Welcome to Thunderdome

And finally, "I was reaching my climax and she moaned, 'Put your babies in me.' Completely took me out of the game."

Leisher wrote: ↑Wed Jan 05, 2022 2:07 pm I thought about putting this in the Moron thread, and I think it applies there because of what she did to herself, but I think it applies more here. Mainly because...as gross as this is...I think it's a prime example of how much easier the world is if you're an attractive woman.

Woman's ridiculously high paying (HUGE UNDERSTATEMENT) job derailed by heart issue.

Leisher wrote: ↑Fri Jan 07, 2022 9:58 pm Seriously, Rule #1 Be Attractive. Also, what the fuck is wrong with people?

TheCatt wrote: ↑Fri Jan 07, 2022 10:52 pm

Leisher wrote: ↑Fri Jan 07, 2022 9:58 pm Seriously, Rule #1 Be Attractive. Also, what the fuck is wrong with people?

She's not even very attractive.

Leisher wrote: ↑Wed Jan 05, 2022 2:07 pm Woman's ridiculously high paying (HUGE UNDERSTATEMENT) job derailed by heart issue.

Recent decades have witnessed a growing focus on two distinct income patterns: persistent pay inequity, particularly a gender pay gap, and growing pay inequality. Pay transparency is widely advanced as a remedy for both. Yet we know little about the systemic influence of this policy on the evolution of pay practices within organizations. To address this void, we assemble a dataset combining detailed performance, demographic and salary data for approximately 100,000 US academics between 1997 and 2017. We then exploit staggered shocks to wage transparency to explore how this change reshapes pay practices. We find evidence that pay transparency causes significant increases in both the equity and equality of pay, and significant and sizeable reductions in the link between pay and individually measured performance.

Our results suggest that pay transparency has an economically sizeable effect in reducing pay inequity, significantly reducing the performance-conditioned gender pay gap, as well as more broadly improving the precision with which pay is linked to observable performance metrics and promotion. Overall pay allocation becomes more fair, more equitable and less discriminatory, at least on the performance dimensions we can measure. At the same time, our results suggest that pay transparency has a significant and economically sizeable effect in increasing the equality of pay, reducing by nearly 20% the level of pay variance within departments and institutions. Overall, pay also simply becomes more equal.

One way an organization composed of individuals with heterogenous abilities can generate both more equal and more equitable pay is to have pay both more precisely and more weakly linked to individual performance. We find evidence of exactly this: pay transparency leads to significant and economically sizeable reductions in the performance basis of pay. Not only is pay more consistently and equitably linked to performance, but the financial rewards linked to observable performance metrics as well as rank advancement substantially decline after wages become more transparent.

In aggregate, our results confirm that pay transparency has the consequences that many policy advocates claim. It prompts organizations to reduce inequity and inequality in pay allocation. At the same time, pay transparency has consequences less frequently discussed. Pay transparency prompts those allocating pay to weaken the link between observable performance metrics and pay. We view our results as providing an empirical test of the causal effect of pay transparency on three fundamental attributes of pay—pay equity, pay equality and the performance basis of pay in organizations—thereby generating a framework for policymakers and practitioners alike to evaluate and debate the arguably complex consequences of pay transparency.