# data[].attributes.body
1. I feel kind of confident in my research paper, although i feel like there is still some grammar mistakes in it.
2. I believe that I'm proud of the introduction and first body paragraph the most.
3. The hardest part fr me was to complete the 4 pages because all i had was a couple of lines in the 4th page i couldn't think of any information to add to my research paper.
4. I have learned a lot of things. For examples, I learned that many states all  have different payment gaps and Louisiana's payment difference is very high and unbalanced.
5. I want the world to know that even though this topic isn't really talked about much, it's still a problem. When I mean about the world not talking about it, when i was researching for articles most of the articles have mostly the same main idea and not really if there has been a change or not.

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1. I feel like I need to research a little more since the I don't have enough information.
2. The type of information I have is graph on how the payments are slowly becoming more equal.
3. I kind of understand my topic. I need to research more on why is this a problem and how we could fix this problem.
4. In my research there isn't a lot  information that I need to prove my point, but other than that there isn't anything confusing about it.
Blog 3
1. I would do 1-2 paragraphs on each article.
2.I would like to include data from the websites such as graphs.
3. I would look at my notes and make a paragraph on each article.
4.I don't have any ideas for my introduction or conclusion but I will figure that out.
5. I may need 6-8 paragraphs for my research paper.

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- In 2017, the average payment for women was $12,000 and for men it was $21,000
-Women are most likely to work at a lower payment industry
- In the UK, Australia, Japan Sweden and Germany have employers to calculate the gender pay gap
- In some countries the have a new policy for equal payment
Article #2

- women who are financial managers are paid 65% than what men get paid
- In 2017, women in California got paid 89%
- In different states many women get paid more than others

Article #4
- in 1960s women got paid 64% of what men get paid
- Today, women get paid more equally than men than women in the 1900s

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1. I chose my topic because no one really talks about this problem and I want to dig more into it.
2.The one thing that intrigues me is the amount of money that males get that females don't.
3. One thing that I didn't know was that throughout the years the amount of money between males and females have been balanced out, but still isn't equal.
4. How will this problem be solved?

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The difference in men's and women's median earnings amounts to $500 billion per year, according to a new report.

The gender pay gap has narrowed by less than a nickel in the 21st century, with women today earning 80 cents for every dollar paid to a man in the U.S., according to a released Tuesday by the American Association of University Women.

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This pay gap, defined as the difference in men's and women's median earnings, means women miss out on $500 billion in earnings per year and impacts women across all demographics, though the gap is bigger for women of color and for older age groups, according to the report.

"While the nation's unemployment rate is down, and the number of women working is up, the wage gap is sadly remaining stagnant," AAUW CEO Kim Churches said in a press release. "It's unacceptable. There is no gender differentiation when it comes to quality, skills and talent," she added.

Financial managers, physicians and surgeons and accountants are examples of professions with the largest collective gender pay gaps, AAUW found in the study. Women who are financial managers only make 65 percent of what men holding that title are paid.

Among the professions with the largest percentages of women, retail sales supervisors have the largest pay gap, making 74 cents to the dollar. Registered nurses and elementary and middle school teachers have the lowest pay gap, earning 92 percent of what their male counterparts take home.

The pay gap also varies widely by state. In 2017, women in California who worked full time were paid 89 percent of what men were paid when evaluating median annual earnings. In Louisiana, women earned 69 percent of what men were paid.

Besides Louisiana, Utah, Indiana, Alabama and West Virginia also have some of the highest pay gaps. States with the smallest wage gaps include California, New York, Florida, Delaware and Vermont.

U.S. News & World Report also measured the income gap by gender in its 2018 Best States rankings using 2016 U.S. Census Bureau data. The results were similar, but New York had the lowest gender pay gap, followed by California.

The AAUW report also evaluated states based on their equal pay laws, which were indicative of their gender pay gaps. California, for example, is one of the states with the strongest equal pay laws, whereas Louisiana's are considered weak and Alabama and Mississippi don't have any such laws, according to the report.

