The #TimesUp movement is in full force, and even though both this initiative and #MeToo have made waves across industries and ideologies, research released ahead of this Sunday’s Oscars makes it clear that every employer isn’t taking the intended message to heart.
Despite both movements, 17% of companies are not going to review their “compensation structures” in order to make sure men and women are paid equally, according to a new survey by global outplacement and executive coaching firm Challenger, Gray & Christmas, Inc. The research also found that while 28% of companies claim that there’s currently no difference in what their male and female employees take home, 48% say they’re assessing how they pay employees.
Companies seem to be split on transparency
The survey also featured findings on salary transparency from both 2018 and 2014. Currently, 89.66% of employers don’t allow workers to see what coworkers are earning, 6.9% say that certain workers can view it “on a need-to-know basis,” and 3.45% let workers view “compensation ranges for each position.”
In 2014, just 12.9% of respondents said they believed in total salary transparency, where workers know exactly what their coworkers are making. On the other hand, 41.9% were in favor of salary transparency, but only by allowing employees to know “salary ranges for departments and positions,” and 38.7% were completely against it.
Andrew Challenger, Vice President of the firm, commented on the research in the statement:
“If salary transparency is not an available avenue, other tactics can help ensure employers are creating cultures that value pay parity. These include regularly reviewing job descriptions, making pay parity a priority on the Board and C-Suite level, or engaging a third party to analyze compensation structures.”
How to handle finding out a colleague makes more for the same position
Every employee isn’t lucky enough to work at a place where men and women are paid equally.
If you find out that a coworker is getting paid more to do the same work, and you decide to talk to your manager, you can take certain steps.
So don’t go forward based on your knee-jerk reaction. Rather, learn about what others in your field tend to make beforehand (salary ranges), and emphasize what you deserve to be making, given these factors and your own performance— instead of your colleague— with your boss.
This is a tricky spot to be in, so you’ll want to approach the discussion with both caution and confidence as you move forward.
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