A Summary and Review of Getting Even Why Women Don’t Get Paid Like Men and What to Do About It by Evelyn Murphy and E.j. Graff
This summary and review of the book, Getting Even Why Women Don’t Get Paid Like Men and What To Do About It, was prepared by Jessica Poole while a Business Management student in the College of Business at Southeastern Louisiana University in Hammond, Louisiana.
The main theme and concept of this book, that I gathered, was the powerful and practical call to action for women to take in the work environment. There has been an extensive and delayed effort for women to get equal pay wages. Women today still earn 77 cents to every dollar earned by a full-time male employee. The wage gap between the average female and the average male exists at every economic level, from waitresses to lawyers to the CEO’s.
Evelyn Murphy challenges two main questions in Getting Even: Why are women’s paychecks still so far behind? And what do we have to do to catch up? In the work environment still today, women are making almost a quarter less than men. It all stems from unfair treatment on the job, which may not be intended, but it will remain embedded unless we take action. The gender wage gap is unfair to the hardworking women. It reaches women around the country at every economic level.
There are five hundred occupational categories; in the year 2000, women were still being packed into twenty-one of the five hundred categories. The differences between working women and men have tapering over time but the wage gap still stands. Some of the differences you and I have heard are: Women are less skilled at negotiating, they are not strong leaders, choose family over work. The essential concept is that women are deficient. Although, working women’s attributes are just about caught up to the working men’s.
Discrimination, such as “wage discrimination” is a main factor discussed in this book. It is treating women and men differently solely based on their gender. In 1964, Congress passed the Civil Rights Act Title VII, which made it illegal to discriminate on the bases of sex, race, color, religion, and national origin. Evelyn Murphy focuses on the fact that discrimination is morally and legally wrong. This is because it causes women to face the financial consequences. Women lose money due to this issue. When a woman feels sexually intimidated in the workplace she cannot perform her best therefore she has to face the financial consequences.
Women will go through their working lives by doing the best they can at their jobs. They are the only ones who can determine whether the treatment in their work environment is fair or not. This book observes the unfair treatment of the average working woman and how the unfairness hinders the women who cannot afford a lawsuit, the risks and costs. The wage gap is not going to go away by itself; we need to take action now. Women and men need to work together to close the gap. It is possible to close the gap within the next ten years, but as Evelyn repeatedly states in her book, women and men must work together to solve the problem at hand.
The Ten Things Managers Need to Know from Getting Even
1. Why not a dollar? Managers should ask themselves: What should women be earning and not to ask what are women earning. Evelyn Murphy stresses on the topic of why women’s wage rate is not a dollar. Many studies and statistics have been concluded that women just don’t have as much experience in the work environment as men have. That is true, but that does not justify women losing 23 cents to every dollar earned by a man. Americans have said the wage gap has been slowly closing toward equality, but if that was true by now the wage gap would be gone.
2. Personal Cost of the Wage Gap – The wage gap has a personal effect on every woman in the workplace. The gap of twenty-three cents is a personal gap in each woman’s individual life. These consist of vacations not able to be taken, dental work, or lessons for children denied. Many women do not challenge the wage gap, in fear of self-destruction causing them to lose a needed job. Also, women usually do not add up the loss of the twenty-three cents but let’s just put this into perspective for you. The Institute for Women’s Policy Research compared the lifetime annual earnings of women and men, by their age and level of education. The study was conducted using a forty-seven-year adult life span working full-time year-round. Now this is just not equal.
High school graduate will potentially lose approximately $700,000, this is based on a women graduating from high school and making $20,000 a year.
College graduate will potentially lose $1.2 million, this is based on a women graduating from college and making $30,000 a year.