Casey Leins, Staff Writer

Casey Leins is a staff writer and producer at U.S. News & World Report.

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California's a Good Place for Women to Work

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The difference in men's and women's median earnings amounts to $500 billion per year, according to a new report. The gender pay gap has narrowed by less than a nickel in the 21st century, with women today earning 80 cents for every dollar paid to a man in the U.S., according to a released Tuesday by the American Association of University Women.

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The average pay for women in 2017 was $12,000, compared with $21,000 for men. Image: REUTERS/ Jorge Silva

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What the pay gap between men and women really looks like

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The average pay for women in 2017 was $12,000, compared with $21,000 for men. Image: REUTERS/ Jorge Silva Senior Writer, Formative Content Stay up to date: Gender Inequality Follow Don't miss any update on this topic Create a free account and access your personalized content collection with our latest publications and analyses.

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The gender gap in pay has narrowed since 1980, but it has remained relatively stable over the past 15 years or so. In 2017, women earned 82% of what men earned, according to a Pew Research Center analysis of median hourly earnings of both full- and part-time workers in the United States. Based on this estimate, it would take an extra 47 days of work for women to earn what men did in 2017.

By comparison, the Census Bureau found that full-time, year-round working women earned 80% of what their male counterparts earned in 2016.

Our analysis finds that the 2017 wage gap was smaller for adults ages 25 to 34 than for all workers ages 16 and older. Women in this age group earned 89 cents for every dollar a man in the same age group earned.
(For more on the gender pay gap, see our 2014 explainer, "There's more to the story of the shrinking pay gap." To understand how we calculate the gender pay gap, see our 2013 post, "How Pew Research Center measured the gender pay gap.")
The estimated 18-cent gender pay gap among all workers in 2017 has narrowed from 36 cents in 1980. For young women, the gap has narrowed even more over time. In 1980, women ages 25 to 34 earned 33 cents less than their male counterparts, compared with 11 cents in 2017.

Why does a gender pay gap still persist?

Much of the gap has been explained by measurable factors such as educational attainment, occupational segregation and work experience. The narrowing of the gap is attributable in large part to gains women have made in each of these dimensions.

But other factors that are difficult to measure, including gender discrimination, may contribute to the ongoing wage discrepancy. In a 2017 Pew Research Center survey, about four-in-ten working women (42%) said they have experienced gender discrimination at work, compared with about two-in-ten men (22%) who said the same. One of the most commonly reported forms of discrimination focused on earnings inequality. One-in-four employed women said they have earned less than a man who was doing the same job; just 5% of men said they have earned less than a woman doing the same job.

Both men and women see inequalities in the workplace: In a 2014 Pew Research Center survey, 77% of women and 63% of men said this country needs to continue making changes to give men and women equality in the workplace.

Family caregiving responsibilities, particularly motherhood, can lead to interruptions in career paths for women and can have an impact on long-term earnings. In a 2013 survey, women were more likely than men to say they had taken breaks from their careers to care for their family. Roughly four-in-ten mothers said that at some point in their work life they had taken a significant amount of time off (39%) or reduced their work hours (42%) to care for a child or other family member. Roughly a quarter (27%) said they had quit work altogether to take care of these familial responsibilities. Fewer men said the same. For example, just 24% of fathers said they had taken a significant amount of time off to care for a child or other family member.

Our 2016 survey of workers who have taken parental, family or medical leave in the past two years found that mothers typically take more time off than fathers after birth or adoption. The median length of leave among mothers after the birth or adoption of their child was 11 weeks, compared with one week for fathers. About half (47%) of mothers who took time off from work in the past two years after birth or adoption took off 12 weeks or more.

Mothers were also nearly twice as likely as fathers to say taking time off had a negative impact on their job or career. Among those who took leave from work in the past two years following the birth or adoption of their child, 25% of women said this had a negative impact at work, compared with 13% of men.

