70%+ of wage gap is based on choice

No wage gap when assessed by occupation

only 7% unexplained wage gap

only 6-7% unexplained wage gap

only 7% unexplained wage gap

No wage gap when total compensation taken into account

Men penalized more & longer for taking time off of work

Women 20-29 who are unmarried and unchilded earn 5-20% more than their male counterparts (in large cities)

Women 22-30 who are unmarried and unchilded earn ~8% more than their male counterparts

Women 22-30 who are unmarried and unchilded earn up to 40% more than their male counterparts (in large cities)

Women work 93% the hours men work (FTEs)

Men work 2.65x more overtime hours

Men work overtime 2.25x more often than women

Women work 96% the hours men work (FTEs)

Women work 71% the hours men work (all)

Women work 88% the hours men work (all employed)

Earnings gap b/w non-educated and highly-educated males and females is roughly equal

High degree of correlation between female marriage rates and male earnings levels (controlled for race)

Preference, rather than discrimination, is the primary source of sex differentials in labour market outcomes

No direct link between occupational segregation and the pay gap; association is coincidental rather than causal; independent social developments

Lowest gender pay gaps are in 3rd- (not 1st-)world countries

Within a profession accepted to be discrimination-free (e.g. – pharmacy), women gravitate toward local, part-time, or fixed-hour jobs

42% of males vs 28% females initiated negotiation (males 50% more likely to negotiate)

Women care more about 5 of 7 job values more than men; items that men care about as much or more are “Opportunities for promotion/advancement” (as much) and “A high-paying job” (more)

Most men (73%) and women (75%) say that where they work, men and women are paid about the same amount for doing the same job

Most men (73%) and women (72%) say that at their workplace, women have about the same opportunities as men to advance to top executive and professional positions; 14% disagree

In spite of the general perception, especially among women, that men have an advantage in terms of earning power and access to top jobs, relatively few employed adults report these types of inequities at their own workplace.

57% of men and 53% of women say they are adequately paid for the type of work they do and the hours they put in

Women 2x more likely to work part-time (26% vs. 13%; <35 hours per week)

38.3% of wives earn more than their husbands

Women are the primary breadwinners in over 40% of U.S. households

A contributing factor to the shortage in pharmacists is that female pharmacists work fewer hours per week than their male peers (37 vs. 44; 16% less)

A contributing factor to the shortage in pharmacists is that female pharmacists are more likely to work part time than their male peers (28% vs. 11%; 2.5x)

There is no “marriage premium for men,” but a correlation between the characteristits that lead to good marriages and those that produce good jobs and higher wages (i.e. – correlation causation)

The “statistic” that boys earn more allowance than girls is, according to the authors of the original study themselves, cannot be considered a representative sample

When there is no explicit statement that wages are negotiable, men are more likely to negotiate than women; men prefer job environments where the “rules of wage determination” are ambiguous

Men nearly 3x more likely to have 41+ hour workweeks (41% vs. 14%; full-time workers)

Women 2.6x more likely to have 35-39 hour workweeks (13% vs. 5%; full-time workers)

Gender pay gap is 2.7% when compensable factors (industry, experience, education, hours worked and location) taken into account

At individual contributor level, pay gap is 2.2% when compensable factors taken in to account.

The wage gap doesn’t exist for single, childless men and women who say that they never prioritize family over work

The controlled income gap is smaller in the tech industry than in general (1-2% vs. 2-5%)

The median CEO compensation package is greater for women than it is for men ($15.9 vs. $10.4)

Female specialist doctors 8x more likely to work part-time than their male counterparts (48% vs. 6%)

According to most estimates, the college (log or percentage) wage premium is actually higher for women than men, and it has been higher for some time

Male drivers who contract with Uber make 7% more per hour on average, and demonstrably none of that 7% can be due to gender discrimination. It is entirely predicated on (1) the routes they choose (20% of gap), (2) their average tenure contributing to increased expertise (30% of gap), and (3) men driving faster to complete 50% more trips per hour (50% of gap).