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View Diary: Women and the Occupation - 2/3'rds of the working hours, 10% of the income (181 comments)

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  •  Any way to get stats for the US? (3+ / 0-)

    Because if I'm going to make this argument with voters here I'll need that.  They don't really care about the global stats and I wouldn't extrapolate those percentages to the US.

    OWS is a reaction to being bitch slapped by the invisible hand.

    by LeighAnn on Mon Oct 31, 2011 at 09:35:23 AM PDT

    •  I can try! (5+ / 0-)

      I am sure there is something with US Bureau of Labor, let me check later.

      •  Thanks (2+ / 0-)
        Recommended by:
        foucaultspendulum, Ellinorianne

        I really appreciate it.  If I had more time today I would.

        OWS is a reaction to being bitch slapped by the invisible hand.

        by LeighAnn on Mon Oct 31, 2011 at 10:01:18 AM PDT

        [ Parent ]

      •  Here are some good Statistics (1+ / 0-)
        Recommended by:

        This is eye opening too:

        High on the list of reasons for women’s low pay is the motherhood penalty. Not only are mothers paid less than women without kids or men of any family situation, research shows they’re also less likely to be hired and promoted.

        Women’s pay is also hurt by the loss in value to inflation of the minimum wage, since they’re disproportionately clustered in those jobs, and by the lack of any law requiring equal treatment for part-time and temporary workers – another area where women are disproportionately represented.

        Business Week proclaimed that women are faring “better” than men during the economic downturn. That’s because jobs where women predominate are more difficult to outsource. Companies may be able to produce shoes in Malaysia, but bedpans and office floors can’t be cleaned overseas.

        What about the “choice” argument? Women may choose to care for children rather than for electric wiring, but they don’t choose to live in poverty as a result. As for trading income for flexibility, don’t forget that the lowest paying jobs are the least flexible. Women don’t “opt out” of powerful positions – they’re driven out by the lack of flexibility.

        Many industrialized countries do better than the United States when it comes to the wage gap, although the under-valuation of women’s work is a nearly universal problem. So is the intersection of gender and race discrimination – indigenous women, immigrants and in European countries, women of color regardless of country of origin, are found everywhere in the least rewarding, least secure positions.

        The solutions are no mystery: we need pay equity legislation (with adequate funding and enforcement) that require employers to use objective job evaluations and remove gender and race as criteria in compensation, as well as laws that ease the negotiating that matters most – collective bargaining. To end the motherhood penalty, we need to ensure that family responsibility is added to the list of categories protected under anti-discrimination law. And we need to raise the wage floor and guarantee equity for those in non-standard jobs. Bills on all these issues have been introduced in the U.S. Congress. You can find more information on this issue at

        Let your elected officials and candidates for all federal offices know how important these proposals are to you. Women do need to learn how to negotiate. But above all, we need to learn how to organize.

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