• The gender wage gap persists, and women make 82 cents for every dollar a man makes. 
• This report show the gap in pay varies widely based on location, race, and several other factors.
• This report provides all woman with a way to earn 6-7 figure incomes.

According to Sonam Sheth , Madison Hoff , Marguerite Ward , and Taylor Tyson of Insider, Men have earned more than women since 1979, the first year with available data.

Equal Pay Day reflects how many extra days women have to work to earn what men did in the previous year. This year’s Equal Pay Day falls on March 24. The Census Bureau wrote in a recent post that this is “earlier than it’s ever been since its inception in 1996,” suggesting a modest shrinking of the gender pay gap. 

Over half a century after the US passed the Equal Pay Act, American women still face a substantial gender wage gap across the spectrum. The Institute for Women’s Policy Research estimates that equal pay will not be reached until 2059.

Based on weekly earnings data from the Bureau of Labor Statistics, the gap has narrowed over time.

In the first quarter of 1979, median weekly earnings for men age 16 and over working full time was $408, compared to $251 for women. That is, women’s weekly earnings were 61.5% of men’s weekly earnings. There has been some progress over the years, and in the third quarter of 2020 women’s weekly earnings were 81.7% of men’s weekly earnings.

Overall, women who were full-time, year-round employees made 82.3 cents for every dollar men made in 2019, based on median earning data from the Census Current Population Survey. That means women are paid 17.7% less than men, earning $10,157 less than men.

The gender wage gap varies widely by state.

According to American Community Survey data from the US Census Bureau, the gender pay gap in the United States in 2019 was around 19%. This means that a woman who is at least 16 years old, working a full-time, year-round job, and who is part of the civilian employed population makes 81% as much as her male counterpart earns.

The pay gap varies, however, by state.

In Wyoming, for instance, the gender pay gap is 36.6%, the biggest wage gap in the nation based on those who are part of the “full-time, year-round civilian employed population 16 years and over with earnings” population. That is, median earnings of women who in this state make 63.4% of what men earn. In 33 states, the gender pay gap is larger than the national average.

Most states have implemented laws against gender discrimination, and the 1964 Civil Rights Act protects women at the federal level, yet disparities persist.

Vermont had the smallest pay gap in 2019 at 9%, with full-time, year-round women who are at least 16 and part of the civilian employed population making a median salary of $46,641, while men made $51,241.

Major cities show an even bigger discrepancy.

Around the US, salaries in large cities show an even greater range of pay discrepancy between men and women.

The American Association of University Women, a nonprofit that advocates for gender equality, examined how much women earn compared to men in 25 major metro areas using 2019 US Census data from the American Community Survey.

Out of the 25 cities, the narrowest gender wage gap overall is in Los Angeles, where women make approximately 90.6% of the median earnings for men, a pay gap of 9.4%. Detroit had the widest wage gap: Women’s median earnings of $44,486 in this city is 73.8% of men’s earnings of $60,278. That translates to a pay gap of 26.2%.

Overall, Black and Hispanic women face the biggest pay gap when comparing earnings to non-Hispanic white men.

Black and Hispanic women are most affected by the wage gap, especially when compared to non-Hispanic white men, who make up the largest demographic segment of the workforce.

We looked at the wage gap for different racial and ethnic groups using median earnings data for full-time, year-round workers from the US Census Bureau’s 2019 1-year American Community Survey.

Asian women face the smallest wage gap — they earn 91.4% of what non-Hispanic white men earned, resulting in a pay gap of just 8.5%. Non-Hispanic white women earn 78.1% of what non-Hispanic white men do, while Black women earn 61.1%. Hispanic women earn 53%, or a pay gap of 47%.

When compared to Black men, Black women earn 90.7% of what men earn, and Hispanic women make 80.6% of what Hispanic men do.

The larger disparity between non-Hispanic white men’s and women of color’s earnings could be attributed to the fact that “women of color suffer both because of their gender and their race,” according to an April 2016 report released by the Senate Joint Economic Committee’s Democratic Staff.

Another way of looking at that gap for women of different racial and ethnic groups is to consider when “equal pay day” for each group falls.

Equal Pay Days further vary by race and ethnicity, in line with the pay discrepancies between non-Hispanic white men and women of different races and ethnicities.  

The above calendar graphic shows how many days into the next year a woman has to work in order to earn what a non-Hispanic white man would have earned in the previous year, using estimates from the American Association of University Women.

