WEBVTT - How the Gender Pay Gap Works 0:00:00.160 --> 0:00:02.480 This episode is brought to you by square Space. Start 0:00:02.480 --> 0:00:05.480 building your website today at square space dot com. Inter 0:00:05.640 --> 0:00:08.639 offer code stuff at checkout to get ten percent off 0:00:08.920 --> 0:00:13.720 square Space. Set your website apart. Welcome to Stuff you 0:00:13.720 --> 0:00:22.520 Should Know from House Stuff Works dot com. Hey, and 0:00:22.560 --> 0:00:25.479 welcome to the podcast. I'm Josh Clark. There's Charles W 0:00:25.640 --> 0:00:28.600 Chuck Bryant, and Jerry. So it's stuff you should Know. 0:00:29.560 --> 0:00:34.000 Oh is this coming out on Equal pay Day? I 0:00:34.040 --> 0:00:37.720 don't think so. Well. Equal pay Day may have come 0:00:37.760 --> 0:00:39.920 and gone by now, but it was April twelve, two 0:00:39.920 --> 0:00:44.400 thousand sixteen, that's right. And do you remember when we 0:00:44.479 --> 0:00:48.080 did our this Day in History weirdo series or video 0:00:48.120 --> 0:00:50.560 series that was pretty great? It was a little odd. 0:00:50.600 --> 0:00:53.680 It was Lynch I in I was, but one of 0:00:53.720 --> 0:00:56.960 the one of the ones that we did was on 0:00:57.440 --> 0:01:01.320 um uh Lily Ladbetter. Yeah, and I think it was 0:01:01.360 --> 0:01:06.440 on Equal pay Day. I think I remember it. Um. 0:01:06.480 --> 0:01:08.520 But Equal pay Day, for those of you not in 0:01:08.560 --> 0:01:12.959 the know, is a day in the United States UM 0:01:13.000 --> 0:01:17.480 where working women who work full time, year round would 0:01:17.480 --> 0:01:21.360 have to work until to get the equal amount of 0:01:21.360 --> 0:01:24.800 pay that their male counterparts got for the year before. Right, 0:01:24.920 --> 0:01:28.720 So it is two thousand sixteen. So take our pay 0:01:28.800 --> 0:01:31.800 for two thousand fifteen, and we'll don't take our pay. 0:01:31.880 --> 0:01:34.800 We want to keep that. But take a man's pay, 0:01:34.840 --> 0:01:38.400 a real man's pay from a woman in the same 0:01:38.440 --> 0:01:41.600 position would have to work. I mean it changes every year, right, 0:01:42.240 --> 0:01:46.440 the date, Uh, if the amount of pay changes, are 0:01:46.480 --> 0:01:49.880 the paid disparity changes, right, But the significance of that 0:01:49.960 --> 0:01:51.920 date would be like a woman has to work until 0:01:51.960 --> 0:01:55.680 April whatever to the following year to make as much 0:01:55.680 --> 0:01:57.840 as the man made in the previous year. Right. I 0:01:57.840 --> 0:01:59.640 think I just basically said the same thing you said, 0:02:00.160 --> 0:02:02.680 just in a weird way. And this is this is 0:02:02.720 --> 0:02:05.920 nothing new. Actually, this idea that there is a disparity, 0:02:06.720 --> 0:02:10.680 a pay gap, if you will, between men and women 0:02:10.800 --> 0:02:13.840 in the United States, and actually it's around the world, um. 0:02:13.880 --> 0:02:17.360 And the idea behind it is that women's work is 0:02:17.440 --> 0:02:22.399 just inherently less valued than men's work. Um. And there's 0:02:22.440 --> 0:02:25.639 a lot of debate over this. Barack Obama in the 0:02:25.720 --> 0:02:29.000 State of the Union address in I don't remember the year, 0:02:29.800 --> 0:02:32.800 said it might have been his last one where he said, um, 0:02:33.080 --> 0:02:37.720 women make of what men make, and that's not okay. 0:02:38.040 --> 0:02:40.640 We need to do something about that. Kind of sounded 0:02:40.720 --> 0:02:45.000 like Obama, thanks man, thanks look at you like I 0:02:45.040 --> 0:02:46.840 looked up for a minute. I was like, your President 0:02:46.880 --> 0:02:49.240 Obama in the room. You really did look up. You 0:02:49.240 --> 0:02:51.200 guys couldn't see it, but Chuck really did look up. 0:02:51.280 --> 0:02:54.280 That was good. Uh. This Uh, the National Committee on 0:02:54.320 --> 0:02:59.200 Pay Equity is who um, who began holding equal pay 0:02:59.280 --> 0:03:04.440 day right in but UM apparently was it in a 0:03:04.560 --> 0:03:07.840 nineteen fifty is when they started kind of