March 23, 2009 • 15 mins
Statistics show that female workers still bring home less bacon than men. Tune in to this podcast from HowStuffWorks.com to hear Molly and Cristen debate possible causes of this gender wage gap and ways to address it.
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Episode Transcript
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Speaker 1 (00:00):
Brought to you by the reinvented two thousand twelve Camray.
It's ready. Are you welcome to stop Mom? Never told you?
From housetop works dot Com. Hey there, and welcome to
the podcast. I'm Kristen and I'm Molly. Molly got a
(00:22):
little quiz for you. See see how much you've been
following the news? Can you tell me the first major
piece of legislation that Barack Obama signed? And I'll give
you a hint. It is not the Stimulus package. Wow.
I bet a lot of people think that it is. Yeah,
it is not Stimulus. Well, I actually know because I
(00:45):
know what we're going to talk about today. Um. It
was actually the Lily Leadbetter Fair Pay Act. Right on
January two thousand nine, President Obama made good on one
of his campaign promises to decrease the gender wage gap
in the workplace by signing the Lily lad Better Fair
Pay Act. So maybe we should talk about who Lily
(01:08):
Lidbetter is. Yeah. I think she's pretty fascinating. I think
she'll definitely be a female name that will go down
in history. Here's what happened. Philly led Better. She is
from Alabama and she worked for the good Year Tire
and Rubber Company from nineteen seventy nine. She put in
a long time, she worked her ears, and but then
she's gonna take early retirement. She was an area manager
(01:28):
and I guess what I read happened is that right
for she was going to retire, someone kind of slipped
her a little piece of paper that showed her what
everyone else in her position, who are male, made. Uh.
And she realized that all these years good Year had
been paying her far less than the other fifteen male
area managers fifteen and this, I mean, this is over
(01:48):
almost twenty years. Yeah, and so she as I think
she should have took good Year to court and said
this was wage discrimination. If all the males made this much,
I should have made this much too. She want to
be compense I did for all the money that she
wasn't that she was owed. She felt like she was
owed right, and the jury agreed with her. But as
things happen, the case ended up in the Supreme Court,
(02:10):
and uh, you know, it's been sort of a controversial decision.
But the Supreme Court ruled again fully led Better, saying
that she should have filed her claim within an eight
days of when the alleged pay discrepancy started. So basically
that gives her going back to like let's say nineteen
seventy nine, when she first gets hired. That gives her
six months to figure out what everyone else is making
(02:32):
and to figure out if there's a gender wage gap there.
And if we're talking about fifteen other area managers, that
would be a pretty it would be a hard thing
to find out. I mean, I have no idea what
you make, Molly, and honestly I don't want to know
freedom and I've been working here for a year exactly.
There's it just seems really hard illogical that you could
expect someone to find out within six months of their
(02:52):
starting pay how much everyone else is making and whether
any discrepancy is in fact even due to your gender. Right,
So the Supreme Court or had to toss out the case.
Lily Ledbetter decided to keep fighting against gender wage discrimination,
even though she mean, she's never going to get this
money back from good Year, but thanks to her work,
(03:13):
she has paved the way for a lot of other
people to get there do wages right. Here's what happened. So,
after all her campaigning, and she did make a lot
of campaign stops for Barack Obama when he was campaign
for president. On January nine, she was there when he
signed into law this Pay Act, which basically expans the
statue of limitations for lawsuits. So basically you can discover,
(03:36):
you know a little bit, you don't have just six
months to figure out if you're being paid less. Now,
people on the other side say this is just gonna
encourage lawsuits, that women are gonna start coming forward and
claiming that they'll do all this money. And it's not
just women, it can be it can be men as well,
but sort of wage discrimination. But what Lily Liberter has
really become a symbol of is sort of the female
side in this gender wage gap. But then you've got
(03:57):
people saying that there's not a gender wage gap. Right,
What's going on with that? Kristen? Now, my I think
we need to clarify. When people here gender wage gap,
you immediately think of maybe National Women's organization, people picketing outside,
you know, for feminist causes. It definitely is the feminist platform.