Professional school graduate will potentially lose $2 million, this is based on women getting a degree management, law, medical, etc and making $70,000 a year
3. Cents and Sensibilities – Discrimination lawsuits-Do settlements conclude measure discrimination? Employers settle cases for many reasons, occasionally they settle because of exposure to the public or a judge/jury punishing them for misconduct. Most often employers claim they have done nothing wrong and avoiding the risk and expense. When you see a discrimination case that has been settled, analyze it and weigh out the amount of money that was paid out and against woman’s claims. More often than not, the employer settled to avoid the risk and expense.
4. Plain Old Discrimination – In this period of powerhouse women, it’s extremely hard to believe that people still view woman as being less capable. Now this is just plain old discrimination for people to still consider women as less capable or deficient in the work field. Some of the powerhouse women include; Oprah Winfrey, Senator Hillary Rodham Clinton, and Dr. Susan Love, breast cancer surgeon. Discrimination is continuously effecting women and causing them to lose money. Every job that a woman doesn’t get, every pay raise not received, not getting the promotion, or just not getting paid equally will ultimately hold down a woman’s future earnings. Every dollar missing from her check, will multiply over a lifetime, but a man gets that additional 23 cents.
5. Unequal Pay for Equal work – There is a major American awareness, if an employee female or male do the same day’s work then, female or male employee should be earning the same day’s pay. This occurs at every economic level because employers completely refuse to acknowledge the matter at hand.
6. Nobody loves a lawsuit for wage/sex discrimination – As a business woman, I certainly want to be paid fairly. Employees want to obtain positive reinforcement and be rewarded for hard work, skills, creativity, trustworthiness and dedication to the company just as their male counterpart. Most women realize that carrying out a lawsuit will isolate them from the other employees and disrupt their careers. Their integrity will be questioned at all levels of the business and eventually be let go. Although, in some cases women have built up so much anger, that they now interrupt their career in the pursuit of justice.
7. Occupationally Sex-Segregated Jobs – The deficiency of lawsuit settlements recently is because, the passing of Title VII of the Civil Rights Act of 1964, women began suing over “comparable worth”. Women want to be paid the same as their male counterparts for jobs with comparable skills.
8. Keep Girls Out – The stereotypical opinion of women that we would prefer to do something less dirty, work with words instead of mathematical calculations, and my favorite, making a difference instead of making money. Well, if this isn’t being clichéd toward women I don’t what is. Unfortunately, men have taken the “clubhouse NO GIRLS ALLOWED” to a whole different level. People believe that women merely like to do other kinds of work. This generation of women believes it is their birthright to be strong leaders, responsive, educated, and experienced.
9. The Mommy Penalty and the Daddy Bonus – Women are discriminated against at every level in an organization when she gets pregnant. This develops from the moment a woman tells her boss she’s pregnant to maternity leave (provided or not provided) to the moment she ask for accommodations such as, becoming part-time, video conferencing from home to coming in a little later at work. So, because we get pregnant we are sidelined in the organization as well as financially reprimanded for taking time off to recover. Managers need to understand that just because a woman has a baby and may take maternity leave does not mean she should be penalized in the organization. If the organization has complications because of one woman leaving for maternity, then the organization should have been prepared to maintain stability, especially when the company offers maternity leave. There are many accidents that can happen that would cause male employees to be out of work for months also, just under different circumstances (injuries, health problems, etc.). Yes, things will change but she will come back to work and perform exceptionally at her job. The organization’s preparation in advance for pregnancy could make the difference. The flip side to this is that anything can happen to a woman or a man; it is up to the corporation to determine the value, knowledge, experience, and productivity of the employee as a whole. The phrase “Working Mother” is quite similar to the “deadbeat dad” expression. These two notorious phrases advocate people are not fulfilling their responsibilities, a man or a woman.
10. No Woman Need Apply (Are you serious?) – Managers should always take into account that even though she is a woman does not mean that she is any less capable to accomplish the same job that is explicitly for a man. Employer’s still today openly refuse to hire women, knowing it is illegal.
