“…Research has pointed to a number of factors to explain the gap, including the "motherhood penalty" (Budig & Hodges, 2010;Hartmann, et al, 2016), occupational segregation (Hegewisch, Phil, Liepmann, Hayes, & Hartmann, 2010), compensation negotiation (Mazei et al, 2015), entitlement (O'Brien, Major, & Gilbert, 2012), the "glass ceiling" (Catalyst, 2018), the "glass cliff" (Mulcahy & Linehan, 2014), bias or discrimination in job advertisements/hiring (Gaucher, Friesen, & Kay, 2011), performance evaluations (Koch, D'Mello, & Sackett, 2015), workplace climate/harassment (Hegewisch, Phil, Deitch, & Murphy, 2011), and leadership stereotyping and role congruity (Catalyst, 2005;Eagly & Karau, 2002). Although improvements in women's educational attainment, employment experience, and unions were important in closing the gender wage gap in earlier years, industry segregation remains responsible for 50% of the wage gap seen today (Blau & Kahn, 2016).…”