That still doesn't support the idea there is a need to "minimize the wage gap" by controlling what questions an employer can ask. If such a bias does exist it won't be eliminated because they aren't allowed to ask a single question.
Most research I've seen show that it's the women who are failing to take initiative in asking for raises, rather than the employer purposefully holding them back.
Yet the pretext of these laws is always under the assumption it's the employer actively doing something to block it instead of passively not offering it to people who don't ask (for whatever cultural or biological reason), likewise the women are not active but also passive in this situation.
Additionally you made the same jump in logic to assume women aren't getting the same jobs, the study was limited to promotions and this can't be easily assumed either.
This isn't about blaming the victim either but if you're going to micromanage it at least have to clear motivations and end goals that are being controlled for...
> If such a bias does exist it won't be eliminated because they aren't allowed to ask a single question.
Agreed.
> Most research I've seen show that it's the women who are failing to take initiative in asking for raises, rather than the employer purposefully holding them back.
Yet the pretext of these laws is always under the assumption it's the employer actively doing something to block it instead of passively not offering it to people who don't ask (for whatever cultural or biological reason), likewise the women are not active but also passive in this situation.
I don't get that impression but that's a fair point.
> Additionally you made the same jump in logic to assume women aren't getting the same jobs, the study was limited to promotions and this can't be easily assumed either.
Is it unreasonable to assume that someone with a higher position and more responsibilities would have an easier time landing a higher position job at another company? Or perhaps I'm not understanding what you're saying?
> This isn't about blaming the victim either but if you're going to micromanage it at least have to clear motivations and end goals that are being controlled for...
Most research I've seen show that it's the women who are failing to take initiative in asking for raises, rather than the employer purposefully holding them back.
Yet the pretext of these laws is always under the assumption it's the employer actively doing something to block it instead of passively not offering it to people who don't ask (for whatever cultural or biological reason), likewise the women are not active but also passive in this situation.
Additionally you made the same jump in logic to assume women aren't getting the same jobs, the study was limited to promotions and this can't be easily assumed either.
This isn't about blaming the victim either but if you're going to micromanage it at least have to clear motivations and end goals that are being controlled for...