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f r e i n t i II g EQUAL PAY i!M»:t J T — U.S. ^ D E P A R T M E N T , M \ \ O M ! V $ J K -t S O F | T ...j ! - | .;;! \ : • l A B O R ™ .Mjj&T .ESI-HJER JPEJUYAMU D i r e c t o r _ _ T | t i J , — 1 ^ „. | .. \ ^ BLHILAL Pamphlet 9 . . j | f : = : HP t _L J-;. to t i — Foreword During the years 1957-63, equal-pay bills were introduced in 21 States. New legislation was enacted in five of these States, and existing laws were amended in three States. B y the spring of 1963, 22 States had enacted laws requiring women workers to receive equal pay for equal or comparable work in all or in specified industries operating within the State. This State activity, in addition to the congressional activity relating to the Equal Pay Act of 1963, has stimulated the interest of many persons and groups in factual information about wages paid to men and women performing similar work. Therefore in response to numerous requests, as on several previous occasions, the Women's Bureau has assembled and analyzed economic data currently available and pertinent to this issue. Because of time and cost limitations, it has not been feasible to conduct field surveys of individual establishments to learn about differentials in wage rates of men and women performing comparable work. However, the summary material presented here provides additional information on the subject of equal pay. This report was prepared by Jean A. Wells, Acting Chief of the Division of Research and Manpower Program Development, with the assistance of Isabelle S. Streidl. ESTHER PETERSON Director, Women's Bureau i U.S. GOVERNMENT PRINTING OFFICE, WASHINGTON : For sale by the Superintendent of Documents, U.S. Government Printing Office Washington, D.C. 20402 - Price 15 cents 1 1 1963 Contents Page Introduction 1 Job hiring orders 1 Labor-management contracts 3 Pay practices of employers 5 Annual wage and salary income 6 Occupational distributions of men and women workers Occupational earnings of selected groups White-collar workers 7 8 8 Service workers 12 Plant workers 15 Salary schedules of teachers 18 Salaries of recent college graduates 20 Federal salaries 20 iii ECONOMIC INDICATORS RELATING TO EQUAL PAY, 1963 Introduction The principle of paying men and women equal rates for equal or comparable work has been endorsed for several decades by many business, labor, and government representatives in the United States. It was the guiding policy of the war labor boards during World War I and World War II, and of the wage and salary stabilization boards during the Korean war. At the beginning of 1963, equal-pay laws were in effect in 22 States. A majority of the women workers are located in these States. However, in some States equal-pay laws exempt certain groups, such as domestic workers, agricultural workers, or public employees; and in other States, coverage is limited to workers in specific industries. As a result, not all the women workers in equal-pay States are covered by law. In States without equal-pay laws, women workers have only such protection as is provided by labor-management contracts and voluntary policies of individual employers. No nationwide estimate, therefore, can be made either of the number of men and women doing comparable work or of the extent to which they are receiving equal pay. Since prevailing wage-rate data for men and women are not available on a plant-by-plant and job-by-job basis, it is useful to analyze various salary and earnings studies which have been made. From the summaries which follow, we are able to gain some insight into existing pay inequities. Job Hiring Orders When reporting job vacancies to employment offices, employers sometimes list a vacancy with a single job title but with a higher hiring rate for men than for women. About 91 examples of job orders with wage differentials were found by Women's Bureau representatives who visited public employment offices in nine cities in 1963. 1 A majority of the job orders examined, however, indicated that employers desired either "men only" or "women only" for a specific job opening. Many other job orders, of course, listed one job title and one job rate, without any sex preference. Hiring orders with wage differentials based on sex covered a variety of occupations, but well over half were for clerical, service, or sales jobs. Probable reasons for this concentration are such factors as the kinds of jobs for which both men and women are hired, the prevalence of piece rates for many factory jobs, and different practices which employers follow in seeking various types of workers. Table 1 is based on job orders on file in nine public employment offices, and lists selected examples of jobs with wage differentials based on sex. In about one-third of the orders the wage differential amounted to 10 percent or less of the men's rate; in over one-half of the orders, 11 to 25 percent; and in the remaining orders, 26 percent or more. Table 1.—Selected Job Hiring Orders with Wage Differentials in Nine Cities, 1968 Industry Job title Hiring rate Women Men Pay period CITY A Cashier Hospital aide... Kitchen helper. Salesclerk Dairy Hospital Restaurant. _ Retail trade.. $55.00 160.00 .75 40.00 $60-$65.00 190.00 . 90-1.00 65.00 Week.. Month. Hour... Week.. 3,000.00 30.00 2, 470.00 2,184.00 3, 263.00 3, 600.00 45.00 2, 626.00 2, 626.00 3, 705.00 Year... Week.. Year... ...do.... ...do.... CITY B Clerk-typist Cook Dining room attendantHospital aide Physical technician Chemical mfg. Cafeteria Hospital do do CITY C Accounting clerk Do Do Do Do Do Assembler (elec.) Assembler (floor) Do Do Billing clerk Bookkeeper Cashier Glazier Machine operator (addressograph) Machine operator (billing) Do Machine operator (bookkeeping) Machine operator (general) Order clerk Price clerk Punch-press operator Do Machine operator Stock clerk Welder (combination) 2 Insurance Meatpacking Metal mfg Publishing Transportation. do Electrical mfg... Metal mfg do .....do do do do .....do Publishing. Paper products mfg. Metal mfg _do.: do. Machinery mfg. Paint mfg Metal mfg do do Meatpacking Metal mfg 51-58.00 65-70.00 210-260.00 50-55.00 58-70.00 1.45 1.25 1.15 1.185 1.50 210-260.00 210-260.00 210-260.00 1.50 55-60.00 75-80.00 250-275.00 65-70.00 64-80.00 1.80 1.40 1.40 1.545 1.65 250-275.00 250-275.00 250-275.00 1.95 Week... ..do Month.. Week... ..do Hour ..do ..do ..do ..do..... Month.. ..do ..do Hour 46-50.00 54-60.00 Week... 1.60-1.80 210-260.00 1.75-1.90 250-275.00 Hour Month... 