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THE PAY GAP: BRIDGING THE DISPARITIES IN INCOME
― From an early age, girls are programmed to prioritise caregiving and subservient qualities that confine and deprive them of the opportunity to become unique, confident individuals. Simultaneously, boys are pushed into taking on opportunities that allow them to be independent, nurturing their confidence and leadership.
In this unique article, we hear a student’s perspective. These are the author’s personal views/perspectives.
By Ananya Srikant, Grade 11, North London Collegiate School (Singapore)
In the realm of employment, the pay gap is a persistent and pervasive issue that is the result of broader societal norms and expectations that surround gender roles and capabilities pushed from a young age. While progress has been made in combating gender inequality, the gap in compensation still persists across numerous industries and professions. This disparity is extremely pronounced in the medical profession, where women earn approximately 69 cents for each dollar earned by their male counterparts. While there is no definitive answer as to why this is the case, several factors contribute to the pay gap, some of which start in childhood.
Social influences, particularly in the medical field, are at the forefront of contributors to the pay gap. The wage difference is magnified in higher income specialties, where men are over-represented, while women continue to specialise in lower wage specialties. Considering women make up 64% of medical students and account for two-thirds of the global healthcare force, it is clear that they are being underrepresented and undervalued in the workforce. This is largely due to the roles that society assigns to women. Women are expected to be “natural caregivers”, which, ironically, goes against the ideology of an “archetypal” physician, i.e someone who is assertive, confident, head-strong and competitive. It comes as no surprise, then, that specialties that are often associated with caregiving and empathy, such as paediatrics and family medicine, are often dominated by women, which also tend to receive lower salaries in comparison to specialties seen as more technical and prestigious, like surgery and radiology, which are dominated by men. The devaluation of women’s contributions to the medical field only reinforces the hierarchical structures already prevalent in the workforce and further diminishes their contributions and earning potential.
These gender roles can cause women to encounter implicit biases that can undermine their professional credibility and negotiating power in the professional world. According to research done by Harvard Kennedy School (2019) , women are less likely to negotiate wages when it is not explicitly stated in the job advert that they can do so. However, this gap seems to close when negotiations are explicitly mentioned and are, in fact, equally hesitant to work at lower wages when compared to men in the same position. The gender roles that have been imposed on women by society have lasting effects that restrain them from progressing in their careers and being considered as equals. By constantly being expected to “just deal with it” they are not given the space to express their opinion on things that matter, which, in this case, ends up being appropriate remuneration for their labour.
Another issue that contributes to this disparity is the lack of women in leadership or high-ranking positions. According to Arya et al (2021) , only 14.7% of surgeons in the UK today are female, with the numbers dropping as we look at specialty surgeons. Only 9% of neurosurgeons are female, with the number dropping down to 8% in thoracic surgery and 6% in orthopaedic surgery and only 19% of key leadership roles in hospitals, both physicians and non-physicians, are held by women today. This occupational segregation, which is perpetuated by biased hiring practices, lack of mentorship and differential access to resources, is another reason why women are underrepresented. The lack of female role models in higher, more respected roles inhibits women from being able to advance into these roles due to the lack of mentorship provided for them, among other factors.
The “Penalty of Parenthood” further stalls their career advancements. The incompatibility of a work-life balance and parenthood in high-demanding jobs only serves to compound the disparity in pay. Women are more likely to put their careers on hold to fulfil the caregiving responsibilities imposed on them by society, like raising children or looking after old relatives, which disrupts not only their professional development but also reduces their earnings in the long-run. Women are disproportionately affected by the “Penalty of Parenthood” as being a mother is, more often than not, seen as being incompatible with the rigour of high-demanding careers like medicine. Women who request maternity leave or more flexible work arrangements also often encounter stigma or career repercussions, only further reinforcing the idea that familial responsibilities are a woman’s domain. This bias enforced by society not only punishes women for exercising their bodily autonomy but also feeds into the disparities in compensation and leadership opportunities against women, which turns into a vicious cycle.
There are, of course, ways to combat this. Policy reforms that introduce family-friendly policies, such as paid parental leave and flexible work arrangements, are at the forefront of combatting the pay gap, making it easier for parents to juggle familial responsibilities with work and allowing for a better work-life balance. Leadership and mentoring programs aimed at women also encourage them to take on more leadership opportunities, reducing the overwhelming disparity in their representation in high-profile jobs and motivating them to take on more senior roles. Training hiring managers and other decision-makers to recognise unconscious biases can help control any implicit biases affecting the decision-making process, fostering a more supportive work environment for women. Furthermore, educating the public on the harmful effects of gender biases and gender roles can empower men and women to embrace their individuality and help us cultivate a culture of inclusivity and diversity in a society that values, supports, and provides equitable opportunities for growth and recognition. Awareness is the first step to combatting the disparity, setting society in motion to create a more understanding attitude in and outside the workplace.
The gender pay gap is a deeply rooted issue reflecting the broader norms and expectations of society that hinder women’s professional advancement and diminish their professional value. It is our duty to address and break the barriers preserving the gender pay gap and pave the way towards a more equitable and inclusive society because a woman’s place can be in the house and in the senate.
North London Collegiate School (Singapore) supported the next generation of leaders by sponsoring a table of students at this year’s International Women’s Day Lunch, inviting students from across our membership network of international schools.