But the fact of the matter is the gender wage
gap exists. I mean, it's not feminism, it's math, lays
(04:21):
and statistics. Um. Alright, Molly, here we go according to
the beera of labor statistics. Can we really argue with
them or no? No, The meeting wage in two thousand
seven for women was eight of that for men. So
if you went to the dollar store, yep, you can
only have eighty cents. Yes, exactly, Well, perfect perfect analogy.
(04:44):
Percent means now, some people argue that we've made a
lot of progress. The gender wage gap has definitely narrowed
since nineteen nine when the BLS started recording wage data,
and at that time, women made sixt of what men made,
So we've gone from six from nine two seven. That's okay,
(05:09):
that's that's a lot. But Molly, really is it a lot?
I mean that's like twenty years, that's one percent a year. Yeah,
we're kind of kind of just inching forward. So let's
break this sun a little bit to understand maybe why
the gender wage geap exists. Because it is illegal for
businesses to pay men and women different amounts for the
(05:30):
same work. That went that came into law long time
ago nineteen sixty three with the Equal Pay Act, So
what's going on here? Well, Kristen, that was six three,
which makes me think that maybe there weren't that many
women in the workplace, So that might have been how
the gender wage gaps started, was just there weren't that
many women, you know, in positions of that were similar
to men. Basically, right, that could be. But also if
(05:53):
we look at education for instance, now women and men
both get about the same amount of bachelor's degrees, but
according to the US Census Bureau, men with degrees make
an average of twenty six thousand dollars more every year
than a degree holding woman. So the same level of education,
(06:15):
they're still making more. So something is still off. So
maybe it has to do with the jobs that we're picking.
Maybe we're just going into the wrong things. We need
to start becoming hedge fund managers or something. It's possible
because the fields that do attract the most women, like
education healthcare, just pay less um. So basically you do
kind of fault yourself on what you pick. I mean,
(06:36):
that sounds awful, but then it becomes a trade off
on do you want a job you love that pays
less center. But even in these female dominated fields, I
guess what I'm concerned about is women sell to work
harder to make the same and to get the same promotions.
I found this really interesting statistic from the National Center
for Education Statistics that said that women who are teachers
(06:58):
have to work three years longer as it teacher than
a male in terms of getting to the promotion of
principle right, and in sectors such as education and healthcare
that attract about a third of all female employees, men
still make more money on average than women in those
female dominated sectors. And as you move up the ladder
(07:21):
from you know, move up the pay scale, the gap
only widens, which surprised me because you would think the
more money that you start making, the higher that you're
moving up in the world, the more that's going to close.
But it doesn't. The exact opposite happens, and only in
the bottom of earning levels do women outnumber men. But Kristen,
(07:42):
let me play devil's advocate. I don't want to sound
like we're just a bunch of winy females. I mean,
I don't think that they're it's specifically a sexist discrimination thing,
do you know. I don't think that it is. For
the very fact that all these statistics are coming from
US Census Bureau beer of Labor Statistics. I mean, they're
they're not. You know, acknowledge that it exists, and it
(08:02):
also holds up among different races, and so it's not
just a problem for women, but for people of other races. Right.
The gender wage gap is actually the narrowest in between
minority men and women. But that's because black and Hispanic
workers are making the least amount of money. So that's
where and when I talked about that bottom incomes, that's
(08:27):
where a lot of those employees are falling. Okay, so
now I'll play devil's advocate again. Okay, are these men
just working harder? Are they just doing a better job?
Are we really just maybe not very good employees? Well, Molly,
I don't think that you can necessarily judge on quality
of work, but the time on the clock does make
a difference. And statistically, men work more, and by work,
(08:53):
I mean work for wages more than women, right, And
studies have shown that the more you work, the more
you're gonna make. So if you're working, you know, a
week with let's say ten hours overtime, you're gonna make more.
