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on August 23, 2016
I have read dozens and dozens of books on women-in-business. Indeed, I pride myself as being "a man who opens doors for women" (a phrase that a friend who runs a women networking group uses to describe me). I find this book to be necessary reading for anyone who has a desire to mentir and develop women. Unfortunately, there are many untruths and reverse biases that must be recognized if we are ever going to continue progress towards improving the entire workplace for all types of people.
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on July 1, 2017
Incredible book, everyone needs to read this to get a dose of reality.
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on November 12, 2015
good price, fast response
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on February 2, 2005
I've been a career counselor to over 2,000 people, 2/3 women. I've long been struck with how most women are unwilling to do the things it takes to earn substantial incomes: long hours, move their families to take a promotion, do stressful or hazardous jobs, etc. So, I've always had a suspicion that the oft-cited statistic that "Women earn 75 cents on the dollar vs. men" was misleading.

I recently read, "Why Men Earn More" and feel so vindicated. Using relentlessly thorough research (I hold a PhD from Berkeley and so feel qualified to make that assessment), the author substantiates that when you truly compare apples with apples, women earn more for the same work than men. This information and the book overall is an eye-opener for any employer concerned about false accusations of a glass ceiling or pay inequities, any women who wants to learn paths to earning more money, and any man who still thinks it's a man's world.
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on May 26, 2005
This book has a wealth of data and information that is analyzed and discussed in an easy-to-read style. Mr. Farrell identifies 25 ways that men and women can earn more money, many of which can be utilized even if we are already established in our careers. He names jobs in both the "blue collar" and "white collar" categories where women make as much or more than men.

He also takes a fresh look at the oft-quoted "statistic" that women, on the average, only make 76 centrs for every dollar that men make. Understanding the data behind this claim encourages us, as women, to take accountability for our careers and stop blaming men and "the system" (Old Boy's Network).

While I was uncomfortable with some of the passages (such as the part about the "Genetic Celebrity" that discusses how beautiful women can receive favors and freebies amounting to additional income because of their looks), for the most part, the book was empowering and enjoyable to read.

The author's discussions on some of the "trials and struggles" of being a man were eye-opening and probably long overdue for examination and discussion. His insightful analysis of why the sexes are the way they are and how that plays out in our lives and careers provides information worth pondering and discussing with your significant other.

All in all a hugely valuable book and a pleasure to read. EVERY WOMAN SHOULD READ THIS. I am purchasing copies for my 21-year-old daughter and 17-year-old niece because I think this information will be very beneficial as they begin their work lives.
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on February 16, 2005
The women who have written negative reviews of this book, and who I notice offer no stats to back up their points, shouldn't be angry at Farrell for documenting the real underpinnings of the sexes' pay gap. They should be angry at such major media outlets as The New York Times and the alphabet networks (ABC, CBS, and NBC) for their decades-long, one-sided reporting on gender issues.

The media's one-sidedness, the feminist "victimism" side, has misled women to the point that many, in my view, have become severely fragile and defensive about the gender earnings gap. Many ideological feminists whose views have for 30 years been reinforced over and over may be beyond ever listening to an opposing view, and may always respond only with anger, instead of patiently listening, to anything that opposes what the media have steadfastly told them: that men earn more solely because of discrimination.

As a result of the media's relentless one-sided reporting on the pay gap, many women are now angry about the gap. They haven't been given a non-feminist explanation, which allows women to think about different choices if they want to work their way to equal pay. Instead, they continue to be told they are victims who must sue their way to equal pay. Unfortunately, suing too often takes years and along the way creates frustration and anger, not just in complainants but even in women business owners who, as Farrell points out, are beginning to look at female workers as a much greater liability and another reason to consider outsourcing.

