Nella battaglia tra i sessi, il divario retributivo persiste

A new study reveals that societal perceptions of occupations linked to women continue to shape wage expectations, reinforcing the gender pay gap. Researchers have demonstrated that when people are asked to estimate salaries for roles with varying levels of female representation, they consistently assign lower pay to those dominated by women. This finding supports the concept of occupational devaluation, a theory originally proposed by sociologist Paula England in the 1990s. The study, led by Catherine Taylor, an associate professor of sociology at UC Santa Barbara, was conducted in collaboration with scholars from New York University, the University of Haifa, Tel Aviv University, and NYU Abu Dhabi. Published in Research in Social Stratification and Mobility, the research presents experimental data suggesting that societal bias plays a central role in shaping wage disparities. Participants were shown a hypothetical occupation, management consulting, which is typically considered gender-neutral, and asked to determine appropriate salaries based on the proportion of women in the workforce. Three scenarios were tested: one with 25% women, another with 45%, and a final one with 67% women. Respondents consistently assigned significantly lower annual salaries to the occupation with the highest female representation. On average, they suggested nearly $1,000 less per year for the female-dominated version compared to its male-dominated counterpart. Notably, the gender of the participant had no impact on these recommendations. Both men and women participants exhibited similar patterns, indicating that the observed wage disparity stems from broader societal attitudes rather than individual prejudice. The findings challenge the common assumption that the gender pay gap arises solely from personal choices or preferences. Instead, they highlight how deeply ingrained stereotypes about the value of certain types of labor contribute to systemic undervaluation of women’s work. According to Taylor, the results underscore the importance of addressing unconscious biases within workplaces. She emphasized that well-intentioned individuals can inadvertently perpetuate inequality through unexamined assumptions about who deserves what kind of compensation. To mitigate such biases, Taylor recommends that employers adopt standardized pay structures based on objective metrics such as education and experience, rather than allowing subjective impressions of an occupation’s gender composition to influence salary decisions. Such measures, she argues, would promote greater fairness and benefit organizations by fostering a more equitable workplace environment. The study adds to a growing body of research examining the intersection of gender and economic outcomes. Previous studies have documented persistent wage gaps across numerous countries and industries, often attributing these differences to factors such as occupational segregation, discrimination, and unequal access to opportunities. This latest research provides empirical support for the idea that societal beliefs about the value of particular types of work play a critical role in sustaining these inequalities. Looking ahead, further investigation into the mechanisms underlying occupational devaluation could inform policy initiatives aimed at reducing wage disparities. By understanding how public perception influences hiring and compensation practices, policymakers and business leaders may develop more effective strategies to address the root causes of the gender pay gap.