gathering data 0:03:07.880 --> 0:03:10.919 on this. Yeah. I think the Bureau of Labor Statistics 0:03:10.919 --> 0:03:13.120 really started looking at it hard in the fifties. But 0:03:13.520 --> 0:03:17.400 the paid disparity goes back way further than that, basically 0:03:17.400 --> 0:03:20.080 to the beginning of the country. Yeah, so when people 0:03:20.080 --> 0:03:23.120 started working and earning money, and when women were even 0:03:23.120 --> 0:03:25.920 allowed to work. We need to do an episode just 0:03:26.040 --> 0:03:28.799 on wage labor in the origin of it, the history 0:03:28.840 --> 0:03:33.239 of it. Yeah, it's super fascinating interesting. So go back 0:03:33.240 --> 0:03:35.600 in time, some things used to be a lot worse. 0:03:35.760 --> 0:03:39.600 Believe it or not. UM. Women earned thirty cents on 0:03:39.640 --> 0:03:43.680 the dollar in the early at the dawn of America, UM, 0:03:43.680 --> 0:03:47.800 when we were farming mainly UM. During the Industrial Revolution, 0:03:47.840 --> 0:03:51.320 things got a little bit better about fifty UM up 0:03:51.360 --> 0:03:57.200 to UM. But here's the distressing thing. Um, in nineteen 0:03:57.240 --> 0:04:01.280 sixty three, Congress pass the Equal Pay Act, and since 0:04:01.360 --> 0:04:04.480 then it was about six for a little while, but 0:04:04.520 --> 0:04:08.120 in the eighties they climbed up to and then thirty 0:04:08.200 --> 0:04:13.600 years later it's only climbed up four percent. It's basically stagnated. 0:04:14.560 --> 0:04:17.320 It's very much leveled off. And the sad thing is 0:04:17.320 --> 0:04:20.880 is what you're seeing then is as men's wages grow, 0:04:21.000 --> 0:04:25.880 women's wages aren't growing. Then, Um, it's a it's and 0:04:25.920 --> 0:04:29.479 it's a big deal. It's a big problem because, um, 0:04:29.640 --> 0:04:32.839 women are losing out on a tremendous amount of money 0:04:32.960 --> 0:04:36.640 over their lifetimes. Um, just for what seems to be 0:04:36.960 --> 0:04:40.520 gender discrimination. And I want to say now before anybody 0:04:40.560 --> 0:04:43.279 just loses their mind, there are a lot of theories 0:04:43.279 --> 0:04:46.400 behind this, and gender discrimination is one of them, but 0:04:46.520 --> 0:04:50.680 none of them are actually proven necessarily. No, And like 0:04:50.839 --> 0:04:53.400 most things, I think it's probably a combination of many, 0:04:53.440 --> 0:04:57.080 many things, most likely. But as I was saying, whatever 0:04:57.120 --> 0:04:59.480 the cause, women are losing out on a lot of money. So, 0:04:59.560 --> 0:05:03.160 for examp, will check in two thousand eleven, five year 0:05:03.160 --> 0:05:05.960 old woman earned about five grand less per year than 0:05:06.000 --> 0:05:09.560 her male counterpart. And this is just woman who worked 0:05:09.920 --> 0:05:13.200 full time, year round, man who worked full time, year round, 0:05:13.400 --> 0:05:17.320 age five and in five grand, you're like, yeah, that's 0:05:17.440 --> 0:05:19.200 that's a lot. You can see a lot of movies 0:05:19.720 --> 0:05:22.200 with five grand. But when you add it up over 0:05:22.720 --> 0:05:25.280 the woman's career and by the time she makes us 0:05:25.279 --> 0:05:27.960 the sixty five, she will have lost out on four 0:05:28.040 --> 0:05:30.760 hundred and thirty thousand dollars in wages compared to her 0:05:30.880 --> 0:05:34.200 male counterpart. Yeah. That if if that remains consistent throughout 0:05:34.200 --> 0:05:36.120 her career, that's a lot of dough. That's a lot 0:05:36.120 --> 0:05:39.920 of movies. Uh. And this is uh, these are white women. 