An article written in a 1955 issue of Housekeeping Monthly provided women with guidelines for being a good wife.  They included: “Have dinner ready because most men are hungry and the prospect of a good meal is part of the warm welcome he needs,” “Take 15 minutes to refresh yourself and put a ribbon in your hair because he needs to see something pretty after his hard day,” “Be more interesting because one of your duties is to lift his spirits after a long day,” “Encourage the children to be quiet because he needs to relax,” “Let him talk as his topics of conversation are more important than yours,” “Don’t complain if he is late and if he stays out all night, count this as minor compared to what he might have gone through that day” and “A good wife always knows her place.”

When I read through those jewels of advice, I wondered if I would be able to type them without throwing my laptop across the room or just throwing up in general.  It’s a good thing I was a child in the 50’s.

Even though this article seems archaic in our modern world, there is still a problem with how women are treated in the workplace in terms of wages earned.

Society may have accepted that women are capable of being more than a centerpiece for her husband, but the current climate for paying women appears to be stuck in the past.

Unlike men, the most common job for women is the same as it was in the 1950’s.  The administrative assistant or secretary, whichever is applicable, is still the number one position women hold.

The Institute for Women’s Policy Research estimates pay parity will not be reached until the year 2059.  This seems unfair to the young women who will be entering the workforce in 2019.

For every 100 women promoted to the manager level, one study found 130 men are promoted, even though women consistently ask for promotions and raises more.  One of the reasons uncovered in the study found that when women negotiate, people like them less for it.

According to the study, women who negotiate are more likely than men who negotiate to receive feedback that they are “intimidating”, “too aggressive,” or “bossy.”

 Maybe the reasons the men aren’t asking for promotions or raises is because they are already in line to receive them and women realize they have to shout out to be noticed.

In 2019 it is a shame there is still such a discrepancy in pay between men and women.  You would think it is something that everyone would be aware of and agree it really isn’t fair but that’s not the case.

A doctor in Plano, Texas wrote an article, which was published in a medical journal about the pay disparity between male and female doctors.  His explanation for the pay gap is women doctors don’t work as hard.  Needless to say, after the article was published, he had to issue an apology, but it explains a lot.

On average, female Uber drivers earn $1.24 an hour less than male drivers.  A recent survey found passengers paid them less because they drive slower.  You would think getting to your destination safely mattered, but I guess not.

One male tennis star suggested female tennis players deserve less pay because male tennis players have a larger following and more people like to watch them play.  I guess the size of some egos goes along with the size of the paycheck.

The chairman of the Senate Judiciary Committee was asked why there are no Republican women on the committee.  His response was “because it is a lot of work.”  Since we know so little about hard work, I guess the suggestion is we should leave all that heavy thinking to the men folk.

A Utah GOP official wrote a letter criticizing a bill that was being considered by the legislature.  The bill would authorize a study be conducted to determine whether pay disparity existed in the state.  The official wrote a letter to the person introducing the bill to express his objection stating, “Because men have traditionally earned more than women, they are considered the breadwinners and this allows the mother to say home and raise the children.”  He went on to suggest that if businesses are forced to pay women the same wages as men, employers would reduce the amount they were paying the men.  It’s great when they explain it in a way that allows everyone to see the bias so clearly.

When the United States passed the Equal Pay Act in 1963, American women earned roughly 60 percent of what men did.  Over the next 30 years the gap was cut to about 80 percent but has been relatively stagnant since the 1990’s.  According to the US Census Bureau, women’s median annual earning is $10,086 less than men’s.  In some states, the gender pay gap is as high as 30 percent.

Women with children often earn less after returning to the workforce, while the opposite is true for working fathers.  Studies show that some employers view motherhood as a signal of lower levels of commitment and professional competence.  Working fathers, on the other hand, may be viewed as having increased work commitment and stability.  In fact, men with children often see an earnings boost.

Workers performing the same job with the same level of experience should be paid the same wage no matter the gender and opportunities for advancement should be available for all qualified workers. 

Until that goal is accomplished, “equal opportunity employer” is just another meaningless term.

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