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The Wage Gap and Equal Pay

4 additions to document , most recent over 6 years ago

When Why
Oct-12-18 Equal Pay in Sports
Oct-12-18 Best and Worst Jobs for Equal Pay
Nov-02-18 Opposing View
Nov-02-18 ACTUAL Opposing View

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April 12 is a day most women would rather not celebrate.

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It's Equal Pay Day, and it's the day that, if you're a woman, your earnings have finally caught up with what men were paid the previous year.
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The good news is that the gender pay gap is getting smaller. In 1964, women on average were paid 59% of what men were paid. In 2014, that number had jumped to 79%.
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But that's the bad news, too: Women are typically paid 79% of what men are paid.
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If current trends continue, women won't earn equal pay until 2059, according to the Institute for Women's Policy Research.
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Oct 13
Gwendolyn Orme
Gwendolyn Orme (Oct 13 2018 2:33PM) : I wonder if it will actually take until 2059 for women to get equal pay. I hope that legislation will be passed that ensures that women get equal pay long before 41 years from now. Nevada and Illinois have both taken steps towards legislation in 2017-18.
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And depending on where you live, your age, race and education level, you could be waiting much longer than that.
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Here's a look at how those factors play into the gender pay gap:
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Race

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Women's earnings as a percentage of men's earnings vary a lot depending on race.
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Asian American women, for example, earn 90% of what white men do, the American Association of University Women reports.
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Gwendolyn Orme
Gwendolyn Orme (Oct 13 2018 2:35PM) : I would be interested in knowing more about the wage gap between Asian men and women. For example, if Asian men are making much more money than white men, the wage gap would still be sizable for Asian women. The author seems to be missing that comparison. [Edited]
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African American women are paid 63% of what white men are, while Hispanic or Latina women earn just 54% of what white men do, AAUW says.
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Age

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Age also has a meaningful impact on the gender pay gap.
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AAUW reports that women earn 90% or more of what men do up until around 35.
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After that, the gap grows.
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Women from the ages of 35 to 44 earn on average 81% of what men do, while women from 55 to 64 are paid just 76% of what men are paid, AAUW says.
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The gap narrows slightly once workers hit 65 and up.
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State

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The gender pay gap is bigger or smaller depending on which state you call home.
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Women in New York, for example, typically earn 87% of what men do, according to the National Women's Law Center. Women in Louisiana are paid 65% of what men are.
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Education

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Although women's advances in education may have contributed to the pay gap getting smaller over the years, education is not an antidote.
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In fact, the opposite appears true.
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Women with less than a high school diploma on average make 80% of what men make, AAUW reports. That gap grows to 74% for women with an advanced degree.
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Gwendolyn Orme
Gwendolyn Orme (Oct 13 2018 2:42PM) : This evidence seems to support that companies do not think that women deserve as much money for leadership positions. This bias also contributes to why the U.S. has never had a female president. Many people just do not think a woman could handle it.
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DMU Timestamp: September 17, 2018 17:21

Added October 12, 2018 at 2:20pm by Gwendolyn Orme
Title: Equal Pay in Sports

In the ranking of the 100 highest-paid athletes, there is just one woman - tennis star Serena Williams.

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She's in position 51 and has an income that is $66m (£50m) lower than Cristiano Ronaldo's, the world's top earning sportsman according to Forbes.

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For the US women's football team, their win in the 2015 World Cup got them a $2m (£1.5m) reward.

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Meanwhile in the male version of the tournament, the winners were handed $35m (£26.5m) just a year earlier.

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These are just a few examples of a massive gender pay gap in the world of global sports that has been the standard for decades.

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Recent research, however, suggests that income disparity between female and male athletes has narrowed vastly over the past few years.

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Alysa Naeher of the United States makes a throw during a 3-0 win over Japan in the 2017 Tournament Of Nations, August 2017 Image copyrightHARRY HOW/GETTY IMAGES
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Image captionWomen's football is more popular in the US than men's - yet the female squad gets paid less
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A total of 83% of sports now reward men and women equal prize money, according to a study of 68 different disciplines published by BBC Sport, last June.

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Women's remunerations have been on the rise over the past three years, and 35 out of 44 sports that award prize money are paying equally.

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It seems like good news, especially compared to previous years - in 2014 only 70% of sports had closed the gender prize gap, and as recently as 1973 not one sport rewarded both genders equally.

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"Women are far more visible in sports today than at any previous point in history," says UN Women in a statement.

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Yet the pace of change is so slow that it will take "a long journey" to reach pay parity at the top level, experts say.