There are loop holes that companies can jump through that assist in the sex-segregated issue. If something is not done about the loop holes, women will always be on the sidelines making less, taking care of the children and house duties. We will stay in the gender wage gap and not be able to provide for our children to the extent that a male could, with higher pay in the same field with same experience, knowledge, and education. Giving a loop to jump through is not the answer in this case. If we are all considered equal, no matter what color, race, religion, sex, or gender, then why are women being segregated? Is it just because we are women and the males want to feel dominate and in control. Why can’t a woman?
Full Summary of Getting Even
Working women still today are affected by wage/sex discrimination. Women are paid 77(seventy-seven) cents less than the average full-time male. The substantial wage gap between women and men has been around for several decades and does not seem to be going away. The wage gap compares the average earnings of all women and the average earnings of all men. Although, in the 1990’s women’s paychecks did not increase as much as the average male did.
Evelyn Murphy goes on to discuss how the blatant data found, is the backbone of the book “Getting Even”. Let’s discuss why women are making a quarter less than men. The unfair treatment in the work environment, this may not always be intentional, but it happens more frequently than we realize. Evelyn Murphy wrote this book in respect to every woman and every man that has a woman that he cares about in his life. Also, for each and every woman who has experienced this type of sex-segregated injustice. Women are affected by this daily, yearly, and at every economic level in our society. What really is a huge issue is that still today we let this type of segregation happen. Every working individual should be paid fairly no matter what. There are many men that are the top of an organization and I am pretty sure that they would most certainly want their wife, daughters, sisters, and nieces to be paid fairly. This binding issue pinches the daily lives of women in every country at every monetary level.
There are many differences between working women and working men but over time they have tapered down. Working women’s independences have caught up with men’s. There many sayings that we all have heard, such as women are less skilled, women do not exhibit strong leadership, and women chose family over their work. There is one central concept that has remained, women are viewed as deficient. The data is drawn from nationwide statistics provided by the U.S. Census Bureau and U.S. Bureau of Labor Statistics. These two Bureaus formulate their data from the working individuals by their age, race, gender, education, and job earnings. When an analyst builds a theory, they are only able to use the data available on the demographic characteristics of the working individuals. Only being able to see one side of the spectrum will limit the validity of the conclusion, because the analysts are not considering the behavior in the workplace.
Discrimination conveyed in “Getting Even” is about women and men getting treated fairly in the work place, not because of merit or value to the corporation, because of sex. In 1964, Congress enacted the Title VII of the Civil Rights Act, to make it illegal for employers to discriminate against sex, race, color, religion, or national origin. The widespread definition of discrimination is often abused. Discrimination is when a woman is treated unfairly, by her employer, because of her sex. A woman has the capability to do her job efficiently, but when being sexually intimidated in the workplace, she is not able to. This ultimately will cost her money. “Sex discrimination, wage discrimination, sexual harassment discrimination, occupational segregation, being “mommy-tracked”: that’s money being taken out of your wallet.
There are many lawsuits filed of wage/sex discrimination, but they are not always true. People make mistakes and even lie. Dealing with discrimination can be an intimidating process, so you should step back and evaluate the situation. This could set back a woman’s entire career. Women are the only determinate of what they feel is inappropriate in the workplace.
Why Not a Dollar?
The wage gap between women and men has been said to be gradually closing. If this were true, then the last forty years would have slowly eliminated the wage gap. At this point, it should be non-existent. So, obviously women are still not getting equal income. Women have been experiencing this deficit for many decades.
Throughout this process, women have excelled in just about everything an educated man has accomplished. Women have caught up with their counterparts in high school and college, surpassing men in the same degree, with better grades and more devotion to their studies. Now women and men are not only competing for grades but for the dollar. This can cause a lot of frustrations between genders in the work environment. According to Heidi Hartmann, who is the president of the Women’s Policy Research, has been documenting this widening gap for quite some time. Her research has revealed that when times are good in the economy, men advance more than women. In 1963, the Equal Pay Act was passed, the Title VII of the Civil Rights Act was passed in 1964, as well as, the Executive Order in 1965, banning federal employees and contractors to discriminate against women. This initiated our nation to look more closely at the idea that women, with the same credentials as a man, deserve equal pay. But, in 1990’s this approach to the wage gap had failed, even when our economy was transforming and women were just as experienced, it failed again thirty years later. So what is actually holding women back? Plain old DISCRIMINATION.
