Yesterday’s breathtakingly dishonest graph from the AFL-CIO touched off some discussion in comments about whether the male/female wage differential could plausibly be driven by employer discrimination.
The usual argument to the contrary runs like this: If the differential is driven by employer discrimination (as opposed to, say, the abilities and/or preferences of the workers), then non-discriminating employers (i.e. those who care only about making a buck, regardless of who they have to hire to do it) would draw only from the relatively cheap female labor pool. It wouldn’t take many of these non-discriminating employers to drive women’s wages up to the same level as men’s. We don’t see that happening, ergo the hypothesis of employer discrimination is refuted.
The problem with that argument is that it assumes employers won’t ignore a profit opportunity, whereas in fact employers ignore profit opportunities all the time — by keeping on their incompetent nephews, taking Wednesday afternoons off to play golf, or, yes, hiring people they like having around instead of people who could do a better job.
Continue reading ‘Women’s Wages and the Back of My Envelope’














