São Paulo University Research Highlights Machismo’s Role in Women’s Lower Pay

According to data from the Brazilian Institute of Geography and Statistics (IBGE), women earn, on average, 17% less than men, and even in areas where women traditionally hold more positions, gender pay inequality is present. The survey conducted in 357 sectors indicates that women earn less than men in 82% of the areas of activity. Professor Solange Ledi, from the School of Economics, Administration, Accounting and Actuarial Science (FEA) at USP, comments on the results of the study and explains the factors that contribute to this gender disparity.

According to the expert, despite the reduction in gender inequalities in recent decades, some differences still persist, as studied in the literature on gender economics. She says that there are some causes that influence this problem, such as occupational segregation, in which women occupy roles with less recovery and more precarious working conditions. 

Family structure

According to Solange, the main factor that causes women to have less participation in the job market and occupy different positions is decisions about family structure. She says that many women, when they become mothers, take a period of leave and, when they return to their companies, find a different work environment and need to occupy different positions, with changes in work activities, in addition to changes in salary and benefits.

According to the professor, Brazilian society, like many others around the world, still divides household chores unequally, and as a result, women are seen as responsible for the home and for taking care of children and the elderly. “Women are seen as the main caregivers, so their decisions about participating in the job market are different. Companies have a discriminatory view that sees them as a different workforce in terms of productivity and consistency,” she says. 

Prejudice

According to the expert, when hiring, employers see women as a workforce that, at a certain time, may be absent from work due to maternity, so they try to protect themselves by imposing salary differences. She says that this practice is common even in current times, when many women, including young women, do not feel like having children.

According to the professor, this practice also occurs when choosing leadership positions, in which women are overlooked in favor of men, even when they have the same education and level of training. “This is something that occurs both in hiring and in progression in very competitive careers. So, many of these employers discriminate against women’s work because they expect them to be out of the market for a while if they become pregnant,” she emphasizes.

According to Solange Ledi, even in traditionally female areas and occupations, such as healthcare, there is discrimination against women’s work through different forms of remuneration, benefits, packages and bonuses between genders. “It is a matter of evolution and change, because everyone loses when women are left out of the market or in precarious working conditions, which affects GDP and economic growth. Supportive public policies are needed, such as providing daycare for all mothers, for example, to reduce the penalties imposed after motherhood,” she concludes.