But women may not have a luxury to do that
because of motherhood. Right, the family gap. This has sometimes
been referred to as family gap. And basically that means
(09:16):
that it's not like you're working less. You basically have
a four Uh. I was about to say a forty
hour day, but there's not forty hours in a day,
no matter how much we might like it, a twenty
four hour day, because you go to work nine to
five and then you go home and you've got kids,
take care of dinner, to make, et cetera. And it's
all this unpaid work that women are racking up in right,
and that unpaid work has been referred to as the
(09:38):
second shift. So maybe the reason why not as many
women are working full time or over time is because
they you know, they can't stay at the office because
they gotta go pick up little Johnny and Susie and
take them home and put their dinners in the microwave.
And you know, it's not just Johnnie and Susie's dinner
she's gonna making. She might be making Mom and Pops
(10:00):
dinner too. Because I was reading, uh something from the
Bureau of Labor Statistics that said that with the aging
baby boomer population coming up, American women, about of them
are going to have one parent living with them as
well as one child at least one child aunder age
of twenty one, So all of us is adding up
to smaller and smaller paycheck um. For another dismal statistic
(10:24):
to add to this lovely stew um, a study in
from the American Sociological Review calculated that American women experience
a seven percent wage penalty per child. So you're just
getting dinged if you just want to put a guilt
trip on your child, Yeah, show them your paycheck, Johnny.
(10:46):
So you better take care of me when I'm old, exactly.
But Molly, on the upside, there are two things that
might help us. Name them college education, okay, and waiting
to have a little Johnny. Really, yes, A study in
the Review of the Economics of the Household found that
college educated women who waited in to have children until
(11:08):
after thirty did not experience a wage penalty. But you
know that's only one study. But still, but Christie, I
just find that really frustrating that the only glimmer of
hope you have offered me this entire podcast is that
I just shouldn't have children to thirty. That is just
that's just wrong. I think I think that it should
just be more equitable. Well, Molly, let's you know, let's
(11:28):
just break it down. You know, we have we have
three things to think about when you're entering into the workforce,
your job choice, how much time you're going to spend
on the clock, and when you're gonna have kids. I mean,
if you could just solve those problems, then you know
you don't have to worry about the wage gap. Oh, Kristen,
I went for tips from our real financial advisor just
because you're so doom and gloom today. Okay, these are
(11:48):
from CBS Early Show financial advisor Ray Martin. A man man,
all right, Molly, but a man have to say about this.
These are his stance for how women can address the
wage gap. But one of these you did I pick
up on? You need to seek career counseling while you're
in college so that if you are an education major,
you kind of understand what you're yourself into. If you're
an English major, you have to kind of understanding yourself into.
(12:10):
In journalism classes, they told us pretty much hourly that
we weren't going to make more than twenty dollars a year.
So so if your pity, if your priority is money,
then you know, start taking math and science classes. Um My,
next tip from Ray Martin was too if you do
choose a company, to look at how female friendly it is,
(12:30):
and you can do this by going to UH ratings
like the Working Mothers one hundred Best Companies lists and
see how they value time off. Because, as we heard,
if you're getting this seven percent dan with your children,
you need to work at a company that's going to
support you when you have these children, so you don't
have to wait to have all Johnny and Susie, whose
sounds absolutely adorable by the way, Yeah all right, um,
(12:52):
you guys can't see if it. Christen just made an
awful face when I talked about Johnny and Susie. But Kristin,
how about this. We've talked about this before. When you
get that first job off, what should you do negotiate
your right because a lot of this wage gap might
be just women not starting off on the same footing
as men. That's a very good point, Molly, thank you,
and so I will make another one. Another tip from
(13:13):
Raymartin is to join organizations that will help you as
a woman. So if you're in a particular field, let's
say engineering, there are tons of like women in engineering
groups that can help you figure out how to succeed.
