Is the Gender Pay Gap Real?


Good morning, Hank. It’s Tuesday So a while back I said in a video In the United States women make 77 cents for every dollar that men make in the workforce And a lot of people pushed back in comments You know, “the wage gap is a lie,” “That myth has been debunked,” “your an idiot” with no apostrophe, et cetera. Anyway, now after a lot of reading I am going to attempt to share what I have learned about the gender pay gap. Hopefully without inciting a flame war in the comments. This whole question is fiendishly complex and people far smarter than I am have spent their whole careers devoted to it, but I want to begin with a broad observation. There IS a gender pay gap among full-time workers around the world. But the size of the gender pay gap varies dramatically by country. Like, in New Zealand women working full time make on average 90 cents for every dollar that a man working full time makes. Whereas in South Korea, that number is just 62 cents. When it comes to calculating the pay gap in the United States, a lot depends on what exactly you’re calculating. Like, by hourly wage, the pay gap is about 16%. By weekly take-home pay, it’s between 18 and 19%. By annual earnings, it’s around 21%. The fuzziness here speaks to the complexity of what we’re about to get into, but basically men on average work more hours than women on average. Actually, nope, they don’t. But men work more paid hours. Right, but so, this 16 to 21% number just looks at all full-time workers. It doesn’t account for differences in education, or skills, or experience, or occupation. When you factor all that stuff in, the pay gap shrinks to somewhere between 4 and 8% depending on who’s doing the math. This is the so-called “unexplained pay gap” that is, there is no economic explanation for it and most nonpartisan analyses agree that this part of the pay gap is directly due to gender discrimination. By the way, you can find links to lots of sources in the doobly-doo. But yeah, that 4 to 8% number might sound low but even on the extremely conservative end, it would mean that women lose over 241 million dollars of pay every year to direct discrimination. I should add here that there is also a wide racial pay gap in the United States and as disccused in this Vlogbrothers video, there is overwhelming evidence that much of that gap is due to direct discrimination. Because race and gender affect people long before they enter the workforce, it’s difficult to disentangle causes here, but we do know that women of color are doubly disadvantage when it comes to pay regardless of skill level, experience, or education. Right, so a portion of the gender wage gap is attributable to discrimination in the United States, but most of it is ostensibly about choice. Choice of college majors, or flexibility when it comes to hours, or occupation. And this is what people generally mean when they talk about debunking the gender wage gap. Women, on average, work fewer hours and tend to work in less lucrative professions from school teaching to caregiving. Whereas men are more likely to work in higher paying fields like engineering or anesthesiology. And some of the pay gap can be found here, like in one study of more 120 professions, more women than men worked in nine of the ten lowest paying jobs. But of course that isn’t only about choice, it’s also about the expectations of the social order. Like, why are there more female nurse anesthetists but more male anesthesiologists? And then there’s the fact that even within almost all of these professions, the pay gap persists from computer programmers to teachers to lawyers. Some of this is the aforementioned “unexplained pay gap” but some of it is because men, on average, work more paid hours than women, which brings us to the question of unpaid work. The average adult American woman spends 167 minutes per day on housework or care for household members. For the average adult American male, it 101 minutes per day. And that work, even though it’s unpaid, is of course very real. Now, none of this is to criticize the many women and many men who work fewer hours or don’t work in the labor force at all to focus on childcare or housework. It’s only to say that women doing a disproportionate amount of the unpaid labor in the United States inevitably distorts the paid labor market. We see this especially clearly in studies of what happens to workers after they have kids. With each child a family has, women see their average income relative to men go down. It goes down about 7.5% after the first child. There have been a ton of studies exploring this, but I just want to highlight one. In 2007, a Stanford professor sent out fictitious resumes to various firms and found that female applicants with children were less likely to be offered positions and when offered jobs, were offered lower starting salaries. Men, meanwhile, actually seem to fare better after they have children in both employment opportunities and wages. This may also be part of the reason the pay gap gets worse over time. It’s near 10% from young adulthood until about the age of 35, when it suddenly jumps up. Like one study looking at business school graduates found that right out of school there was a relatively small gap but then 8 years later it was much, much larger. And interestingly, even in careers dominated by women men disproportionately advance to supervisory roles Like, most librarians are women, but male librarians are disproportionately likely to become library directors. And there are still large pay gaps within careers that employ mostly women, from nursing to librarianship. In fact, unless you really cherry pick the data, a real and consistent gender pay gap exists across almost all fields at all education levels at all ages. And at the current rate of change, this wage gap won’t close in the United States until 2058. In short, Hank, there IS a gender pay gap but it is not as simple as women making 77 or 79 cents for every dollar men make. Instead, it’s an extremely complicated web of interwoven factors. Some of the pay gap is attributable to positive, empowered choices that individual women make to work less or to work in fields they find more fulfilling. Much of it is due to direct discrimination against women, especially mothers. And much of it is also due to the way our social order constructs gender and our expectations of women. And that is something we can change together by, for instance, embracing the idea that there’s no reason for the social order to saddle women with most of the world’s unpaid work. And we can also examine the real personal and systemic biases that are distorting the way that we look at women in the workplace and outside of it. So the gender pay gap is complicated and it’s integrated with many other socioeconomic phenomena, but make no mistake – It is real. Hank, I’ll see you on Friday.