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"We are making progress, but it is happening at a glacial pace," says Fiona Hathorn, managing director of advocacy group Women on Boards.

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"The sport world is very, very male dominated still and the disparities in some sports are shocking."

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England v India: Final - ICC Women's World Cup 2017 Image copyrightSHAUN BOTTERILL/ GETTY IMAGES
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Image captionFemale cricket also lags behind when it comes to equal pay
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Cricket, golf and football are among the worst offenders, as well as darts, snooker and squash.

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The global sport business - worth $145.3bn (£110bn), according to a PwC estimate- is far from a level playing field for both genders.

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"I cannot think of any other industry that has such a wage gap, really. Depending on country context and sport, a man can be billionaire and a woman [in the same discipline] cannot even get a minimum salary," says Beatrice Frey, sport partnership manager at UN Women.

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Worst offenders

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Differences are striking at every level of the multi-billion industry of professional football.

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Juventus v Real Madrid - UEFA Champions League Final, 2017 Image copyrightDAVID RAMOS/GETTY IMAGES
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Image captionReal Madrid received almost $18 million for winning the last Champions League, while the champions of the female version of the tournament, Lyon, got less than $300,000
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A recent study by Women on Boards highlighted that not only did the US women's team received prize money that is a fraction of the amount the men's game gets, female US footballers also received four times less than their fellow nationals in the male version of the tournament, even though the men lost in their first knockout match.

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The gap becomes even bigger if the total payout is considered. The prize money in both tournaments is determined by a single body, Fifa, that handed out $15m (£11m) for the women's World Cup and $576m (£437m) for the men's - an amount almost 40 times larger.

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And while former England captain Wayne Rooney took home a massive $400,000 a week (£300,000), the wages of his female counterpart, Steph Houghton, were meagre in comparison - around $1,600 (£1,200) a week, according to Ladbrokes Sports.

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Oct 13
Gwendolyn Orme
Gwendolyn Orme (Oct 13 2018 2:45PM) : Is this because people are less interested in women's soccer so they go less and hence the team produces less profit? This would be somewhat understandable but it would also point to an inherent bias that the public has against women in sports.
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Similar pay gaps can be observed across other professional sports. In golf, men in the US Open compete for a chance to take home almost $1.5m (£1.1m), twice as much the prize money for the female champion.

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Take the case of Lydia Ko, from New Zealand, who in 2015 became the youngest player of either gender ever to be ranked number one in professional golf.

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That year, she pocketed less money than the golfer in position 25th in the male ranking of the PGA Tour, estimates by Newsweek reveal.

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Meanwhile, in cricket a victorious male team at the World Cup can make almost seven times more than the women's side.

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And the pay gap is replicated also in the world's most prestigious male and female basketball leagues - the NBA and WNBA.

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"The highest-paid player in the WNBA (the Women's National Basketball Association) makes roughly one-fifth that of the lowest-paid player," in the super-rich NBA, calculates Newsweek.

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LeBron James, of the Cleveland Cavaliers, dunks the ball against the Golden State Warriors, June 2017 Image copyrightGETTY IMAGES
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Image captionLeBron James is the second richest athlete in the world according to Forbes. He had the NBA’s top salary in the past season
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'A boys' club'

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To achieve equality, experts say, it is not enough that the governing bodies of each sport establish gender-blind prizes - sponsorship and endorsements, as well as contractual conditions, have become some of the main forces perpetuating the imbalance.

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In tennis, for instance, the Grand Slams - the four most important events in the global calendar- have already introduced equal pay for men and women from 2007, yet the top male players consistently earn more yearly due to better sponsorship deals.

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That is why Serena Williams is alone in the Forbes' list of the 100 richest.

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"The top 100 athletes are a boys' club more than ever", wrote Forbes' sports reporter Kurt Badenhausen when the list was released, in June.

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"Mainstay Maria Sharapova failed to make the grade after reductions in her endorsement contracts."

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Maria Sharapova of Russia returns a shot during the Women's singles of 2017 China Open Image copyrightLINTAO ZHANG/GETTY IMAGES
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Image captionRussian Maria Sharapova saw her endorsement contracts cancelled following a 15-month suspension for a failed drug test
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Those extras make up 29% of the total pie for the top 100 athletes, according to Forbes.

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Ronaldo earned $58m (£44m) in salary and bonuses, but topped that up with some $35m (£26.5m) from sponsors, endorsements and appearance fees.

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For golfer Tigers Woods and track star Usain Bolt, sponsorship account for over 90% of their earnings.

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"Sexism is widespread from grassroots level to elite level in the sport industry," says Frey.

