hard stances are taken during negotiations of our outsourcing contracts, the response is not seen as an argument vs. when I handle that aspect of the sale. And I have been in meetings where I say almost the same thing, and it is just received differently.</p>
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<p>But I can also flip this on the other side. When we sell these outsourcing services and then negotiate for the budget and have that finalized, we need to determine team members. Some we have already, some require we hire new people. I find that women under price themselves in the beginning of the discussions more then men making their overall compensation at the end lower. However, I also find that men price themselves out of work more than women thinking they are worth much more than their skills merit.</p> Jason, I'm not sure that all…tag:recruitingblogs.com,2011-04-01:502551:Comment:11739812011-04-01T21:29:27.647ZNancy McGarryhttps://recruitingblogs.com/profile/NancyMcGarry
<p>Jason, I'm not sure that all hiring authority see women differently. Maybe your partner is just better at sales and you are better at numbers.</p>
<p>Jason, I'm not sure that all hiring authority see women differently. Maybe your partner is just better at sales and you are better at numbers.</p> I think it really comes down…tag:recruitingblogs.com,2011-04-01:502551:Comment:11741012011-04-01T21:03:48.388ZJason Monastrahttps://recruitingblogs.com/profile/JasonMonastra
<p>I think it really comes down to negotiations. I do not believe that men are better negotiators than women, however I believe that the perception of their negotiations are seen completely differently by a hiring authorty. </p>
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<p>Great example is when we do contracts. My partner, a woman is fantastic at getting business and gets more of the business than I do overall for the business. However she has issues with margin negotiations even with the same managers that I service. Now…</p>
<p>I think it really comes down to negotiations. I do not believe that men are better negotiators than women, however I believe that the perception of their negotiations are seen completely differently by a hiring authorty. </p>
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<p>Great example is when we do contracts. My partner, a woman is fantastic at getting business and gets more of the business than I do overall for the business. However she has issues with margin negotiations even with the same managers that I service. Now we play off each other and she calls me on a conference when we are closing a contract so that I negotiate all pricing since she knows we will get better margins. Crazy, but they like her sales style to get the business but give her crap about dollars. I get on the phone and negotiations are swift and easy. </p> You bet Jason. My comment wa…tag:recruitingblogs.com,2011-04-01:502551:Comment:11737722011-04-01T20:46:07.913ZNancy McGarryhttps://recruitingblogs.com/profile/NancyMcGarry
You bet Jason. My comment was based on 'all else being equal'. We have to factor out everything else in order to weed out discrimination. Those 'subtle factors' could be deemed discriminatory. Unfortunately we have to factor them out because we have to determine why women are continually making less than men in the roles that are of the same value.
You bet Jason. My comment was based on 'all else being equal'. We have to factor out everything else in order to weed out discrimination. Those 'subtle factors' could be deemed discriminatory. Unfortunately we have to factor them out because we have to determine why women are continually making less than men in the roles that are of the same value. The value of the role should…tag:recruitingblogs.com,2011-04-01:502551:Comment:11738962011-04-01T20:41:38.642ZJason Monastrahttps://recruitingblogs.com/profile/JasonMonastra
<p>The value of the role should play a part in determining pay. However as I think we would all agree that it is a pillar of the decision making process. When discussing a 16 yr person over a 10 yr person, there are other factors that are more subtle that could pose salary discrepancies. What about soft skills, communication ability and rapport with the hiring authority. People who they like, who they can work with side-side daily...not necessarily the best fit for the role. All roles are…</p>
<p>The value of the role should play a part in determining pay. However as I think we would all agree that it is a pillar of the decision making process. When discussing a 16 yr person over a 10 yr person, there are other factors that are more subtle that could pose salary discrepancies. What about soft skills, communication ability and rapport with the hiring authority. People who they like, who they can work with side-side daily...not necessarily the best fit for the role. All roles are hired on 40% technical skill set match, 60% soft cultural fit match. There is a great deal of ambiguity in that. You could be the best fit, nice man/woman and get paid less than someone else since the manager enjoyed their interview with that person better. Compensation has a great deal to do with the subjective human nature of the person in charge. Unfortunately there is no formula for mastering that!!</p>