Be transparent about pay among employees and see if pay gaps exist in your company.
TweetShareShare The gender pay gap is slowly closing, according to a new report by Glassdoor Economic Research. According to the report, the unadjusted pay gap between men and women in the U.S. is 21.4%. In other words, women earn $0.79 for every $1.00 that men earn. And the gap is 2.7 percentage points smaller than it was in Glassdoor’s 2016 study.
Stansell also believes that pay transparency, including movements like #MeToo, have helped to destroy long-held taboos regarding talking about pay or asking for more money. “The currently very tight labor market, with many industries and companies experiencing a shortage of workers, is another likely contributor to the shrinking pay gap.”
The report notes that there are other factors that could also impact the pay gap, including the state of the economy, gender balance trends in college majors, and parental leave and other policies that impact career decisions.According to the Glassdoor report, the occupations with the largest adjusted gender gaps in base pay are as follows:In addition to bioinformatics and technical support, the pay gap is lower in other tech areas, for example, 11.5% for data specialist, and 11.
However, Burtch notes that there are exceptions and some of the big tech companies have a “bro culture” that needs to be addressed. “But from our perspective working with hundreds of clients filling analytics and data science roles, we just don’t see as much of an “old boys club” mentality,” she says.So, how can we close the gap – in less than the 50-years? The answers are as complex as the problem. Stansell believes that ongoing conversations about the gender pay gap are helpful.
“More women than men take breaks or ask for flexibility – whether due to maternity leave or dealing with older family members,” Kaess says. ” And they pay a price for it — literally, in their compensation, and qualitatively, in terms of career opportunities.” However, it’s often a judgement call to decide on which level to onboard an employee – especially one with experience. “Recently Google released figures that showed little to no pay gap for people hired at the same level for the same position,” Kaess says. “However, a lawsuit alleges it did not account for bias where female employees were consistently judged to merit a lower pay scale than men – for example, a woman was hired at level two, but her male counterpart entered at level three.
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