The Personal Cost of the wage Gap: A Second-Class Life
There are very few women that actually know exactly how much their male counterpart is making. They know they are not getting the same amount of pay that equally qualified men get. This leads me into the personal perspective of this issue; women don’t just sit around counting up the missing dollars that they should’ve earned over a lifetime. Consider this particular example of a New York City middle manager, took a job starting out at $32,000 a year. She obtained information on past employees that were male, in her same position, and were making $36,500. That is $4,500 and 14% more than the female employee, with the same skills and experience was making.
Cents and Sensibilities
Many people still today believe the wage gap in fact does measure discrimination. Evelyn Murphy has asked many people their opinions and has gotten stories about unfair treatment in the workplace. She also stated many didn’t come right out and say it, but they have suspected unfair treatment. Another question to ask is, “Do settlements measure discrimination?” In some cases it is definitely true. Employers want to settle cases for various reasons such as certain misconduct will surely sway the judge or jury. Another reason is to avoid risks, expense, and losing money by the public finding out that they were cheating women out of wages. Discrimination can aid in keeping the employers costs and expenses down. By paying women less than men in the same job, the employer is making money at the woman’s expense. Most of the cases are usually never seen by the public or so deeply buried in the newspaper it is easily overlooked.
Now Add Discrimination
I have done my own research on the gender wage gap, and the results are still the same today. I have taken a survey of 10 individuals, 5 male and 5 female. Most of the surveyed group had no clue what the wage gap would be or if it still was as much as 77 cents to the dollar. Evelyn Murphy did a wider-spanned survey on the wage gap measuring discrimination; her examples were dead-on cases of mistreatment in the workplace. One example was, a nurse who had been working at a hospital for many years watched new male entrants, with less training and skills move up faster in the hospital ranks. The harder-working women were left behind and not promoted. Another example she described was a graphic designer, who had watched many firms eliminate new mothers, as early as a year after childbirth. The fathers were in a “temporary setback” and the mothers were completely restriction in the work environment.
Plain Old Discrimination
In this period of powerhouse women, it’s extremely hard to believe that people still view woman as being less capable. Now this is just plain old discrimination for people to still consider women as less capable or deficient in the work field. Some of the powerhouse women include; Oprah Winfrey, Senator Hillary Rodham Clinton, and Dr. Susan Love, breast cancer surgeon. Discrimination is continuously effecting women and causing them to lose money. Every job that a woman doesn’t get, every pay raise not received, not getting the promotion, or just not getting paid equally will ultimately hold down a woman’s future earnings. Every dollar missing from her check, will multiply over a lifetime, but a man gets that additional 23 cents.
Wage discrimination by Sexual Harassment
There are many opinions about what sexual harassment actually is. This definition includes acting in a sexual, patronizing, and intimidating fashion. It can stem from supervisors, managers, and employees that are insinuating sexual favors, groping, stalking, threatening, taunting, or provoking female employees. This can come in many forms and it’s not just a onetime incidence. Sexual harassment is a form of terrorism in the workplace. The court system has made a clear distinction between what sexual harassment is and what is not. First, “quid pro quo” must be demanded for sexual favors in exchange for advancement in the ranks; second, “a hostile work environment” which a work environment has men taunting and threatening women, which any sensible woman would be, inclined to quit. Although, just because there are laws stating that sexual harassment is illegal does not mean that it isn’t still happening every day.
