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[Rachel McAdams] The pay gap between men
and women around the world
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looks a little different
depending on how you measure it.
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In Poland, women earn 91 cents
for every dollar a man does.
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In Israel, it's 81 cents.
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In South Korea, women make
just 65 cents on the dollar.
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We know that just freeing
the potential of women,
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that is the fastest multiplier
that we have in terms of our growth.
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That is such an accelerator
in eradicating poverty.
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When you go to the store,
you don't get a woman's discount.
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You have to pay the same
as everybody else.
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So that comes out of your family income.
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[McAdams]
When someone mentions the pay gap,
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you often hear another phrase as well.
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-Equal pay...
-...for equal work.
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-Equal pay...
-...for equal work.
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[McAdams] It makes it sound
like women are paid less
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for doing the same job as men,
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which means women
are paid less just for being women.
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There's a word for that, discrimination.
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But a huge body of research
from many countries shows
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that overt pay discrimination
only potentially explains
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a small part of the gender pay gap.
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It's a real number, but it really,
actually tells you almost nothing
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about the real disparity
between men and women.
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Women aren't looking for a leg up.
They want equal opportunity
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and equal pay. Big difference.
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If you want to change culture,
you can't sit down and wait.
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You must do something about it.
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[McAdams]
So, if it's not all about discrimination,
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why are women around the world paid
so much less than men?
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[man] The woman who works at a career has
chosen to ignore that the woman's place...
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It doesn't matter
if you have a female or male body,
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they should be paid accordingly.
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[man] I see
some really advanced clerical work.
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Pays women 80 cents
for every dollar it pays men.
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[woman] This is our time to stand up
to have our voices heard.
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And women will lead this country.
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That's what this is all about.
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[McAdams] The story in the United States
is similar to a lot of countries.
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It wasn't very long ago that most women,
especially white women,
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didn't work outside the home at all.
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When you go back to the 1950s,
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there weren't very many women
in the workforce.
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The women there were were often
not as well educated as the men.
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They either didn't finish college,
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or they didn't have
the same credentials in college,
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or hadn't gone to college at all.
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Most of the women
in my neighborhood did not work.
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My mother did not work.
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The only women that I saw
in professional roles were teachers.
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[McAdams]
Most women didn't get that far.
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Seventy percent had menial jobs
on factory assembly lines or in offices.
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[man] Women workers don't mind
routine, repetitive work,
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and they're good on work
that requires high finger dexterity.
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[McAdams] People understood that a woman
might need to earn a little money,
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but a career? That was for men.
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Your high score
on the clerical aptitude test
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indicates that you can become
a good secretary.
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[McAdams]
Discrimination was also totally legal,
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allowing employers
to put out job listings for men only.
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When I was growing up,
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I knew one woman lawyer. One.
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I never met a woman doctor.
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I couldn't have even imagined
women engineers.
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[McAdams] The pay gap hovered
around 60 cents on the dollar.
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It was caused by several
interconnected factors,
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like lower female education rates,
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women not being in the workforce
in big numbers,
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grouping in traditionally
feminine industries,
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and the fact that it was perfectly legal
to pay women less,
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and then a slew of cultural norms
about gender roles and aptitudes.
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These were the major explanations
for the pay gap.
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And then, in just a few decades,
things changed.
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Sisterhood is powerful!
Join us now!
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[man] The battle cry
of the women's liberation movement
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rings out down New York's Fifth Avenue.
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[man] First woman to receive
the highest honor of the National...
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[man]
The House broke into spontaneous applause.
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Benazir Bhutto, the new prime minister.
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[man]
This is the first American woman in space.
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[applause]
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[man] First woman nominated
to the Supreme Court.
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[man] First woman ever to run
on a Presidential ticket.
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My candidacy has said to women,
"The doors of opportunity are open."
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Women are out-earning men
in college degrees and advanced degrees.
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[woman] Women are engaged
to bring the next generation.
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For the first time in history,
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women are actually outnumbering men
in the workplace.
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This was just a sea change
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to see women competing for scholarships
I couldn't have competed for,
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going to schools
that were not open to women,
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taking on jobs that were closed to women.
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That's changed... just... unbelievably.
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[McAdams] Many of the factors
that were causing the pay gap shrunk,
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except for one.
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[Anne-Marie Slaughter] But what has stayed
is that women bear children.
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They are assumed
to be the primary caregiver.
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[McAdams] Even as women became doctors,
and lawyers, and heads of state,
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the popular expectation
remained in society
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that they would still do
most of the work of raising children.
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In the United States, in the UK, even in progressive
Scandinavian countries,
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surveys today show
only a fraction of the population
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thinks women should work full-time
when they have young kids.
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When it comes to men,
the expectation flips.
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Seventy percent of Americans think
that new fathers should work full-time.
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There still is a considerable
percentage of people,
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not just in our country,
but around the world, who really think
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once you're a mom,
you shouldn't be in the workplace.