They'll promote you, you can get involved and just really
pat up that resume. And then Raymartin's last tip kind
of disappointed me. It was sort of like an if
all else fails kind of thing. He says, if all
(13:33):
else fails, just save more, because you're not making us much.
Burn Burn. It's harsh, Molly, with all of this talk
about money, might be a good time to switch gears
for a second and think our sponsor, audible dot com.
You can't get one free download by going to www
dot audible podcast dot com slash mom and signing up.
(13:58):
And if you want to sign up and do that,
I have a recommendation for you. It's called Women in
a Labyrinth of Leadership is an article from the Harvard
Business Review. And while I always trust Kristen's recommendations, I
have one too. It's nice Girls Don't Get the Corner
Office and Nice Girls Don't Get Rich by Lows p. Frankel.
And these books are conveniently available in a box set
(14:20):
at Audible. So again, if you want to check these out,
the u r L is www Dot Audible podcast dot com,
slash mom, and you get your first download for free,
and since one of those tips we just gave was
to save more, I think free downloads will definitely help. Well.
It's nice to know that we have these free downloads
and some support from the Oval Office with the Lily
(14:41):
Led Butteract. And I think the most important thing, Christen,
is just to be aware of it. Don't let someone
tell you know that the gender wage gap doesn't exist,
because clearly you have enough studies. If anyone asks you
if a gender wage gap exists, just tell them. Kristen
from stuff mom never told you gave you about a
hundred statistics that proved it from the government, all right,
mollly from the government. I didn't make these up. I
(15:01):
know you didn't, Kristen. And if you want to see
all of Christian sources and documented extensively, you can check
out this article she wrote called is their gender gap
in the Workplace? It's at how stuff works dot com.
And if you'd like to email us about the gender
gap or any other ideas, suggestions and comments you have,
you can email us at mom stuff at how stuff
works dot com for moralness and thousands of other topics.
(15:27):
Does it how stuff works dot com Brought to you
by the reinvented two thousand twelve Camray. It's ready, Are
you
Brought to you by the reinvented two thousand twelve Camray.
It's ready. Are you welcome to stop Mom? Never told you?
From housetop works dot Com. Hey there, and welcome to
the podcast. I'm Kristen and I'm Molly. Molly got a
(00:22):
little quiz for you. See see how much you've been
following the news? Can you tell me the first major
piece of legislation that Barack Obama signed? And I'll give
you a hint. It is not the Stimulus package. Wow.
I bet a lot of people think that it is. Yeah,
it is not Stimulus. Well, I actually know because I
(00:45):
know what we're going to talk about today. Um. It
was actually the Lily Leadbetter Fair Pay Act. Right on
January two thousand nine, President Obama made good on one
of his campaign promises to decrease the gender wage gap
in the workplace by signing the Lily lad Better Fair
Pay Act. So maybe we should talk about who Lily
(01:08):
Lidbetter is. Yeah. I think she's pretty fascinating. I think
she'll definitely be a female name that will go down
in history. Here's what happened. Philly led Better. She is
from Alabama and she worked for the good Year Tire
and Rubber Company from nineteen seventy nine. She put in
a long time, she worked her ears, and but then
she's gonna take early retirement. She was an area manager
(01:28):
and I guess what I read happened is that right
for she was going to retire, someone kind of slipped
her a little piece of paper that showed her what
everyone else in her position, who are male, made. Uh.
And she realized that all these years good Year had
been paying her far less than the other fifteen male
area managers fifteen and this, I mean, this is over
(01:48):
almost twenty years. Yeah, and so she as I think
she should have took good Year to court and said
this was wage discrimination. If all the males made this much,
I should have made this much too. She want to
be compense I did for all the money that she
wasn't that she was owed. She felt like she was
owed right, and the jury agreed with her. But as
things happen, the case ended up in the Supreme Court,
(02:10):
and uh, you know, it's been sort of a controversial decision.
