Leaders often assume that the main reason women in their 20s and 30s quit their jobs is because they are having children and opting to "lean out." In fact, a recent global study shows, women leave for the same reason men do: they want more money. The truth is that young women simply aren't being paid as much or promoted to top jobs at the same rate as their male colleagues. So why do so many employers assume that women quit because of family, instead of finances?
Last July, British Prime Minister David Cameron announced plans to force companies to reveal how much male and female employees are paid, as well as how many men and women occupy roles at various levels of the organization. Currently, the initiative will only apply to businesses with 250 workers or more, but regardless, this is a huge step forward in the fight for equal pay. Here are just a few of the likely benefits that will be a result of this new data collection.
We know that the gender pay gap is a real problem. Across industries, ages, and cities, women consistently make less money than their male co-workers. And if you thought this wouldn't apply to A-list actresses raking in the millions, you'd be wrong. While your sympathy for the rich and famous might be limited, here are just a few reasons why the Hollywood pay gap should matter to us.
From T. Swift's smoking hot girl army to Tina Fey and Amy Poehler's whip-smart comic partnership, to Zooey Deschanel, Molly McAleer, and Sophia Rossi's infectious Hello Giggles girl-power lifestyle hub, female friendship-based collaborations are nothing new. What is new is the increasing number of collaboration-based opportunities that female professionals now have that can further their careers and actually put cash in the bank. A growing crop of increasingly specialized, made-for-women-by-women virtual communities like CodeChix and The Li.st offer opportunities that range from job referrals to speaking gigs to potential investors. Read on for a round-up of veterans and newcomers both big and small.
Whether your goal is a raise after 10 years in the same position or you're a potential new hire preparing a counteroffer, talking about money can be uncomfortable, and salary negotiation is an art. To help you master it, here is a roundup of research- and expert-based tips and insights to equip your negotiating toolkit.
Recently, a friend emailed me to say that she had received a job offer from a company she'd been working for on a contract basis. The offer was still taking shape; in a week's time, she'd have to sit down and have the dreaded salary negotiation discussion. Her question was one that PayScale's users ask again and again: what's the magic salary number, the one that will neither cheat the asker nor shut down negotiations entirely? After asking her a few questions about the job and its responsibilities, and factoring in that it was in New York, one of our finest and most expensive cities, I pointed her to PayScale's Research Center to determine a salary range -- and more importantly, a drop-dead number, the salary below which she wouldn't feel comfortable taking the job. "Don't take less than that," I told her. "A man wouldn't."
This weekend, Joanne Lipman, former deputy managing editor of The Wall Street Journal, offered a slightly different spin on the usual career advice for women hoping to finally achieve pay equity and equal opportunity in the workplace: namely, she focused on men, specifically male managers. Some commentators were less than thrilled.
While working mothers struggle with decreased pay and lack of status in a workplace that sees them as unreliable, working fathers enjoy improved status, pay, and benefits that help a growing family survive.
As long ago as 1776, Abigail Adams implored her husband to "remember the ladies" while drafting the Constitution. John Adams was not easily swayed, asserting that men "know better than to repeal our masculine systems." Women have been fighting for the right to be treated as equals ever since, including the right to be paid the same as men for similar work. The following is a brief history of attempts to ensure equal pay for women in modern times.