0:05:39.920 --> 0:05:43.320 It gets much worse if you go across the races. Um, 0:05:43.360 --> 0:05:48.080 an African American woman, the figure dips to sixty percent 0:05:48.200 --> 0:05:52.000 sixty point five. Hispanic females even worse. Uh. And by 0:05:52.000 --> 0:05:53.640 the way, we can say male and female because we're 0:05:53.640 --> 0:05:58.039 talking about studies here. Yeah, layoff, um fifty four percent 0:05:58.480 --> 0:06:02.520 fifty four point six for Hispanic women, and only Asian 0:06:02.520 --> 0:06:06.599 women did better than white women, uh, with eighty three 0:06:06.640 --> 0:06:10.720 point five percent of what their white male counterparts made. Yeah. 0:06:10.760 --> 0:06:13.760 And I openingly, if you look at the earners in 0:06:13.800 --> 0:06:16.880 the United States, white men are not the top Asian 0:06:16.880 --> 0:06:19.880 men are actually the top earners. They earn on average 0:06:19.880 --> 0:06:23.160 in two thousand, fourteen hundred and thirteen point five percent 0:06:23.240 --> 0:06:28.159 more than white men. Uh huh. Interesting. Um, And there's 0:06:28.200 --> 0:06:30.920 I want to say something to also the equal pay 0:06:31.040 --> 0:06:33.880 day where a woman would have to work too to 0:06:33.960 --> 0:06:36.560 make the way. Just that's a white woman would have 0:06:36.600 --> 0:06:39.760 to work to April twelve. If you are an African 0:06:39.760 --> 0:06:43.159 American woman, you would have to work until June to 0:06:43.320 --> 0:06:46.400 make the what the average or the median pay of 0:06:46.440 --> 0:06:49.000 a white man for the year before Latino woman all 0:06:49.040 --> 0:06:51.960 the way into October. Yeah, so it's like it almost 0:06:52.760 --> 0:06:55.480 I mean it's almost like twice as long. Alright. So 0:06:55.560 --> 0:06:58.719 here is um, here's how it's determined. And this is 0:06:58.720 --> 0:07:01.920 one of the one the problems with trying to get 0:07:02.000 --> 0:07:04.360 behind the reasons because it's one thing to to talk 0:07:04.360 --> 0:07:07.360 about this stuff, but what unless you can make change 0:07:07.760 --> 0:07:10.840 and help this out, then it's just talking about it, 0:07:10.880 --> 0:07:13.920 like to make a difference, you need to really understand 0:07:13.920 --> 0:07:17.000 the underlying problems. Oh yeah, yeah yeah. But I think 0:07:17.080 --> 0:07:19.640 step one is what's being done now and has been 0:07:19.640 --> 0:07:23.600 done since shining a spotlight on absolutely and I think 0:07:23.600 --> 0:07:26.720 step one is being undertaken still that we're trying to 0:07:26.800 --> 0:07:30.680 understand it. But yeah, it's definitely it's definitely not settled. Like, 0:07:30.960 --> 0:07:34.280 here's the problem, right, So one of the problems and 0:07:34.360 --> 0:07:37.560 trying to is data and getting really good data. Um. 0:07:37.640 --> 0:07:40.280 The way they get the pay gap figure is they 0:07:41.000 --> 0:07:44.040 take all the women working full time, year round, find 0:07:44.040 --> 0:07:47.200 their median salary. It's not an average median is in 0:07:47.200 --> 0:07:50.360 the middle, um. And then they take that same calculation 0:07:50.400 --> 0:07:53.280 for men and they say, well, subtract us too, and 0:07:53.280 --> 0:07:57.560 this is the wage gap. Okay, so that's actually the 0:07:57.560 --> 0:08:00.720 the earnings ratio. Right, So when you see something, uh, 0:08:00.840 --> 0:08:04.760 women make sevent of what men make, it's very frequently 0:08:04.760 --> 0:08:06.680 in this article does it all over the place, it's 0:08:06.720 --> 0:08:09.040 called the wage gap. That's not the wage gap. That's 0:08:09.040 --> 0:08:13.960 the earnings ratio. The wage gap would be yeah, yeah, 0:08:13.960 --> 0:08:16.280 you know what I mean. But it's it's confusing, like 0:08:16.280 --> 0:08:17.880 because if you think about you're like, wow, the wage 0:08:17.880 --> 0:08:21.520 cap is sev the wage gap is. The earnings ratio 0:08:21.600 --> 0:08:25.280 is seventy. But people tend to use that bigger number 0:08:25.320 --> 0:08:29.080 because it's more eye popping when you're a media mogul, right, 0:08:29.320 --> 0:08:32.920 you know what I mean? Absolutely, uh So a lot 0:08:32.920 --> 0:08:35.480 of people will say that that just that calculation is 0:08:35.520 --> 0:08:39.120 too broad to draw a conclusion, and it probably is. 0:08:39.160 --> 0:08:42.720 You need better data for sure. Um. And this article 0:08:42.760 --> 0:08:44.360 even points out that, you know, you can't take that 0:08:44.400 --> 0:08:47.960 one statistic and and say this is all you need 