In a move that makes everyone want to get silly mustaches, feathered haircuts and an ounce of blow…fair pay is baaaack. Growing up in a household that was pretty freemarket oriented (all my parents and brothers have voted for democrats in every presidential election that they could - we’re a bunch of stinkin’ neoliberals) comparable worth was used as a textbook example of ridiculous Carter era liberal economic policy that the neoliberals thankfully put an end to. I’ve tacked a bit to the left on economic issues (I want higher taxes to pay for healthcare, for example) but Comparable Worth still seems absurd.
Obama has signed on to the Fair Pay Act which would allow for individuals or groups of people to sue a company if there is evidence of “gender discrimination” for different jobs in the company “whose composite of skill, effort, responsibility, and working conditions are equivalent in value, even if the jobs are dissimilar.” In all fairness, some writing against the Fair Pay Act ignores how the legislation is enforced, and make it out to be the “government setting wages,” which the complaint system isn’t, at least not explicitly.
Now, say what you will about the free market in labor, but determining the value of labor by price signaling seems to be something it is very good at. The standard “Econ 101″ case against enforced disequilibrium wages is pretty convincing, if a suit forced up the wages of say, nursing assistants in a hospital, to be comparable to plumbers, then the hospital would probably hire fewer nurses.
I guess the big Kahuna in this argument isn’t whether there are equilibrium wages, or if the price signaling for the price of labor is effective, but what the extent and nature of “wage discrimination” is, and how the government should react to it. From Fortune’s editorial:
Or maybe not. June O’Neill, a certifiably female economist who served as director of the Congressional Budget Office under President Clinton, wrote a peer-reviewed paper for the American Economic Review (May 2003), trying to account for the pay gap. What she found was that women are much more likely over the course of their lives to cut back their hours or quit work altogether than men. That matters, because even though the BLS was comparing full-time workers, if you go part-time or take years out of the labor force, that has an effect on earnings down the line, due to loss of seniority or missed promotions.
More precisely, of women aged 25-44 with young children, more than a third were out of the labor force; of those women who did have jobs, 30% worked part-time. (The comparable numbers for men were 4% out of the labor force and 2% working part-time).
All told, women are more than twice as likely to work part-time as men and over the course of their lifetimes, work outside the home for 40% fewer years than men. That accounts for a significant chunk of the pay gap. Then there is a more subtle factor. Despite the many advances the women’s movement has brought the U.S., what it hasn’t done, thank heavens, is make men and women the same. The simple fact is - and there is nothing nasty or conspiratorial about it - the sexes continue to choose different avenues of study and different types of jobs.
Here’s an illustrative example. The college majors with the top starting salaries, according to the National Association of Colleges and Employers, are: chemical engineering (almost $60,000), computer engineering, electrical engineering, industrial engineering, mechanical engineering. Men make up about 80% of engineering majors. Women predominate among liberal arts majors - whose salaries start at a little more than $30,000. Putting it all together, O¹Neill figures that these differences - in choice of work, years in the workforce, and hours of work - could account for as much as 97.5% of the differences in pay between men and women. “The unadjusted gender gap,” she concludes, “can be explained to a large extent by non-discriminatory factors.” [emphasis mine]
I’ve yet to hear a comprehensive, logical, evidence based attack on this set of arguments. It seems basically true to me, and makes me incredibly skeptical that A. there’s widespread, explicit “discrimination” going on among employers against women’s work and b. the problem seems so structural that intervening at the late stage of actually getting paid for “women’s work” looks like it will cause more harm than good.
The wage gap is not some totem to gender discrimination, the way some make it out to be, if it was, it would stagnant at 81 percent forever. It has, of course, gone up as more women have entered the labor force for longer periods of time. This is where the government intervention ought to be, ensuring that a woman can, more than so now, have kids and not totally drop out of the labor force by thinks like government subsidies for child care, ensuring access to contraception, overturning the Hyde Amendment, strict enforcement against pay discrimination for the same work, enforcements of pregnancy discrimination laws and the like would all be positive steps for working women. Having congressional action amending Title VII to essentially overturn Ledbetter vs Goodyear should be an immediate action for the Democratic congress as well. Intervening at such a late stage as the Fair Pay Act does, on the other hand, seems more likely to make women unemployed and wreak havoc on the American economy, if enacted on any large scale.