Removing the tax burden for secondary earners mostly female. GAO found that EEOC does not fully monitor gender pay enforcement efforts and that Labor does not monitor enforcement trends and performance outcomes regarding gender pay or other specific areas of discrimination.
Consequently, male workers are likely to be assigned to career-track jobs with a large emphasis on firm-specific skills that are highly valued and rewarded disproportionately while female workers are more likely to be assigned to non-career- track jobs with little opportunity to accumulate firm-specific skills.
For example, the gender pay gap by ethnicity,  within a single organization   or within organization to compare men and women on the same pay grade. This could explain why women may not receive very high wages, which might be one of the reasons behind the glass ceiling.
Changes in the wage structure are likely to have an effect on the gender pay gap. In Denmark, by contrast, the payoffs to an additional year of work experience are the same for both men and women, at 5 percent on average.
The views expressed in this article are those of the author alone and not the World Economic Forum.