Economic benefits of gender equality: Labour market activity and equal pay


In the EU women earn
over 16 % less than men per hour. Moreover, ignoring the potential of women
in the labour market has a negative effect on the income and occupational pensions,
which undermines their economic independence Imagine there were employers who promoted part-time and
flexible working arrangements. Imagine equal opportunities for women and men across sectors, occupations and
levels of responsibility. This would lead to a huge
upturn in the European economy. More women entering the labour force
could mean up to 6 million more jobs by 2050. And a GDP increase of
5.5 % or EUR 1 490 billion by 2050. Equality between women and men
is one of the EU’s founding values. EIGE’s study on
economic benefits of gender equality assesses the impact of better gender balance
in education, employment and wages. It also looks at how gender equality
can address ageing population challenges in the EU. The study shows
that gender equality in one domain has spill-over effects in other domains. With more active measures
towards gender equality, the overall employment rate would reach almost 80 % by 2050. Putting gender equality
at the heart of all policies would unlock the full potential of the European Union.

In Short: Marianne Bertrand on the gender earnings gap


(smooth music) – Looking back in
time, we’re trying to explain the gender gap in earnings. It was always an easy
explanation to point at, which was gender difference
in terms of education. Women were not going to
college at the same rate as men. They were much less likely
to go to business school, law school, as men. What has been happening
in terms of education is exactly the reversal of that. Now, women are more likely
to enter college than men. They’re more likely to
complete college than men, and gender differences in
terms of the representation of women in business
school and law school, while they’re still a bit less than 50 percent, this has pretty much evaporated as well. I think the puzzle now has become: How do we explain gender
difference in earnings when there’s no longer a gender difference in terms of education—in
fact, the opposite of that?

Three gender pay gap myths explained


It’s that time of the year
when companies reveal how much they pay their
male and female employees. But myths about the gender
pay gap are still holding the conversation back. – Men and women won’t sort
themselves into the same categories. So what are some of
the most common ones? One: there is no gender pay gap. – I’m hung up on the fact
that these new pay gap – measurements are incredibly
misleading and, frankly, useless. – None of them break down jobs,
age, background. – You have not proven any kind
of gender pay gap. It is true that the information that
the gender pay gap reveals is limited. Data analysts work it out by taking
all the men’s wages, all the women’s wages
and line them up from highest to lowest. They then compare the number
in the middle – the median. Last year, this calculation revealed
that the median woman is paid less than the median man
across all sectors in the UK. Now that we know that, we can
start to ask deeper questions, like why are there more wome
in lower paid jobs than men? Two: women inevitably earn less
because they have children. – Men and women have different
careers and different paths – through the workforce. – This might be a problem.
But there also might be – legitimate reasons why men
and women might go off – into different jobs and
have different levels in their career.” Some people admit there’s
a gender pay gap, but say that women can’t expect
to earn as much as men if they’re taking time out
to have children. There is some truth here. The pay gap for full-time employees
between the age of 18-39 is close to zero. It widens from the age of 40. That suggests that life events
like having a baby impact a woman’s progression. But does it have to be this way? Men also have children
but the impact on their careers is virtually non-existent. That doesn’t mean
they don’t pay a price though. – Many men say:
“Well I have work – and I support my family,
but I see my family very little. I would like to be
much more involved.” So what’s the alternative? – In other European countries,
they have a dedicated leave period – just for dads that’s properly paid
so it reflects their salaries – more accurately and then
more dads take it. – They then get more involved
in the business of – raising children at home. – Businesses get more used
to the fact that actually – men might take time out of work
as well as women and that begins – to change some of the perceptions
of whether women are a risk – in an organisation or not. Three: women work in industries
that pay less. – We’ve already seen that
in Scandinavia. – It’s 20:1 female nurses to male,
something like that. – Men and women won’t sort
themselves into the same – categories if you leave
them alone to do it – of their own accord. People who argue that women
become nurses because they are more nurturing by nature
are ignoring the massive social and economic factors
that shape the workforce. For example, there’s an assumption
that men have always been the main family providers,
but this notion actually emerged in the mid-19th century. Women contributed to hard
physical labour up until then, but the industrial revolution
changed work for men and women. In 10, 20, 100 years from now,
the workforce will look very different and no one, including Jordan Peterson,
knows the impact gender will have on career choices. Despite what the sceptics say,
the UK government is acknowledging there’s a gender pay gap
and is suggesting changes that companies can make
to level things out like: making sure women are shortlisted
for senior roles; being transparent about
pay and promotions; and encouraging men
to take shared parental leave so that everyone,
no matter their gender, can enjoy a better
work-life balance.