0:08:48.000 --> 0:08:51.160 to know about pay inequality. Like, I don't think anyone's 0:08:51.200 --> 0:08:56.400 saying that, no, well, dummies. So but the one thing 0:08:56.440 --> 0:08:59.720 that does so unfortunately is it gives critics a chance 0:08:59.760 --> 0:09:04.679 to holes in it and dismiss it outright. Um, you know, yeah, 0:09:04.720 --> 0:09:08.560 because they're saying, okay, let's let's take a step back here. 0:09:08.920 --> 0:09:12.680 You're taking the median salary for all of the men 0:09:13.120 --> 0:09:17.959 who worked in the United States full time, and then 0:09:17.960 --> 0:09:21.040 you're taking the median salary for all the women who 0:09:21.080 --> 0:09:23.959 worked full time in the United States throughout the entirety 0:09:23.960 --> 0:09:28.640 of two thousand and that's comparing apples to oranges, they say. 0:09:28.960 --> 0:09:31.400 And one, there's a number of reasons why they say 0:09:31.480 --> 0:09:34.720 you're actually comparing apples oranges. There's a lot of different 0:09:34.800 --> 0:09:37.080 um jobs that are being done, there's a lot of 0:09:37.160 --> 0:09:41.920 varying educational backgrounds, there's a lot of different experience backgrounds, 0:09:42.080 --> 0:09:44.400 and you just can't compare the two. So let's not 0:09:44.480 --> 0:09:46.880 talk about this again. Okay, right now? What this the 0:09:46.920 --> 0:09:50.040 follow up should be. So let's drill down further and 0:09:50.120 --> 0:09:52.400 get better data and talk about it even in a 0:09:52.440 --> 0:09:55.280 more detailed way, which some people are doing, which we'll 0:09:55.280 --> 0:09:59.280 get to. Um. This was fascinating to me about job 0:09:59.400 --> 0:10:04.960 clustering or occupational clustering. I know about job clustering. Uh, 0:10:06.120 --> 0:10:11.480 of all working women are employed in just twenty fields. Uh, 0:10:11.640 --> 0:10:14.000 it's crazy. It is crazy. Um. If you look at 0:10:14.040 --> 0:10:17.720 men um, about thirty to thirty work in the top 0:10:17.800 --> 0:10:21.800 twenty occupations for males, which are you know, we're talking 0:10:22.360 --> 0:10:26.920 a lot of times managerial and supervisional roles, but also 0:10:27.080 --> 0:10:29.720 roles that are more physically demanding two and may pay 0:10:29.760 --> 0:10:32.520 more yeah, or more dangerous sometimes, Like they make the 0:10:32.520 --> 0:10:36.400 point that you'll probably find a man uh working as 0:10:36.480 --> 0:10:38.480 like a long haul trucker, although we've heard from quite 0:10:38.480 --> 0:10:40.640 a few women who who are doing it. Large March. 0:10:40.800 --> 0:10:43.480 Have you not seen Big Adventure? Have you seen the 0:10:43.480 --> 0:10:45.200 new one yet? Not yet? Is it good? I haven't 0:10:45.240 --> 0:10:47.080 seen it yet. I can't wait. I'm kind of afraid to. 0:10:47.840 --> 0:10:50.920 I did see Stitches the Clown though, and it's got 0:10:50.960 --> 0:10:53.440 like a one star rating and usually on Netflix that 0:10:53.520 --> 0:10:55.800 means like stay away for real, but for you it 0:10:55.880 --> 0:10:58.360 means dig in. Well I read I read about it 0:10:58.400 --> 0:11:00.559 online too. It may be kind of interested. I don't 0:11:00.559 --> 0:11:03.400 think I know what that is. It's an Irish black 0:11:03.720 --> 0:11:08.240 comedy horror movie. Um, about a clown that was murdered 0:11:08.280 --> 0:11:10.480 that comes back from the dead to take his revenge 0:11:10.720 --> 0:11:14.840 in the most gruesome and gory ways. Problem Taylor made 0:11:14.840 --> 0:11:17.800 for Josh Clark. But it's it's hilarious too, Like it's 0:11:17.800 --> 0:11:21.880 meant to be tongue in cheek to check that out. Um, 0:11:21.960 --> 0:11:25.080 we're talking about how, uh some women are in the 0:11:25.080 --> 0:11:30.760 trucking industry. That's right, but the cluster of occupations for women, um, 0:11:30.800 --> 0:11:34.640 generally speaking pay less than the cluster of occupations uh 0:11:34.960 --> 0:11:38.800 that men prefer. Yeah, here's the thing. When you take 0:11:38.880 --> 0:11:41.880 a woman in the trucking industry salary and compared to 0:11:41.920 --> 0:11:44.400 a man in the trucking industry salary, it's it's still 0:11:44.400 --> 0:11:47.760 going to be less. And then conversely, when you look 0:11:47.800 --> 0:11:52.960 at a man who who has entered a female dominated field, 0:11:53.160 --> 0:11:56.400 say like nursing, they're still gonna probably make more than 0:11:56.440 --> 0:12:01.800 their female counterparts. Yeah, elementary school cheach as human resources administrators. 