210-260.00 250-275.00 1.185 56-60.00 1.35 1.185 1.30 1.25 65-70.00 1.185 1.545 100.00 1.55 1.545 1.75 1.50 70-75.00 1.545 —do Hour... Week.. Hour.. ..do.... ..do.... ..do.... Week.. Hour.. Table 1.- -Selected Job Hiring Job title Orders with Wage Differentials in Nine 1963—Continued Industry Hiring rate Women 1 Men Pay period Cities, Wage differential as percent of men's rate CITY D Dishwasher (hand). Manager (dept.) Do Do 18.00 1.00 1.00 1.00 20.00 1.62 1.50 1.25-1.62 Week.. Hour... ..do—. —do—. 1.30 1.30 1.30 60.00 1.15 1.15 46-56.00 1.30 50.00 1. 50-1.75 1.35 1.35 63.00 1.25 1. 25 63-75.00 1.35 60.00 „do -do -do Week... Hour„_. -do Week... Hour.... Week... Ordnance.. Hospital do Country club Business service.. Misc. mfg Retail trade. do do.. 1.75 45.00 45.00 65.00 1.25 1.15 1.25 1.00 1.00 1.90 54.00 50.00 70.00 1.35 1.25 1.50 1.25 1.25 HourWeek.. ..do.... -do.... Hour... ...do—. —do—. ...do—. —do- Textile mfg Beauty service Retail trade.. do Dry cleaning Retail trade do Communications.. 50.00 75.00 45.00 45.00 1.35 50.00 1.50 325.00 55-60.00 85.00 55.00 55.00 1.55 65.00 1.75 335-350.00 Wee^. .„do_— ...do.... ... d o Hour— WeekHour... Month. 1.75 35.00 60.00 2.00 75.00 80.00 HourWeek. ...do- 1.25 1.25 1.25 1.25 1.50 1.50 1.40 1.40 Hour.. ...do... ...do... ...do... RestaurantRetail trade.. do.__ do CITY E Assembler Cashier Grocery checker... Machine operator. Salesclerk Do Do Stock clerk Teller Electrical mfg_. Retail trade ....do Blueprinting... Retail trade —.do do Retail trade Banking CITY F Assembler.. Clerk-typist Do Cook Detective (store). Packer Salesclerk Do Do CITY G Billing clerk Clerk-typist Counter worker... Do Presser (machine) _ Salesclerk Do Teletype operator_ CITY H General office clerk. Salesclerk Stock control clerk.. Transportation... Retail trade Wholesale trade.. CITY I Cook Production worker Machine operator Punch-press operator. Restaurant.. Food m f g . . . Metal mfg__ do Labor-Management Contracts Labor-management contracts sometimes include provisions which guarantee equal pay to men and women doing the same or comparable work. Such provisions may be in the form of an equal-pay clause, a schedule of job rates, a job evaluation system, or some combination of the three. Some contracts make no mention of equal pay because no women or very few of them are employed by the signatory establishment; in other cases, a clause may be considered unnecessary because most of the work force consists of women. 3 Equal-pay clauses usually state that the principle of equal pay for equal work shall be adhered to. Sometimes they expressly prohibit wage discrimination based on sex. In a special analysis of collective bargaining agreements made by Women's Bureau representatives in 1956, equal pay was specifically mentioned in about two-fifths of the contracts studied. The " k e y contracts" (those covering 1,000 employees or more) had a slightly higher proportion of equal-pay clauses than other contracts. In the electrical products industry, where large numbers of women production workers are employed, equal pay for equal work was specified in more than half the union agreements studied. Typical examples of some equal-pay clauses follow: The parties hereto agree that the wage structure herein set forth is fully in accord with the principle of equal pay for equal work regardless of sex; and agree further to recognize and apply the principle of equal pay for equal work regardless of race, color, or creed. It is agreed that there shall be equal pay for equal work, regardless of sex or age. Most collective bargaining agreements which include a schedule of job rates indicate that a single rate or rate range is to be paid for each job, regardless of the sex of the worker. Some of these contracts do not actually mention the phrase "equal pay," although some warn against discrimination. Some illustrative contract provisions are: The established rate of pay for each production or maintenance job, other than a trade or craft, apprentice, or learner's job as defined in Paragraph 1 of this Subsection B, shall apply to any employee during such time as the employee is required to perform such job. There shall be no discrimination by reason of age, sex, creed, color, or nationality, and all employees will be paid on the established base rate, hourly rate, or rate range for the job assigned except as otherwise provided in this Agreement. At some companies, a job evaluation system has been incorporated into the labor-management contract. As the wage or salary rate is by definition based on an objective evaluation of the skills and other requirements of each job, there may be no reference to the sex of the worker. Examples of clauses in contracts providing job evaluation include: Job descriptions shall be agreed upon by the Union and the Management before the Evaluation Committee begins its work. An equitable wage plan has been scientifically developed by the company for all wage job classifications through the recording of the elemental values of each separate job and their fair evaluation in reference to the elemental values of every other job. 4 The absence of an equal-pay provision does not indicate, of course, that unequal pay for equal work is either permitted or of no concern to the parties involved, since the principle may be voluntarily or unanimously accepted outside the written agreement. On the other hand, the presence of an equal-pay provision does not necessarily insure equal-pay practice. Important factors which influence the effectiveness of an equal-pay provision include the method used in setting rates and the contract enforcement policy. A few labor-management contracts set a man's rate and a woman's rate for the same job, or specify different methods of determining job rates for men and women. Examples follow: Different hourly wage rates are listed for men and women in a contract with a long job-rate list but few jobs covering both men and women. The jobs with differentials follow: male material handlers, $1.96; female material handlers, $1.76; male janitors and sweepers, $1.81; female janitresses, $1.71; male cutter, second class, $2.01; female cutter, $1.91; male inventory, $2.06; female inventory, $1.76. New employees will come under the starting rates and base rates as indicated below: Female—first 30 days, $1,805; thereafter, $1,950; Male—first 30 days, $1,960; thereafter, $2,015. Effective July 1, 1962, all male employees in the employ of the members of the Association on that date shall receive a wage increase of seven and one-half cents (7 1 M) per hour. Effective July 1, 1962, all female employees in the employ of the members of the Association on that date shall receive a wage increase of six and one-quarter cents (6J40) per hour. Pay Practices of Employers Two private surveys in which employers were questioned whether or not they provide equal pay for equal work, give some indication of how employers view their own pay practices. In both surveys, significant proportions of employers acknowledged the existence of some wage or salary inequality. As a result of a survey of more than 1,900 employers in the United States and Canada, the National Office Management Association has reported 1 the following question and answers: Yes No No answer. 