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"At grassroots level it may mean that girls are not able to participate in a sport that is not traditionally considered to be for girls, creating bias at an early age which then follows them through youth and on to elite sport practice."

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Then, she says, it translates into uneven opportunities in sponsorships and personal marketing, to the extent that most female athletes around the world are "unable to secure a livelihood from their athletic practice".

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Abby Wambach speaks onstage at a charity event, September 2017 Image copyrightTHOS ROBINSON/GETTY IMAGES
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Image captionRetired US football star Abby Wambach published a memoir and gets to do public appearances - but not many female athletes get as many opportunities after retirement
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And the trend persists after retirement.

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"For retired sportswomen it is particularly problematic. Not only have they not ever earned very much money, they've probably got no pension, no house, no security," says Hathorn.

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"And that's an issue for girls' aspirations: why would they want to become athletes if that's what the future holds?"

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Understanding the gap

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The roots of this discrepancy could perhaps be traced back to the origins of modern sport itself.

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Different societies viewed physical training as an activity intrinsically linked to the "muscular male", defined against an idea of softer and more physically vulnerable femininity.

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Charlotte Cooper Sterry Image copyrightHULTON ARCHIVE
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Image captionBritish Charlotte Cooper Sterry became the first individual female Olympic champion in 1900
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The father of the modern Olympic Games, Pierre de Coubertin, described women's sport as an "unaesthetic sight" for the human eye and considered their participation would make the competition "impractical, uninteresting" and "improper" (although a few female athletes were allowed to take part after 1900).

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Women were only competing in races up to 1,500 metres, because they were deemed physically unprepared to cope with the demands of longer events.

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In terms of representation, it took until the 2012 London Games to have at least one female athlete in every country's delegation.

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So the sport pay gap may well be linked to a wider imbalance - that of female participation in sport, perpetually lower than that of males.

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"The participation is a problem that goes back to the school years: that's when it starts," says Ruth Holdaway, chief executive officer at advocacy group Women in Sport.

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Image captionAlmost half of the girls quit practising sports by the time they reach puberty, a UK study shows
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It has to do with their awareness of the body, with how they are perceived and the gender stereotypes they encounter, says Holdaway.

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UN Women statistics show that a striking 49% of girls drop out of sport by the time they reach puberty, and this has ramifications in professional and elite training later in life, research shows.

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Gwendolyn Orme
Gwendolyn Orme (Oct 13 2018 2:48PM) : I would like to know what percent of boys drop out of sports during puberty as well. Puberty is a time when interests change for everyone so I think that the author should have used a juxtaposition to make the argument more powerful.
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Turn on the TV

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There is a general acceptance that the breadth of the gender pay gap is also a by-product of the increasingly commercial nature of sport, where media rights play a big part.

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According to a study by the University of Minnesota's Tucker Centre for Research on Girls and Women in Sport in 2014, only up to 4% of sports media coverage went to female sports, despite the fact that 40% of all participants were female.

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The media scrum surrounds best Colombian rider Nairo Quintana after he wins stage twenty of the 2013 Tour de France Image copyrightDOUG PENSINGER/GETTY IMAGES
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Image captionMajor media rights drive many athletes' pay cheques
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And within the small amount of airtime received, the coverage of women's athletics is also more likely to be sexualised, portraying athletes off court and out of uniform, with an emphasis "on their physical attractiveness rather than their athletic competence", says Tucker Centre's director Mary Jo Kane.

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Hence, many would argue that women earn less because the market dictates so, as female sports are "less popular" and "not as good to watch", and as a result they generate less media revenue.

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100 Women Challenge logo
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What is 100 Women?

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BBC 100 Women names 100 influential and inspirational women around the world every year. In 2017, we're challenging them to tackle four of the biggest problems facing women today - the glass ceiling, female illiteracy, harassment in public spaces and sexism in sport.

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With your help, they'll be coming up with real-life solutions and we want you to get involved with your ideas. Find us on Facebook, Instagram and Twitter and use #100Women

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It is a self-perpetuating, "chicken and egg" cycle, equity advocators argue - audiences will not get excited about women's sport as it gets minimal exposure in the media, and the media would justify the lack of coverage by saying that female athletics do not generate enough audience engagement.

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"That is not a fair argument, you have to invest first at many levels, including marketing and promotion, to get the general public more involved, and then the return of the investment will be better," says Frey.

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"Had our culture been used to seeing women rather than men playing rugby or football for generations, we would find the idea of men playing sports rather novel," adds Hathorn.