But the Supreme Court ruled again fully led Better, saying
that she should have filed her claim within an eight
days of when the alleged pay discrepancy started. So basically
that gives her going back to like let's say nineteen
seventy nine, when she first gets hired. That gives her
six months to figure out what everyone else is making
(02:32):
and to figure out if there's a gender wage gap there.
And if we're talking about fifteen other area managers, that
would be a pretty it would be a hard thing
to find out. I mean, I have no idea what
you make, Molly, and honestly I don't want to know
freedom and I've been working here for a year exactly.
There's it just seems really hard illogical that you could
expect someone to find out within six months of their
(02:52):
starting pay how much everyone else is making and whether
any discrepancy is in fact even due to your gender. Right,
So the Supreme Court or had to toss out the case.
Lily Ledbetter decided to keep fighting against gender wage discrimination,
even though she mean, she's never going to get this
money back from good Year, but thanks to her work,
(03:13):
she has paved the way for a lot of other
people to get there do wages right. Here's what happened. So,
after all her campaigning, and she did make a lot
of campaign stops for Barack Obama when he was campaign
for president. On January nine, she was there when he
signed into law this Pay Act, which basically expans the
statue of limitations for lawsuits. So basically you can discover,
(03:36):
you know a little bit, you don't have just six
months to figure out if you're being paid less. Now,
people on the other side say this is just gonna
encourage lawsuits, that women are gonna start coming forward and
claiming that they'll do all this money. And it's not
just women, it can be it can be men as well,
but sort of wage discrimination. But what Lily Liberter has
really become a symbol of is sort of the female
side in this gender wage gap. But then you've got
(03:57):
people saying that there's not a gender wage gap. Right,
What's going on with that? Kristen? Now, my I think
we need to clarify. When people here gender wage gap,
you immediately think of maybe National Women's organization, people picketing outside,
you know, for feminist causes. It definitely is the feminist platform.
But the fact of the matter is the gender wage
gap exists. I mean, it's not feminism, it's math, lays
(04:21):
and statistics. Um. Alright, Molly, here we go according to
the beera of labor statistics. Can we really argue with
them or no? No, The meeting wage in two thousand
seven for women was eight of that for men. So
if you went to the dollar store, yep, you can
only have eighty cents. Yes, exactly, Well, perfect perfect analogy.
(04:44):
Percent means now, some people argue that we've made a
lot of progress. The gender wage gap has definitely narrowed
since nineteen nine when the BLS started recording wage data,
and at that time, women made sixt of what men made,
So we've gone from six from nine two seven. That's okay,
(05:09):
that's that's a lot. But Molly, really is it a lot?
I mean that's like twenty years, that's one percent a year. Yeah,
we're kind of kind of just inching forward. So let's
break this sun a little bit to understand maybe why
the gender wage geap exists. Because it is illegal for
businesses to pay men and women different amounts for the
(05:30):
same work. That went that came into law long time
ago nineteen sixty three with the Equal Pay Act, So
what's going on here? Well, Kristen, that was six three,
which makes me think that maybe there weren't that many
women in the workplace, So that might have been how
the gender wage gaps started, was just there weren't that
many women, you know, in positions of that were similar
to men. Basically, right, that could be. But also if
(05:53):
we look at education for instance, now women and men
both get about the same amount of bachelor's degrees, but
according to the US Census Bureau, men with degrees make
an average of twenty six thousand dollars more every year
than a degree holding woman. So the same level of education,
(06:15):
they're still making more. So something is still off. So
maybe it has to do with the jobs that we're picking.
Maybe we're just going into the wrong things. We need
to start becoming hedge fund managers or something. It's possible
because the fields that do attract the most women, like
education healthcare, just pay less um. So basically you do
kind of fault yourself on what you pick. I mean,
(06:36):
that sounds awful, but then it becomes a trade off
on do you want a job you love that pays
less center. But even in these female dominated fields, I
guess what I'm concerned about is women sell to work
harder to make the same and to get the same promotions.