Feminist groups such as NOW and the Institute For Women's Policy Research are likely to tell their members not to respond to the book. As a strategy, they want everyone to ignore it. They learned long ago that to publicly attack Farrell is to draw attention to him and to motivate many men, along with the women who care about true gender equality, to buy his books. For it is true, I believe, that the credo of many men and women today is: "If feminists and The New York Times don't like a book, it must be good, so I'll buy it."
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We've all heard for years that the average woman earns less than the average man but rarely does the conversation or the article go beyond the basic soundbite. Farrell's book is the first to look seriously at the ways in which individuals can move from wage rage to top of the page in the earnings rankings. If you or your spouse, sister, daughter or any one else wants to earn more and end the pay gap, you'll read this book. If you are an employer, you'll learn what it takes to be fair to all workers. If you are a government official looking to understand the dynamics of the wage market, you need this book. Read this book.
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on August 3, 2006
The controversy surrounding this book is not only in its very existence in the gender-political climate of today but also the author's weak choice of his target market. The material is unsettling for the female reader searching for yet another sympathetic ear in the mire of self-help books, an industry with synthetic reality for sale. It's totally ok for a handful male-oriented books to exist amongst the shelves of female self-help "porn." Do universities even offer male-oriented social study ? Oh, wait, that's engineering.

The author systematically discusses the reasons behind the perceived in equality in the inappropriately concocted but very real pay gap. When multiplied by years worked, the "total earnings" difference is a canyon.

The author makes a great point that the workplace has largely changed to accomodate females. Diversity training is about altering male behavior rather than training women to enter the culture of the existing workplace. There is no equivalent training of women to accept men in female-dominated industries, such as teaching, retail clothing sales, medical practice/nursing, childcare, etc. On the contrary, men are increasingly demonized as potential rapists and child molesters.

Men have always been pressured to earn more because they NEED to. Males compete with one another for desirable characteristics that are still in vogue. Just search the on-line dating listings to see that women prefer men that are physically larger (taller), are older (can demonstrate a track record of holding a job and accumulating assets) and , well, make more money. When these selective pressures are reduced, the pay gap may narrow. The gap won't disappear until the advantage of leveraged feminity disappears with it.
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on August 30, 2013
Book rec'd in good condition (now is the time for all good men to come to the aid of their party)
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on August 12, 2013
The gender pay gap never made any sense. As we know, business people are motivated entirely by greed, so if they could pay women 77 cents on the dollar, they'd fire the men faster than you can say "Gloria Steinem." The few greed-impaired bosses still hiring men, whether due to a sense of charity or a desire to keep women back in the kitchen, would swiftly find themselves bankrupt, run out of business by competitors offering 23% lower prices. And if that wasn't discouragement enough, for the past 50 years in the US, wage discrimination on the basis of gender has been punishable in federal court.

How can it be that in 2013 the average woman still makes only three quarters as much as the average man?

Warren Farrell's book clears up the paradox. He did extensive research to follow the money--that is, to identify what characteristics of a job you get paid more for, independent of who you are. He identified 25 factors, all quite intuitive. You get paid more for working longer hours, for being willing to travel or relocate, for exposure to the elements, for taking physical or emotional risks, for doing work that follows you home, and for a set of other reasons.

These factors are all tradeoffs, of course. Higher pay comes with higher demands or higher risks. When Dr. Farrell corrected for these factors--that is, when he compared men and women in the same subfield, with the same experience, the same time in their positions, the same risks and hazards, and so on, men and women were paid the same.

Why, then, is there still such a discrepancy in the averages? This is where it gets interesting, and where Dr. Farrell's social science background shines. Prior to marriage, women actually earn more than men. Men and women's earnings diverge upon marriage, because of a mutual understanding (and often mutual desire) that he will be the primary wage earner and she the primary care giver. Men are therefore under significant pressure to earn more and therefore to make more sacrifices to their careers, including working longer hours at more dangerous jobs. People lamenting that women earning only 77% what men do rarely note that 97% of work-related deaths are suffered by men, but those are two sides of the same coin. Higher pay on the surface looks like a male privilege, but it's a Faustian bargain and doesn't necessarily mean men have more power over their lives than women.

The book presents a wealth of hard data that amounts to both good news and bad news for feminists. The good news is that rumors of discrimination are a myth: women are on equal professional footing with men, with the same career opportunities and the same potential rewards. The bad news is it's hard work: achieving the same career goals as men requires making the same career sacrifices. It does not necessarily reflect badly on women that they tend not to be so single-minded about career success but strive for more balanced lives.

Feminists have a curious reaction to even the good news, though. Dr. Farrell spoke on the pay gap at the University of Toronto last year, and local feminists were not exactly delighted to learn they've achieved their stated goal of equal pay for equal work. In fact they rioted to keep him from presenting his research at all.

They may not want to hear it, but the facts are here and well documented. If you're a woman thinking about your own career options, or anyone concerned about what the pay gap really represents, this book is a valuable read.
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