Women have been underpaid for many decades and were only allowed to work in certain jobs such as, teachers, clerks, nurses, etc. There are artificial social barriers that segregate women in to these two job categories. Resentment of women in the work environment will vary from job to job. There are cases where men refuse to teach a woman how to accomplish a task faster; they will just sit on the sidelines while the woman tries to do the task by herself. Now, if a man doesn’t want to train a woman on how to do the job, then I can say from my own experience, I would figure it out. Women are not deficient, unskilled, uneducated or inexperienced, men should respect that a woman is out there on the job trying to succeed and get a paycheck.
An example Evelyn Murphy used was an apprentice elevator technician, Lauren Sugerman. She started this job in the local union of her state, Chicago. Sugerman was working on the tenth floor of a building with 480 volts of electricity, live cables and huge equipment. Diligently working, she soon realized that all the men had left her alone on a potentially deadly job with no help. After that incident, Sugerman decided she was not going to put her life in jeopardy because of the male employees deciding to leave for the day and not tell the only female on the job site.
My Father Is My Idol: The End of a Dream
In every job environment there will surely be some form of discrimination, it is inevitable. But for a woman to be inspired by her father and want to follow in his footsteps is frowned upon in some industries. Daughters idolize and look up to their fathers; is that such a bad thing, even if you are a woman?
Murphy relates a particular case in which a father was not completely on board with his own daughter following his lead as a firefighter. She trained physically, studied and prepared for the firefighter test. After her father witnessed her vigorous dedication, he changed his perspective about women. He knew she was going in to a male lion’s den. The fellow firefighters did not want a woman on the team. Out of the eighteen applicants, she was one of the three that aced the final exam. The captain wrote the state board to invalidate her test for not meeting the regulations. The board issued a new test to her and she aced the second one to. Once on the job, she was verbally tortured and given tasks that the other new male applicants were not given. She was to stay behind and clean the firehouse while the others went on the field. The captain, who applied to the board for her invalid test, was in charge of her training. He made her do impossible training exercises. The other males were shown how to do it and she was criticized. She refused to report any of this treatment to her bosses. She pursued some advice from other female pioneers about winning her department over as the chief. The captain accused her of cleaning the toilet wrong and had her do ridiculous duties. The chief got wind and started an investigation, and soon the public media got wind. Her father was getting his name drug through the mud. That is not right at all! So, concluding this example, if a woman wants to grow up and be like her dad one day, she will have to go through the same pain and suffering? Are you kidding me? Now this is discrimination at its finest.
Everyday Discrimination: Working while Female
Most women will go throughout life thinking they will progress based on their talents and proving themselves within the company. Unfortunately, in the work place there is a malicious repetition, that spans nationwide, of different types of sex discrimination, job and work-related title segregation, and verbal or physical sexual harassment. This type of behavior in the work place has a gradual effect on women’s paychecks. Women are completely aware they are being devalued and underpaid.
Gender stereotyping has become unbroken in the employee paycheck discrimination. The top management assumes that women don’t want to travel and told that they wouldn’t be able to balance work and family. These types of comments can turn in to illegal discriminatory actions to cut women’s wage rate.
Getting Even: No More Excuses
Women dealt with job and wage discrimination for many decades, but women in the force have been reacting to this issue.
Women have become so tired of dealing with this mistreatment and persistent bias women must to something keep their own self-respect. Women have not much support so they have chosen not to act because they believe that nothing happen to close the gender wage gap. Evelyn Murphy stated reasons (excuses and answers) behind why women hold back.
Excuse1: I’m too busy, and besides I can’t change this alone.
Answer1: You’re no longer alone.
Excuse2: I’ll lose my job if I sue.
Answer2: You don’t have to sue there are other options
Excuse3: The wage gap is going away on its own.
Answer3: No, it’s not.
Excuse4: Women aren’t as ambitious as me; they want more balanced lives.
Answer4: Who said all men were ambitious?