Global Wage Report 2018: What lies behind the gender pay gap.


This year’s global wage report explores the gender pay gap, a phenomenon which represents one of today’s greatest social injustices. Using data from about 70 countries, covering nearly 80% of wage employees worldwide, the report explores what lies behind the gender pay gap. First the report shows gender pay gaps are found just about in all countries. And on average women are paid 20% less than men across the world. And second, factors that often determine wages such as education don’t seem to explain the gender pay gap. However, our research shows that mothers are earning lower wages than non mothers. We call this the motherhood gap. We also see a tendency for wages to be lower in enterprises where the workforce is predominantly made of women. For example, in Europe wage employees in enterprises with a predominantly female workforce can earn four thousand US dollars less per year compared to those in enterprises with a similar productivity profile, but with a different gender mix. The report provides policy and recommendations that could help reduce the gender pay gap. Together with the empirical evidence we hope this contributes to the achievement of the sustainable development goal 8.5, which calls for equal pay for work of equal value in the framework of the United Nations agenda for 2030.

‘Work in Progress’ Creator & Star Abby McEnany on Depicting Queer Life | In Studio


– Hi, I’m Abby McEnany, and I’m in studio with
the Hollywood Reporter. (upbeat music) – So, Abby, it’s been a year now since “Work In Progress” was at Sundance. – Right, yeah, we actually, we got, we found out we got into Sundance the Monday of Thanksgiving last year, and then Sundance was, I think, the last week of January
of this year, yeah. – Right, so, how does it feel to finally be debuting the show to a wider audience? – It’s, I mean, somebody
reached out to me today, like “Hey, how are you doing?” and I always say, like “I’m so grateful, “I’m terrified, I’m excited.” It’s amazing. I still don’t believe
it’s happening, you know, ’cause I’ve never, like, you know, worked on a professional
thing like TV before, and I just look around and I’m just really really grateful, and I legit can’t believe it. (laughs) – How did it go? I mean at first you said you’re kinda filming a television
show for the first time, and you’re, you know, in every scene, you’re the star of the show. – I have to say, so we were so lucky that we were able to write,
film, and do post-production, everything’s in Chigaco, and I think I really am pretty, very open about how inexperienced and
new I am to all of this, and the crew that we had on set, like, I mean, some of the
best people in the world, and I’d be like “I don’t
know what I’m doing,” and they would teach me, you know? They’re like, I don’t know,
I just learned so much, and it was really, I felt
so well taken care of, not only by Tim and Lily, but my fellow actors, some who have been my dear
friends for a long long time, and then the crew was
just amazing as well, I mean, it went as well as
it could, I think, you know? – What was it like to collaborate with Lily Wachouski and Tim Mason and how did they
collaborate with your show? – Right, so, well, Tim and I, we wrote the pilot and
co-created the pilot together. So we wrote it and filmed it last year, and submitted it to Sundance, and that was, that was just us. Now, coincidentally, like, Lily and I have been friends in Chicago for about 3 1/2 years. I know their partner, I’ve known their partner, Mickey, for several, several years, over 20 years, and um, now Lily was sorta like
“What are you working on?” and I told her, and I had sent her a clip, she was like “Wow, cool,” and then, funnily enough, our executive producers
that signed on with us work with Circle of Confusion, and Lily is represented
by Circle of Confusion, and so it was, all this stuff happened, it was very kismet, like, worked together and so once we started, she signed on and was like
“Yeah, this sounds fun, “I’ll executive produce,”
and that’s awesome, and then the three of us co-wrote the rest of the seven episodes together. – So tell me a little bit about collaborating with Julia Sweeney, having Julia Sweeney on the show is kind of an important part of the plot. – It is, it is. I gotta say, she is phenomenal. She is a great human being, and, of course, hilarious, and so, she’s been generous with us from the, from the get-go. We reached out to her, we had written her into our pilot, and we were about to shoot, and we’re like “Well, we’d
better get in touch with her.” (laughter) So, and she was living
in Chicago at the time, and she was working on her, uh, she was workshopping a solo
show that she was doing called “Older and Wider” at Second City, and Tim and I had both worked
with Second City before, and he reached out to
one of the producers, who reached out to Julia
and sent the therapist clip and something else that Tim
had written and directed, and she wrote back right away, and we met her, she’s like “I’ll do anything for the show, “I’ll do the lighting,
I’ll do makeup, whatever!” and she’s been incredibly
giving and generous, and willing to talk about stuff. – So in the show you have
a very frank conversation about your love interest,
played by Theo Germaine, gorgeous Theo Germaine, so you and your friends have this kind of frank conversation, and there’s a lot of kind of gender mis-identity and confusion. – [Theo] I’m a trans man. – [Abby] They haven’t been out with an attractive trans man in ever, so. – Um, are you a little concerned about how Twitter is going to react – Yeah, I’m-
– To a show that will discuss that? – Well it’s funny ’cause I’m not nervous about any reaction of our subject matter. I think, I think people
might see that scene and be like “Oh it’s offensive