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Image captionDifferences in participation and pay are two of the forms that sexism takes in the sport world
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Sport gaps are in fact a manifestation of wider gender inequality, says the expert, that also translates into other more subtle forms of sexism.

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For example, women footballers in international tournaments were required until recently to play on artificial turf, which is often regarded as of lesser quality than the natural grass on which male teams play.

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And then there's the language: "the World Cup is assumed to be for men, while women require the qualifying 'Women's' to describe their event", says a UN document on women in sport.

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Gwendolyn Orme
Gwendolyn Orme (Oct 13 2018 2:52PM) : I feel like the idea of having to add the qualifier "women" happens with a lot of this. If a person is going to a football game, everyone is going to assume that the players will be men. If that is not true, the person must qualify it by saying "women's." [Edited]
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Good record

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Despite the "glacial" pace, change is nonetheless advancing and indicates that the gap is getting narrower.

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Tennis is usually celebrated as a shining example of this, after all four Grand Slam tournaments established equal prize money to the men and the women in 2007.

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In fact, the process started in 1973 at the US Open, thanks to world champion Billie Jean King and other female players, who founded the Women's Tennis Association to fight for gender equality.
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Athletics have also become a case study for good practices, particularly over the past five years, with the International Amateur Athletic Federation (IAAF) World Championships and annual Diamond series offering gender-blind rewards.

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Other sports that have reportedly been paying equivalent prizes include skating, shooting, volleyball, diving, sailing, windsurfing and taekwondo, as well as some cycling events.

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The appetite for televised female sports is also growing, evidence suggests, with social media playing a part to increase the global popularity of athletes regardless of gender.

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And sportswomen themselves have repeatedly stood up against sexism.

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Last year, for instance, five of the biggest names in the very popular US women's football league filed a complaint against their employer, the US Soccer Federation, for gender pay discrimination, while the hockey team attempted a boycott in search for fair wages.

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USA women2s hockey team Image copyrightMARTIN ROSE/GETTY IMAGES
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Image captionThe USA women’s hockey team recently boycotted an international competition in search of fair wages - and won
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But a lot more work needs to be done, advocacy groups say.

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To begin with, more women are needed in decision-making positions.

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A Women on Boards report found a widespread problem across disciplines, with fewer than 30% of board seats held by women in many governing bodies.

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Women are just 18% of all board members across the 28 International Sports Federations assessed. In the 129 National Olympic Committees, the figure is even lower and has actually fallen - women are 16.6% of the board, down from 17.6% in 2014.

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Number of women in sport governing bodies remains

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Below 30%

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of all board members

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  • 18% on international sports federations

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  • 16.6% on national Olympic committees

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  • 8 countries only have more than 40% women on their national Olympic committees – Malawi, Australia, Bermuda, Norway, New Zealand, Kiribati, Samoa, Tuvalu

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  • 10 countries have no women at all

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Women on Boards, September 2016
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The root of the problem lies with how women engage with sport at an early age, experts say, and any attempt to tackle gender disparity in earnings and participation should seek improvements at school level.

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Gender-neutral and non-segregated sport practice in school may have a positive impact on the way girls embrace physical activity in the long term and go on to consider a career as professional athletes.

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"I would promote that boys and girls play the same sports from primary school, because at that stage there are no major physical differences between them. If within the education system children start to play sports together, it would make a real difference in society," says Hathorn.

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"If we are closing the gap in the long term, we should really be working with young girls to help them change their behaviour, understand that sport is fun and it's something they are entitled to just as much as the boys," says Ruth Holdaway.

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Children practising sport in school Image copyrightSOLSTOCK / GETTY
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Image captionNon-segregated sport practice at an early age could help narrow the gender gap in the long term
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A change in the model of commercial endorsements and sponsorships is also an important step in the path to pay parity.

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There is an untapped market for the promotion of women's events and experts believe it is actually not just fair in principle, but also a good investment.

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"It is not a matter of charity, it is a matter of smart business decisions," says Frey.

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"Corporations are now very interested in gender equality, if I were a company sponsoring for example the Premier League I would be asking myself 'is this the right image for my company?', 'is being too bloke-y dangerous for my brand?'", says Hathorn.

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"'We have 50% of our clients who are women but we spend 99% of our money on sponsoring men's sports, is that right?' It clearly isn't".

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Image captionSeeing women in sports traditionally associated with men could help breach the gap in participation, experts say
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Ultimately, experts agree, a cultural shift is needed - in which women are not seen as "second class athletes" as much as they should not be considered second class citizens in society.