2 33 66 1 "Factor of Sex in Office Employment" in the February 1961 issue of Office Executive. These employers were probably all in the United States, since Federal and provincial laws requiring equal pay for equal work cover virtually all employers in Canada. 1 2 5 A mail questionnaire survey conducted by two university professors 3 was focused on salary and personnel practices affecting men and women in high-level positions in business, industry, and education. A total of 120 firms located in 20 States participated in the survey; they included manufacturers, oil companies, insurance firms, banks, universities, and department stores. When questioned whether they always pay women the same salary as men if they both have the same position, the companies who responded answered as follows: Number Always pay the same Never pay the same Sometimes pay the same Percent 65 83 13 17 The report of the university professors includes the following statement: Variations in practice from the policy of equal pay for women, even though the policy is favored, are explained as due to the factor of permanency (there is a relatively high rate of turnover among female employees for reasons of marriage, housekeeping, and family responsibilities) and the existence of jobs for which men are better suited (in which case the distinction in salary is primarily a difference in individuals rather than a difference based on policy). The comments provided in the preceding quotation may be viewed as individual interpretations, since there is no generally accepted proof that women in high-level positions have higher labor turnover than men, and since the jobs being compared were, b y definition, similar—regardless of whether or not men were better suited to them. Annual Wage and Salary Income The wage and salary income data reported annually by the Bureau of the Census provide an overall view of the differences in pay levels of men and women. These differences are related primarily to the different types of jobs men and women hold, but they reflect also a variety of other factors, including amount of education and work experience, industry of employment, size of company, location of plant or office, and even wage differentials based on sex. Among year-round full-time workers, women have earned on the average less than two-thirds as much as men during each of the past 7 years (1955-61). In 1961, women's median income of $3,351 amounted to $2,293 less than men's. Table 2 shows the median income of men and women for the years 1955-61 and the percentage that women's income was of men's. 3 Preliminary information from an unpublished study " M e n and Women in Executive Positions, A Comparison of Salary and Other Personnel Policies and Practices" by Lola B. Dawkins of Arizona State University and E. Lanham of the University of Texas. 6 Table 2 . — W a g e or Salary Income of Women and Men, 1955-61 [Year-round full-time workers] Median wage or salary income Year Women 1961 1960 1959 1958 1957 1956 1955 $3,351 3,293 3,193 3,102 3,008 2,827 2,719 . Men Percent women's income of men's $5,644 5,417 5,209 4,927 4,713 4,466 4,252 59 61 61 63 64 63 64 Source: U.S. Department of Commerce, Bureau of the Census. Even for the same major occupational groups, there are substantial differences in men's and women's earnings. In 1961, the greatest difference existed in the median earnings of men and women sales workers. The relatively best situated were the women clerical workers, who averaged almost seven-tenths as much as men clerical workers. Comparative earnings of men and women in the same major occupational groups are shown in table 3. Table 3.—Earnings of Women and Men in Selected Occupations, 1961 [Year-round full-time workers] Median earnings Occupational group Women Sales workers Managers, officials Service workers (except private household) Operatives Professional workers. Clerical workers _ _ $2,391 3,411 2,302 2,951 4,875 3,719 Men $6,021 6,977 4,322 5,150 7,468 5,355 Percent women's earnings of men's 40 49 53 57 65 69 Source: U.S. Department of Commerce, Bureau of the Census. Occupational Distributions of Men and Women Workers Although women are employed in almost every occupation, a large proportion of women are employed in a relatively small number of occupations, with only a few women in the remaining job array. To a large extent, women have different types of jobs than men. For example, over half of the women workers in 1962 were engaged in clerical or service work (including private-household work), whereas over half of the men workers were operatives, craftsmen, or managerial workers—as indicated in table 4. 7 Table 4.—Major Occupational Groups of Men and Women Workers, Number (in thousands) Occupational group Women 1 Women Men Women as percent of all workers 22, 954 All workers Professional workers Managers, officials Clerical workers Sales workers Service workers Operatives Private-household workers Craftsmen Farmers. Farm laborers Laborers Men Percent distribution 1962 ... _. 