And that’s something we’re working on and taking very seriously,” Griffis says. “We don’t think the gap is because of our salary formula, but a lack of diversity. As of April 2018, the company employed 48 men and 21 women in total. But she notes there is a pay gap when women and men’s salaries across the company are compared: women make 9.25% less than men on average. Griffis says Buffer, which uses a formula that factors in job title, experience and cost of living to determine staff salaries, doesn’t have a pay gap among men and women in the same roles. In the private sector, where the majority of companies don’t have pay transparency policies, women earn 79% of what their male counterparts make. government agencies, most of which are required to publicly release pay information, women make 81% of what men make, according to the 2017 report from the Institute for Women’s Policy Research. However, there isn’t enough research to definitively link pay transparency to pay equality. “She didn’t know she was being paid less so she couldn’t negotiate for higher pay - and that’s more common than we might think,” Childers says. Childers points to the case of Lilly Ledbetter, who famously sued her company for discrimination after a co-worker anonymously informed her that she made less than two male colleagues in the same job. Of course, employees will only be happy if they’re being paid fairly - and knowing colleagues’ salaries allows workers to fight to close the gap. “When people don’t know each other’s pay, they assume they are underpaid.”īut when employees are able to compare, they might realize they’re being paid market rate and spend a lot less time being dissatisfied, says Chandra Childers, a senior research scientist at the Institute for Women’s Policy Research. “If I don’t know my co-worker’s pay, I assume that I might not be getting paid as much, and I decrease my performance,” says Elena Belogolovsky, who authored the 2016 study when she worked as an assistant professor of human resources studies at Cornell.
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