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"Even with Billie Jean King pushing for equality more than 40 years ago, we still do not have real equality in sport," says Hathorn.

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"We are moving, but we are still not there."

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DMU Timestamp: September 17, 2018 17:21

Added October 12, 2018 at 2:22pm by Gwendolyn Orme
Title: Best and Worst Jobs for Equal Pay

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CLOSING THE GAP

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These 10 jobs have the largest and smallest pay gaps between men and women

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img_0370.jpg

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Wall Street has a long way to go to close its pay gap — but it's not alone.

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Of the 10 occupations with the largest pay gap between men and women, four are in the finance industry. That's according to a new report from financial technology company SmartAsset.

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SmartAsset analyzed data from the Bureau of Labor Statistics from 2017 that breaks down the median weekly earnings for full-time wage and salaried workers by occupation and gender.

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Here is a list of the 10 jobs in the U.S. with the largest pay gap:

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Gwendolyn Orme
Gwendolyn Orme (Oct 13 2018 2:57PM) : Wow. I had no idea how large the wage gap is in the financial sector. My guess is that this has to do with the old time notion that women should handle the house and men the money. I think that financial companies need to pledge equal pay to spark change.
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Each of the jobs listed here has at least 50,000 employees of each gender, and SmartAsset excluded BLS occupational listings that include the phrase "all other," as they can include workers from several occupations and don't present a clear picture of employee pay.

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The median weekly earning for male financial advisors is $1,662, while female financial advisors make a weekly median of only $979, meaning women bring home 58.9 percent of what their male counterparts in this role do.

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The occupation with the second largest pay gap is administrative services managers. In this role men make a median $1,629 per week, and women make $1,013.

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There are two occupations in which women outearn men. Male dining room and cafeteria attendants and bartender helpers (as categorized by the BLS) make a median of $444 per week, while women's median earnings are $481. Female wholesale and retail buyers make a median of $888, while men make a median of $882.

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Using the same methodology, SmartAsset also calculated the occupations with the smallest pay gap. Here are the 10 jobs in the U.S. with the smallest pay gap:

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Gwendolyn Orme
Gwendolyn Orme (Oct 13 2018 3:02PM) : This table further reinforces old notions of the sphere that women should work in. The jobs where pay is equal are jobs that involve taking care of people or shopping which are traditionally seen as jobs for women. I hope STEM fields work for equal pay.
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This ranking highlights the occupations in which men and women's earnings have the smallest gap. So while female wholesale and retail buyers outearn their male counterparts, their gap is larger than that between licensed practical and licensed vocational nurses, landing buyers second on the list.

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Five of the 10 jobs in which men and women have the smallest pay gap involve care-taking: licensed practical and licensed vocational nurses, counselors, special education teachers, physical therapists, and social workers.

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A separate report from the Institute for Women's Policy Research, which also analyzed BLS occupational pay data, notes that care-taking jobs are both low-paying and generally held by women.

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"While low-wage work can be found across the economy, it is particularly prevalent in jobs that involve the education and care of children, the elderl, and the infirm, work that traditionally was done by women at home, and often continues to be done almost exclusively by women when it is paid,"the report says. "Many of these jobs are low-paid, even though workers are expected to have at least a high school diploma and some post-secondary certificates."

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What's behind occupational pay gaps

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Men tend to make more in finance careers because of the legacy of male dominance in the finance industry, says Ariane Hegewisch, the Program Director for Employment and Earnings at the Washington D.C.-based Institute for Women's Policy Research, a nonpartisan, nonprofit think tank working to promote women's issues.

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"One thing does not tend to fluctuate: Financial advisors consistently have the widest gap among all occupations," Hegewisch tells CNBC Make It. "The old boys' club continues to hold sway in many parts of the industry. This means women and people of color find it much harder to work with the wealthiest clients (and reap the highest commissions)."

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Deborah Vagins, senior vice president of public policy and research at the American Association of University Women, a Washington D.C.-based nonprofit organization dedicated to advancing equity for women and girls, notes that gender pay disparity depends on whether everyone in the position is paid the same, or whether compensation is more varied.

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Frequently, this means the pay gap is larger in higher paying jobs.

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"In minimum and lower-wage occupations, predominantly held by women, the narrow pay scales may mean that everyone is getting around the same low pay, although pay gaps between men and women still exist in these fields," Vagins tells CNBC Make It. "But in higher-wage occupations, the sky is often the limit for compensation, especially with commissions, bonuses, or promotions that also are disproportionately awarded to men."