I found this really interesting statistic from the National Center
for Education Statistics that said that women who are teachers
(06:58):
have to work three years longer as it teacher than
a male in terms of getting to the promotion of
principle right, and in sectors such as education and healthcare
that attract about a third of all female employees, men
still make more money on average than women in those
female dominated sectors. And as you move up the ladder
(07:21):
from you know, move up the pay scale, the gap
only widens, which surprised me because you would think the
more money that you start making, the higher that you're
moving up in the world, the more that's going to close.
But it doesn't. The exact opposite happens, and only in
the bottom of earning levels do women outnumber men. But Kristen,
(07:42):
let me play devil's advocate. I don't want to sound
like we're just a bunch of winy females. I mean,
I don't think that they're it's specifically a sexist discrimination thing,
do you know. I don't think that it is. For
the very fact that all these statistics are coming from
US Census Bureau beer of Labor Statistics. I mean, they're
they're not. You know, acknowledge that it exists, and it
(08:02):
also holds up among different races, and so it's not
just a problem for women, but for people of other races. Right.
The gender wage gap is actually the narrowest in between
minority men and women. But that's because black and Hispanic
workers are making the least amount of money. So that's
where and when I talked about that bottom incomes, that's
(08:27):
where a lot of those employees are falling. Okay, so
now I'll play devil's advocate again. Okay, are these men
just working harder? Are they just doing a better job?
Are we really just maybe not very good employees? Well, Molly,
I don't think that you can necessarily judge on quality
of work, but the time on the clock does make
a difference. And statistically, men work more, and by work,
(08:53):
I mean work for wages more than women, right, And
studies have shown that the more you work, the more
you're gonna make. So if you're working, you know, a
week with let's say ten hours overtime, you're gonna make more.
But women may not have a luxury to do that
because of motherhood. Right, the family gap. This has sometimes
been referred to as family gap. And basically that means
(09:16):
that it's not like you're working less. You basically have
a four Uh. I was about to say a forty
hour day, but there's not forty hours in a day,
no matter how much we might like it, a twenty
four hour day, because you go to work nine to
five and then you go home and you've got kids,
take care of dinner, to make, et cetera. And it's
all this unpaid work that women are racking up in right,
and that unpaid work has been referred to as the
(09:38):
second shift. So maybe the reason why not as many
women are working full time or over time is because
they you know, they can't stay at the office because
they gotta go pick up little Johnny and Susie and
take them home and put their dinners in the microwave.
And you know, it's not just Johnnie and Susie's dinner
she's gonna making. She might be making Mom and Pops
(10:00):
dinner too. Because I was reading, uh something from the
Bureau of Labor Statistics that said that with the aging
baby boomer population coming up, American women, about of them
are going to have one parent living with them as
well as one child at least one child aunder age
of twenty one, So all of us is adding up
to smaller and smaller paycheck um. For another dismal statistic
(10:24):
to add to this lovely stew um, a study in
from the American Sociological Review calculated that American women experience
a seven percent wage penalty per child. So you're just
getting dinged if you just want to put a guilt
trip on your child, Yeah, show them your paycheck, Johnny.
(10:46):
So you better take care of me when I'm old, exactly.
But Molly, on the upside, there are two things that
might help us. Name them college education, okay, and waiting
to have a little Johnny. Really, yes, A study in
the Review of the Economics of the Household found that
college educated women who waited in to have children until
(11:08):
after thirty did not experience a wage penalty. But you
know that's only one study. But still, but Christie, I
just find that really frustrating that the only glimmer of
hope you have offered me this entire podcast is that
I just shouldn't have children to thirty. That is just
that's just wrong. I think I think that it should
just be more equitable. Well, Molly, let's you know, let's
(11:28):
just break it down. You know, we have we have
three things to think about when you're entering into the workforce,
your job choice, how much time you're going to spend
on the clock, and when you're gonna have kids. I mean,
if you could just solve those problems, then you know
you don't have to worry about the wage gap. Oh, Kristen,
I went for tips from our real financial advisor just
because you're so doom and gloom today. Okay, these are
(11:48):
from CBS Early Show financial advisor Ray Martin. A man man,
all right, Molly, but a man have to say about this.