44,892 100 100 34 2,865 1,132 6, 963 1,699 3, 462 3, 377 2, 281 223 132 731 90 5,175 6,276 3,144 2, 646 2, 999 8, 664 60 8, 455 2, 463 1, 540 3,469 12 5 30 7 15 15 10 1 1 3 12 14 7 6 7 19 36 15 69 39 54 28 97 3 5 32 3 0) 0) 19 5 3 8 Less than 0.5 percent. Source: U.S. Department D Labor, Bureau of Labor Statistics. f Occupational Earnings of Selected Groups Occupational wage surveys conducted by the Bureau of Labor Statistics provide information on average 4 earnings of men and women in selected occupations. In evaluating this information, it is important to remember that the averages shown do not relate to any particular establishment. Differences in average earnings for men and women in a given area may reflect variation in the following: (1) in the distribution of men and women among establishments (and among industries in the case of office clerical jobs); (2) in job content, since the job descriptions used in wage surveys are usually more generalized than those in individual establishments; or (3) in amounts of work experience or length of service. In order to decrease wage variations arising from differences in incentive earnings, industry combinations, or geographical locations, the following data are presented for jobs paid on a time basis on y, for firms engaged in similar activities, and for the smallest geographical area possible. To what extent these figures reflect unequal pay for identical or comparable work cannot * be determined. Nevertheless, they do serve as striking examples of the lower level of women's earnings. White-Collar Workers Salaries of clerical workers are especially pertinent for consideration because of the fact that 7 million women and 3.1 million men were engaged in clerical work in 1962. It appears that clerical occupations * Average weekly earnings for each occupation were obtained by weighting each rate (or weekly earning) by the number of workers receiving the rate. 8 represent one of the most important areas where lower pay for women than for men is found. The Bureau of Labor Statistics annually collects salary data for selected clerical groups in major metropolitan areas. In the winter of 1958-59, a special analysis was made of comparative job earnings in the survey establishments which employed both men and women in the same job categories. The analysis covered six office jobs and three plant jobs. Although the pay comparisons were confined to identical establishments, the remaining differences are at least partially accounted for by differences in workers' positions within rate ranges, in length of service, and in actual duties within the limits of the job descriptions. From one-fifth to two-fifths of the establishments studied reported higher average earnings for women than for men in the same office jobs. About one-tenth of the establishments had fairly similar average earnings ^for men and women in five of the six office jobs. (Relatively more of the office boys and girls had similar averages.) Thus, in a majority of the survey establishments, women averaged less than men in five of the six office jobs. The difference generally exceeded $8 a week, as may be noted in table 5. T a b l e 5 . — D i s t r i b u t i o n of Establishments by Relationship Between Establishment Averages for Men and Women in Selected Office Occupations, 20 Labor Markets, Winter 1958-59 Relationship of women's weeklyearnings to men's Total number of establishments Accounting Accounting clerks, clerks, class A class B 748 Order clerks 603 207 182 Establishments with women's average higher than men's * Payroll clerks Office boys or girls Tabulatingmachine operators 317 376 472 112 176 43 $20 or more.. $18-$20 $16-$18 $14-$16 $12-$14 $10-$12 $8-$10 $6-$8 $4~$6 i $2-$4 $l-$2 Establishments in which difference was less than $1 Establishments with men's average higher than women's i 5 2 5 3 5 17 13 24 30 48 24 81 487 340 30 146 108 196 156 $l-$2 $2-$4 $4-$6 20 41 $6-$8 $8-$10 $10-$12 $12-$14 $14-$16 $16-$18 $18-$20 $20 or more 1 253 Limited to establishments in which the difference in average weekly earnings is $1 or more. Source: U.S. Department of Labor, Bureau of Labor Statistics. 689-573 26 21 20 11 12 13 30 Another representative group of white-collar workers are bank tellers, for whom salary data were collected by the Bureau of Labor Statistics in 1960. Even though the salary data were separated by the length of experience of the tellers and the type of work done, women's average earnings were consistently lower than men's. 5 For example, table 6 shows that women note tellers with under 5 years' experience typically averaged $5 to $15 a week less than men in the same occupational group. T a b l e 6 . — C o m p a r i s o n of Average Weekly Earnings of Women and Tellers (Under 5 Years' Experience), May-July 1960 Number of workers Area 1 Women Atlanta Boston Chicago Dallas Denver Detroit. Houston Kansas City Los Angeles-Long Beach . Miami Milwaukee Minneapolis-St. Paul _ Newark-Jersey City New York Providence St. Louis San Francisco-Oakland Seattle 1 2 27 44 26 21 56 7 27 16 289 31 22 27 44 21 17 19 60 43 Average weekly hours Men Women 6 13 66 11 6 7 23 12 102 19 14 15 41 125 12 16 68 16 Note Average weekly earnings Men Women 39.0 36.5 39.0 40.0 40.0 37.5 40.0 40.0 40.0 39.0 39.5 40.0 36.0 36.5 37.0 36.5 40.0 40.0 39.0 35.5 39.5 40.0 40.0 40.0 40.0 40.0 40.0 38.5 39.5 39.5 36.0 37.0 36.0 37.5 40.0 39.5 Men $67.00 69.00 78.50 64.00 63.00 64.50 69.50 63. 50 77.00 62.50 63.50 65.00 72.00 75.00 54.00 62.50 71.50 67.50 Men $72.50 77.00 89.50 79.50 91.00 73.50 89.00 74.50 82.50 68.00 94.50 88.50 80.00 80.50 66.00 80.00 81.50 85.00 Difference2 -$5.50 -8.00 -11.00 -15.50 -28.00 -9.00 -19.50 -11.00 -5.50 -5.50 -31.00 -23.50 -8.00 -5.50 -12.00 -17.50 -10.00 -17.50 Includes all survey areas in which both men and women in tMs occupation were paid on a time basis. Refers to the amount by which women's earnings vary from men's earnings. Source: U.S. Department of Labor, Bureau of Labor Statistics. Comparisons of average weekly earnings also may be made for women and men employed in similar white-collar occupations by life insurance companies with home offices or regional head offices in selected cities. The data obtained by the Bureau of Labor Statistics in June 1961 are shown in table 7. In the majority of instances where comparisons are possible, the men's average exceeded the women's average by $8 to $20 a week. Annual salaries for men and women employed in professional occupations in government and voluntary agencies for the blind are shown in table 8. The Bureau of Labor Statistics bulletin which reported the salary data collected in M a y 1961 gave the following analysis : M e d i a n salaries 6 f o r m e n in all agencies c o m b i n e d were higher t h a n f o r w o m e n in 1 4 of t h e 16 o c c u p a t i o n a l categories in w h i c h c o m p a r i s o n s c o u l d be m a d e . I n t h e five categories w i t h t h e highest e m p l o y m e n t — g r a d e school teachers, vocational selors, teachers, caseworkers, home and secondary counschool «In this report, the data are combined for all banks in each survey area. Thus, as stated previously, the differences in earnings are partially accounted for by variations in wages between small and large establishments, in job content, and in length of service. • One-half of the salaries reported fall above and one-half below the median salary. 10 teachers—median salaries for m e n were 1.3, 3.2, 4.2, 11.1 percent, respectively, a b o v e those for w o m e n . 