Why is the gender pay gap so big?

On the surface, it’s not that different.

Women make up over 80% of retail sales.

Yet they earn only 74% of the median hourly wage, according to the Bureau of Labor Statistics.

The gender pay inequality has gotten so bad, in fact, that it’s a growing concern among consumers, the companies that make up their jobs.

“The reality is, I can’t think of a time when women haven’t been in the same situation as a female consumer,” said Ellen Hirschfeld, a marketing professor at the University of Pennsylvania and a former consultant to retail giant Wal-Mart.

The pay gap is the widest it has been since 1977, when the gender wage gap was only about one-third of the gender-equity gap in the United States.

That year, women were paid 74 cents on the dollar compared to 74 cents for men, according an analysis by the National Women’s Law Center.

Today, the gender gap is still bigger, but the gender bias in pay has worsened.

Hirschfield said she is particularly concerned about the disparity between the earnings of female retail employees and those of male employees.

Women are paid on average, on average $14.60 less than their male counterparts, according a 2013 report from the Center for American Progress, a liberal think tank.

“What I find most concerning is that the gender paid gap is growing,” Hirschstein said.

“It’s a very concerning gap that we’ve been seeing for a long time.”

Women earn less than men in many industries, but Hirschfeild said that they are often overlooked when it comes to the pay gap because they are not as heavily involved in the workplace.

“There’s a gender wage divide,” she said.

It’s the difference between the income a woman earns compared to a man.

Women typically earn about 30% less than the median male wage.

That means that for every $1 of earnings, a woman makes about $1 less.

“Women have been in a position where they’ve worked longer hours and paid higher wages, but we haven’t paid them fairly for those hours,” Hays said.

That gap has grown so large that for many workers, a gap between what they make and what they should make is too big to overcome.

“When it comes time to negotiate for pay or benefits, women are often at a disadvantage because they’re not as involved in negotiation,” said Hirschburg.

“And women don’t negotiate with their bosses, so it’s really challenging for them to get fair pay.”

The gender wage differential has gotten worse over time.

In 1976, women earned about 84 cents on a dollar.

Today it’s about 78 cents.

But that is still far less than what men make, according the Bureau for Labor Statistics, and the gender disparity is growing, according with some businesses.

For example, the U.S. Bureau of Justice Statistics found that women make less than 80 cents for every dollar men make.

It also found that the wage gap has become worse for people who work full time and for people in industries that depend on part-time workers.

“In terms of the pay differential, I think the number is still fairly large, but it’s getting smaller,” Hairs said.

Women earn about 80 cents on an dollar, according in the Bureau’s analysis.

But the gender inequality is getting worse.

Hairs and other experts agree that the real problem is the way that women are expected to negotiate.

Women have historically been underrepresented in the workforce, and that has contributed to the gender earnings gap.

“I think we’ve reached a tipping point where the gender role has been fundamentally changed,” Hines said.

Some companies have even made changes to their pay structures, which have allowed women to earn more money than men, Hirschfolds said.

For many, the changes have also increased their perception of pay equality.

Hays agreed.

“My experience has been that there’s always been a lot of resistance to it because women have been perceived as less than equal,” Hales said.

She said that is changing, but only if companies take the steps necessary to address the gender disparities in pay.

“These are really important steps,” Hides said.

But not everyone is convinced.

“We’ve been in this business for so long, and I think we’re all too used to having a certain type of pay structure,” said Laura Ritz, a former director of policy for the National Retail Federation, an industry trade group.

“If they’re going to change it, then they should really change it for the better.”

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