What’s to blame? Industry matters ― the largest gaps appear in technology-based spaces such as videogames, IT and engineering, as well as finance and insurance. In the healthcare industry, it’s 23%. In addition, survey evidence shows that women ask for less money and employers comply: on average, employers offered women about 3% less than what they offered men for the same role. There’s also the “glass ceiling”, meaning it’s harder for women to break into more senior roles, and they therefore face a shorter wage ceiling.However, there’s another less-spoken way that working women can achieve pay equity: having access to quality, affordable birth control. Contraception doesn’t close the pay gap per se, but rather the opportunity gap. By giving women control over their personal lives, they have the time, energy and ability to focus on their careers without worrying about unexpected pregnancies. Delaying a first birth by a few years can reduce the pay gap that typically exists between working mothers and those who have decided to delay having a child during their careers (Sandra Pelletier, huffingtonpost.com, 2017).
I do not think men is to blame for the glass ceiling. Many women is capable to be equally like men and paid equally like men, but they choose not to take that role themselves. It's easy to blame women for not being assertive enough. There is good evidence that women tend to want to be able to do 95 per cent of a job description before they'll apply for it whereas men will apply for it being able to do 60 per cent of it. Men are more confident, men are more assertive and will go for higher increases and so on. A common reaction to that is to say women should become more like men ( Britt Mann, stuff.co.nz, 2017). This shows that women can be equal to men but they choose not to take the challenge.