1.1, and Separated b y t y p e of a g e n c y , s a l a r y l e v e l s of m e n a l s o w e r e h i g h e r t h a n f o r w o m e n in a m a j o r i t y of t h e o c c u p a t i o n s in w h i c h c o u l d b e m a d e in b o t h G o v e r n m e n t T a b l e 7 . — C o m p a r i s o n of Average in Home Offices and Regional Weekly Head Number of workers Clerks, Accounting, class A; Chisago Dallas New York Clerks, Correspondence,class A: Chicago Hartford Clerks, Correspondence, class B: Dallas Hartford Clerks, Policy Evaluation: Chicago Dallas Programmers, Electronic Data Processing, class B: New York Tabulating-Machine Operators, class B.Chicago Underwriters, class A: Minneapolis-St. Paul Underwriters, class B: Boston Chicago Los Angeles-Long Beach... Minneapolis-St. Paul Underwriters, class C.Chicago Dallas Earnings Offices of Life Occupation and area Women and Men of agencies.7 Women Insurance Men and Men Companies, Average weekly hours Women comparisons voluntary Average Women Employed June weekly Men 1961 earnings Difference 1 54 23 132 38.0 39.0 35.5 38.0 39.0 35.5 $92. 50 72. 50 87. 50 $96.00 84. 00 97.00 -$3.50 -11.50 -9.50 27 14 37.5 37.0 37.5 36.5 89. 50 105. 50 113. 50 113. 50 -24.00 - 8 . 00 48 29 38.5 37.0 39.5 37.0 64.00 75.50 83.00 84.00 -19.00 - 8 . 50 62 46 37.5 38.5 37.5 38.0 71.00 63.50 90. 50 79. 00 - 1 9 . 50 - 1 5 . 50 36.0 36.0 124.00 129.00 - 5 . 00 38.0 37.5 77. 50 82. 50 -5.00 38.0 38.0 130. 00 150. 00 -20.00 37.0 38.0 38.0 37.5 37.5 37.5 39.0 38.0 126. 50 112.00 120.50 98. 50 126. 00 130.50 118.00 127. 50 + .50 - 1 8 . 50 -f 2.50 -29.00 37.5 38.5 37.5 38.5 90. 50 77.00 99. 00 97.00 - 8.50 -20.00 i Refers to amount by which women's earnings vary from men's earnings. Source: U.S. Department of Labor, Bureau of Labor Statistics. T a b l e 8 . — C o m p a r i s o n of Median Occupations, Annual Agencies Salaries All agencies Occupation Men Assistant directors, agencies for the blind.. Caseworkers (social) Casework supervisors (social)... Directors, agencies for the blind Principals of residential schools Superintendents of workshops for the blind.. Supervisors, sections for the blind Teachers: Teachers of arts and crafts Grade school teachers Home teachers Music teachers Physical education teachers Secondary school teachers Supervising teachers Vocational training teachers Vocational counselors of Women for the Blind, and Government agencies Women Men in Selected 1961 Men Voluntary agencies Women Men $7, 500 5,180 6, £00 6, 500 7,200 $8,130 5,400 7,020 7, 800 7,030 $8, 520 5,520 6, 700 8, 770 7,560 $7,860 5,700 7, 020 8,360 7,020 $7, 500 4,860 6,500 6,240 $8,820 5,200 7,020 7, 750 4, 780 6, 770 5,880 7,130 7, 300 6,190 7,150 4,680 5,300 5, 710 6,800 4,360 4, 450 4, 510 4, 500 4, 350 4,680 5, 400 4,120 5,350 4,250 4,510 4,560 4, 630 4,660 5,200 6,020 4, 740 5,520 4,680 4, 530 4, 740 4, 550 4,350 4, 770 5,370 4, 530 5,360 4,200 4,580 4, 510 4, 820 4, 680 5,200 6, 020 4, 920 5,520 3,490 4,200 3, 900 3,990 4,840 4,000 4,810 3,580 4,350 4, 400 4,500 5, 400 3,800 4, 500 5,330 Source: U.S. Department of Labor, Bureau of Labor Statistics. 7 U.S. Department of Labor, Bureau of Labor Statistics, Bull. No. 1322, "Salaries for Selected Occupations in Services for the Blind, M a y 1961," p. 3. li Service Workers There are about 3.5 million women and 3 million men classified as service workers (excluding private-household workers). Earnings data for service workers have been collected by the Bureau of Labor Statistics in selected service industries, including power laundries, hotels, hospitals, and eating and drinking places. Tables 9, 10, 11, and 12, which present wage comparisons in these industries for occupations employing both men and women workers on a time basis, show marked wage differences favoring men. Table 9.—Comparison of Average Hourly Earnings of Women and Men in Power Laundries, June 1961 Occupation and area Number of workers Women Assemblers: Baltimore Chicago ... Detroit Newark-Jersey City New York Philadelphia Washington, D . C Clerks, Retail Receiving: Chicago Newark-Jersey City Washington, D . C Identifiers: Boston Chicago Newark-Jersey City.. New York Philadelphia. Markers: Boston Los Angeles-Long Beach New York. Pressers, Machine {Drycleaning): Boston Chicago Los Angeles-Long Beach. New York San Francisco-Oakland Tumbler Operators {Laundry): Baltimore Boston Chicago. Los Angeles-Long Beach Newark-Jersey City New York Philadelphia. San Francisco-Oakland— Washington, D . C . _ Wrappers, Bundle: Boston Chicago Los Angeles-Long Beach Newark-Jersey City New York Philadelphia. Washington, D . C 1 Average hourly earnings Men Women Difference1 21 90 18 29 92 22 21 $0.91 1.22 1.13 1.20 1.23 1.17 1.07 $0.87 1.30 1.25 1.33 1.35 1.14 1.11 +$0.04 -.08 -.12 -.13 -.12 +.03 -.04 128 43 132 14 28 18 1.22 1.12 1.00 1.81 1.38 1.08 -.59 -.26 -.08 21 98 38 66 27 63 90 6 64 25 1.26 1.11 1.11 1.17 1.16 1.34 1.34 1.29 1.36 1.16 -.08 -.23 -.18 -.19 40 213 24 14 9 29 1.19 1.35 1.39 1.28 1.67 1.38 -.09 -.32 +.01 13 48 35 30 27 22 18 18 16 21 1.66 1.38 2.00 1.35 2.40 1.78 1.68 1.98 1.88 2.60 -.12 -.30 +.02 -.53 -.20 19 9 128 30 31 49 20 22 16 13 20 51 23 26 62 44 11 12 .82 1.10 1.06 1.29 1.18 1.12 1.19 1.58 .97 .98 1.39 1.30 1.42 1.31 1.23 1.27 1.83 1.25 -.16 -.29 -.24 -.13 -.13 -.11 -.08 -.25 -.28 40 128 12 100 96 91 40 17 22 27 27 72 10 15 1.13 1.11 1.28 1.17 1.19 1.14 .98 1.29 1.38 1.32 1.22 1.41 1.21 .98 -.16 -.27 -.04 -.05 -.22 -.07 Refers to the amount by which women's earnings vary from men's earnings. Men 108 233 71 131 150 177 90 Source: U.S. Department of Labor, Bureau of Labor Statistics. 12 Workers Table 10.—Comparison of Average Hourly Earnings of Women and Men by Selected Occupations in Hotels, June 1961 Occupation and area Number of workers Women Room Clerks: Atlanta Buffalo Chicago Cleveland Denver Detroit Indianapolis Kansas City Los Angeles-Long Beach Miami Milwaukee. Minneapolis-St. Paul New York _ Philadelphia Pittsburgh Portland San Francisco-Oakland St. Louis. Pantry Workers: Boston Chicago Denver Los Angeles-Long Beach Miami Minneapolis-St. Paul.. New York Philadelphia Portland San Francisco-Oakland... Washington, D . C 1 Men Workers, Average hourly earnings Women Men Difference1 22 17 120 33 19 33 37 51 47 65 18 15 10 43 24 23 49 18 64 54 409 43 77 98 22 86 328 361 59 47 852 86 55 44 252 114 $1.55 1.42 1.52 1.31 1.36 1.52 1.29 1.00 1.52 1.23 1.64 1.53 1.85 1.34 1.54 1.47 1.96 1.39 $1.50 1.48 1.67 1.45 1.52 1.47 1.27 1.32 1.49 1.59 1.75 1.58 2.01 1.78 1.54 1.65 2.14 1.24 +$0.05 -.06 -.15 -.14 -.16 +.05 +.02 -.32 +.03 -.36 -.11 -.05 -.16 -.44 85 173 52 38 24 77 122 43 28 16 108 94 56 22 59 134 16 340 47 11 71 19 1.36 1.32 1.23 1.97 1.29 1.36 1.66 1.18 1.59 2.03 1.16 1.68 1.28 1.18 2.05 1. 