For example, a typical full-time, year-round employed Black female worker starting on January 1, 2020, would have finally earned on August 3, 2021, what a similarly employed non-Hispanic white male worker would have made over the course of 2020 alone. That means Black women have to work around seven extra months to earn the same as non-Hispanic men earned in a single year in 2020.

It takes full-time, year-round employed Asian American or Pacific Islander (AAPI) women the shortest time to make what non-Hispanic white men would have made the year before. It would take a female Asian American or Pacific Islander worker over two extra months in 2021, or until March 9, to earn what a non-Hispanic white man earned the year before.

However, pay gaps for Asian women vary further. Although AAPI women make 85 cents for every dollar non-Hispanic white men make, an analysis from the Center for American Progress finds Burmese woman makes just 52 cents for every dollar the median non-Hispanic white man makes, for instance.

Women with children gain no salary boost, while men with children are rewarded.

In 2015, women with children were earning roughly the same as women without children, $727 and $726 respectively. However, working fathers with children earned about $141 more than a men without children. 

That gap has slowly been closing since then, as 2019 data from the Bureau of Labor Statistics show that women with children now make slightly more than women without kids under 18 at home.

Men with children see an earnings boost, and the difference between their weekly take-home pay was typically $189 higher than their counterparts without kids in 2019.

For working women, the difference in earnings between women with and without children is minimal. Working mothers only made $30 compared to other working women in 2019.

While this disparity can be attributed to differences in careers and work hours between men and women who have children and those who do not, a 2016 report released by the Senate Joint Economic Committee Democratic Staff says that there is also a difference in how working mothers and fathers are perceived by management.

According to the report, some employers may view motherhood as a “signal of lower levels of commitment and professional competence.” Working fathers, on the other hand, may be viewed as having “increased work commitment and stability.”

Women’s earnings are lower than men’s over the course of a lifetime.

The gender pay gap exists for workers across a lifetime.

Using Census data from the Minnesota Population Center’s IPUMS program, we found that the median full-time, year-round male worker earns more than his female counterpart at every year of age.

The gap is narrower for younger workers, with the median 25-year-old woman earning about 91.1% of the median 25-year-old man. Meanwhile, the median 50-year-old woman earns just 76.9% of her 50-year-old male counterpart.

Women over the age of 75 are almost twice as likely to live in poverty, according to the Senate report. Many women that age didn’t work when they were younger, so they have fewer sources of retirement income than men their age.

In 1950, about 34% of American women were in the labor force, compared to about 86% of men, according to the Bureau of Labor Statistics. By 1980, the numbers were 52% and 77% respectively — and the numbers have largely plateaued since then.

Before the pandemic, the labor force participation rate for women was around 58% in February 2020 and around 56% in February 2021. The labor force participation rate for men was about 69% in February 2020 and about 67% in February 2021.

The number of women promoted to the highest levels within companies reveals unconscious biases.

Very few women are CEOs of major corporations, or in the C-level suite of executives running corporate America.

Data from a study put together by McKinsey & Co. and Lean In show how men are promoted up, while women fall by the wayside. Based on the latest report, only one in five C-level executives were women. Women of color are furthermore underrepresented at the executive level, making up less than 1 in 30 in the C-suite.

A recent IBM report also finds little change between leadership representation in 2019 and 2021. Based on the survey covering 10 industries from nine different regions, women made up just 10% of C-suite and 8% of executive board positions in 2019 and 2021.

The latest McKinsey report suggested that more women are working in senior positions, but it is still hard for women to move up from entry-level jobs into higher roles. “For every 100 men promoted to manager, only 85 women were promoted,” the report said, which affects the number of women being promoted to higher positions in the corporate pipeline.

However, women consistently ask for promotions and raises more. One of the reasons for the disparity between women asking for promotions and actually getting them was because when women negotiate, people like them less for it, according to a previous McKinsey study, covered by Insider, found.

Harvard Business Review found in its research that women ask for raises just as much as men, but men are more “successful” with their requests, with a success rate of 15% for women and 20% for men.

Reference: Wage Gap, Gender Pay Gap Charts Show How Much More Men Make Than Women (businessinsider.com)

Women Close the Earnings Gap with Network Marketing

5 Reasons Women Win at Network Marketing

Have you noticed how many women are involved in direct selling businesses? The World Federation of Direct Selling Associations (WFDSA) estimates that approximately 80% of direct sellers worldwide are women. Historically, direct selling was considered a popular choice for many homemakers and stay-at-home moms who sold make-up and cookware at home parties to their friends.

