Blame for the gender wage gap in the United States shouldn’t fall on women, report researchers.
In a review paper, they draw on existing psychological research to highlight myths regarding the gap between men and women and to offer possible explanations for why it exists. ….
5 myths about the gender wage gap:
Myth 1: Women aren’t doing equal work. ….
Myth 2: Women leave the workplace to have and raise children. ….
Myth 3: Women choose less lucrative professions. ….
Myth 4: Women don’t ask for what they want. ….
Myth 5: Women don’t have as much education or experience as men. ….
6 ways organizations can eliminate the wage gap:
1. Identify and remove barriers. ….
2. Provide equal growth opportunities. ….
3. Take action toward implementing better work/life balance. ….
4. Provide ongoing training. ….
5. Have anti-discrimination policies. ….
6. Have and promote male allies. ….
Victim Precipitation and the Wage Gap
Source: Shannon Cheng, Abigail Corrington, Mikki Hebl, Linnea Ng, Volume 11, Issue 1 March 2018
In response to: Beyond Blaming the Victim: Toward a More Progressive Understanding of Workplace Mistreatment
From the abstract:
Cortina, Rabelo, and Holland (2018) accurately cite the general public’s overuse of victim precipitation ideologies, or the notion that victims engage in actions that directly bring about their unfortunate circumstances. These ideologies also have permeated industrial and organizational (I-O) psychology and the study of people in the workplace (e.g., women’s choice in clothing leads to sexual harassment, certain target characteristics and actions incite workplace bullying). We agree with Cortina et al. that this ideology unintentionally benefits the perpetrator by placing blame and responsibility for nonoptimal workplace situations directly on the target. The field of I-O psychology needs to move away from this model of victim blaming as a remediation for workplace disparities.