51 1.34 1.73 1.32 1.53 2.15 1.34 -.32 +.04 +.05 -.08 -.22 +.02 -.07 -.14 +.06 -.12 -.18 - . 18 -.18 +.15 Refers to amount by which women's earnings vary from men's earnings. Source: U.S. Department of Labor, Bureau of Labor Statistics. 13 Table 11.—Comparison of Average Weekly Hours and Earnings of Women and Men Workers in Private Hospitals, Mid-1960 Number of workers Occupation and area1 Women Physical Therapists: Buffalo Chicago Los Angeles-Long Beach. Minneapolis-St. Paul New York Philadelphia San Francisco-Oakland-. X-Ray Technicians: Baltimore Boston Buffalo Chicago Cincinnati Cleveland Dallas Los Angeles-Long Beach. Minneapolis-St. Paul New York Philadelphia Portland San Francisco-Oakland.. _ Nursing Aides: Baltimore Boston Buffalo Chicago Cincinnati Cleveland Dallas Los Angeles-Long Beach. Minneapolis-St. Paul New York Philadelphia Portland San Francisco-Oakland.. . Men Average weekly hours Women Men Average weekly earnings Women Men Difference2 9 65 80 31 105 32 39 9 18 20 7 41 8 9 39.5 39.5 40.0 40.0 37.5 40.0 40.0 40.0 40.0 40.0 40.0 38.5 39.5 40.0 $81.50 81.00 99.00 95.50 80.50 85.50 95.50 $91.00 98.50 91.00 120.50 89.00 100.00 99.50 -$9.50 -17.50 +8.00 -25.00 -8.50 -14.50 -4.00 44 144 36 195 30 79 12 107 65 159 152 24 69 24 34 12 96 10 19 10 40 20 178 14 7 16 40.0 40.0 39.0 40.0 40.0 40.0 40.0 40.0 40.0 38.0 40.0 40.0 40.0 40.0 40.0 40.0 40.0 39.5 40.0 40.0 40.0 40.0 38.0 40.0 40.0 40.0 69.00 69.50 70.00 81.00 64.50 70.00 66.50 86.00 66.00 79.00 65.50 82.50 85.00 74.00 74.50 75.00 86.00 72.00 76.00 74.50 87.00 71.00 79.00 68.50 89.00 89.50 -5.00 -5.00 -5.00 -5.00 -7.50 -6.00 -8.00 -1.00 -5.00 1,726 1,640 1,294 4,987 839 1,634 417 3,209 1,146 6,232 1,849 511 1,037 395 387 96 380 91 381 87 268 171 1,271 520 54 228 40.0 40.0 40.0 39.5 40.0 40.0 40.0 40.0 40.0 39.5 40.0 40.0 40.0 40.0 40.0 40.0 40.0 40.0 40.0 40.5 40.0 40.0 39.5 .40.0 41.5 40.0 37.50 49.00 46.00 50.00 40.00 45.50 35.00 57.00 55.50 46.50 37.50 56.00 64.50 44.50 52.50 52.50 58.50 47.00 54.50 41.50 60.50 60.00 49.50 39.00 61.00 65.50 -7.00 -3.50 -6.50 -8.50 -7.00 -9.00 -6.50 -3.50 -4.50 -3.00 -1.50 -5.00 -1.00 -3.00 -6.50 -4.50 1 Includes all areas in survey in which both men and women were working as physical therapists, X-ray technicians, and nursing aides, and were paid on a time basis. 2 Refers to amount by which women's earnings vary from men's earnings. Source: U.S. Department of Labor, Bureau of Labor Statistics. 14 Table 12.—Comparison of Average Hourly Earnings of Women and Men in Eating and Drinking Places, June 1961 Occupation and area Number of workers Women Bus Oirls and Bops: Atlanta Baltimore Boston . Buffalo Chicago Cincinnati Cleveland Dallas Detroit Houston.. Indianapolis Kansas City Memphis Minneapolis-St. Paul Newark-Jersey City... New Orleans New York Philadelphia Pittsburgh Portland St. Louis San Francisco-Oakland Washington, D . C . _ _ Counter Attendants: Baltimore Boston ... Chicago Cincinnati New York Philadelphia St. Louis Washington, D . C . Pantry Workers: Atlanta Baltimore. Boston Chicago Dallas Denver Detroit. Houston Kansas City Los Angeles-Long Beach Miami Newark-Jersey City New Orleans New York Philadelphia San Francisco-Oakland Washington, D . C 1 Men Workers Average hourly earnings Women Men Difference * 53 104 163 24 276 105 141 312 165 162 132 112 35 51 36 86 523 208 72 29 336 218 238 367 66 861 127 2,551 309 620 386 680 409 106 263 126 231 114 181 3,524 419 122 158 565 1,268 1,133 $0.66 1.00 .98 .95 1.03 .88 .92 .56 .83 .59 .74 .92 .48 1.00 1.17 .52 1.17 1.06 1.05 1.16 .91 1.63 1.08 $0.63 .73 .98 .88 .99 .96 .88 .69 .92 .63 .82 .81 .44 1.06 .82 .54 1.16 .92 .92 1.23 1.02 1.54 .90 +$0.03 +.27 382 797. 971 112 951 1,300 377 394 36 344 721 126 1,262 132 122 169 1.16 1.18 1.02 1.10 1.46 1.04 1.16 1.23 1.00 1.23 1.12 1.49 1.56 1.17 1.72 1.29 +.16 -.05 -.10 -.39 -.10 -.13 -.56 -.06 252 100 269 760 108 92 382 153 185 248 119 38 105 621 427 98 474 48 92 249 199 57 52 31 13 38 369 119 169 54 1,424 172 433 98 .80 .93 1.36 1.30 1.01 1.40 1.31 .81 1.05 1.83 1.12 1.53 .69 1.43 1.27 2.02 1.08 .79 .93 1.69 1.84 1.01 1.21 1.84 .98 1.03 2.12 1.66 1.73 1.18 1.93 1.27 2.27 1.09 +.01 +.07 +.04 -.08 +.04 -.13 -.09 -.04 -.08 +.11 +.04 -.06 +.35 -.02 +.01 +.14 +.13 -.07 -.11 +.09 +.18 -.33 -.54 + . 19 -.53 -.17 +.02 -.29 -.54 -.20 -.49 -.50 -.25 -.01 Refers to amount by which women's earnings vary from men's earnings. Source: U.S. Department of Labor, Bureau of Labor Statistics. Plant Workers Comparative earnings of men and women classified in three plant jobs and employed in identical establishments were analyzed in the Bureau of Labor Statistics community-wage survey of 1958-59. Again, it is pertinent to note that individual plant averages for men and women in a specific job may be influenced by variations in job content and length of service. The differences in average earnings of men and women were found to be least among passenger elevator operators and greatest among janitors. Men and women elevator operators had similar average earnings 15 in a majority of the establishments. However, for janitors and packers, the women's averages were below the men's in at least 70 percent of the establishments. In the latter firms, the difference was typically 15 cents an hour more, as shown in table 13. Table 13.—Distribution of Establishments by Relationship Between Establishment Averages for Men and Women in Selected Plant Occupations, 20 Labor Markets, Winter 1958-59 Janitors, porters, and cleaners Relationship of women's hourly earnings to men's Packers, shipping Elevator operators, passenger 1,232 110 16 14 3 2 1 5 2 2 6 2 2 4 13 18 25 cents or more 23-25 cents 21-23 cents 19-21 cents 17-19 cents 15-17 cents. 13-15 cents 11-13 cents. 9-11 cents 7-9 cents 5-7 cents 3-5 cents _ 185 58 Total number of establishments Establishments with women's average higher than men's * 2 2 1 3 3 3 3 1 1 2 7 Establishments in which difference was less than 3 cents 284 39 61 Establishments with men's average higher than women's i 890 130 35 52 64 63 63 63 56 45 52 47 38 28 319 9 10 8 14 14 6 6 2 6 6 6 43 3 7 6 6 3-5 cents 5-7 cents 7-9 cents 9-11 cents. 