There has been a lot of talk recently around the subject of the gender
pay gap. Huge companies have taken to social media to publish that they do in
fact ensure all employees take home a fair wage at the end of each month. However,
fair doesn’t mean equal, what more and more of us are demanding is the
knowledge that regardless of gender, big businesses are paying an equal wage
for the same job role regardless of gender. Unfortunately, it appears we still
have some digging to do before confirming the system is considered both fair
and equal.
According to a recent study by the Chartered Institute Of Personnel
Development (CIPD), as it stands just 28% of employers and 34% of much larger businesses confirm that they conduct regular pay analysis for the wage of their
male and female staff. This figure is
not where I expect us to be in 2016. I have first-hand experience of working
within a huge business by which I was certain I took home more a year than my
equally talented female colleagues. It put me, as a male, in a very difficult
position, and I do not wish the decisions of those above me to be seen as those of
my own.
These results prove the
increasing need for employers to be proactive if they stand a chance of
meeting what will be expected of them. Failing to do this will only worsen their ability to continue progress and innovate as employers. Their public
relations will also be damaged, and it's likely prospective female talent will avoid
considering their business as a viable option.
Interestingly, there is one sector where the pay gap is significantly
smaller than other industries. The tech
industry is renowned for its innovative and creative approach
to both production and management styles. A recent survey performed by Harvard
university reports that woman currently receive 89% of their male colleague’s
salary’s. Deciding factors include education, qualifications and previous
experience. Experience has always been a grey area for me with regards to
judging an employee’s pay. For example, I struggle with employers who base
their recruitment decision on previous salary’s equating to a reasonable figure
to pay that individual. Surely it’s time to start factoring in the role itself,
highlight what that role is worth and whoever fits the bill, whether female or
male. It’s time we were all paid the jobs worth in salary, surely?
It’s a similar case for Tech- centric jobs. Pay is often based and judged
on the work produced for both male and females. Flexible working hours are
natural in the tech world, meaning the work can be completed and produced at
home or in the office. This certainly benefits workers with children. This is a
huge difference to industries such as finance or law, and it’s often in these environments
employees are considered to be harder working or more ‘dedicated’ if they work
longer hours, otherwise known as 'crunch'. Although the household roles are shifting and it’s certainly not
uncommon for men to do the school run and weekly food shop, this system still
hinders females when it comes to needing to leave at 5pm. Sadly, this leads to a
far smaller chance of both a pay rise and promotion.
Another benefit of the tech industry certainly appears to be when women take maternity leave. The fact that a huge number of tech related jobs can
be done freelance and the demand to work in the industry is incredibly high,
means that someone is always available to cover your work. Woman on
maternity leave have the ability to remain on top of industry updates and
continue their growth and relationship with the both the company and employer.
It’s great to see that the tech world is advancing what is a very outdated
system. The Government recently announced that
proposals for compulsory gender pay gap, reported by employers, shall be extended to include information about bonuses
awarded to both men and woman, including in the public sector. HR is reportedly set
to see more innovation and collaboration between internal operations.
I hope the we see change from all directions,
a positive push for change from all levels. CIPD
courses in the UK for example represent the
very early stages of progression for this grey area. If the concept of fair pay is instilled within professionals from this point onwards, we can work towards a fairer working environment for both sexes, whilst learning from the tech industry.
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