THE GENDER PAY GAP - Some thoughts.

WHAT IS THE GENDER PAY GAP?

The gender pay gap is about men and women earning the same amount of money for the same or similar work, as well as having the same opportunities, support, training, and choices in the workplace. It is not just about equal pay for equal work, but also about addressing systemic issues that lead to gender-based discrimination and inequality in the workplace. These issues can include bias in hiring and promotion, lack of flexible working arrangements, and gender stereotypes that influence the types of roles and industries that women are encouraged to pursue.

WHAT ARE THE KEY FACTORS?

Gender pay gap continues to be a prevalent issue in workplaces across the world. According to the World Economic Forum, it will take another 99 years to achieve gender pay parity globally if we continue at the current pace. Closing the gender pay gap is crucial for creating a fair and inclusive workplace. In this blog, we will explore the top 20 factors that contribute to the gender pay gap and what can be done to address them.

1. Bias in hiring and promotion: Unconscious bias can lead to women being overlooked for promotions or job offers, and it can create a self-perpetuating cycle that results in fewer women in senior positions. It is important to provide training on bias and to have diverse hiring panels.

2. Pay discrimination: Women can be paid less than men for doing the same job, which is illegal in many countries. Regular pay audits and transparent pay scales can help identify and address pay discrimination.

3. Lack of flexible work arrangements: Women are more likely than men to have caregiving responsibilities, and inflexible work arrangements can make it difficult for them to balance work and family responsibilities.

4. Unequal access to training and development: Women may not have the same opportunities for training and development as men, which can limit their career growth and earning potential. Employers should offer equal opportunities for training and development.

5. Lack of transparency: Lack of transparency in the recruitment and promotion process can make it difficult to identify and address gender pay disparities. Organizations should be transparent about their recruitment and promotion processes.

6. Stereotyping: Stereotypes about women’s skills and abilities can lead to their work being undervalued and underpaid. Organizations should work to address gender stereotypes and promote a culture of inclusivity and diversity.

7. Unpaid care work: Women are more likely to take on unpaid care work, which can limit their ability to work full-time or take on additional responsibilities. Government policies can help support unpaid care work and encourage a better balance between work and caregiving responsibilities.

8. Lack of representation: Women are underrepresented in certain industries and job roles, which can limit their earning potential. Organizations should work to promote diversity in their workforce and encourage women to pursue careers in male-dominated fields.

9. Lack of mentorship and sponsorship: Women may not have the same access to mentorship and sponsorship opportunities as men, which can limit their career growth and earning potential.

10. Lack of work-life balance: A lack of work-life balance can make it difficult for women to pursue their careers and achieve their full potential. Employers should offer flexible work arrangements and support for work-life balance.

11. Lack of affordable childcare: The cost of childcare can be a barrier for women who want to work full-time. Government policies can help provide affordable and accessible childcare options.

12. Occupational segregation: Women are more likely to be employed in lower-paying industries and job roles. Employers should work to promote diversity in their workforce and address occupational segregation.

13. Lack of leadership opportunities: Women may not have the same access to leadership opportunities as men, which can limit their career growth and earning potential. Employers should offer equal opportunities for leadership development and promotion.

14. Gender-based violence and harassment: Gender-based violence and harassment can create a hostile work environment and limit women’s career growth and earning potential. Employers should have policies and procedures in place to address gender-based violence and harassment.

15. Unequal parental leave: Women may be expected to take on the majority of parental leave, which can limit their career growth and earning potential. Employers should offer equal parental leave policies.

16. Lack of affordable and accessible healthcare: Women may face additional healthcare costs and challenges, which can impact their ability to work full-time and earn a fair wage. Government policies can help provide affordable and accessible healthcare options.

15. Lack of access to flexible working arrangements: Many women face challenges when it comes to accessing flexible working arrangements that can allow them to balance work and personal responsibilities. This can often lead to reduced working hours or taking a career break, which can impact their earning potential and career progression.

16. Lack of access to mentorship and sponsorship: Mentorship and sponsorship are important for career advancement and can be a key factor in bridging the gender pay gap. However, many women lack access to mentorship and sponsorship, which can limit their career opportunities and earning potential.

17. Discrimination and bias: Discrimination and bias in the workplace can also contribute to the gender pay gap. For example, women may be passed over for promotions or pay increases due to biases and stereotypes that exist in the workplace.

18. Lack of representation at the executive level: Women are often underrepresented at the executive level, which can limit their ability to influence decision-making and contribute to pay inequities.

19. Gender-based occupational segregation: Certain professions and industries are dominated by one gender, leading to gender-based occupational segregation. This can lead to disparities in pay and opportunities for women.

20. Lack of transparency and accountability: Many companies do not make their pay data publicly available, making it difficult to assess the extent of the gender pay gap within an organization. Lack of transparency can also make it difficult to hold companies accountable for addressing pay inequities.

WHAT CAN WE DO ABOUT IT?

There are several steps that can be taken to address the gender pay gap and promote pay equity:

1. Collect and analyze pay data: Companies should collect and analyze pay data to identify any pay gaps that may exist and take steps to address them.

2. Promote pay transparency: Companies can promote pay transparency by sharing pay ranges and openly discussing pay decisions with employees.

3. Implement fair pay policies: Companies should implement fair pay policies that are based on objective criteria, such as job responsibilities and qualifications, rather than subjective factors like negotiation skills.

4. Offer flexible working arrangements: Companies should offer flexible working arrangements that can help employees balance work and personal responsibilities.

5. Provide mentorship and sponsorship: Companies should provide mentorship and sponsorship opportunities to help women advance in their careers.

6. Address discrimination and bias: Companies should address discrimination and bias in the workplace through training and awareness campaigns.

7. Increase representation at the executive level: Companies should work to increase the representation of women at the executive level.

8. Promote gender diversity in all levels of the organization: Companies should promote gender diversity at all levels of the organization, including in leadership positions.

9. Advocate for policy change: Advocating for policy change, such as equal pay legislation, can help address systemic issues that contribute to the gender pay gap.

10. Hold companies accountable: Companies should be held accountable for addressing pay inequities and promoting pay equity within their organizations.

CONCLUSION

The gender pay gap is a complex issue that requires a multifaceted approach to address. By understanding the factors that contribute to the gender pay gap and taking steps to address them, we can create more equitable and inclusive workplaces where all employees are valued and compensated fairly for their contributions.

OPINION

For me it is not simply a matter of more money for one gender. Nor it is about one gender adapting and adopting to fit-in and conform with cultural norms of another. I think is broader than this and a much more complex discussion about value and opportunity for all, beyond simply the cash value of an hour of labour in the global economy. We are not commodities for which a “fair trade price” is the solution, we are people who need to cocreate the future of humanity.