The Gender Pay Gap Increases With Job Level
The numbers in the charts above show that men and women are advancing in their careers at different rates, and with different levels of financial reward. Not only do men get promoted faster, but both the controlled and uncontrolled gender pay gap increase as job level increases.
The Glass Ceiling Persists
Currently, there are only 27 female CEOs in the Fortune 1000. That's impressive growth from 1998, when there were two female CEOs in that same grouping, but still wildly disproportionate.
In the data sample used to generate this report, only 35 percent of the executives (Vice Presidents and above) were female. The uncontrolled median salary of a female executive is just $96,100, or 32.8 percent less than that of male executives. When we control for compensable factors such as location, experience, education, etc., the controlled gender pay gap shrinks to 6.1 percent. Not only are there fewer female executives, they are more likely to work at smaller companies and in non-senior executive leadership roles. Even at this level, the glass ceiling looms.
Change Starts At The Top
When executive teams lack diversity, it's hard for women and minorities to imagine that they can rise to leadership roles at all. And if they do, the feeling of being an outsider may contribute to their reluctance to negotiate for equitable pay. Numerous studies have shown that diverse teams are more productive teams
because they bring a wider variety of viewpoints and experiences to the table and therefore solve problems more effectively. Want a quick way to evaluate how well your company is doing in terms of diverse leadership? Consider applying this quick test
to your next work meeting.Want to find out more? Keep reading! »