0:12:01.800 --> 0:12:04.440 The pay gap is only one per cent um, but 0:12:04.559 --> 0:12:07.440 it's still there. No, exactly, it's still there. Like literally, 0:12:07.480 --> 0:12:13.200 if they compared same experience, same uh, same job, working 0:12:13.240 --> 0:12:16.600 the same amount of hours, almost always across the board, 0:12:16.600 --> 0:12:18.720 men will still make more. Even like you said, if 0:12:18.760 --> 0:12:21.960 it's nursing, which historically people might think is a job 0:12:22.000 --> 0:12:24.719 that more women prefer. Uh. What you're talking about the 0:12:24.840 --> 0:12:29.000 chuck is called occupational gender segregation, and that in and 0:12:29.040 --> 0:12:32.720 of itself is a big problem here. It's saying, um, 0:12:33.040 --> 0:12:35.320 but we here in the United States really tend to 0:12:35.400 --> 0:12:38.560 value the work that women do less than the work 0:12:38.600 --> 0:12:42.000 that men do. Just by saying these jobs that are 0:12:42.000 --> 0:12:47.520 traditionally women women staffed are um just traditionally paid less. 0:12:47.559 --> 0:12:49.440 That whole field is yeah, and it's and it's not 0:12:49.480 --> 0:12:52.240 like the nineteen thirties and forties and fifties where it's 0:12:52.240 --> 0:12:54.000 like you just go be a secretary now and we'll 0:12:54.000 --> 0:12:57.840 take care of the business. But there's still it's still 0:12:57.840 --> 0:13:00.199 there to a certain degree. I mean, there are more 0:13:00.240 --> 0:13:03.680 women who work as secretaries and men um But I 0:13:03.760 --> 0:13:05.839 just want to get back to that stat real quick. 0:13:05.880 --> 0:13:08.560 When we were talking about the even when you compared 0:13:08.600 --> 0:13:10.719 apples to apples, men still made more. I mean it's 0:13:10.800 --> 0:13:15.760 it's like, you know, two to um five and thirty 0:13:15.800 --> 0:13:19.280 four occupations tracked by the Bureau of Labor Statistics, and 0:13:19.480 --> 0:13:22.920 seven out of the five thirty four paid women more 0:13:22.960 --> 0:13:27.679 than men. Yeah, seven seven, Uh, and apparently the most lucrative. 0:13:27.679 --> 0:13:29.320 If you're a woman, you want to make more than 0:13:29.320 --> 0:13:33.040 a man, Uh, you should be a respiratory therapist, because 0:13:33.080 --> 0:13:36.160 their salaries are six point four percent higher than men's 0:13:36.160 --> 0:13:39.520 in their field. Should we take a break, yes, all right, 0:13:39.559 --> 0:14:01.760 we'll be back with more staggering stats. So chuck, you said, um, 0:14:01.840 --> 0:14:04.520 if you compare apples apples, it's a few percent. The 0:14:04.520 --> 0:14:07.640 beer of Labor statistics. Um, they like to throw a 0:14:07.640 --> 0:14:10.800 little wrench in the works. They surveyed like five hundred 0:14:10.840 --> 0:14:13.959 and thirty four occupations, you said, um. And when they 0:14:14.000 --> 0:14:18.199 do their statistics, they use weekly salaries rather than um 0:14:18.320 --> 0:14:20.880 annual salaries, and they actually come up with a less 0:14:20.920 --> 0:14:23.480 pay less of a pay gap. But one of the 0:14:23.520 --> 0:14:26.280 things the internet has given us, one of the great things, 0:14:26.640 --> 0:14:29.880 is crowdsourcing. And um, there are a lot of companies 0:14:29.920 --> 0:14:33.520 that crewe data as almost like a byproduct or maybe 0:14:33.560 --> 0:14:36.000 the real under the table product of what they're doing. 0:14:36.440 --> 0:14:39.040 One of those companies is glass Door, where you can 0:14:39.080 --> 0:14:42.320 go look for job listings but also rate your employer, 0:14:42.440 --> 0:14:48.000 rate the company, and it's basically the masses UM reviewing employers. 