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July 17, 2012

Comments

Timothy B.

This argument is illogical because companies who discriminate based on gender face the same detriment as those who discriminate based on traits other than ability: they weaken their human capital by purposefully excluding those with the skills to bring value to their operations. Even if there is collusion/tradition/what have you that prevents a company from hiring from this populace, eventually an organization will rise to capitalize on this underutilized population and thrive.

This is an interesting field of research. Coming from a profession that pays men and women equally, and in which more women serve as coordinators and managers/directors than men, I would be interested to see a more detailed analysis. For instance, in many healthcare fields there are ranges in 'full-time' employment as disparate as 24 to 40 hours per week. Are these weekly numbers adjusted to a per hour basis? Or another example: are attorneys' hours adjusted based on billable status?

It's hard to deny an income gap exists, but how much of that is due to a true difference in pay rates versus fewer wage hours? Or other circumstances that these numbers obscure?

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