Gender Wage Gap and Personal Choices: A Closer Look
Introduction
The debate over the gender wage gap often centers on individual choices and personal decisions. However, personal choices are often shaped by societal norms, gender roles, and ingrained assumptions that go beyond personal control. This article explores how seemingly innocent practices and assumptions can contribute to the gender wage gap, emphasizing the complexities involved in attributing the gap to personal choices.
Case Study: Practicing What We Preach
Every year, I would fill out the contact form for my son’s grade school with the information of both my ex-husband and myself, including a bold and capitalized message stating “father works locally call first.” Despite this clear direction, every time a school contact was necessary, the nurse would prioritize me. This pattern repeated, despite the obvious efforts to indicate whose occupation and work location were more relevant.
The implicit assumption made by the nurse—and many others—was that my work was less significant, primarily because of my gender. They assumed I would always be the primary caregiver, even though I had specified my ex-husband’s work location as local and mine as about 45 minutes away. This reinforces the notion that gender roles still heavily influence how we perceive personal choices and professional commitments.
The Role of Societal Assumptions and Gender Roles
Employers often make assumptions that lead to systematic inequalities. They may assume that women are more likely to prioritize family over work, leading to fewer crucial assignments and lower salaries. In contrast, they may see men as more committed to their careers, even before they become parents.
For example, despite listing my occupation as significantly higher in seniority and workload (technical documentation for a major software company) against my ex-husband’s (a house painter with more mobility), the nurse’s response reflects a subconscious gender bias. This bias can further perpetuate a cycle where women are constantly expected to fit into gendered roles, leading to unconscious biases affecting career advancement.
Impact on Career Development and Compensation
These assumptions about personal choices extend to career development and compensation. Women are more likely to be seen as less committed, even before they have children, which can limit their potential for promotion and higher salaries. This can be attributed to societal biases rather than personal choices. Gender roles and expectations often guide how women are perceived in the workplace, leading to unequal treatment and pay.
As a result, couples may make decisions that reflect these societal norms even if they prefer a different arrangement. The traditional division of labor based on gender roles can affect how families balance work and personal life, with mothers often carrying a larger share of family responsibilities.
Conclusion: Reclaiming Control Over Personal Choices
The question of whether the gender wage gap is due to personal choices is complex. While individuals do make choices, they are often influenced by broader societal norms and assumptions. Recognizing the role of these biases can help us challenge and change them, leading to more equitable treatment and compensation for all individuals, regardless of gender.
Ultimately, the onus is on society to recognize and address these biases, ensuring that personal choices are truly a matter of individual preference rather than predetermined by gender roles and societal expectations.