Gender Pay Gap

The gender pay gap is the difference in average earnings between women and men, usually expressed as the percentage by which women's median or mean pay falls below men's, and it is distinct from unequal pay for equal work, which is illegal in many countries. Explanations include occupational and industrial segregation, undervaluation of female-dominated work, interrupted careers and part-time work linked to caregiving, discrimination, and unequal bargaining. Gary Becker's human capital and discrimination theories offered economic accounts, while Barbara Reskin and Paula England documented sex segregation and the devaluation of care work. Shelley Correll's research found a motherhood penalty, and Joan Acker showed that organizations are gendered. Claudia Goldin argued that much of the gap arises from greedy jobs that reward long and inflexible hours, and Francine Blau and Lawrence Kahn analyzed trends and international variation. Arlie Hochschild highlighted the unequal division of household labor, and Kimberle Crenshaw's intersectionality draws attention to larger gaps for women of color. Policies include pay transparency, parental leave, and childcare. Critics debate how much is explained by choice. The gender pay gap remains central to research on inequality, labor markets, and policy.