As of today, men have done a full year’s work
Wednesday, November 29th, 2017 | Religion & Politics
10 November is Equal Pay Day. As reported by The Telegraph, women, on average, earn 14.2% less than men, so effectively, after 10 November, they are working for free for the rest of the year. If men quit their job on that date, it would take women the rest of the year to catch up.
I like the initiative. It draws attention to the gender pay gap in a clever way.
Like all such initiatives, it misses the fine detail of the discussion. The nuances of the argument. Nobody can blame it; it’s just an advertising slogan. But, when we get down to fixing it, we need to keep those nuances in mind.
The gender hours gap
One of which is that, as of today, men have done a full year’s work. On average, they have worked so many more hours that even if they quit their job today, it would take women the rest of the year to catch up.
It’s not a small difference. Forbes reports that, on average, men work 42 minutes more per day. That’s 3.5 hours per week, 14 hours per month, or an entire month’s worth of working hours by year’s end.
Okay, but why is this relevant?
It is relevant because it shows we have a holistic social problem, not just something that affects women. We’ve built a society in which men are expected to work more and to be paid more.
It is possible in theory, though unlikely in practice, that we can solve the problem by only looking at one side of it. Until we accept that we need a fundamental change in the views of our society, not just a quick fix or call for the problem to magically go away, it seems unlikely we’re going to make more significant progress.
What do we do about it?
We need to change the nature of the debate from “why do women earn less?” to “why are there differences between genders?” Once you look at the whole picture, we become better able to deal with the situation and therefore make a fairer world.
Take maternity pay, for example. Elina and I were planning to split the childcare. But, when we ran the numbers, it was just unaffordable: Elina’s wage would be partially replaced by maternity pay and mine would not.
Aviva recently announced that they would now offer up to six months full pay for any parent, regardless of gender. It will be interesting to see how this changes the progression of women through the company.
But, more widely, we need to change the culture of men go to work, and women raise the children. That won’t just be measured in wage gaps or boardroom quotas, but in whether all genders are free to choose working hours, childcare responsibilities, occupations and a range of other factors.
10 November is Equal Pay Day. As reported by The Telegraph, women, on average, earn 14.2% less than men, so effectively, after 10 November, they are working for free for the rest of the year. If men quit their job on that date, it would take women the rest of the year to catch up.
I like the initiative. It draws attention to the gender pay gap in a clever way.
Like all such initiatives, it misses the fine detail of the discussion. The nuances of the argument. Nobody can blame it; it’s just an advertising slogan. But, when we get down to fixing it, we need to keep those nuances in mind.
The gender hours gap
One of which is that, as of today, men have done a full year’s work. On average, they have worked so many more hours that even if they quit their job today, it would take women the rest of the year to catch up.
It’s not a small difference. Forbes reports that, on average, men work 42 minutes more per day. That’s 3.5 hours per week, 14 hours per month, or an entire month’s worth of working hours by year’s end.
Okay, but why is this relevant?
It is relevant because it shows we have a holistic social problem, not just something that affects women. We’ve built a society in which men are expected to work more and to be paid more.
It is possible in theory, though unlikely in practice, that we can solve the problem by only looking at one side of it. Until we accept that we need a fundamental change in the views of our society, not just a quick fix or call for the problem to magically go away, it seems unlikely we’re going to make more significant progress.
What do we do about it?
We need to change the nature of the debate from “why do women earn less?” to “why are there differences between genders?” Once you look at the whole picture, we become better able to deal with the situation and therefore make a fairer world.
Take maternity pay, for example. Elina and I were planning to split the childcare. But, when we ran the numbers, it was just unaffordable: Elina’s wage would be partially replaced by maternity pay and mine would not.
Aviva recently announced that they would now offer up to six months full pay for any parent, regardless of gender. It will be interesting to see how this changes the progression of women through the company.
But, more widely, we need to change the culture of men go to work, and women raise the children. That won’t just be measured in wage gaps or boardroom quotas, but in whether all genders are free to choose working hours, childcare responsibilities, occupations and a range of other factors.