These are his stance for how women can address the
wage gap. But one of these you did I pick
up on? You need to seek career counseling while you're
in college so that if you are an education major,
you kind of understand what you're yourself into. If you're
an English major, you have to kind of understanding yourself into.
(12:10):
In journalism classes, they told us pretty much hourly that
we weren't going to make more than twenty dollars a year.
So so if your pity, if your priority is money,
then you know, start taking math and science classes. Um My,
next tip from Ray Martin was too if you do
choose a company, to look at how female friendly it is,
(12:30):
and you can do this by going to UH ratings
like the Working Mothers one hundred Best Companies lists and
see how they value time off. Because, as we heard,
if you're getting this seven percent dan with your children,
you need to work at a company that's going to
support you when you have these children, so you don't
have to wait to have all Johnny and Susie, whose
sounds absolutely adorable by the way, Yeah all right, um,
(12:52):
you guys can't see if it. Christen just made an
awful face when I talked about Johnny and Susie. But Kristin,
how about this. We've talked about this before. When you
get that first job off, what should you do negotiate
your right because a lot of this wage gap might
be just women not starting off on the same footing
as men. That's a very good point, Molly, thank you,
and so I will make another one. Another tip from
(13:13):
Raymartin is to join organizations that will help you as
a woman. So if you're in a particular field, let's
say engineering, there are tons of like women in engineering
groups that can help you figure out how to succeed.
They'll promote you, you can get involved and just really
pat up that resume. And then Raymartin's last tip kind
of disappointed me. It was sort of like an if
all else fails kind of thing. He says, if all
(13:33):
else fails, just save more, because you're not making us much.
Burn Burn. It's harsh, Molly, with all of this talk
about money, might be a good time to switch gears
for a second and think our sponsor, audible dot com.
You can't get one free download by going to www
dot audible podcast dot com slash mom and signing up.
(13:58):
And if you want to sign up and do that,
I have a recommendation for you. It's called Women in
a Labyrinth of Leadership is an article from the Harvard
Business Review. And while I always trust Kristen's recommendations, I
have one too. It's nice Girls Don't Get the Corner
Office and Nice Girls Don't Get Rich by Lows p. Frankel.
And these books are conveniently available in a box set
(14:20):
at Audible. So again, if you want to check these out,
the u r L is www Dot Audible podcast dot com,
slash mom, and you get your first download for free,
and since one of those tips we just gave was
to save more, I think free downloads will definitely help. Well.
It's nice to know that we have these free downloads
and some support from the Oval Office with the Lily
(14:41):
Led Butteract. And I think the most important thing, Christen,
is just to be aware of it. Don't let someone
tell you know that the gender wage gap doesn't exist,
because clearly you have enough studies. If anyone asks you
if a gender wage gap exists, just tell them. Kristen
from stuff mom never told you gave you about a
hundred statistics that proved it from the government, all right,
mollly from the government. I didn't make these up. I
(15:01):
know you didn't, Kristen. And if you want to see
all of Christian sources and documented extensively, you can check
out this article she wrote called is their gender gap
in the Workplace? It's at how stuff works dot com.
And if you'd like to email us about the gender
gap or any other ideas, suggestions and comments you have,
you can email us at mom stuff at how stuff
works dot com for moralness and thousands of other topics.
(15:27):
Does it how stuff works dot com Brought to you
by the reinvented two thousand twelve Camray. It's ready, Are
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