One of the major issues is that professional/managerial jobs are still very hostile to part-time working - and particularly for promotion/recruitment of women who want to work part-time. Public sector ones have been a bit of an exception to that to some extent only.
This leads to lots of graduate women working well below their skill level in jobs that do provide part-time opportunities fitting round families/caring responsibilities (like admin/clerical jobs or even retail). It's one of the main drivers in what gets called 'overqualification' though the researchers in the area seem strangely reluctant to even look at the gender/family situations.
Because women who want to work part-time are forced out of their career area, getting back in and securing promotion to a level equivalent to what they would have been without leaving is very difficult.
Paul Bivand | Associate Director of Analysis & Statistics | Learning and Work Institute
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-----Original Message-----
From: email list for Radical Statistics [mailto:[log in to unmask]] On Behalf Of jay ginn
Sent: 27 September 2016 08:59
To: [log in to unmask]
Subject: Re: Gender pay gap = "Too few senior women"?
I'm surprised at the suggestion that if there were equal proportions of men and women in senior jobs this would reduce or even remove the gender pay gap.
Tracey Warrens article ,A privileged pole, showed that even women with the advantage of a degree and no breaks for childcare earned less than similarly qualified men and this translated into smaller private pensions, Hope I've remembered correctly.
As others rightly say, caring breaks and periods in pt work contribute to women's lower lifetime earnings and my own research in ,degrees of freedom, 2002, shows how women's median earnings, ft emp rate and private pension membership all take a dive when there is child aged under 5 , at each educational level of women using Ghs for cross sectional synthetic life course. Joshi and Davies used longitudinal data to model hypothetical lifetime earnings for several typical female life courses, calculating losses due to motherhood. Though eldercare is also relevant.
Concerning pensions, Dave, reliance on derived pensions from a spouse is risky individually and unsatisfactory as policy, anachronistic. Divorced women are the poorest group of pensioners as most of them had children to raise alone. And a growing group.
While state pensions are catching up, belatedly, with changing family forms, private pensions still transmit women's typical life course into low or no such pension, on average 53% of meNs for those over 65 who have any, including widows. That was 2001 Data see article Social Trends 2004, but has it changed since then?
Jay
Sent from my iPad
> On 26 Sep 2016, at 10:22, John Bibby <[log in to unmask]> wrote:
>
> I've just been listening to Woman's Hour which suggested that much of today's gender pay gap can be explained by there being "Too few senior women". One spokeswoman even suggested that if you control for this, women often earn more.
>
> Is this storyline sustainable with existing statistics, does anyone know? If not, how much of the gender pay gap can be 'explained' by seniority etc.?
>
> I do not know what the best sources for this are. It used to be the "New Earnings Survey (NES)", which if it exists at all is now far from new.
>
> JOHN BIBBY
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