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Gwendolyn Orme
Gwendolyn Orme (Oct 13 2018 3:12PM) : I think that promotions, commissions, and bonuses are some of the reasons why the gender wage gap is hard to see. When it comes to rewards based on effort, it is easy to assume that the man did more work. It takes a concerted effort to think about gender.
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"Women in finance still face a glass ceiling with respect to pay and promotions. That means a larger percentage pay gap opens up between men and women in the higher-paying occupations," Vagins says. "So not only is it true that that finance occupations tend to pay well and many care-giving occupations pay poorly — women face discrimination at both ends of the pay spectrum."

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Think you're underpaid? Here's what to do

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For women who believe they're earning less than their male counterparts for the same work, there are arguments you can make for a raise.

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Salary comparison site Glassdoor recommends you first do your research to learn the competitive range for the job you have. The site offers an online tool that which compiles current job title, base salary, employer, work location, industry, typical job transitions, years of relevant experience and current state of the local job market to come up with salary guidance.

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Once you've researched the salary range for your occupation, be ready to defend your case for a higher salary with your current or potential employer. Glassdoor recommends having specific examples prepared to show ways you have contributed meaningfully at work. Expect a negotiation phase where you go back and forth with your employer.

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Timing is also important. Look for the right opportunity to ask for a raise. If there is a new job within the company or a promotion you are seeking, that's a good opportunity to negotiate a higher salary, Glassdoor recommends. Time your ask for when your company is in a strong financial position and your boss is pleased with your work.

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And when you are asking for a raise, be sure you know what your boss' goals are and explain how you are going to help your boss achieve those goals.

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Finally, don't stop pushing for a raise if you hear "no." Ask for feedback. If there are things you need to do to improve at work according to your boss, then work on improving in those areas. Establish a timeline with your boss and agree upon a date when you can follow back up about a raise.

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And finally, says Glassdoor, stay "positive and goal-focused," even if you don't get the raise you're looking for the first time.

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DMU Timestamp: September 17, 2018 17:21

Added November 02, 2018 at 1:52pm by Gwendolyn Orme
Title: Opposing View

Don't Buy Into The Gender Pay Gap Myth

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Gwendolyn Orme
Gwendolyn Orme (Nov 02 2018 1:58PM) : IGNORE more

This somehow pasted when I used Mercury reader. Please see actual article below.

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Apr. 12th, 2016

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Logistics, supply chain and transportation are undergoing a sea change. As highlighted in earlier installments of this series, industry and functional executives recognize they are facing a nearly unprecedented barrage of challenges and opportunities. In response, executives are doing all they can to address their most pressing issues. But resources are scarce.

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Logistics, supply chain and transportation teams are moving as fast as they can to understand and obtain the benefits of technologies such as telematics/IoT, AI and machine learning.
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Logistics, supply chain and transportation teams are moving as fast as they can to understand and obtain the benefits of technologies such as telematics/IoT, AI and machine learning. Copyright Tim Robberts

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Today’s opportunities require cooperation across the ecosystem at large. As indicated by Forbes Insights research, transportation-focused executives will not only be looking to hire outside providers for a wider array of services, but they will also be seeking closer collaboration with suppliers, customers and even competitors. In short, for logistics, supply chain and transportation, this is the era of external outreach.

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So Hard Keeping Up

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Amid so many challenges and opportunities, keeping up with it all is becoming increasingly difficult. In fact, 64% of executives surveyed by Forbes Insights say it is becoming increasingly difficult to keep up with changes in technology, demographics and the competitive environment. Similarly, over half, 53%, say they are concerned their competitors may be moving significantly faster, contributing to disruption in terms of capabilities, costs/margins, service provision and similar attributes.

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One proven means to more rapidly reap the benefits of any fast-evolving set of technologies or business practices is to engage experienced third parties. Today, only about one-third of companies (33%) say they outsource the majority or a significant portion of their logistics, supply chain and transport operations/needs. But going forward, 61% say they will be relying significantly more on external sources—outsourcers, service, truck leasing and technology providers—to meet their fast-evolving supply chain, transportation and logistics needs.

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Technology: Looking For Outside Help

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Amid so many advancements on so many fronts—from telematics/IoT to artificial intelligence and safety/self-driving innovations—technology deserves special attention. Some of the most visible needs include access to leading-edge technology, logistics processes (optimization of routes/loads), or even fleet leasing or maintenance.

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A particularly intriguing aspect of the research findings is that in terms of both current and future reliance on outsourcing, the figures are remarkably consistent for all firms large and small. What this means, says Mary Long, managing director of the Supply Chain Management Institute at the University of San Diego School of Business, “is that even those companies with greater resources, the largest in their industries, recognize that with such complex and fast-moving technologies, it makes sense to look more to outside providers.”