0:14:48.120 --> 0:14:51.000 You know, it's a pretty cool idea. UM and glass 0:14:51.040 --> 0:14:54.640 Door did a study in two sixteens, just came out 0:14:54.680 --> 0:14:57.400 this month as a matter of fact, and they surveyed 0:14:57.640 --> 0:15:01.240 five hundred and five thousand employee The last few of 0:15:01.320 --> 0:15:04.440 labor statistics thing I saw was like fifty people. This 0:15:04.520 --> 0:15:07.880 is like half a million employees and their salary reports 0:15:08.200 --> 0:15:13.200 and found that if you compared women who are equally 0:15:13.280 --> 0:15:18.440 qualified in the same position at the same company as 0:15:18.480 --> 0:15:22.000 a man, uh, they still made on average five percent 0:15:22.120 --> 0:15:26.520 less and in among computer scientists, which I guess as 0:15:26.600 --> 0:15:30.200 developers and stuff. Um, the pay gap was the worst 0:15:31.440 --> 0:15:34.280 for a woman in the same position equally qualified at 0:15:34.280 --> 0:15:36.120 the same company as a man. And this is like 0:15:36.320 --> 0:15:39.120 brand new data that just came out. Well. One of 0:15:39.160 --> 0:15:42.920 the reasons they say, um, this is ongoing is that, uh, 0:15:43.360 --> 0:15:45.640 maybe women don't know that they're not making as much 0:15:45.680 --> 0:15:49.320 as their male counterparts because we still are in a 0:15:50.280 --> 0:15:53.280 I guess society, or at least a work environment most 0:15:53.320 --> 0:15:56.760 times where you're not only not encouraged to talk about 0:15:56.760 --> 0:16:00.240 your pay, but some companies like prohibited. Yeah, you can't 0:16:00.240 --> 0:16:03.120 talk about your pay your fellow employees, right, And I mean, 0:16:03.240 --> 0:16:06.520 I guess, as draconian as it is, you can kind 0:16:06.520 --> 0:16:09.160 of understand where the company is coming from because they 0:16:09.160 --> 0:16:12.040 want to get away paying their workforce as little as possible, 0:16:12.480 --> 0:16:15.600 so they don't want their workforce comparing salaries and realizing 0:16:15.640 --> 0:16:19.520 that people are being paid substantially different stuff. Right. Still, 0:16:19.840 --> 0:16:23.520 it's mean to to say, like, no, you can't talk 0:16:23.560 --> 0:16:27.240 about your salary that we pay you to this other person. 0:16:27.280 --> 0:16:29.560 Be quiet, you know. And there's been a lot of 0:16:29.600 --> 0:16:32.080 reform that we'll talk about it as far as that's concerned. 0:16:32.080 --> 0:16:35.000 But that's a big thing is there appears to be 0:16:35.200 --> 0:16:38.120 among a lot of women this idea and I'm sure 0:16:38.160 --> 0:16:40.240 a lot of men too don't realize this as well, 0:16:40.640 --> 0:16:45.080 that there there is a gender paid disparity. And part 0:16:45.080 --> 0:16:48.520 of the reason why is because of a lack of transparency. Yeah. Um, 0:16:48.560 --> 0:16:52.040 last year, um, last May, those woman named Lauren voss 0:16:52.040 --> 0:16:55.320 Winkle got on Twitter and said, here's a new hashtag, 0:16:55.800 --> 0:16:59.200 um talk pay t a l k P A y 0:16:59.560 --> 0:17:02.400 and said eat out your job titles, how experienced you are, 0:17:03.200 --> 0:17:05.879 where you've been in life, and what your salary is. Uh. 0:17:05.920 --> 0:17:08.520 And then at talk pay ann came out, which is 0:17:08.560 --> 0:17:13.680 a probably smarter way. It's it's anonymous UM and about Well, 0:17:13.720 --> 0:17:16.600 there were a lot of tweets, but most of them were, 0:17:16.720 --> 0:17:19.600 of course, people just you know, complaining, and I'm sure 0:17:19.600 --> 0:17:21.960 there were plenty of rolls too, but just you know, 0:17:22.000 --> 0:17:26.000 complaining about the situation, which is fine. But about actually 0:17:26.000 --> 0:17:29.760 tweeted their actual salary. UH. And a lot of people say, 0:17:29.800 --> 0:17:31.320 this is kind of one of the first steps is 0:17:31.359 --> 0:17:34.560 at least getting the information out there. UH. So a 0:17:34.560 --> 0:17:37.000 woman might say, wait a minute, you make four thousand 0:17:37.080 --> 0:17:40.440 dollars more than me for no reason at all. And 0:17:40.680 --> 0:17:43.600 there are websites to um where you can compare things. 