tag:blogger.com,1999:blog-21166579.post7986163959395945419..comments2024-02-19T08:12:53.815-05:00Comments on The Right Thing: How to Get a Company's Attention on Women's PayJeffrey L. Seglinhttp://www.blogger.com/profile/15648051034425906705noreply@blogger.comBlogger1125tag:blogger.com,1999:blog-21166579.post-20267958434929405202007-05-21T09:06:00.000-04:002007-05-21T09:06:00.000-04:00At this level, salaries are generally secret. The...At this level, salaries are generally secret. They are individually negotiated and the executive must sign a statement that they will not disclose their compensation package to anyone inside or outside of the organization, so there is no easy way for a woman to have a good handle on how her salary compares with that of the men around her. Often, mid-management women are given jobs called "coordinator" or similar titles instead of manager if it involves managing the efforts of executives because doing so gives her the responsibility for the work output without giving her the access to salary information of the men she is managing. Women tend to go into government or nonprofit circles specifically because although on average these sectors pay less, for the women, it is the only way to be sure you are being paid equally. As far as job choices early on: You have to take into account the opportunity cost. If a woman who has a degree is thirty and pregnant with her first child, she is likely to look around and wonder, "I have worked long hours and with great enthusiasm since college for this company; Am I getting the pay and promotions that the men around me are getting? Am I getting the high-profile projects? Are the women who are older than me who never took off for children getting a better position, or am I topped out at thirty in this company?" All too often, she decides she may as well stay home with her baby for a few years; there is, in reality, nothing to lose. She has no evidence that she was ever going to be promoted significantly anyway.Anonymousnoreply@blogger.com