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Technology is, in fact, transforming logistics, supply chain and transportation processes on so many fronts that the choices, development and onboarding paths can seem bewildering. So it’s no wonder 58% of executives are saying that when it comes to pursuing related technology, they plan to rely on or at least heavily lean on external partners. Only one-third (32%) plan to go it alone; a mere 11% say they will not be pursuing new technologies.

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Greater Collaboration Across The Ecosystem

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Transportation-focused executives in general will be pursuing greater outreach and collaboration across the whole of the value chain—all participants will be working more intimately with intermediate customers, shippers and 3PLs (third-party logistics companies), end customers, technology providers and so on. Certainly, if the goals are greater efficiency, speed and accuracy, it pays to forge closer ties with others with shared interests and needs.

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Such expanded collaboration can take many forms. For example, 60% will pursue expanded partnerships with vehicle manufacturers themselves. By speaking with vehicle makers, users of such products are able to more clearly communicate their evolving needs as well as understand upcoming options and improvements. Similarly, OEMs will more actively reach out to end-users and prospects of their products.

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Almost three in five, 59%, say they will more aggressively pursue the outsourcing of transportation processes. This includes activities such as fleet leasing and maintenance. Similarly, 57% of executives say they will aggressively pursue greater outsourcing of logistics processes, including warehousing-as-a-service, scheduling, carrier management, etc.

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As to the former—transportation processes—the thinking here, says Long, “is that as the technology in the vehicles becomes even more sophisticated, it becomes not only harder to keep up with changes but also to service existing fleets.” Firms will also turn to leasing and related services “as a means of gaining greater flexibility as well as access to the latest technologies and lower capital costs,” she continues. As to the latter—logistics processes—here, companies can gain earlier and deeper access to advances in artificial intelligence, machine learning and related technologies as a means of optimizing routes, loads, costs and other variables.

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Finally, in a series of interrelated findings, 60% say they will aggressively pursue closer collaboration with their own suppliers; 57% will collaborate more closely with partners/distributors; 55% will pursue closer collaboration with customers. Focuses will be on issues such as the sharing of more data, with an eye toward greater end-to-end visibility and process improvement.

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Expect A Surge In M&A

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Also likely, the industry should be poised for a significant uptick in M&A. Consolidation builds breadth and scale, which, when coupled with optimizing technologies like AI, can also lead to greater efficiency, flexibility and margins. Firms may also acquire technology providers in a bid to build greater sophistication. Overall, the Forbes Insights report reveals, nearly three out of five executives, 57%, plan to pursue this ultimate form of external outreach.

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No One Can Do It All

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Change is all around. Structurally, the industry is looking at new global trade patterns as well as shifting customer expectations. In terms of frontline technologies, executives are seeing all manner of new safety equipment—and soon will need to contend with driverless vehicles and drones. Behind the scenes? Logistics, supply chain and transportation teams are moving as fast as they can to understand and obtain the benefits of technologies such as telematics/IoT, AI and machine learning. It’s a remarkably demanding set of challenges. No wonder industry professionals are seeking outside assistance—it’s a necessity.

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To learn more, read, “Logistics, Supply Chain and Transportation 2023: Change at Breakneck Speed.”

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DMU Timestamp: November 02, 2018 17:13

Added November 02, 2018 at 1:56pm by Gwendolyn Orme
Title: ACTUAL Opposing View

Don't Buy Into The Gender Pay Gap Myth

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Gwendolyn Orme
Gwendolyn Orme (Nov 02 2018 2:01PM) : THIS IS THE OPPOSING VIEW
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Apr. 12th, 2016

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Senate Appropriations Committee Chair Barbara Mikulski, D-Md., at podium, accompanied by fellow Senate Democrats, speaks during a news conference on Capitol Hill in Washington, Wednesday, Sept. 10, 2014, to discuss the Paycheck Fairness Act. (AP Photo/Cliff Owen)

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Earlier this semester, I spoke to a group of 70 undergraduate women at Harvard, where I am spending the semester. I asked this group of college women if they believed they would get paid 78 cents on the dollar compared to men just because they were women. A majority of the women raised their hands.

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Gwendolyn Orme (Nov 02 2018 2:03PM) : I think that this is really interesting. Most women believe that the gender pay gap is a big problem and believe that it will affect them personally. Additionally, even women at one of the most elite colleges in the world, believe they will be paid less.
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To have been admitted to Harvard, these young women had distinguished themselves from the smartest, most talented and most dedicated of their high school peers. This spring, Harvard admitted only 2,037 of the more than 39,041 students who applied to be part of the class of 2020—or 5.2%.

