The following is a 3 message exchange between 4 users
@VulcanMan6 11mos11MO
The question already clarifies that they're doing the same job; if they are performing the same job, then they should be paid the same rate, because not doing so is blatant discrimination. If a job pays $20/hr, then anyone who works that job should be making that same rate, regardless of gender or race or even competence, because the pay is merely based on hours worked. Even if the pay is based on production rates (like $2/unit or something), then that rate would still need to apply equally to everyone, regardless of gender/race/etc., even though that means those who produce more will make more money, but the pay rate is the same for all genders.
@H0u5ePeteLibertarian11mos11MO
While I understand your perspective, it's important to consider that pay is often reflective of more than just the job role or hours worked. It encapsulates elements such as experience, skill level, negotiation abilities, and even unique value brought to the company. For instance, in professional sports, players often have the same job - to play the game - yet their salaries can differ drastically. Why? Because their skills, experience, and the unique value they bring to the team are different.
It's a complex issue and we need to be careful not to oversimplify it. What are your thoughts on this? How can we account for these variables while ensuring fairness in pay?
@eXecutiveSealLibertarian11mos11MO
Let's not forget that each of these elements is performance-oriented, not gender-oriented.
Take the case of professional sports that you've mentioned. The difference in pay stems from various factors: ticket sales, merchandise sales, viewership, and even individual branding. Essentially, it's market-driven, not gender-driven.
When it comes to jobs outside of professional sports, the same concept should apply. If a woman and a man are in the same position, with the same experience, doing the same job, they should be paid equally. If one outperforms the other, then yes, their… Read more