Women, Working from the Inside Up: Step One
The wage gap is not by the fault of any woman trying to establish a career. It will take a national effort of all women and their male supporters to work together to close the gap indefinitely. Working together and documenting every incident of discrimination, do research on what men in the same field are getting paid opposed to you, Build allies and collaborate, and learn to negotiate by asking the boss for a fair paycheck after your research is done so any questions he may have you are well prepared.
CEO’s, Working from the Top Down: Step Two
CEO’s must commit to closing the wage gap within their corporation. It is the CEO’s responsibility to make sure that every individual male or female must be paid equally for each particular job description. If there is inequality in the pay, the CEO knows this is illegal it is their responsibility to fix it. The bottom line that Evelyn Murphy has conveyed is that CEO’s must be accountable for eliminating what each one of them contributes to the nation’s 23-cents gender wage gap. The result is that without CEO’s taking action, the gap will never go away. The CEO’s need to do to close their own companies wage gap:
Adjust pay scales throughout the company.
Insist on zero tolerance for overt discrimination.
Use objective measurements for hiring, raises, and promotions.
Monitor and measure progress.
Insist on equal numbers.
All of Us, Working from the Outside In: Step Three
All American women must hold every employer accountable for closing the gap. As citizens in America, we must join forces and take on the discriminating, biased and costly gender wage gap. Evelyn Murphy proposes three actions that all citizens can take in the civic realm. First, watch the progress or lack of, the Fortune 100 Company’s efforts to abolish the wage gap. Second, that Congress will reinforce the legal structure against wage discrimination. Third, every individual must make the abolishment of the wage gap their own personal mission. Fortune 100 companies such as Ford Motor and AT&T could set the trend by making its male employees even with female employees. The United States has laws to try and eliminate the wage gap but they do not have all of them. Congress plays a role in closing the wage gap by eliminating the fair-pay loopholes and requiring “comparable worth pay” in our United States laws.
The Video Lounge
[Insert: Find at least one video clip (from YouTube or elsewhere) that has an interview with the author, a story about the book and/or author, or an application of the concepts from the book. You must include the URL for the clip, and then, discuss this clip and what it shows in a paragraph - consisting of three-four complete sentences for each clip. Please note, I would suggest searching not just on YouTube, but on business news sites, such as CNN, CNBC, Bloomberg, etc.].
Why I think:
The author is one of the most brilliant people around…or is full of $%&#, because:
I believe this book was exceptionally realistic in the illustration of sex discrimination and the wage gap. The information Evelyn Murphy compiled with facts, statistics, and interviews about the struggles women in the workforce have dealt with and are still dealing with it today. She went to much detail about mistreatment, sexual harassment, and let go because of childbirth. This has got to stop and she was absolutely correct stating that every individual, Congress, and the President need to take a stand.
With business conditions today, what the author wrote is – or is no longer true – because:
This book is absolutely still relevant today; the gender wage gap still exists within certain industries. Women are still receiving lower paychecks, unfairness and some cases sexual insinuations and harassment for advancement.
If I were the author of the book, I would have done these three things differently:
1. Even though the author is very knowledgeable about the topic, I believe she could have tried to incorporate a little more of the males perspective. I would have done that to show that maybe they had some positive qualities of women. And this also would have given a chance to display any negative insights about why they believe what they do.
2. The book was a very broad perspective of her point, but her delivery was very direct. I would have obtained interviews and surveys from more of a diversity of age ranges, races, and national origins.
3. There were certain chapters that I felt she kind of attacked males for the blame. She did talk much about all the women who didn’t want to work and stayed home. It was briefly touched on but the book was published in 2005, so there have been changes over the last 8 years or so.
Reading this book made me think differently about the topic in these ways:
1. This book was one of the best business books I’ve read. There are many women still today not getting the equal pay they deserve. This will continue to happen unless everybody gets on board with the equal pay. Women will continue to gain the experience, education, and training to succeed in this economy.
2. Regardless of what gender you are you should receive equal pay. Women have families to support also, so depriving us of what we rightfully have earned is gender discrimination.