0:17:43.600 --> 0:17:48.840 There's one called uh pay scale and one called comparably. 0:17:49.840 --> 0:17:55.520 It's a little awkward title. It's beautiful. It makes sense. 0:17:56.400 --> 0:17:59.800 I believe you mentioned some of the things that are doing. Uh, 0:17:59.840 --> 0:18:03.800 the the government is doing um. President Obama signed an 0:18:03.800 --> 0:18:07.080 executive order in two thousand fourteen, so that's when, as 0:18:07.119 --> 0:18:12.080 you stay the union address must have come UM. He 0:18:12.200 --> 0:18:16.600 barred federal contractors from punishing an employee for comparing their salary, 0:18:17.600 --> 0:18:22.520 and a memorandum on those same contractors to submit data 0:18:22.600 --> 0:18:26.439 compensation data if there was any to see if there 0:18:26.480 --> 0:18:28.800 was any wage discrimination going on. Right, So, if you 0:18:28.840 --> 0:18:31.240 worked at a company that was a government contractor and 0:18:31.240 --> 0:18:34.399 you're a woman who suddenly got an unexpected raise and pay, 0:18:34.480 --> 0:18:36.440 you may have had something to do with that maybe. 0:18:36.520 --> 0:18:41.159 So UM. California actually also is leaning the way on this. 0:18:41.280 --> 0:18:44.480 They uh, what is his name, Jerry Brown, the governor 0:18:44.680 --> 0:18:49.360 the second time around UM he signed into law this 0:18:49.359 --> 0:18:53.800 this UM Act that prevents companies from punishing employees for 0:18:53.840 --> 0:18:58.520 talking about their pay, their salaries UM. And it mandates 0:18:59.040 --> 0:19:02.720 at first man dated same pay for the same work, 0:19:03.119 --> 0:19:07.320 which is actually the language in UM the Civil Rights Act. 0:19:07.440 --> 0:19:09.800 Title seven of the Civil Rights Act says you have 0:19:09.840 --> 0:19:11.880 to pay people the same pay for the same work, 0:19:12.119 --> 0:19:16.840 regardless of their UM gender, of their UM race, of 0:19:16.920 --> 0:19:19.880 their religion, any of that. They still have to get 0:19:19.880 --> 0:19:22.600 the same pay. Uh. And women are protected by that 0:19:22.720 --> 0:19:26.720 as well. But you know that was nineteen sixty three, 0:19:26.880 --> 0:19:32.520 I think. And the specificity of the language same work 0:19:32.560 --> 0:19:36.520 for same pay is it's it's so specific that it's 0:19:36.560 --> 0:19:38.440 just easy to get around you just say, well, it's 0:19:38.440 --> 0:19:40.159 not the same work. I'm not going to give these 0:19:40.160 --> 0:19:45.040 people the same title or whatever. Um with the California 0:19:45.080 --> 0:19:47.320 legislation kind of opened that and said you have the 0:19:47.359 --> 0:19:52.040 same pay for the substantially same work, you know. Yeah, 0:19:52.080 --> 0:19:55.280 and the Equal Pay Act of nineteen sixty three specifically 0:19:55.320 --> 0:19:58.679 says employers may not pay unequal way just to men 0:19:58.720 --> 0:20:02.240 and women who perform job that requires substantially equal skill, 0:20:02.320 --> 0:20:05.560 effort and responsibility, and that are performed under similar working 0:20:05.560 --> 0:20:09.760 to conditions within the same establishment. And then it goes 0:20:09.800 --> 0:20:14.040 down to break down what is defined as skill effort, responsibilities, 0:20:14.520 --> 0:20:17.960 working conditions, and establishment. So it definitely gets like way 0:20:17.960 --> 0:20:21.160 more specific, which is good. And apparently the reason why 0:20:21.160 --> 0:20:23.720 California is leading the way on this is because Silicon 0:20:23.840 --> 0:20:25.840 Valley is one of the worst defenders out of all 0:20:25.880 --> 0:20:30.880 of them. That's where that's California, that's sure. They also 0:20:30.920 --> 0:20:35.200 signed a fifteen dollar minimum wage into law recently too. Yeah, 0:20:35.320 --> 0:20:38.240 should we talk more about Lily lead Better, Yeah, because 0:20:38.280 --> 0:20:42.600 I mean, if you want