Feminist economics

Executive Women Narrow the Gender Pay Gap When Switching Employers

Retrieved on: 
Wednesday, July 14, 2021
Articles, Feminist economics, Gender equality, Equal pay for equal work, Sexism, Gender pay gap, Misogyny, Gender gap, Gender role, Gender pay gap in the United States tech industry, Gender pay gap in the United States

CAMBRIDGE, Mass., July 14, 2021 /PRNewswire/ --Executive women are narrowing the gender pay gap by commanding higher percentage pay increases than men when changing employers, according to a new article released today by MIT Sloan Management Review .

Key Points: 
  • CAMBRIDGE, Mass., July 14, 2021 /PRNewswire/ --Executive women are narrowing the gender pay gap by commanding higher percentage pay increases than men when changing employers, according to a new article released today by MIT Sloan Management Review .
  • Among senior executives, the study found that pay increases for job-switching women were 9.41 percentage points higher than increases for men.
  • "Executive women have an underexploited opportunity to shrink the gender gap further by negotiating a greater share of performance-based pay particularly in contexts where they are highly visible, scarce, or both."
  • The gender pay gap is further narrowed when executive women negotiate and include performance-based bonuses in addition to their salary-based compensation package.

ASCM Salary and Career Report Shows Closing of Pay Gap Between Men and Women Under Age 40

Retrieved on: 
Tuesday, June 22, 2021
Feminist economics, Economy, Equal pay for equal work, Gender pay gap, Misogyny, Salary, Human behavior, Professional sports, Human activities

While the past two years of this annual survey conducted by ASCM showed the pay gap between men and women under 40 narrowing, it finally closed this year.

Key Points: 
  • While the past two years of this annual survey conducted by ASCM showed the pay gap between men and women under 40 narrowing, it finally closed this year.
  • Women under the age of 40 report a median salary of $81,000 annually.
  • The difference between men and women's salaries in that age group ranges from $12,000 to $23,000, with men earning more.
  • Additional key findings from the ASCM 2021 Salary and Career Report include the following:
    Solid salaries:The median salary for a supply chain professional is $86,000 38% above the national median salary.

beqom Announces Solution for Equal Pay Analysis and Compliance

Retrieved on: 
Tuesday, June 15, 2021
Professional services, Data management, Technology, Finance, Software, Internet, Sexism, Feminist economics, Articles, Equal pay for equal work, Labor rights, Public economics, Gender pay gap, Economy, Professional services, Data management, Technology, Finance, Software, Internet, Sexism, Feminist economics, Articles, Equal pay for equal work, Labor rights, Public economics, Gender pay gap, Economy

PayScales Compensation Best Practices Report shows that intention to conduct pay equity analysis is on the riseincreasing 8% over last year.

Key Points: 
  • PayScales Compensation Best Practices Report shows that intention to conduct pay equity analysis is on the riseincreasing 8% over last year.
  • [SEE PAYSCALE REPORT BELOW]
    Many organizations think that they do not have a gender or racial pay gap ...
  • Fortunately, the technology available today eases the burden of pay equity analysis considerably.
  • 46.2 percent [or organizations] say that they will conduct a gender pay gap analysis, a racial pay gap analysis, or both in 2021 an increase of 8 percent over last year.

Highlights - Three years after #Metoo - Workshop - 25.05.2021 - Committee on Women's Rights and Gender Equality

Retrieved on: 
Wednesday, May 26, 2021
Articles, Sexual harassment, Child sexual abuse, Feminist movements and ideologies, Feminist economics, Sex crimes, Me Too movement, Ombudsman

Sexual harassment is a form of violence against women and girls and a discrimination on the basis of sex.

Key Points: 
  • Sexual harassment is a form of violence against women and girls and a discrimination on the basis of sex.
  • The #MeToo movement triggered the institutions to adapt their internal rules and procedures in order to better identify, counter and sanction harassment.
  • Speakers with practical experience from different EU institutions discussed reforms that could be introduced to avoid sexual harassment in the institutions.
  • Speakers: Ellen Robson (Director, EP), Angela Marcos Figueruelo (Inquiries Officer, EU Ombudsman), Dominique Enjolras (Head of Unit, Commission) and Kristian Knudsen (Director-General, EP).

Arjuna Capital: As BNY Mellon and Adobe Begin to Release Detailed Racial & Gender Pay Gap Data, Amazon Management Urges Shareholders to Oppose Such Disclosure

Retrieved on: 
Tuesday, May 25, 2021
Technology, Finance, Professional services, Public policy, Government, Internet, Public policy, Supply chain management, Retail, Other Policy Issues, Online Retail, Companies, Feminist economics, BNY Mellon, Gender pay gap, Amazon, Publishing, Economy of New York City

This proxy season, BNY Mellon and Adobe have both agreed to release or already have released unadjusted median pay equity data, as they were requested to do by Arjuna Capital.

