
"The pay gap can no longer be attributed to large-scale discrimination against women," Farrell theorizes. "Men who earn more do so not because of their gender but because of the individual choices they make." For instance he suggests women consider the following careers...
Get a technical expertise, and then sell. Example: Female sales engineers (who sell their company’s product) make 143% of male sales engineers.Farrell contends that men work longer hours at more dangerous and disagreeable jobs according to a Publisher's Weekly review.
Within your field, discover the sub-fields that pay the most. Examples: Nurse anesthetists and traveling nurses each make twice the pay of regular nurses--and traveling nurses set themselves up to be consultants.
Know the 25 fields of the future and how to spot fields that are making transitions. Examples: Pharmacists now earn more than medical doctors. Many medical fields, such as dental hygienists, as well as assistants to physicians, or to occupational therapists or to physical therapists, will in high demand and paying highly. Ditto for many computer fields, such as network systems and data communications analysts; computer software engineers and database administrators. Technology is taking many muscle industries, like steel, and making them into mental industries. Great for women.
They more readily accept night shifts, hardship postings to Alaska and entrepreneurial risks. Men get in-demand degrees in engineering, while women get degrees in French literature. Female librarians earn less than garbagemen, not because of discrimination, but because so many applicants compete for the safe, clean, comfortable, convenient, fulfilling jobs women prefer. Indeed, the author insists, statistics show that women and men with equal experience and qualifications, doing the same job, for the same hours, under the same conditions-get paid the same.On the other hand, physical differences in men's and women's brains can contribute to choices each sex makes according to Ellen Weber. "Men's brains come hardwired for faster aggression... Women, on the other hand, tend to show more indirect kinds of aggression such as exclusion and gossip." Might we gain more from both gender's brainpower if we...
1. Value specific strengths each one brings and state that value oftenHmmm, women, we'll just need to engage our noodles for a great strategy to request a pay raise rather than settling for 77 cents on a dollar that a man makes for the same work!
2. Accept the fact that brains hardwired differently – and best results often differ
3. Reward creative use of unique talents to reach higher standards
4. Encourage opportunities for men to learn from women and visa versa
5. Ask and act on both men and women’s solutions to daily workplace problems
Thoughts?