Sunday, 21 September 2014

The myth of the gender wage gap

I have to write about this, at least just to add my voice of dissent to the propaganda I keep seeing about the ongoing discrepancy of wages between men and women, and how women are still earning less than men and how much of a problem this is.

The thing is, it’s a lie that’s been proven to be a lie, repeatedly, but feminists continue to try and promote these lies. This is because if they ‘successfully address the wage gap’, the result would favour them while disadvantaging men.

For this discussion, let’s say a man and a woman both earn $20 an hour for the same job, and they’re expected to work a 40-hour week. The expected income would be $800 a week.

But the woman has children she needs to pick up after school, so she leaves work 2 hours early each day. That drops her hours down to 30 a week. So now the woman is only being paid for 30 hours a week, and getting $600 vs the $800 that the man gets. This gets used as a statistic to prove the wage gap.

Men also seem to negotiate more aggressively for their wages than women do, and the man might have spent a considerable amount of effort to negotiate $25 an hour, whereas the woman didn’t negotiate at all, so she stays at $20 an hour. This gets used as a statistic to prove the wage gap.

And then most women generally choose jobs that pay less than men. These are jobs where the physical work is easier or non-existent, and risk and responsibilities are minimal. The greater the risk and responsibility, the greater is the pay to compensate. Women generally avoid the high risk and high responsibility jobs and choose jobs that are more maternal in nature. This gets used as a statistic to prove the wage gap.

Wage statistics from all these examples are used to promote the wage gap, with the only desired feminist solution being to pay women more simply because they’re women, regardless of their choices about their work.

So let’s go through the above examples with a feminist solution.

1. For the woman to receive the same weekly wage as the man, she needs be paid $800 a week – just like the man , and any time she takes off work needs to be without penalty, so that any wage gap is avoided. If she was only able to work 20 hours a week, then she would effectively earn twice much as men in the same role – but there would be wage equality, right?

2. Negotiation about wages would have to cease, because it disadvantages women who can’t or won’t negotiate. All men and women would earn exactly the same amount for the same job. Extra skills or experience would not matter, because it would disadvantage those with less experience – but there would be wage equality, right?

3. For women to receive the same wage as men, regardless of risk or responsibility, there would realistically need to be only one wage, regardless of job. Every man and woman would receive the same amount per week, regardless of position or responsibility. Men, of course, would be penalised if they worked less than 40 hours per week, but women wouldn’t, because – that’s right, wage equality.

In order to achieve wage equality, there needs to be considerable disadvantage applied to men who risk more, work more and work harder than women do. And any feminist that doesn’t like that statement should look at the manufacturing and construction industry. Hard, laborious jobs that women tend to avoid.

The truth in today’s western countries is that we don’t have wage equality – and you can see we never should, because it’s completely unrealistic – but we do have equal opportunity.

All men and women in the western world today have the same rights to apply for any jobs they want. Of course, their success at getting the job is affected by their ability to do the job, their skills, their experience, and their ability to communicate and negotiate with their potential employers. Both men and women are equally affected by these variables. Equal opportunity in action.

We already have women (and men) in senior executive positions in all industries, so we know women can get those jobs. We also have men (and women) in the most menial and lowest paid positions in all industries, so we know men suffer the same (if not more) than women within that context. A person’s education, capability, motivation, and ambition are deciding factors in all cases.

Women are not victims of a patriarchal conspiracy to minimise women in the work force. Women, like men, have freedom of choice and equal opportunity. Everyone – and ‘everyone’ includes women – can be what they want, earn what they want, aspire for what they want, and achieve what they want. If they put in the effort.

There’s no conspiracy amongst men to limit or restrict women’s choices – that’s entirely up to the women themselves, just like it’s up to the men.

So whenever you see feminists complain about the gender wage gap, just remember that they’re complaining because they want to be treated special, to receive more benefits and more pay than men, for simply being women.

That is sexist. It’s also an incredibly selfish attitude of unfair and unreasonable entitlement, desiring to receive more than men because ‘I am woman’.

These feminists are the same ones that want quotas in workplaces, allowing women to get jobs not because they’re the best person to actually do the job, but because they’re a woman.

There’s so much wrong with the promotion of a gender-based wage gap being something that needs to be fixed. It exists only because women have the freedom and equality to make choices about what they want to do and how they want to do it. They choose the jobs that they feel are more suitable for them, or that they prefer, which just happen to pay less than the science, technology, engineering and manufacturing (STEM) jobs.

To have sexist quotas established in industries and workplaces is to bring about discrimination based on gender.

Let’s look at a job that’s predominantly filled with women – nursing. There are plenty of others, but this one will do for our example. Let’s say 90% of nurses are women (a guess), and we use the same feminist philosophy relating to quotas.

A hospital prevents new women from applying – “We have enough women, we’re only hiring men now until we have an equal number of men and women. You’re a woman – we’ll give the job to a man. Thanks for applying, good luck getting a job.”

Using equality in a quota system would be a reasonable approach, but how many feminists would take to the street and riot in protest? All of them.

In the real world, the quota system would only apply to women, and men would be disadvantaged by it. Disadvantaging men is perfectly fine to feminists, but God forbid you disadvantage women.

The real problem we have is feminism. It desires legalised discrimination against men and favouritism for women. It knowingly promotes lies as fact – otherwise known as propaganda – and seeks to bring about gender-based discrimination as a legal obligation.

In western countries where we already have equal opportunity, this would be eliminated if the feminists have their way, and anyone that supports an ideology that wants to legalise gender discrimination should be ashamed of themselves.

Feminism had its day. It succeeded at its goal. Now it’s jumped the shark and turned into fascism. Where feminism was once about men and women being treated equally, they’re now striving for men and women to be treated unequally. They want women to be treated better than men.

This is why, to the horror of feminists everywhere, the campaign #Idontneedfeminism is gathering some amazing support from women everywhere.

Thankfully, most women understand the concept of equality, freedom of choice, and equal opportunity, and it warms my heart to see women everywhere adding their support to anti-feminist campaigns.

Note: if you want to find out just how deep the rabbit hole goes, then follow this link to 5 Feminist Myths That Will Not Die. Do your own research. Don’t just accept the lies, propaganda and dogma that gets jammed down your throat. Exercise your mind. Once you go down the rabbit hole, your world will change. You’ve been warned.

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