How to offer Equal Pay for Equal Work

Описание: Despite the #EqualPay debate gaining momentum in the last few years, there continues to be a persistent wage gap among male and female workers. Glassdoor’s 2019 report indicates that the #paygap in the U.S. has shrunk from 6.5% in 2011 to 4.6% in 2018. However, it could take until the year 2070 to achieve equal pay for equal work.
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Why It’s So Important to Offer Equal Pay for #EqualWork

#Wageequality isn’t only a question of ethics and organizational values. It positions companies as a preferred employer to different types of talent, encouraging persons of different genders, minority groups, and languages to apply for a job there. This has two clear benefits:

1) The organization can access a wider pool of talent

2) The #workforce becomes more diverse, enabling innovation and driving productivity
How to Overcome Roadblocks and Come Out on the Right Side of the Equal Pay Debate

Minority representation and inadequate workplace diversity are significant challenges for any large organization. In fact, a new survey reports that black women continue to face major barriers to career advancement – and wage inequality is a big part of this.

#Glassdoor found out that men and women approach an organization with the same level of wage expectations. Despite this, a persistent gap remains between the average salary of men and that of women, even when adjusted differences in their roles. For every dollar a male employee earns, a woman earns 95.1 cents in the U.S. This is in addition to the lack of female representation in certain roles, industry-specific hiring bias, and other discriminatory practices.

Organizations looking to overcome this and offer equal pay for equal work throughout their organizational hierarchy have a tough road ahead. Bendotti recommends an external verification process like the global #EQUALSALARY certification as the first step in this direction.

“This independent verification work was an important step to further foster gender equality in our workplace. While it does not directly address the gender-balance gap in leadership roles, it helped us uncover potential blind spots that could hinder equal opportunities for women to advance,” Bendotti mentioned. The certification took over 18 months to complete and involved a rigorous audit, including interviews with the company’s leadership team and a review of #HRpolicies.

Ensuring Equal Pay, an Inclusive Culture, and a Diversity-friendly Workplace: Takeaways for #HR

In June of this year, the equal pay debate was reignited when the U.S. Women’s Soccer team publicly called for pay equity legislation. When calls for equal pay occur at a global level, it can be a cue for HR to use these voices for positive change in the workplace and push for diversity & inclusion- (D&I-) based transformation on the policy level. This includes:

1) Leveraging skill-based #hiringtechniques to prevent gender bias at the recruitment stage

2) Offering mentorships and other career progression opportunities to female leadership candidates

3) Building secure and, if possible, anonymous communication lines to identify any inequitable activity in the workplace

As Bendotti mentioned, equal pay for #equalwork is the “right thing to do” for all stakeholders. “Your employees will thank you for it, and you’ll be able to engage management across the organization to get on board,” he added.

And winning the equal pay debate is only the first step. Inspired by these conversations, organizations can make diversity and equality a core part of their DNA, positively contributing to their societal footprint. #EqualWork

Have you assessed your organization for wage equality? Share your experience with us on Facebook, LinkedIn, or Twitter. We are listening!