CEO's pay-gap

I don't how much the so-called "equality" or pay-equity at CEO's level would matter to most of the people. It is in any way an astronimical figures for most of the people which does not have much real meaning, whether women earn 10 million or men earn 20 million. It is so detached from the life of ordinary people and trying to portray this issue as such a huge gender discrimination issue is so ridiculous and makes a mockery of the entire discrimination issue. For these CEOs it is a differnce between one being able to buy 5 vacation houses around the world or only 2 vacations houses, and whether one can own 10 Rolce Royse or only 2 Ferraris - whao, life is so unfair!!!

The only issue here seems to be the old feminist's vindictiveness against men in general. When you care more about super-rich female CEO (most of whom are affirmative-actioned in the first place) earning several millions less (several millions!!) than male counterparts, than, say, thousands of homeless, jobless people on the streets (most of whom are men), you know that only hatred against men motivated this female author.

You can see that same-old same-old feminists lines being repeated here; the much-recycled Summers’ comment (he was talking about science, no!?), the so-called pay gap (21 cent less per dollar, which begs the questions of why companies do not stop hiring such expensive men to cut costs) very shaky and unscientific comparison of salaries without any regard to the size of company, profits, or title, citing one study done by – of course – women to back up a shaky claim, reference to “stereotypes” and exhorting readers (women only) to talk about successful women among themselves so that they can feel better about themselves - no talk about the ditched female CEOs except in the context of blaming male-dominated corporate society, because women CEO deserves only success, failure or not meeting targets or getting profits – is presumably a carefully plotted and disguised form of discrimination against women. She even tries to introduce a new criteria for gender discrimination – low expectation for women. If women fall under pressure for too much expectation- would that also be a “discrimination”?

It is easy to understand that the higher the position goes, the bigger the pay differences could become. It does not make much difference to companies’ overall earning or profits whether an entry level clerk or sales assistants, one of hundreds or even of thousands, do a terrific job or a mediocre job. But it would do make a difference if one CEO or one senior VP makes a big mistake, or make a very wise prescient decision. The pay will reflect that.

It will also be more difficult to assess whether the pay is fair or appropriate or not at more senior level than lower, entry level positions. Lower entry level positions’ jobs are usually more standardized, routine and could be done by any other equally qualified persons. It is much less so at the senior level where persons’ vision, leadership, strategic decisions influence the entire fate of the company.

A risk means a “risk” only when it entails probability for both success and failure. Feminists seems to want a societal guarantee for success for any senior female executives in their quest for higher career and risk-taking jobs, and flabbergasted when that “success” did not come in handy, and start a witch-hunt for those who are responsible for not delivering “success” to these female executives, such as Ms. Cruz or Ms Callan. In many cases, culprits are sexist corporate culture, media or, male colleagues - usual scapegoats who could never escape the eternal sin of being born a male. In other words, in the views of people like Ms. Dobrzynski, women getting CEO positions are “fair” but women not succeeding in their positions are “unfair”. Perhaps a good place to start is to ditch this kind of childish wishful thinking and confront the stern reality of business world where success, results are rewarded and whining are not.