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The popular notion outside of Cambridge is that Harvard undergraduates, including the young women I met with, hit the jackpot when it comes to post-college opportunities. And many doors will be open to them in the future that won’t be open to less pedigreed or credentialed job applicants.

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Yet for some reason, these young women were certain that a future of gender-based discrimination awaits them in the workforce. That simply because they are women, they will pay a 22% tax with each paycheck thanks to an unfair society that favors men.

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Unfortunately, the White House and many women’s groups continue to perpetuate this idea.

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Gwendolyn Orme
Gwendolyn Orme (Nov 02 2018 2:05PM) : I wonder why the author thinks the white house would perpetuate that idea. Would it not be more beneficial for the government to seem more fair and equal to everyone? Maybe she thinks that they are just responding to criticism from women who feel cheated.
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The White House Equal Pay website reports, “On average, full-time working women earn just 78 cents for every dollar a man earns.” The American Association of University Women published a report this spring and asked, “Did you know that in 2014, women working full time in the United States typically were paid just 79 percent of what men were paid, a gap of 21 percent?” And the National Organization for Women website states, “For full-time, year-round workers, women are paid on average only 77 percent of what men are paid… Women still are not receiving equal pay for equal work, let alone equal pay for work of equal value.”

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Today, April 12th, has been deemed Equal Pay Day, or the day that symbolically marks how much longer women supposedly have to work to catch up to what men earned in the previous year. In observance of Equal Pay Day, the White House announced it will designate a new national monument for women’s equality and highlighted efforts taken by President Barack Obama’s Administration in the name of addressing the equal pay gap.

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It is no wonder college women buy into this 78 cent pay gap myth.

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But the White House and others who promote the myth are manipulating statistics in a way to convince women that they are the victims of systematic societal discrimination, and, therefore, stand to benefit from further government action.

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Gwendolyn Orme
Gwendolyn Orme (Nov 02 2018 2:09PM) : The author claims that the government manipulates the statistic to convince women that they need more government help. This could make women more likely to vote for candidates who support more government intervention. The issue could be to gain voters.
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Using the statistic that women make 78 cents on the dollar as evidence of rampant discrimination has been debunked over and over again. That statistic doesn’t take into account a lot of choices that women and men make—education, years of experience and hours worked—that influence earnings. If we want to have a fruitful discussion about a gender wage gap, we should have it after the comparison is adjusted for those factors. In a 2013 Slate article, Hanna Rosin, author of The End of Men, for example, wrote:

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The official Bureau of Labor Department statistics show that the median earnings of full-time female workers is 77 percent of the median earnings of full-time male workers. But that is very different than “77 cents on the dollar for doing the same work as men.” The latter gives the impression that a man and a woman standing next to each other doing the same job for the same number of hours get paid different salaries. That’s not at all the case. “Full time” officially means 35 hours, but men work more hours than women. That’s the first problem: We could be comparing men working 40 hours to women working 35.

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Gwendolyn Orme
Gwendolyn Orme (Nov 02 2018 2:13PM) : I wonder where the author got this statistic. In jobs with set hours, its hard to see how men work more. But differing work hours is an important factor to look at when comparing salaries between men and women.
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Women’s groups and politicians, including Former Secretary of State Hillary Clinton, continue to tell women they are making almost a quarter less than men and use this statistic to call for legislation enacting further government intervention in employer and employee relationships, such as the Paycheck Fairness Act.

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This election cycle, young women have surprised many, especially Clinton, by getting beyond traditional feminist narratives. Young women in New Hampshire, for example, rejected Former Secretary of State Madeleine Albright’s claim that young women had a duty to vote for Clinton. Albright went so far as to say, “And just remember there’s a special place in hell for women who don’t help each other.” Senator Bernie Sanders won 82% of women under 30 in New Hampshire.

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Gwendolyn Orme
Gwendolyn Orme (Nov 02 2018 2:16PM) : This is a valid point. Female candidates could use the issue of gender pay to gain support from other women. But, I do not think that negates the problem of gender pay. I wish the author had used more facts to back her up. I expected more from Forbes.
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College women who are already challenging Clinton’s narrative that they should vote for her because she is a woman should also question her use of the debunked gender pay gap claim.

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DMU Timestamp: November 02, 2018 17:13

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Gwendolyn Orme
Gwendolyn Orme (Nov 02 2018 1:59PM) : IGNORE Article 3 [Edited]
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