Even though women have increased their presence in higher-paying jobs traditionally dominated by men, such as professional and managerial positions, women as a whole continue to be overrepresented in lower-paying occupations. This may also contribute to gender differences in pay.

Note: This is an update of a post originally published April 8, 2014.

Topics: Gender, Income Inequality, Work and Employment, Income

1. Nikki Graf is a research associate focusing on social and demographic trends at Pew Research Center.

2. Anna Brown is a research analyst focusing on social and demographic trends at Pew Research Center.

3. Eileen Patten is a former research analyst focusing on Hispanic, social and demographic trends at Pew Research Center.

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Gender pay gap has narrowed, but changed little in past decade

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The gender gap in pay has narrowed since 1980, but it has remained relatively stable over the past 15 years or so. In 2017, women earned 82% of what men earned, according to a Pew Research Center analysis of median hourly earnings of both full- and part-time workers in the United States.

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The gender wage gap in weekly earnings for full-time workers in the United States did not improve between 2016 and 2017. In 2017, the ratio of women's to men's median weekly full-time earnings was 81.8 percent, a decrease of 0.1 percentage points since 2016, when the ratio was 81.9 percent, leaving a wage gap of 18.2 percentage points, nearly the same as the 18.1 percentage points in 2016. Women's median weekly earnings for full-time work were $770 in 2017 compared with $941 for men. Adjusting for inflation, women's and men's earnings increased by the same amount, 0.7 percent, since 2016. ¹

Another measure of the wage gap, the ratio of women's and men's median annual earnings for full-time, year-round workers, was 80.5 percent in 2016 (data for 2017 are not yet available). An earnings ratio of 80.5 percent means that the gender wage gap for full-time, year-round workers is 19.5 percent.

The gender earnings ratio for full-time, year-round workers, which includes self-employed workers, tends to be slightly lower than the ratio for weekly earnings (which excludes the self-employed and earnings from annual bonuses, and includes full-time workers who work only part of the year). Both earnings ratios are for full-time workers only; if part-time workers were included, the ratios of women's to men's earnings would be even lower, as women are more likely than men to work reduced schedules, often in order to manage childrearing and other caregiving work.

Since 1980, when weekly earnings data were first collected, the weekly gender earnings ratio has risen from just 64.2 percent to 81.8 percent now. Most of the progress towards gender equality took place in the 1980s and 1990s. In the past ten years (2008 to 2017), the weekly gender wage gap narrowed by just 2.0 percentage points, compared with 3.9 percentage points in the previous ten years (1998 to 2007), and with 4.4 percentage points in the ten years prior to that (1988 to 1997). Progress in closing the gender earnings gap based on median annual earnings has also slowed considerably. If the pace of change in the annual earnings ratio were to continue at the same rate as it has since 1985, it would take until 2059 for women and men to reach earnings parity. ²

Women of all major racial and ethnic groups earn less than men of the same group, and also earn less than White men, as illustrated by Table 1. Hispanic workers have lower median weekly earnings than White, Black, and Asian workers. Hispanic women's median weekly earnings in 2017 were $603 per week of full-time work, only 62.2 percent of White men's median weekly earnings, but 87.4 percent of the median weekly earnings of Hispanic men (because Hispanic men also have low earnings). The median weekly earnings of Black women were $657, only 67.7 percent of White men's earnings, but 92.5 percent of Black men's median weekly earnings (Table 1). Primarily because of higher rates of educational attainment for both genders, Asian workers have higher median weekly earnings than White, Black or Hispanic workers (the highest of any group shown in Table 1). Asian women's earnings are 93.0 percent of White men's earnings, but only 74.8 percent of Asian men's earnings. White women earn 81.9 percent of what White men earn, very close to the ratio for all women to all men, because White workers remain the largest group in the labor force.

