When Maria Serratos—a 25-year-old Latina majoring in civil engineering at Mississippi State University—was working as a bookkeeper at a grocery store to help pay for college, she was not aware of the wage gap, or that it costs Latinas $1,188,960 over a 40-year career.
However, she did become aware that a male bookkeeper who was doing the same job and working the same amount of hours at the grocery store where she was employed was getting paid a few dollars more per hour than she was—despite the fact that she had been in the position for longer. Serratos thought possibly her male counterpart was making more money simply because he had asked, so she decided to approach her boss for a raise.
“I went to my boss and said—let's call him Jimmy—’Jimmy said he was making X a week and I've been here longer than him, and I would like to make about the same amount or I would like a raise,’” Serratos recalls. “My boss told me yes, they were indeed giving my male co-worker more, because he had just had a baby and needed more money than I did. I thought, ‘I’m working to put myself through college,’ but that didn’t really matter.”
The manager’s response illustrates persistent gender bias that continues to impact women’s lifetime earnings, such as how men experience a ‘fatherhood bonus,’ or increase in salary when they become a parent, and women receive a ‘motherhood penalty,’ or decrease in pay when they become a parent.
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