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And that's been proven wrong,
short-sighted over and over again. I learned, after I went back,
when my time was constrained,
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not by my employer, but by me,
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because I wanted to get home to that baby
and spend time with her,
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that I could actually get
a lot of work done in 15 minutes.
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Like, I would take
any opportunity to work.
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I've become, I think, a much better
employee since I've had children.
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[McAdams] Even when a mother does work
full-time just like her male partner, she spends nine hours a week more than him
on childcare and housework.
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Over a year, that's the equivalent
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of an extra three months
of a full-time job.
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This is the heart of the pay gap,
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and to understand why,
it helps to follow the story
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of a young couple
just starting out on their careers.
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I often think about the trajectories
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of the many law students I taught.
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They look exactly the same.
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They have the same educational record,
the same experience.
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And then you watch what starts to happen
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as they hit their late 20s, early 30s,
childbearing years,
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and they start thinking
about having children.
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If they have children,
at that point, somebody has to be home.
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You can have lots of childcare,
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but a parent needs to be at home
for those situations that needs a parent.
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So he's likely to get promoted.
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She, on the other hand, has had
to turn down some of those assignments,
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say no to some of that travel.
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So eight years out, ten years out,
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typically, he's then a partner,
and he can do lots of things from there.
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She hasn't made partner.
She's not earning the same.
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She's working flexibly, or even part-time,
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and from there, her earning potential
and his just keep diverging.
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[McAdams] This is the story the data
tells us in study after study
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in a variety of different countries.
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One Danish study
did an especially good job
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of showing how childbirth
affects earnings.
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[McAdams] Here's a man's pay trajectory.
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Watch what happens when his child is born.
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Here's the woman's trajectory.
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So then if you compare the earnings
of a woman with kids
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to a woman without kids,
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you can see that the pay gap
isn't as much about being a woman
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as it is about being a mom.
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The gender gap really is between
women with children and everybody else.
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Women who are not caregivers
earn 96% of every dollar.
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It's a motherhood penalty.
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[McAdams]
Some mothers don't see this as a problem.
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They want to spend more time
with their children.
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They don't mind
if it means making less.
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Some women make a job choice based
on the fact they want to have families.
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Nothing wrong with that.
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Presenting it as, you know, a penalty
is kind of denying
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first, that women make that choice,
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but also that there's
some extreme value...
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not just for the children, the family,
but also for the women making that choice.
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A pay gap based on choices,
you know, is different
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than a pay gap
that's just because you're a woman,
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and you just can't get equal pay
for doing the same thing a guy does.
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[McAdams] But often, women and men
don't get the same choices.
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In the US, there are three times
as many single moms as single dads.
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And growing up, most of us get the message
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that caregiving is more
of a woman's job than a man's.
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Take, for example, a 1980s advice column
about how to decorate your desk at work
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that still rings true today.
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Someone wrote in and said,
"I've just gotten a big promotion,
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so I'll have my own work space
for the first time.
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How should I decorate it?"
And here was the answer,
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"I can't tell from your initials
whether you're a man or a woman,
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and the answer depends upon which you are.
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If you're a man, and you have a family,
plaster your office with family pictures,
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because people will think
you're a very good provider. If you're a woman, and you have children,
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don't put pictures up in your office
of your family,
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because people will think
you can't keep your mind on your work."
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[McAdams] The roots of this issue go deep
to how we understand family
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and mothers and fathers.
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It's why the gap is so hard to close.
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But it's not impossible.
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Two countries, Iceland and Rwanda,
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have almost closed their wage gaps,
and in just a few decades.
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And looking at these two cases
reveals important lessons
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about what it takes to create a society
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where women are paid
almost the same as men.
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Rwanda is one
of the poorest nations on Earth,
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and until just a few decades ago,
women were denied many basic rights.
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[Consolee Nishimwe]
Before 1994,
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women were not allowed
to speak in public. Married women were not allowed
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to open a bank account without
the authorization of their husbands.
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[McAdams]
But in 1994, everything changed.
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The fifth day of carnage and bloodshed
in the Central African nation of Rwanda.
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Thousands of people
are feared dead tonight...
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The fiercest fighting yet
in the Central African nation of Rwanda.
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[McAdams] In just three months,
800,000 people were murdered.
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Losing my dad and my three brothers,
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I survived with my mom and my sister.
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[McAdams] After the violence, the Rwandan
population was 60 to 70% women.
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It destroyed completely the social fabric.
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You do anything you can do to survive.
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[McAdams]
The shortage of men meant
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that women had to step into the workforce
in huge numbers,
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taking on jobs that a year earlier
would have been unheard of.
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You'll find a woman who was police,
for instance, or in the military.
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Gradually, women were found,
like, being a mayor, a governor.
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Women actually were helping
to change, you know, the country.
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[McAdams] The new government realized
that to rebuild Rwanda,
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they needed women.
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So they immediately implemented
a host of new policies
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aimed at getting more women
into positions of power.