to talk uh wage equality law, 0:20:43.480 --> 0:20:47.280 you've got to talk Lily lad Better. So she worked 0:20:47.320 --> 0:20:50.520 for good Year Tire and over the years, I think 0:20:50.600 --> 0:20:53.600 she worked there for nineteen years. She was given low 0:20:53.680 --> 0:20:57.679 rankings and annual performance in salary reviews pretty consistently in 0:20:57.760 --> 0:21:02.199 low raises compared to her fellow ployees. So she sued them, 0:21:02.280 --> 0:21:06.480 and a jury initially said you win three point five 0:21:06.520 --> 0:21:09.520 million dollars and then a district year was like, what, 0:21:09.720 --> 0:21:15.400 we can't afford that, Uh, goodyear, I'm sorry. UM. District 0:21:15.520 --> 0:21:18.680 judge later said, let's reduce that from three point five 0:21:18.720 --> 0:21:22.320 million to three hundred and sixty thousand, and good year 0:21:22.400 --> 0:21:26.200 was like still, well they did because they appealed UM. 0:21:26.280 --> 0:21:28.399 Basically what they did was they cited a title a 0:21:28.480 --> 0:21:33.600 Title seven provision. They said any discrimination complaint needs to 0:21:33.680 --> 0:21:37.600 be made within a hundred eighty days of the of 0:21:37.680 --> 0:21:42.240 the bad deed, basically of the conduct of yes of you. 0:21:42.400 --> 0:21:47.040 They give you your first paycheck and it's discriminatory pay 0:21:47.200 --> 0:21:49.320 then you have a hundred and eighty days. So this 0:21:49.400 --> 0:21:53.440 lady worked for eighteen and a half years longer then 0:21:53.520 --> 0:21:58.119 she could have submitted a Title seven complaint, which is 0:21:58.280 --> 0:22:02.160 b s that's right. And they basically eventually said, well, 0:22:02.200 --> 0:22:05.400 what you can do is you can only sue for 0:22:05.480 --> 0:22:10.760 the last days worth of discriminatory conduct and then it 0:22:10.800 --> 0:22:13.080 went to the Supreme Court of the United States and 0:22:13.160 --> 0:22:17.560 she lost by five four vote. Uh, basically holding to 0:22:17.680 --> 0:22:22.080 that claim that it was time sensitive. Yeah, it's just 0:22:22.800 --> 0:22:25.000 I mean the idea that, like you get your first 0:22:25.000 --> 0:22:29.520 paycheck and you just immediately go, well, this is discriminatory. 0:22:29.920 --> 0:22:32.720 Even that stick. Right. This woman worked for nineteen years 0:22:32.720 --> 0:22:35.360 without realizing it, and the reason why she finally did 0:22:35.400 --> 0:22:38.600 come to understand it was because a coworker passed her 0:22:38.640 --> 0:22:43.040 an anonymous note um telling her so at a retirement Basically, 0:22:43.440 --> 0:22:46.639 so she had been played for a sap basically by 0:22:46.640 --> 0:22:48.840 good year as far as the lower courts are concerned, 0:22:49.119 --> 0:22:53.399 for nineteen years. But because nineteen years earlier, in nineteen 0:22:53.480 --> 0:22:56.720 seventy nine, she didn't immediately recognize that she was getting 0:22:56.760 --> 0:23:00.639 less pay. So, like you have to basically be inspector 0:23:00.680 --> 0:23:05.160 Cluseau the first time you get paid to to get 0:23:05.200 --> 0:23:09.440 a successful Title seven complaint cleared by the court. It's 0:23:09.480 --> 0:23:14.720 just ridiculous. Uh. In descent, I love reading the Supreme Court, 0:23:14.800 --> 0:23:17.560 like when they actually, you know, write why they find 0:23:17.560 --> 0:23:20.639 it in favor or not. It's really interesting stuff. Uh. 0:23:20.720 --> 0:23:24.160 Justice Ruth Bader Ginsberg in her descent called it out 0:23:24.200 --> 0:23:26.919 of tune with the realities of wage discrimination and quote 0:23:27.240 --> 0:23:31.320 a cramped interpretation of Title seven incompatible with the statutes 0:23:31.680 --> 0:23:35.120 broad remedial purpose end quote. So basically, like the whole 0:23:35.160 --> 0:23:38.320 purpose of this, like, you're just shirking the whole purpose 0:23:38.359 --> 0:23:40.200 of the strant to begin with. Yeah, the purpose isn't 0:23:40.200 --> 0:23:44.160 to protect corporations from lawsuits. It's so that you keep 0:23:44.200 --> 0:23:47.879