3. The loopholes organizations have access to jump through needs to be abolished not later, right now. This has created a barrier for women to not have the ability to receive justice when it is an open-and-closed sexual discrimination case at its finest.
I’ll apply what I’ve learned in this book in my career by:
1. I plan to immediately try to make sure that no woman has deal with any sexual discrimination in my work environment. I will incorporate this strategy in to my own business and the business I am currently working at. Women and men in the workplace are equal in my eyes, sexual harassment and wage discrimination will not be tolerated.
2. I plan to allocate the proper wage rates for each job design. I will have all my employees, regardless of what gender, paid the suitable amount for the job hired. I will also not let gender be a determinate of eligibility for promotions and raises.
3. I will always make sure my employees or fellow employees will be treated with respect. If an employee feels that they have been discriminated against, I will not take the situation lightly. Discrimination, no matter what manner it may happen in the work environment, it is morally wrong.
Here is a sampling of what others have said about the book and its author:
Although this book had oodles of information about women’s wage deficit, court cases involving sexual harassment or wage discrimination. Some of the reviews and article responses I found were from men and women’s point of view. Some people believe that it is the woman’s fault and saying we haven’t already stood up and tried to make that wage gap close. This particular view point was from a male reviewer. He also stated that he definitely does not see the wage gap closing in his lifetime. Women responses have stated that we have been trying and will keep trying until this discrimination stops. Women are optimistic about the gap closing and staying closed. Women are not resentful or angry we just want what is rightfully ours.
In the book, Evelyn Murphy examines the topic of sex and wage discrimination intensely. She incorporates many examples from individuals who have experienced this type of discrimination. A lot of the men’s reviews were as I expected, stating that women are not good at negotiating, leadership, skilled, etc. The only reason I believe they have such an issue with women in the workforce working side-by-side, is that they know their competition for the dollar is on the edge. Women have many talents just as men do, they just can’t handle the pressure of possibly having a woman be better at something. The opposing views from men and women in the reader responses were pretty typical from male to female.
One thing men need to stop doing is underestimating the abilities, skills, training, and competency, negotiating strategies, physical strength and overall performance on the job. Women have worked extremely hard to get to the place we are currently and we are not stepping down. We are here to stay, so get over the theories about women, and support us for trying to maintain financial stability for our families.
Evelyn Murphy. E.J. Graff. (2005). Getting Even: Why Women Don’t Get Paid Like Men-And What to Do About It. New York, N.Y.: Touchstone.
Editorial Review. Copyright (c) Reed Business Information, a division of Reed Elsevier Inc.– PUBLISHERS WEEKLY [Review of Getting Even: Why Women Don't Get Paid Like Men-And what to Do About It] Retrieved from https://ebookstore.sony.com/ebook/evelyn-murphy/getting-even/_/R-400000000000000085243#productCustomerReviews
The Wage Project. Wage, Women are Getting Even. President, Evelyn Murphy. http://www.wageproject.org/files/gettingeven.php
Josh. (Jul 12, 10). [Review of Getting Even: Why Women Don't Get Paid Like Men-And what to Do About It] Retrieved from http://www.goodreads.com/review/show/111293187
To contact the author of this article, “A Summary and Review of Getting Even: Why Women Don’t Get Paid Like Men-And What To Do About It by Evelyn Murphy with E.J. Graff,” please email Jessica.Pooleemail@example.com or JessicaPoole85@gmail.com.
About the Publisher
David C. Wyld (firstname.lastname@example.org) is the Laborde Professor of Management at Southeastern Louisiana University in Hammond, Louisiana. He is a management consultant, researcher/writer, and executive educator. He also serves as the Director of the Reverse Auction Research Center (http://reverseauctionresearch.org), a hub of research and news in the expanding world of competitive bidding. His blog, Career News 24/7, can be viewed at http://wyld-about-careers.blogspot.com/.