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The preamble to the new Constitution
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included a commitment to equal rights
between men and women,
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stipulating that 30% of representatives
at all levels of government be women.
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Today in Rwanda, women hold 61%
of the seats in Parliament,
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the highest in the world.
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They have a labor force participation rate
of 88%.
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Rwanda is one of the few countries
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where a woman is just as likely as a man
to work outside the home.
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The Constitution also created
the position of gender monitor,
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who ensures
that public programs are complying
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with the country's goals
of gender equality.
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A young girl in Rwanda doesn't think
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that there is anything
that she's not allowed to do.
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They don't have to grow in a system
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where they think
there will be a ceiling somewhere.
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[McAdams]
This cultural shift around gender began
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as a survival mechanism
after the genocide.
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But thanks to aggressive policies,
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Rwanda has achieved lasting progress
in closing the gap. The World Economic Forum
puts Rwanda's pay gap
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at 86 cents on the dollar.
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Much further north,
the small island nation of Iceland
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has also made major strides
towards closing the pay gap.
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But they took a different path
towards equality.
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The real turning point came in 1975.
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[Crowd chanting song]
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The year before I was born,
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the women of Iceland
actually left their workplaces
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and went out in the streets
in order to object to the gender pay gap.
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Without them in their jobs,
businesses could not stay open,
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and it started a huge grassroots wave
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that, you know,
slowly started changing society.
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The first result was really
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that women became a lot more visible
in the political field.
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[McAdams]
In 1980, five years after the strike,
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Iceland voted in the world's first
democratically-elected female president.
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...Iceland. Hurray! Hurray!
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[McAdams] The number of women
in the Icelandic Parliament skyrocketed.
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Then really, in the years to follow,
you see policy changes.
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[McAdams] In 1981, Iceland passed a law
that required employers
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to provide new mothers
three months of paid leave.
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That was extended to six months in 1988.
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Guaranteed maternity leave
was a novel idea at the time,
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and Iceland's was one
of the most generous in the world.
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But as progressive as this law was,
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it encouraged moms to stay home
while new fathers kept working,
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reinforcing cultural norms
at the heart of the pay gap
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that women are caregivers,
and men are not.
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So lawmakers did something radical.
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What if they gave parental leave to dads
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and made it a use-it-or-lose-it benefit,
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so dads would feel pressure to take it?
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Iceland passed that law in the year 2000.
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Obligational paternity leave
has made a difference
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in the culture of men in Iceland,
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a very positive difference.
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The men of the youngest generations,
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they expect to take time off
to take care of their children.
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Which really makes all the difference,
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both at home, but also in the job market,
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because now you can actually expect,
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if you're hiring a young man
or a young woman,
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both will take maternity
or paternity leave.
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[McAdams] In 2004, the pay gap in Iceland
was about the same as it was in the US,
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but in the years that followed,
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Iceland's gender pay gap shrank,
to where today,
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women in Iceland make about 90 cents
on every dollar a man does.
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So we know that narrowing
the gender wage gap isn't impossible.
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But these kind of family-friendly policies
might come with tradeoffs
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that we don't immediately see.
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These are benefits.
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Having more of these choices available
are great things.
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We should not expect them
to come for free.
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Some women elect to have children.
Some don't.
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And some men elect to have children.
Some don't.
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Can I look at the person
who elected not to have children
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and say,
"You gotta pay for it in some way"?
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If a mother takes off a lot of time,
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what does the small business person do
who only has three employees?
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I don't want to penalize a mother,
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but you don't want
to penalize a small business owner.
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It's not the same
with a giant corporation,
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because they have
enormously more flexibility
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in filling positions,
and it doesn't hurt the bottom line.
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[McAdams]
While it may not be
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the biggest reason
women are paid less than men,
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and it varies significantly
across countries and industries,
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women still don't get
equal pay for equal work.
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There is an irreducible percentage
that is due to discrimination.
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It's just very clear that much
of what the workplace favors...
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favors men.
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I've watched it
in many different settings
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where, you know,
the guy you talk sports with,
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the guy you go golfing with,
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he's somebody you get more familiar with,
and you're comfortable around.
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[McAdams] But that kind of discrimination
has declined over the decades
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as more women entered the workplace,
and the culture shifted.
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Changing the expectation that women
should be the ones to raise children
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will require another cultural shift.
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And in the view of many
who work on this issue,
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that shift begins with men.
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Until we think of men and women
as both caregivers and breadwinners,
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we're not gonna get there,
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because as long
as it's a woman problem...
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then we are reinforcing
that stereotype that care is her job.
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It'll only be less of a burden on women
when men feel comfortable saying,
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"I'm going to a parent-teacher conference.
I'm not leaving it to my wife."
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Or, "I really wanna go
to the well-baby check-up.
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They're getting their vaccinations.
I wanna be there."
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The wage gap is not just
a woman's issue. It's a family issue.