¶ … Mincer and Polachek in 1974 (Frankel Paul, 1989) argued that because women do not expect to work as much as men throughout their lives, they invest less in acquiring market skills and are, therefore, more costly employees than men are specifically, although not particularly, in managerial positions. This is because, women anticipate having children and leaving the labor force to raise them and therefore take jobs that have relatively high initial wage rates but offer little on-the-job training or potential wage growth. O'Neill (Frankel Paul, 1989) also pointed out that women work as much as 10% fewer hours than men, and that they have a lower investment in their job due to having a higher investment in family. More so, women currently employed have worked 60% of their working lives, while men have worked almost continuously. On the other hand, however, many women choose to remain single, not tied down by responsibilities of childcare...

A specific employee may be a potentially valuable resource and, therefore, it may be advantageous of the employer to raise the price in this specific case. Each and every case is different, and no carte blanche statements can be made regarding one gender being more expensive than another. There are single women just as there are married mothers, and there are married mothers who may be invaluable assets to the firm despite their fewer working hours. On the other hand, there may be men in managerial positions who serve as mere appetencies and are unsuitable to their post. I therefore think that each and every case is different and, accordingly, each case should be judged on its own merit.
9.2

The ideal conditions in…