However, over the last decade or so, the number of career women who gave up full-time jobs to run successful direct selling businesses and are travelling far and wide to grow their business, has grown phenomenally.

We spoke to some of the top female distributors at QNET and put together a list of five reasons why so many women are in direct selling and why they excel in it.

1. Terrific Multi-Tasking Skills

Women are generally known to be better at multi-tasking than men. This is a great quality and an important strength to have in network marketing as you have to be very versatile and wear many different hats to run a direct selling business.

2. Great Socialisers

Direct selling and network marketing are very much about people and relationships. You need to be social to make it work for you. Most women love to be sociable, make new friends and juggle social calendars. These are great skills to have in network marketing.

3. Natural Nurturers

You must have heard of the mothering instinct. Although there is no scientific evidence that women have a biological in-built natural nurturing instinct, in general, women to tend to have a more friendly, welcoming and nurturing approach to making people feel comfortable and at ease in their company. If you are a man, just look at your own mother, sister, aunt or other female friends and you will find this to be true in most cases.

This is very beneficial in network marketing as women can build, nurture and grow a successful, strong and happy team.

4. Non-Intimidating

Most women try to become friends first and build a relationship before they approach prospects with the products or the business. This may take longer, but it is one that works as they have built trust and established some trespass.

5. The Right Kind of Motivation

If you have ever been self-employed in any business, you know that motivation is everything. In direct selling, one of the best forms of self-employment you simply cannot expect to grow and succeed without a strong ‘WHY’.

11 Amazing Network Marketing Industry Statistics

The network marketing industry has been one of the most active industries around the world in terms of membership for several decades. From cookware to jewelry to makeup, there are some very familiar brand names in this industry. Almost every home has at least one product or received a service from the network marketing industry.

Interesting Network Marketing Industry Facts

23% of the organizations in the network marketing industry focus on health and wellness.

Some people see jobs in these fields as a scam or a fast way to lose money, but there are millions of workers worldwide that utilize this industry as their sole source of income. In 2010, this industry generated over $28 billion in direct sales! To succeed in this industry, you must be willing to sell products consistently and be good at doing it.

Three Essential Statistics to Consider

1. Someone starts a home-based business that is based on network marketing principles every 10 seconds in the world today.

2. Networking marketing businesses that are based out of a home have an 80% greater chance of success than other traditional small businesses.

3. About 38 million people work at least part-time out of their home using industry-based skills every day.

Takeaway: When most people think of this industry, they think of pyramid schemes, lousy products, and annoying brochures. Although there is this component to the industry, the vast majority of goods that are sold directly not only are of top quality, but they are highly competitive in pricing structure. Home-based parties allow people to see and try products before they purchase them and many are satisfied with their purchase not only because they get something good, but they’re helping a friend out too.

Additional Statistics to Consider About This Industry

1. The average bonus check a home-based networking marketing representative receives every month is greater than $500.

2. It is estimated that 50% of American households will be operating a home-based network marketing business at least part-time.

3. The average worker in this industry who works full-time at direct sales earns more than $55,000 per year.

4. 1 out of every 5 home-based network marketing businesses gross at least 6 figures in sales annually.

5. More than half a million people will create a home-based business using network marketing industry skills in 2014 alone.

6. More than 15 million people currently work full time at home in a network marketing business.

7. Some of the biggest names in this industry are Amway, Avon, Mary Kay Cosmetics, Pampered Chef, and Tupperware.

8. Network marketing in the United States has experienced consistent growth for more than 6 years.

Takeaway: When traditional jobs are difficult to find, a home-based job using network marketing skills is an easy stand-by option. It offers people the chance to earn a fair salary representing goods or services that they love while being able to pay the bills and spend more time with their families. For those that need a little extra cash to make ends meet, just a few hours a week with a home-based business can create the extra income that is needed.

Contact us to close the earnings gap and to learn more about the importance of WHY women in Network Marketing

For some of the women we spoke to, their motivation included these:

• Not wanting to go back into a full-time job after becoming mothers, in order to take care of babies/young children.
• Traditional homemakers wanting an independent source of income.
• Women in busy corporate careers feeling burnt out and wanting more family time without losing their independence

Maybe you are a woman wanting to close the gap in earnings.  If so, contact us. The beauty of a direct selling business is it is as flexible as you want it to be and as part-time as you want it to be and still manage to earn a decent monthly income.

Contact Sydney Reitenbach or Michael Kissinger at Phone 415-678-9965 or by Email: mjkkissinger@yahoo.com