because of the misgendering.” I’m not, I mean honestly, whatever happens about if people, like, they don’t wanna see a show about an old woman, a
fat woman, a queer woman, like whatever, I don’t care about that. I think what’s important, like, we wanted to show
that it’s not just like, when I met my real ex-boyfriend,
Alex, who is lovely, you know, I did misgender him as the hottest baby dyke
on the face of the planet, and then when he told
me he was a trans man I was like “Okay,” and it didn’t, so that thing in the pilot,
that’s just like “Okay,” it wasn’t something like “Oh God,” but it was sort of, people like to, they don’t understand stuff, right? And I learned, and like,
still learning and whatever. So we wanted to show that it’s not like “Oh, everybody’s on board right away,” because that’s not reality, and just show that kind of learning curve. I don’t know. Yeah, I mean, so a friend of mine a
couple, we were at brunch, and she was like “Are you ready “for people to say you got stuff wrong?” I’m like “Yeah, I’m sure we did,” right? And also there’s no way
you’re gonna please everybody and I’m telling a story
from my point of view, and I’m just trying to be as
genuine and real as possible, and be open, like, people who stop listening
and trying to be better, it’s like “What are you doing?” – Let’s talk a little bit about anger in comedy. – Ooh, I’m interested to see what comes next in that question. – Do you think there’s a double standard between men and women when it comes to expressing
their anger in comedy? – I think in life, I mean I don’t know if it
would be different in comedy. I think, you know, a woman’s angry and they’re standing up for themselves, or unruly, and not a
team player, and a bitch, and like, demanding, and we expect, it’s like, and you know, you get shut to the side or whatever, and then if men are angry, they’re like, everybody’s like trying to get in line, and like “Oh, he’s so strong,
he’s making things,” right? – You know, after Hannah
Gadsby’s Netflix special, there was a conversation to be had about self-depreciating humor and what it means to people. What were the conversations
being had within your circles? – They, I mean, we didn’t have
any conversations about that, ’cause like, you know, I
did that storytelling show, and it was like real-life stories. Hannah Gadsby is a hero of mine, and “Nanette” was groundbreaking, I looked up the clip where she talks about how she won’t do that to herself anymore, and I was like “Wow, that’s so powerful,” and I’m not there, right? Like I think that is a goal, right, to not put myself down. I think it’s how I’ve survived this long and I know, it’s like, you know? And she says it so
beautifully, and powerfully, and it’s just like, I mean, so many times during that special I was like chills, tears, and also brilliantly
funny and honest and raw. I’m not there, it would be lovely, it’s like one of those things. I don’t see myself ever
getting there, but it’s a goal. – You know, for queer folk who may be seeing themselves
onscreen for the first time, what do you hope that they get out of it? I feel like you kind of
already answered that. – I think, yeah, I mean, you know, we really wanted to show,
like, what queer life is, and the queer life that
I see and that Lily sees, that, like, in our communities. We wanted to show, like, I think in a lot of shows,
and again, not all shows, like I’m never saying
we’re breaking ground, I mean I hope, whatever, I’m never gonna be that person, but I would say in a lot of shows it’s like “Oh, if you
have a queer character,” it’s like “Oh, it’s a queer character,” but we don’t see a lot of queer, or trans, or like gender non-conforming folks as your Lyft driver, or as your barista, your bartender, your waiter, you know, in the background, like, Lily was like “It’s very important “that we people are set,” and what people see with queer folks, and trans folks, and gender
non-conforming folks, ’cause that’s what our life is, it’s not just the three, like, it’s not just me, Theo,
and Celeste, right, who play queers that are like, you know, it’s like everybody. – So last question to you, Abby. It’s been so lovely having you here. – It’s so, I really can’t believe it, thank you so much. – So I ask this to a lot of film-makers. If you could hand-deliver a
copy of your work to one person, who would it be? – Um, okay, so I have
this thing about, like, celebrities, or actors, or
writers that I really admire, you know, and I kind of
never want to meet them because it’s scary, like
what if they’re a jerk, or they think I’m an asshole? Understandably. So I will answer, and this
sounds a little schmaltzy, but my mum, who died 2005, and a lot of this has been, my dad’s alive, and it’s so fun, like
a lot of it I’m like, it’s so great that, I think, for, like, I dunno, for this year, he’s like “Oh, she can afford insurance, “she can pay her rent, “I don’t have to worry
about it, you know?” It’s been so great, and I’ll say, I was like “Dad.” He listened to this radio thing I did. I was like “Did you hear me call you out “about how I was excited “that you knew that I
could pay for my insurance “and not on my credit card?” So I think my mum, and a lot of this has been, I think I was talking to
my sisters and my dad, and it’s like that, to me, has been sad, that she wasn’t,
she didn’t see it happen, but boy, she believed in me, and that is a gift you can’t, you can’t surpass that gift, – That’s wonderful.
– Right, to have that, so. ♪ I will never be ♪ In this, ah, I’m struggling. Queer dyke, and that is my identity. ♪ Dirt-free ♪ My life is harder than anybody else’s! (door creaks) (Abby gasps) Thanks for this opportunity.
– Absolutely. – It’s so nice to talk to you. – It’s nice to talk to you too
– Thanks. – “Work in Progress” is on Showtime. (logo swooshes)

