Leaving the Workforce: A Woman's Prerogative or Penalty
By Trenessa K. Gambrill, 04.13.05

In the work environment, men and women have always been treated differently. A particular area of concern is the existing salary gap between both sexes when entering the workforce. A survey conducted by the New York-based Center for Work-Life Policy shows that, quite often, men and women leave their jobs for similar reasons. Some of these include: to spend time with family, to choose a new career path or to pursue more education or additional training.

But even when men cite the same reasons as women for leaving their jobs, women historically have received wages that were significantly less than those of their male counterparts. And pay scales upon returning to the work force have varied significantly when comparing men to women.

By paying women a lower salary, society is implying that women aren’t as important to the workforce as men. According to information gathered by the Bureau of Labor Statistics (BLS) and the Bureau of the Census (BC), from 1979 – 1992, men earned at least 10 percent more than women. The Equal Pay Act, which was passed in 1963, requires that equal pay be given for the same work, but this act is largely ignored by employers.

Research from a survey conducted by the New York-based Center for Work-Life Policy appears in the March 2005 issue of The Harvard Business Review. According to the survey, women earn approximately 18 percent less than men once they return to the work force after a period of time. And the longer a woman stays out of the work force, the greater disparity there is in her returning salary.

For those staying out for one year, the returning salary is approximately 11 percent less than the original salary. For women who stay out of the work force for three or more years, the returning salary is approximately 37 percent less.

According to the surveys, women who leave work to obtain a degree still fall prey to salary discrepancies once they obtain the degree and return to work.

According to the survey, more men are choosing to stay home and raise their children while their wives assume the role of sole bread winner. However, when men re-enter the work force, little, if any, difference is seen in their salary.

As a woman, I have voluntarily left positions. One time, I left to care for my mother who was ill. Another time, I left because I had given birth to my youngest child. My husband and I agreed that with two children, it would be best for our family if I remained at home until our daughter was at least one year old.

Both reasons are legitimate for leaving a job. In my case, family was top priority. But for whatever reason women choose to leave the workforce, gender should not be a factor in deciding our salaries.