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April 9, 2014

Jonathan Tobin: Why Did Kerry Lie About Israeli Blame?

Samuel G. Freedman: A resolution 70 years later for a father's unsettling legacy of ashes from Dachau

Jessica Ivins: A resolution 70 years later for a father's unsettling legacy of ashes from Dachau

Kim Giles: Asking for help is not weakness

Kathy Kristof and Barbara Hoch Marcus: 7 Great Growth Israeli Stocks

Matthew Mientka: How Beans, Peas, And Chickpeas Cleanse Bad Cholesterol and Lowers Risk of Heart Disease

Sabrina Bachai: 5 At-Home Treatments For Headaches

The Kosher Gourmet by Daniel Neman Have yourself a matzo ball: The secrets bubby never told you and recipes she could have never imagined

April 8, 2014

Lori Nawyn: At Your Wit's End and Back: Finding Peace

Susan B. Garland and Rachel L. Sheedy: Strategies Married Couples Can Use to Boost Benefits

David Muhlbaum: Smart Tax Deductions Non-Itemizers Can Claim

Jill Weisenberger, M.S., R.D.N., C.D.E : Before You Lose Your Mental Edge

Dana Dovey: Coffee Drinkers Rejoice! Your Cup Of Joe Can Prevent Death From Liver Disease

Chris Weller: Electric 'Thinking Cap' Puts Your Brain Power Into High Gear

The Kosher Gourmet by Marlene Parrish A gift of hazelnuts keeps giving --- for a variety of nutty recipes: Entree, side, soup, dessert

April 4, 2014

Rabbi David Gutterman: The Word for Nothing Means Everything

Charles Krauthammer: Kerry's folly, Chapter 3

Amy Peterson: A life of love: How to build lasting relationships with your children

John Ericson: Older Women: Save Your Heart, Prevent Stroke Don't Drink Diet

John Ericson: Why 50 million Americans will still have spring allergies after taking meds

Cameron Huddleston: Best and Worst Buys of April 2014

Stacy Rapacon: Great Mutual Funds for Young Investors

Sarah Boesveld: Teacher keeps promise to mail thousands of former students letters written by their past selves

The Kosher Gourmet by Sharon Thompson Anyone can make a salad, you say. But can they make a great salad? (SECRETS, TESTED TECHNIQUES + 4 RECIPES, INCLUDING DRESSINGS)

April 2, 2014

Paul Greenberg: Death and joy in the spring

Dan Barry: Should South Carolina Jews be forced to maintain this chimney built by Germans serving the Nazis?

Mayra Bitsko: Save me! An alien took over my child's personality

Frank Clayton: Get happy: 20 scientifically proven happiness activities

Susan Scutti: It's Genetic! Obesity and the 'Carb Breakdown' Gene

Lecia Bushak: Why Hand Sanitizer May Actually Harm Your Health

Stacy Rapacon: Great Funds You Can Own for $500 or Less

Cameron Huddleston: 7 Ways to Save on Home Decor

The Kosher Gourmet by Steve Petusevsky Exploring ingredients as edible-stuffed containers (TWO RECIPES + TIPS & TECHINQUES)

Jewish World Review August 3, 2007 / 19 Menachem-Av, 5767

Quit complaining

By Linda Chavez


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http://www.JewishWorldReview.com | Ever wonder why women, on average, make less money than men? For years, feminists have argued that discrimination is to blame. But most careful studies show that once you take into account differences in the hours worked, years of experience, and the actual occupational or professional category in which women work, the gap narrows considerably.


If you add marital status to the mix (married men earn the highest salaries, married women the lowest), the differences virtually disappear among the youngest groups of working men and women.


Now, a group of economists has come up with a different explanation of the pay gap — one that adds a surprising bit of nuance to the "discrimination" thesis. According to a study by economics professor Linda C. Babcock of Carnegie Mellon University, reported recently in the Washington Post, women may not actually ask for as much money as men. And their reticence costs them in both starting pay and in earning higher raises.


Babcock and her colleagues observed how men and women reacted when told they would be paid according to a sliding scale. Men were eight times more likely to ask for higher compensation than they were initially offered to participate in a simple experiment. Even when told that the payment was negotiable, only 58 percent of the women, but 83 percent of the men, asked for more money.


And other studies have examined whether this female acquiescence applied in the real world beyond a laboratory experiment. A survey of students who received job offers after earning master's degrees demonstrated that more than half the men, but only 12.5 percent of women, negotiated for higher salaries than they were initially offered.


Babcock and her co-authors argue that this behavior may not be entirely self-defeating, however, since women may be penalized subtly if they are too aggressive. Their studies show that both male and female supervisors react more negatively to women who try to negotiate higher pay. But male supervisors don't penalize men who do so, while female supervisors prefer both men and women who aren't pushy when it comes to salary, accepting whatever they are offered.


Apparently it took years of study and, no doubt, substantial research grants, to determine something most of us realized all along: Men and women behave differently. In the past, feminists maintained, against all evidence to the contrary, that there were no differences between the two sexes, and any that might seem to exist were just a matter of socialization.


The first efforts to narrow the pay gap aimed at encouraging women to go into previously all-male jobs. Women should be just as eager to become plumbers, lumberjacks and long-haul truck drivers as men, they argued. When women didn't flock to most male-dominated jobs, the feminists then urged that we raise the wages in female-dominated job categories to close the pay gap. Nurses should make more money than electricians; child-care workers should earn more than tree trimmers; and librarians should earn more than garbage collectors.


But there is no central wage-setting mechanism in this country that could enforce such arbitrary efforts to increase pay in female-dominated jobs, thankfully. So these efforts to eliminate the wage gap also failed. And if these recent studies are correct, even if starting wages for women were higher, many women's salaries would eventually fall behind their male co-workers' because they failed to demand raises. But discrimination isn't the cause.


Discrimination — against women, minorities or white men, for that matter — still occurs on an individual basis. Even with harsh penalties and aggressive enforcement of anti-discrimination laws, some employers will choose to hire or promote based on their own prejudices. But employers who make a habit of rewarding less qualified individuals over better qualified ones will pay dearly for those prejudices in lower productivity — and lower profits — over time. And those employers who reward merit and effort will benefit by being able to attract the best workers — that is, unless the workers themselves give up.


Marketplace economics works to reward talented individuals, but only if those individuals are willing to take risks on their own behalf. Women need to learn to play the game — or quit complaining that they're underpaid.

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JWR contributor Linda Chavez is President of the Center for Equal Opportunity. Her latest book is "Betrayal: How Union Bosses Shake Down Their Members and Corrupt American Politics". (Click HERE to purchase. Sales help fund JWR.)

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© 2006, Creators Syndicate

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