Next on Episode 2 | Work in Progress | SHOWTIME


So I guess you’re
not a lesbian anymore. ABBY: I’m a queer
dyke, Campbell. Lesbians are old women. I am a lesbian. Exactly. Here we go. You’ve gained 17– No, see, I, I can
see it right there. – I believe in you.
– No. No? Listen to this. He’s a trans man. We’re going to table
that for later. You’re probably like, oh,
God, you went out for a date, I should have died months ago. [CAT MEOWING] It’s our turn now. [MUSIC PLAYING]

BTS: Abby McEnany Learns TV Production 101 | Work in Progress | SHOWTIME


– Hi. I’m Abby McEnany. Uh-oh, walking mess. OK. Hi, I’m Abby McEnany. I’m a long-time Chicago
improviser, first-time show creator, writer and actor. “Work in Progress” is a
very autobiographical show. I’m pretty hypocritical, because
I’m a really private person. And then I created this
show that’s basically a wide-open thing about me. You did not kill
your therapist. I’m pretty sure I did. Are you fucking kidding me? Oh, slat it. 4A, take one. I’m a total novice
at all of this stuff. You’re going to untuck just
the very front of your shirt. Let me just– not to be here, OK? Down the–
– No, we’re not doing all that. – Oh, we’re not.
– Just an interview. We’re just going to clip it on. Wow, so this is really
inappropriate, though. It’s my first time
on any set at all. That’s a boom,
and sometimes they have these different things
on ’em and I’m not sure why. That’s the puffy one. So far, this is going great. I know that you’re
supposed to say copy when people say stuff to you. Copy, instead of OK. RADIO VOICE: Copy. I’ll bet that, that’s what
copy means. l learned that. You know what
10-1 means, Abby? Call the cops? He’s my assistant. I have an assistant. What? He’s a teamster
and I love unions. Let me go tell her. All right. Am I supposed to
look in that again? MAN: Your flashlight’s on. Oh, it is? Classic. Technology is hard. Not because I’m a woman,
it’s because I’m an idiot. Peace. Behind the scenes, in
front of the scenes, we’re really, really
trying to do it right. Everything makes me
anxious and afraid. I’ve just always been terrified
about what’s wrong with me. This is really brave. Yeah, I’m fucking learning,
like I still am learning, you know? Thank you guys so
much, and we can’t wait for you to see “Work in
Progress,” debuting December 8. Buckle up, assholes.
Oh, I’m sorry. That’s a term of endearment. You’re not assholes.