11-13 cents 13-15 cents 15-17 cents _ 17-19 cents 19-21 cents 21-23 cents 23-25 cents 25 cents or more _ _ ___ _ __ 2 5 1 2 3 i Limited to establishments in which the difference in average hourly earnings is 3 cents or more. Source: U.S. Department of Labor, Bureau of Labor Statistics. Another study 8 gives information on the comparative average earnings of men and women employed on similar jobs in the same establishments. This analysis was based on earnings data collected by the Bureau of Labor Statistics in the winter of 1952-53 from plants which manufactured machinery. For the seven plant occupations studied, the average earnings of time-rated women workers were lower than men's average earnings in from two-fifths to two-thirds of the establishments. It was suggested in the study report that different distributions of men and women workers within an established range might account for from 5 to 10 cents of the total difference in men's and women's hourly earnings. Therefore, it is particularly interesting to note that men's earnings exceeded women's by at least 5 cents an hour in from one-sixth to one-half of the firms, and by at least 10 cents an hour in s U.S. Department of Labor, Bureau of Labor Statistics, Report No. 98, "Women Production Workers in the Machinery Industries, Their Employment Distribution and Earnings," January 1956. 16 from one-ninth to one-third of the firms. Table 14 shows comparisons of women's earnings with men's based on data given in the special report. 14.—Percent of Than Table Men for Establishments Plant with Workers, Lower Average 29 Machinery Earnings Centers, for Women 1952-53 Percent of establishments in which women's average hourly earnings were— Occupation Lower than men's Lower by over 5 cents 68 70 70 65 42 42 44 Assemblers, class B_ Assemblers, class C Inspectors, class B Inspectors, class C Drill-press operators (single or multiple spindle), cl£iss C Grinding-machine operators, class C Milling-machine operators, class C Lower by over 10 cents 47 50 44 47 32 17 33 26 30 20 36 19 17 11 Source: U.S. Department of Labor, Bureau of Labor Statistics. The occupation of "operatives" included 3.4 million women and 8.7 million men in 1962, but relatively few of these workers appeared to be doing similar work. The numerous wage surveys made by the Bureau of Labor Statistics in manufacturing industries yield relatively T a b l e 1 5 . — C o m p a r i s o n of Average in Wood ments, July Household Furniture Hourly Earnings (Except Upholstered) Women and Men Manufacturing Workers Establish- 1962 Number of workers Occupation and area Women Assemblers, Case Goods: Chicago Indiana. Los Angeles-Long Beach.. Winstcn-Salem-High Point Oluers, Rough Stock: Indiana Off-bearers, Machine: Chicago Indiana Jamestown. Packers, Furniture: Chicago Indiana ___ Winston-Salem-High Point Rubbers, Furniture, Hand: Winston-Salem-High Point Rubbers, Furniture, Machine: Winston-Salem-High Point. Sanders, Furniture, Hand: Chicago Grand Rapids Hickory-Statesville Indiana Los Angeles-Long Beach Martinsville Winston-Salem-High Point Sanders, Furniture, Machine: Miami Sprayers: Los Angeles-Long Beach Winston-Salem-High Point 1 of ' Men Average hourly earnings Women Difference1 $1.90 1.58 2.52 1.41 -$0.24 -.32 -.36 -.11 1.47 1. 55 -.08 1.58 1.34 1.55 1.58 1.52 1.40 -.18 +.15 55 104 230 1.54 1.31 1.20 1. 72 1.53 1.32 -.18 -.22 -.12 43 108 1.28 1.29 -.01 6 88 1.30 1.34 -.04 43 47 50 125 10 88 216 69 12 605 171 244 150 238 1.45 1.45 1.28 1.32 2.10 1.15 1. 21 1.76 1.57 1.27 1.64 2.07 1.28 1.30 -.31 -.12 +.01 -.32 +.03 -.13 -.09 42 129 9 41 203 350 500 395 $1.66 1.26 2.16 1.30 23 . Men 49 6 55 25 84 127 46 16 63 34 8 66 1. 39 1.44 -.05 6 94 177 338 2.53 1.31 2.40 1.44 +• 13 -.13 Refers to amount by which women's earnings vary from men's earnings. Source: U.S. Department of Labor, Bureau of Labor Statistics. 17 few examples of men and women in the same occupations and paid on a time basis. The examples which may be found virtually all show women receiving lower average earnings than men, as illustrated in the three manufacturing industries reported in tables 15, 16, and 17. T a b l e 1 6 . — C o m p a r i s o n of Average in Paint and Hourly Varnish Earnings of Plants, May Number of workers Occupation and area Women Labelers and Packers: Baltimore.. Boston. Chicago Cleveland Detroit Houston Kansas C i t y . — Los Angeles-Long Beach Louisville Newark-Jersey City Paterson-Clifton-Passaic Philadelphia Pittsburgh St. Louis San Francisco-Oakland Fillers, Hand or Machine: Chicago New York Philadelphia Men Women 1961 and Men Workers Average hourly earnings Women Men Difference1 30 8 135 72 29 18 10 19 17 45 8 25 15 28 24 50 40 283 77 36 25 42 64 31 123 31 51 17 20 69 $1.44 1.93 1.84 1.73 1.78 1.43 2.25 2.17 1.56 1.97 1.91 1.43 1.69 1.99 2.46 $1.59 2.07 2.16 2.23 2.50 1.64 2.27 2.31 1.92 2.23 1 91 2.08 2.12 2.17 2.67 -$0.15 -.14 -.32 -.50 -.72 -.21 -.02 -.14 -.36 -.26 18 13 33 292 119 140 2.02 2.08 1.45 2.15 1.94 2.14 -.13 +.14 -.69 Earnings of Women and Men Establishments, May 1961 Workers -.65 -.43 -.18 -.21 i Refers to amount by which women's earnings vary from men's earnings. Source: U.S. Department of Labor, Bureau of Labor Statistics. T a b l e 1 7 . — C o m p a r i s o n of Average Hourly in Work Clothing Manufacturing Number of workers Occupation and area Women Janitors: Georgia . Indiana Kentucky Mississippi. North Carolina.— Tennessee Texas.. Virginia Work Distributors: Georgia. Indiana Mississippi Tennessee ... Average hourly earnings Women Men Men Difference i 14 8 7 14 16 18 16 11 38 27 7 17 18 42 35 11 $1.00 1.17 1.03 1.03 1.01 1.05 1.11 1.05 $1.10 1.27 1.03 1.06 1.04 1.08 1.09 1.07 -$0.10 -.10 20 17 21 27 148 32 51 91 1.07 1.24 1.15 1.24 1.12 1.27 1.13 1.17 -.05 -.03 +.02 +.07 -.03 -.03 -.03 +.02 -.02 i Refers to amount by which women's earnings vary from men's earnings. Source: U.S. Department of Labor, Bureau of Labor Statistics. Salary Schedules of Teachers Teachers' salaries hold special interest for two major reasons: teaching is the most popular profession among women, and there are large numbers of men and women teachers. In October 1962, there 18 were 1,278,000 women and 569,000 men teachers in elementary and secondary schools. Sixteen States and the District of Columbia have laws which require that men and women schoolteachers shall be paid the same rate for comparable teaching positions. These States are: California, Colorado, Connecticut, Illinois, Louisiana, Maine, Maryland, Massachusetts, Montana, Nevada, New Jersey, New York, North Carolina, Oregon, Washington, and Wyoming. In addition, in States where equal pay is not required by law, many school boards have set salary schedules which provide the same rate for men and women schoolteachers. However, higher salaries are often paid for teaching certain subjects, and high school teachers may be paid higher salaries than elementary schoolteachers. Men teachers generally benefit from such provisions, since the majority of them are in high schools and many teach the subjects which pay more. Teacher salary schedules with differentials based on sex have decreased in number during recent decades, but a few still prevail. A National Education Association study of salary schedules for the school year 1962-63 showed higher rates for men than for women in 14 out of 792 reporting school districts. As table 18 shows, the differentials ranged from $100 to $400 a year. Table 18.