A few years back, Academy Award-winning actress Jennifer Lawrence addressed the gender pay gap in Hollywood through an essay. The essay was titled Why Do I Make Less Than My Male Co-Stars?, which was published in the Lenny newsletter. The piece came after Lawrence discovered that she had been paid significantly less than her male co-stars in American Hustle. In the essay, Lawrence candidly admits: “I didn’t get mad at Sony. I got mad at myself. I failed as a negotiator because I gave up early.“
Lawrence admitted that her reluctance to push harder was to avoid being labelled “difficult” or “spoiled”, a mindset that ultimately led her to settle for less. She explained: “But if I’m honest with myself, I would be lying if I didn’t say there was an element of wanting to be liked that influenced my decision to close the deal without a real fight. I didn’t want to seem ‘difficult’ or ‘spoiled.'” She later realised, “At the time, that seemed like a fine idea, until I saw the payroll on the Internet and realised every man I was working with definitely didn’t worry about being ‘difficult’ or ‘spoiled.'”
Lawrence’s candid admission resonated deeply with women everywhere because her experience is just one example of a much larger issue. The gender pay gap isn’t just Hollywood’s problem. It is a reality for women across all fields, from top actresses to daily wage workers.
Society often teaches women to be quiet, agreeable, or easy to work with, making them hesitant to speak up for fair pay. This reluctance, influenced by societal expectations, allows the pay gap to persist and keeps the cycle where women continue to earn less than men.
The gender pay gap is closing too slowly.
Despite the ongoing push for equal pay, women still earn less than men in nearly every field, from entry-level jobs to top executive positions. On average, women make 16% less than men. There are a few exceptions, such as compliance officers and vocational nurses, where women earn 3% more, and wholesale and retail buyers, where women earn 2% more. But there’s only one role where men and women earn equal pay: teaching assistants, where both genders make an average of $34,424 per year.
In 1993-94, Indian women earned, on average, 48% less than their male counterparts. By 2018-19, this gap had narrowed to 28%, according to the National Sample Survey Office (NSSO). However, the pandemic reversed years of progress.
Preliminary estimates from the Periodic Labour Force Survey (PLFS) 2020-21 show that the gender pay gap increased by 7% between 2018-19 and 2020-21. Between July 2022 and June 2023, the average monthly salary for an Indian man was ₹20,666, while a woman earned ₹15,722.25 on average.
Working mother = Less pay
The gender pay gap becomes even worse for mothers, who, on average, earn just 63 cents for every dollar that fathers make. No matter where they live or what field they work in, mothers continue to face a significant wage gap compared to fathers. One primary reason for the pay gap is the unequal distribution of caregiving responsibilities and part-time work.
The gender pay gap grows after women have children. By the time their first child turns 20, women’s hourly wages are about a third less than men’s. This gap tends to increase when working women have children under 18 at home.
In 2022, mothers between the ages of 25 and 34 earned only 85% of what fathers in the same age group earned. On the other hand, women who don’t have children at home earned 97% of what their fathers made, meaning that without the added responsibilities of parenting, their earnings are much closer to men’s.
Why women don’t ask
There is a book called Women Don’t Ask, which claims that women earn less because they don’t negotiate for higher salaries like men do. The solution, the authors suggested, was for women to simply “lean in” and ask for more. While that sounds simple enough, studies show there’s a little more to it. Women avoid negotiating because asking for money is seen as “unladylike.” There’s also the added risk of possibly losing the job.
When women speak with the same confidence and directness that men do, people often view their voices as problematic. It is especially true for women in leadership positions, who are expected to soften their opinions to avoid being labelled as confrontational, bossy, or bitchy. There is some unwritten rule that women should express themselves in a more demure or palatable way.
Men, on the other hand, don’t have to worry about how they speak to get their point across. They can do so without any hesitation. Moreover, they don’t need to hold back or worry about how society will receive their words. But if a woman spoke the same way, she’d often be seen as rude or too blunt.
A strong statement by Jennifer Lawrence
Just like Jennifer Lawrence pointed out in her piece, men often succeed in negotiating their pay. Moreover, people often praise them for being fierce and tactical. Meanwhile, women like herself worry about coming across as brats. As she writes, “Again, this might have NOTHING to do with my vagina, but I wasn’t completely wrong when another leaked Sony email revealed a producer referring to a fellow lead actress in a negotiation as a “spoiled brat.” For some reason, I just can’t picture someone saying that about a man.”
Until we challenge these biases, women will continue to fight for fair pay with one hand tied behind their backs.
The final thoughts on the gender pay gap
The gender pay gap is more than just a paycheck difference. It is a reflection of deep-rooted bias and misogyny women face in the workplace. What Jennifer Lawrence’s story shows is that women face the double burden of fighting for fair pay while also defending their approach to asking for it.
The reality is that even with all the progress we have made, women are still paid less. It is especially true once motherhood comes into the picture. Change will only come when society starts holding all workers to the same standards, regardless of gender. Until then, women will remain underpaid, and mothers will earn even less because the system is biased against them. And THAT IS THE REAL PROBLEM.
The changeincontent.com perspective
At Changeincontent, we aim to spotlight these pressing issues and advocate for systemic change. The gender pay gap is not just about numbers; it is about fairness, respect, and creating workplaces where everyone can thrive. Through thoughtful discourse and actionable insights, we hope to inspire organisations to challenge the status quo and champion a genuinely inclusive environment.
References
Lenny Letter: Jennifer Lawrence: “Why Do I Make Less Than My Male Co‑Stars?”
Korn Ferry Global Gender Pay Index Analyses Reasons Behind Inequalities in Male and Female Pay
FORBES Gender Pay Gap Statistics In 2024
UN Women: The gender pay gap, hard truths and actions needed
Disclaimer: The views expressed in this article are based on the writer’s insights, supported by data and resources available both online and offline, as applicable. Changeincontent.com is committed to promoting inclusivity across all forms of content, which we define broadly to include media, policies, law, and history—encompassing all elements that influence the lives of women and gender-queer individuals. Our goal is to promote understanding and advocate for comprehensive inclusivity.
