Argumentative Essay: The Wage Penalty For Motherhood

The wage penalty for motherhood is loosely understood as working mothers earning less salary than other women without children. It is not a hidden or new concept being introduced. In fact, it is almost accepted as normal. It is loosely understood because the reasons for this penalty aren’t well understood, yet it is clear that some pay gap exists. The real question is, what causes this wage penalty gap, and what steps and policies can companies use to reduce a gap that seems to be inevitable? The inevitable aspect comes from undeniable, statistical evidence showing consistent wage gaps for mothers. According to Waldfogel’s 1968-1988 controlled study on mothers in the workforce, the wage penalty for mothers is more specifically around 6% for
Some causes of employers cutting mother’s wages includes a women’s hindered experience in the work force due to their maternity leave and caring for their children. For example, if a women’s child is sick, she may require periodic time off for appointments, and possibly time off if she becomes sick as well. It would not be a predictable or negotiable situation, and the employer knows this when hiring a mother, therefore, resulting in lower wages for the mother. That lack of job experience or dedication results in women, on average, being less productive while actually at work. According to Human Capital Theory, while at work, women may be “storing” energy for later anticipated tasks at home, or be already tired from duties around the house and caring for their
This bias exists at times when hiring, conducting performance reviews, and promotions. Though mothers specifically are the focus, it does often extend to minorities as well. Companies need to take action to combat this bias, beginning with making those in charge aware of its existence. If a supervising employer knows that this bias unconsciously exists towards mothers in their work place, they will consciously look more objectively at them while reviewing their work. Seminars and training sessions can be held for employees to recommend strategies to hopefully decrease the bias impact on an interview or a performance review. One example of how companies mute or even eliminate this bias, is through making the person conducting the interview or review completely responsible for the employees work output, and give clear criteria for how the interview has to be conducted. That way, the employee will look only at the interviewee’s skills and potential in their