Women and men of the largest racial and ethnic groups, besides Asian women and men, saw increases in median weekly earnings between 2016 and 2017. ³ White women's real earnings increased by 1.6 percent, Hispanic women's by 0.8 percent, and Black women's by 0.4 percent. Asian women saw a decrease in median weekly earnings of 2.0 percent. Asian, Hispanic, and White men's earnings increased (by 2.7 percent, 1.9 percent, and 0.9 percent, respectively), while Black men's earnigns fell by 3.2 percent. Earnings for a full-time week of work leave Hispanic women well below, and Hispanic men and Black women not much above, the qualifying income threshold for receipt of food stamps of $615 per week for a family of four. ⁴

Women's lower earnings are due to a number of factors, including lower earnings in occupations done mainly by women; lack of paid family leave and subsidized child care; and discrimination in compensation, recruitment, and hiring. ⁵ Measures to improve the quality of jobs held mainly by women, tackle occupational segregation, enforce equal pay and employment opportunities, and improve work family benefits for all workers, will help the incomes of women and their families grow and strengthen the economy. ⁶

Sources for Figure 1 and Tables 1 and 2: Annual data: 1955: Francine D. Blau and Marianne A. Ferber, The Economics of Women, Men, and Work, 2nd ed. (Englewood Cliffs, NJ: Prentice-Hall, 1992); U.S. Census Bureau, Income and Poverty in the United States: 2016 Table A-4 <https://www.census.gov/content/dam/Census/library/publications/2017/demo/P60-259.pdf > (accessed March 2018) Weekly data: 1980-2016: from U.S. Bureau of Labor Statistics, Median weekly earnings of full-time wage and salary workers by selected characteristics, Annual Averages <http://www.bls.gov/cps/cpsaat37.pdf> (retrieved March 2018).
Notes

1. 2016 earnings were converted into 2017 dollars using the Consumer Price Index Series (CPI-U) , U.S. Bureau of Labor Statistics <https://www.bls.gov/cpi/tables/supplemental-files/historical-cpi-u-201801.pdf> (accessed March 2018).

2. Institute for Women's Policy Research. November 2017. "Women's Median Earnings as a Percent of Men's, 1985-2016 (Full-time, Year-Round Workers) with Projection for Pay Equity, by Race/Ethnicity." IWPR Quick Figures #Q066 <https://iwpr.org/publications/womens-median-earnings-1985-2016/> (accessed March 2018).

3. According to data provided by the U.S. Bureau of Labor Statistics, changes in earnings between 2016 and 2017 were statistically significant for White women and men; for other groups, with smaller survey sample sizes, 2017 earnings were within the margin of error compared to 2016 data.

4. To qualify for food stamps, the income of a household of four must be at or below 130 percent of the federal poverty level; in 2016/17 this earning threshold was $2,665 per month, corresponding to $615 per week (USDA Food and Nutrition Service. 2017. Supplemental Nutrition Assistance Program (SNAP). On the internet at <http://www.fns.usda.gov/snap/eligibility> (accessed March 2018).

5. Blau, Francine D. and Lawrence Kahn. 2016. "The Gender Wage Gap: Extent, Trends, and Explanations" NBER Working Paper No. 21913. < http://www.nber.org/papers/w21913> (accessed March 2018).

6. Council for Economic Advisors. 2015. "Gender Pay Gap: Recent Trends and Explanations." Issue Brief. The White House <https://www.whitehouse.gov/sites/default/files/docs/equal_pay_issue_brief_final.pdf> (accessed March 2016); Institute for Women's Policy Research. February 2016. "The Economic Impact of Equal Pay by State." IWPR #R468 <http://www.iwpr.org/publications/pubs/the-economic-impact-of-equal-pay-by-state> (accessed March 2018).

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The Gender Wage Gap: 2017 Earnings Differences by Race and Ethnicity | Institute for Women's Policy Research

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The gender wage gap in weekly earnings for full-time workers in the US did not improve between 2016 and 2017. In 2017, the ratio of women's to men's median weekly full-time earnings was 81.8 percent, a decrease of 0.1 percentage points since 2016.