—School Districts with Salary Differentials for Men room Teachers, by Enrollment of School District, and Women Class- 1962-68 Salary schedule provisions District Minimum 100,000 or more enrollment 50,000 to 99,999 enrollment Wichita, Kans 25,000 to 49,999 enrollment Columbia, S.C 12,000 to 24,999 enrollment Kansas City, Kans Topeka, Kans Ann Arbor, Mich Anoka-Hennepin, MinnMidwest City, Okla 6,000 to 11,999 enrollment: Salina, Kans Albert Lea, Minn... Biloxi, Miss Anderson, S.C Wauwatosa, Wis Suburban Districts:1 Edina-Morningside, Minn Westlake, Ohio 1 Maximum $4,500 $8,500 $200 additional for men. 4,008 5,688 $204 additional for men. 4,600 4,500 4, 500 7,900 7,550 8,800 4,800 9,120 4,100 5,850 $400 additional for men assigned extra duties. $200 additional for men. Men start at $300 above scheduled minimum but do not exceed scheduled maximum. $300 additional for married men, and for widows and widowers with dependent minor children, up to maximum. $150 additional for men. 4,400 7,400 4,600 3,500 3,624 4,900 7,800 5,055 6,500 8,400 4,850 10,100 4,600 8,300 Differential None. $400 additional for men until maximum is reached. Maximum for men is $200 above schedule. $150 additional for men. $200 additional for men. $300 additional for men. $100 additional for single men and $200 for married men. $300 additional for married men until maximum is reached. $100 additional for men. Enrollment not reported. Source: National Education Association Research Report 1962—R 11, "Classroom Teacher Salary Schedules, 1962-63, Districts Having 6,000 or More Pupils." 1962. 19 Salaries of Recent College Graduates Comparative salaries of recent college graduates are particularly pertinent, since length of service and work experience generally may be excluded from the list of possible factors related to differences in average salary data. Such information is available in a study of college graduates made by the Bureau of Social Science Research, Inc., for the National Science Foundation. In this survey of college graduates of the class of 1958, 2 years after graduation—again women generally were found to have lower salaries than their male counterparts in the same occupational classification. The occupations allowing comparisons, relatively few in number, are listed in table 19—except for teachers (who were considered previously). The differences in average salaries for the men and women baccalaureate graduates, when compared by occupation, ranged from $290 to $1,560 a year—all in favor of the men. Table 1 9 . — M e n and Women College Graduates of 1958: Later, by Occupation and Degree Number Occupation Women GRADUATES WHO EARNED A BACHELOR'S D E G R E E IN 1958 Pharmacists.. Writers Artists Accountants Personnel workers Research assistants Mathematicians Chemists Social and welfare workers. _. Their Salaries 2 Years Median annual salary in 1960 Men Women Men Difference1 31 115 49 42 56 171 67 50 247 273 123 78 910 127 336 146 205 181 $5,500 3,990 3,720 4,290 4,290 3,940 5,520 5,540 4,180 $7,060 5,380 5,100 5,490 5,400 4,920 6,090 5,960 4,470 - $ 1 , 560 -1,390 -1,380 -1,200 -1,110 -980 -570 -420 -290 36 126 62 46 92 22 5,000 5, 340 5,080 5,690 5,710 5,170 -690 -370 -90 GRADUATES WHO EARNED A MASTER'S D E G R E E IN 1958 Psychologists Social and welfare workers Librarians. 1 Refers to amount by which women's earnings vary from men's earnings. Source: Bureau of Social Science Research, Inc. Federal Salaries The Federal Government compensates its employees in accordance with the principle of equal pay for equal work. The principle was first written into law in 1870, but was not fully implemented until the Classification Act of 1923 established a uniform system of job grades and salaries. For many years, under an interpretation of the 1870 law, agencies had the option of specifying sex in their requests for qualified appli- 20 cants. This option was abolished in 1962, when the President directed agencies to make appointments without regard to sex, except in unusual situations where such action is found justified by the Civil Service Commission on the basis of objective nondiscriminatory standards. According to statistics collected prior to the new order, the majority of women Federal employees are concentrated in the lower salary levels; whereas most of the men are in the middle levels. A Civil Service Commission survey made in October 19619 showed that job grades 1 through 5 accounted for almost 77 percent of the women Federal employees but only 26 percent of the men. On the other hand, in the top grades of 13 through 18, there were less than 1 percent of the women and 14 percent of the men. Reasons that women's grades are lower than men's include such factors as the differences in kinds of jobs held, nature and amount of education and training, length of service, and preference for men or women in certain types of work. The grade distributions of men and women white-collar workers in Federal service are shown in table 20. Table 20.—Distribution of White-Collar Employees Grade and Sex, of the Federal Government, Women Grade Number by 1961 Percent distribution Men As percent of all employees Number Percent distribution Total 498, 766 32.1 1,054,295 Grade specified 430,500 100.0 41.7 602,107 100.0 GS-1GS-2 GS-3--. GS-4 GS-5 GS-6 GS-7 GS-8 GS-9 GS-10-. GS-11 GS-12 GS-13. GS-14 GS-15.. GS-16 GS-17 GS-18. 832 18,272 109,001 123,185 79,626 31,318 30,404 6,374 16,300 1,984 7,548 3,444 1,531 495 162 13 8 3 0.2 4.2 25.3 28.6 18.5 7.3 7.1 1.5 3.8 0.5 1.8 0.8 0.4 0.1 0) 0) 0) 0) 32.2 53.6 71.0 72.7 63.4 58.4 32.6 28.3 14.8 13.3 7.8 4.8 3.1 2.2 1.4 1.0 1.4 1.2 1,749 15,805 44,584 46,234 45,968 22,286 63,003 16,136 93,615 12,916 88,657 67,998 47,628 22,283 11,159 1,271 561 254 0.3 2.6 7.4 7.7 7.6 3.7 10.5 2.7 15.5 2.1 14.7 11.3 7.9 3.7 1.9 0.2 0.1 0) 1 Less than 0.05 percent. Source: U.S. Civil Service Commission. 9 U.S. Civil Service Commission, "Federal Employment Statistics Bulletin, April 1962." 21 U.S. GOVERNMENT PRINTING OFFICE: 1 9 6 3 O—689-573 ^ o e P A R T ^ •/f, YEARS.OF PROGRESS O/r . U b o r « * * c,.