4/10/18, Maine First Media Staff Report,
Today, April 10th is being celebrated as “Equal Pay Day,” throughout the United States.
However, female workers employed by Rep. Chellie Pingree (D-1) have little reason to celebrate.
In fact, female employees in Chellie Pingree’s office made on average $986 less than their male counterparts last quarter. Over the course of a year, that would be nearly $4,000 annually (Shared employees were excluded from the calculations).
Meanwhile, Rep. Pingree has lectured employers about the pay imbalance in the past. This seems to point to some hypocrisy at play.
In Resister Rep. Pingree’s defense, it should be pointed out these calculations do not factor ANY variables that could explain the pay discrepancies.
For example, years of related work experience and educational achievements have not been considered. The skill level for the position, hours worked and hazardous conditions played no bearing on the metric deriving the nearly $4,000 yearly figure.
We simply averaged what men in the office make and compared it to what the average of what women in the office make. And our apologies for not considering some of the employees may imagine themselves now a different gender than they were at birth — but we really have no idea how to factor that into the equation.
If any Pingree supporters believe the metric described, showing Rep. Pingree pays her female staffers less than male staff, seems unfair — we would agree, it is.
But that is exactly the metric used for years to perpetuate the entire, “war on women,” “gender pay gap,” phony argument.
So-called, “Equal Pay Day,” is said to symbolize how far into the 2018 calendar women must work additionally to earn what their male counterparts earned in 2017.
Despite overwhelming evidence to the contrary, the National Center for Pay Equity claims women receive 20% lower pay on average for doing the same work as men.
As we’ve pointed out, the comparison does NOT reflect “same work.” The metric calculates what all women make, divides it by the number of all women, then does the same for men and compares the two numbers. That’s not a comparison of “same work,” because men and women often make very different career choices, including; when they start working, when they stop working, how many hours of the week they work and of course, what profession they chose to earn a living.
For example, you cannot compare the salary of a man laboring on an oil rig 60-Hours per-week to a female babysitting in a nursery 20-Hours parttime and then claim there is a wage gap because the man is taking home a larger paycheck.
Maine First Media highly recommends reading the piece for great details on all the factors making up the difference in wages, including choice in college majors, average commute times, hazardous working conditions, benefit packages and more.
However, the most significant factor in determining wages is skill and productivity. In other words, how much money will the worker bring in for the company. Studies show men tend to have more time on the job and work more weekly hours than women. Men also tend to major in fields associated with higher incomes than women do.
As those factors balance out over time, you see a decline in the pay gap. No legislation can fix that. In fact, attempts to do just that have left many boys feeling unwelcomed on college campuses.
Rep. Pingree has a decision to make. She can admit that the “war on women pay-gap,” is nothing more than a rhetorical tool playing into identity politics, thus explaining the difference in pay between males and females in her office.
Or, she can continue the “gender pay gap” ploy and find a different explanation as to why she insists on paying men more than women — while calling out others for doing the same.