Public Speaking Tips: Audience Analysis : Public Speaking: Audience Income & Occupation


The next thing you want to take a look at
when you’re analyzing your audience is occupation and income level. You know, what is everybody
in the group. Where do they work? You may have a huge cross section, you might have
waitresses, and secretaries, and file clerks, and bartenders, and athletic trainers, you
may have a whole big variety. And in that case, you just will have to choose, something
that all of the different types might find interesting. If you find that you all stay
at home moms, oh, o.k., now that can help you pick a topic suitable for the group. Or,
maybe half the class happens to be in the waitressing/bartending industry. Oh, o.k,
that might help you decide on a topic. It’s also important to take a look at income level.
If you are doing a speech for moderate income level people, and when I talk about college
students you know I’m usually talking about, ok, kind of poor, you don’t probably want
to do a speech about how to take an expensive European vacation. They won’t be able to afford
it! The better choice would be how to do Europe on a budget. Ah, now that could be interesting.
They want to travel Europe, you tell them all the secrets about doing Europe on the
cheap. So, that’s why it’s important to take income into consideration.

Gender-Marketing – Spielzeug für Kinder | extra 3 | NDR


Guck mal,
ein Prinzessinnen-Traum in pink! Das totale Mädchenzimmer. Kein blau! Genau das,
was wir Mädchen brauchen! Das ist Sammi,
das ist Lili und das ist Rosalie. Da könnte ich als Bruder
unmöglich mit spielen. So soll es sein!
Alles immer schön neu kaufen. Das blaue Fahrrad des großen Bruders
ging für Marliese nicht. Marliese wollte gerne
ein pinkfarbenes haben mit Lilifee, das hat sie auch bekommen. Ich finde es wichtig,
dass da nichts durcheinander kommt. Jeder braucht seine eigenen Produkte. Ich brauche unbedingt Jungs-Tee. Bin ja schließlich
ein “freches Bübchen”. Und ich das “süße Püppchen”! Und ich bin selbstverständlich
die “Shopping Queen”. Die Werbefritzen wissen genau,
wie wir sind. * Aptamil-Folgemilch,
basierend auf 30 Jahren Forschung. * Wenn wir Mädchen
das richtige Milchpulver kriegen, dann können wir wie Mama tanzen. Tanzen … Ich muss mich schon mal mit Papa auf
meinen zukünftigen Job vorbereiten. Ah, endlich Waffen … Das sind wohl die Waffen der Frau. Wir Jungs wollen Geschichten
von Piraten, Außerirdischen und Polizisten lesen. Und wir Mädchen von Prinzessinnen,
Ponys und Handrührgeräten. Schließlich bereite ich
doch gerne das Abendessen in dieser rosa Küche von JAKO-O zu. Ja, aber klapper nicht so rum. Ich muss
ein wichtiges Telefonat führen. Das ist meine Welt! Also meine ist rosa. Gut, dass es auch hier schon
das passende Produkt zu gibt! Wir sind ja etwas eingeschränkt
als Globus-Hersteller. Die Kugel muss immer rund sein. Da bot es sich an,
nach anderen Farben zu schauen. Für diesen pinkfarbenen Globus
haben wir eine Nische gesehen. Auf diesem Globus
kann man natürlich mehr erkennen. Aber dafür ist der pinke total …
pink. Und wenn die echten Kerle …
… und die süßen Prinzesschen … … groß sind, muss natürlich
weiter getrennt werden. Da gibt es Gurken für ihn … … und sie … … oder auch das männliche Marzipan
für den Rudelführer. Ich kippe mir
den “Happy End Einhornlikör” hinter die Binde. Da bleibt nur
eine Marketing-Nische offen: Ich nehme das Modell “Walhalla –
Steaks und Bier unlimited”. Ich will unbedingt
“Rosarot ins Paradies”. Denn vom Frauenhimmel aus
sieht die Erde ganz bestimmt so aus.