The Pay Gap Puzzle
Gender-based bias in the workplace is alive and well, especially when it comes to the continuing disparity between men's and women's pay. Sure, there are reports showing the pay gap is shrinking somewhat, but in my opinion, it's not happening quickly enough.
What are the reasons most women still earn less than men? Based on a non-scientific survey I recently conducted for a new book I'm working on, there are a multitude of opinions on this politically charged topic.
Many people I talked to said it's all about lifestyle choices. Some women, they say, believe a full-time career goes against the family, while the majority of men think their career is for the family. Others believe it's because so many women have historically worked in fields that are more public-service-oriented and less profit generating. Some claim that's it's due to a handful of holdovers from the good-old-boys club still up to their nefarious ways.
It's not clear what the truth is. It's likely to be a combination of the examples cited in my survey. In the meantime let's look at possible solutions.
Potential Ways to Close the Pay Gap
Other than actions such as getting more involved in lobbying our government to speed up the process of overhauling equality legislation, what steps can women take to close the gap? Here are some ideas that I have seen be successful in the workplace:
- Ask for a performance-based component to your existing pay plan
Most companies like it when an employee proposes that a meaningful piece of their compensation be tied to (a) their personal performance vs. stated objectives or (b) the company's profitability.
- Ask for a raise
The chances for success using the equal pay argument are, unfortunately, not great. Base your reasons on what you've accomplished since the last raise or review. Often times the boss may not be totally aware of what you have done. Present only the facts, such as new processes you have created that have improved productivity, or new accounts you have brought in, or new employees you have referred to the firm or organization.
- Ask for more assignments
It's a powerful way to change the decision-makers' views of you. It may help your chances of being promoted and close the pay gap in the nearer future.
- Ask for a promotion
Start by making the case as to why you want a promotion to a loftier position (the best managers like it when their workers are proactive). Focus on the new programs, processes, tools, and the like that will enhance your value proposition in their eyes. It can't simply be based on your tenure. Most managers don't respond well to the entitlement argument.
- Switch firms
Some companies routinely practice equal pay concepts. There are lists of the best companies for women to work for published each year.
- Change professions
You can research which professions typically practice equal pay. Go to your local library branch (yes, Virginia, there are still libraries), Google the topic, or go to online.onetcenter.org, the government's gigantic website that is focused on occupational information.
- Hire a local career coach
They can guide you through this process. You can often times find them in your local Yellow Pages or try the International Coach Federation for a listing of coaches in your area.
- Start your own business
There may come a time when this is the best step you can take in order to make the money you deserve.
How about you? What's your take on this topic?
Posted: Mar 11, 07 8:46pm
Gordon,
It may be easier to compare the job done by a man or woman in an office or sales position, but I work in a technical field where women work but certainly don't do the same job as I do for 2 reasons.
The first is an unfair bias on managements part to steer some of the women clear of the down and dirty jobs that the men are asked to do. AND YES, I have brought this to my employers attention.
The second is the advantage that a few of these women have played by saying things like: "wow that's such a dirty job" or "that's to heavy for me to lift". We are required to lift up to 50lbs by ourselves to perform our jobs. Little comments like these seem to get them out of jobs that I or my male coworkers are asked to handle.
Do you or does anyone think they should receive equal pay because they are in the same job class as I am even though they are not willing to do the same work?
Posted: Mar 12, 07 7:47am
Hi Sandy,
My research indicates that the same job class does not necessarily imply a 100% match up of specific duties. Those duties can vary somewhat from individual-to-individual depending on company or supervisor needs on a specific project or activity. In those cases, I do believe there should be equal pay.
Gordon
Posted: Mar 13, 07 8:31am
right on Sandy, women want it both ways a lot of the time. personally, I think the answer to why women don't make as much as men, is due to their own choices.