Key Points: 
  • This proxy season, BNY Mellon and Adobe have both agreed to release or already have released unadjusted median pay equity data, as they were requested to do by Arjuna Capital.
  • Natasha Lamb, managing partner, Arjuna Capital, said: Its time for Amazon to start walking its own talk on higher pay and better benefits.
  • The company is absolutely right that steps toward fair pay are noteworthy and can help build a stronger company.
  • That is why it is so troubling that Amazon will not publish a transparent and honest accounting of racial and gender pay gaps.

Hired Releases Annual Report on Wage Gap and Workplace Discrimination

Retrieved on: 
Wednesday, May 19, 2021
Articles, Social inequality, Economy, Workplace, Human activities, Income in the United States, Feminist economics, Sexism, Wage gap, Gender pay gap, Occupational inequality, Living wage

The fifth annual report analyzes wage inequality and discrimination based on gender, sexuality, race, age, and non-traditional educational backgrounds in the tech industry.\nThe Hired 2021 Impact Report Wage Inequality in the Workplace is based on data from Hired\'s network of over 10,000 participating companies and more than 245,000 job seekers, as well as survey results from over 2,000 tech employees.

Key Points: 
  • The fifth annual report analyzes wage inequality and discrimination based on gender, sexuality, race, age, and non-traditional educational backgrounds in the tech industry.\nThe Hired 2021 Impact Report Wage Inequality in the Workplace is based on data from Hired\'s network of over 10,000 participating companies and more than 245,000 job seekers, as well as survey results from over 2,000 tech employees.
  • Our data shows that offering everyone visibility into what a fair wage truly is would make a meaningful impact towards narrowing the wage gap," said Josh Brenner, CEO of Hired.
  • "We hope this report can give employers the confidence that increasing salary transparency and narrowing the wage gap is the right thing to do for both their team and business.
  • In London, the gender wage gap remains at 10%, whereas it\'s down to 5% in the San Francisco Bay Area.

Glassdoor Testifies At Congressional Hearing On Addressing Gender And Racial Pay Inequity

Retrieved on: 
Thursday, April 29, 2021
Equal pay for equal work, Feminist economics, Sexism, Articles, Labor rights, Public economics, Gender pay gap, Glassdoor, Labor, Social issues

Glassdoor Chief Economist Dr. Andrew Chamberlain will testify before the House Financial Services Diversity & Inclusion Subcommittee during the hearing, "Closing the Racial and Gender Wealth Gap Through Compensation Equity."

Key Points: 
  • Glassdoor Chief Economist Dr. Andrew Chamberlain will testify before the House Financial Services Diversity & Inclusion Subcommittee during the hearing, "Closing the Racial and Gender Wealth Gap Through Compensation Equity."
  • A 2019 multi-country study, Progress on the Gender Pay Gap , using millions of anonymized salaries on Glassdoor showed an unadjusted pay gap between U.S. men and women2 of 21.4 percent, meaning women earn, on average, $0.79 for every $1.00 men earn.
  • Dr. Chamberlain will preview forthcoming research that shows pay inequities exist for men and women across racial groups.
  • Launched in 2008, Glassdoor now has reviews and insights for more than one million companies around the world.

PayScale Predicts the Gender Pay Gap Will Widen Post Pandemic if Companies Don’t Invest in Pay Equity Now

Retrieved on: 
Wednesday, March 24, 2021
Articles, Feminist economics, Discrimination, Equal pay for equal work, Labor rights, Public economics, Sexism, Gender pay gap, Critical theory, PayScale, Intersectionality

The report provides in-depth data and analysis on the gender pay gap in addition to the intersectionality of race and gender.

Key Points: 
  • The report provides in-depth data and analysis on the gender pay gap in addition to the intersectionality of race and gender.
  • PayScales research shows that the gender pay gap decreased by one cent since last year; however, due to the high unemployment of women during the pandemic, PayScale predicts the gender pay gap could widen beyond previous levels when women return to the workforce.
  • Businesses have a moral and legal responsibility to invest in ongoing pay equity analysis and monitoring to close pay gaps, said Shelly Holt, chief people officer, PayScale.
  • The gender pay gap and the racial pay gap can only be addressed through commitment to pay equity with continuous analysis and monitoring.

Arjuna Capital/Proxy Impact: Over Half of Top U.S. Companies Get an “F” on Racial and Gender Pay Scorecard

Retrieved on: 
Tuesday, March 23, 2021
Professional services, Human resources, Finance, Feminist economics, Sexism, Gender equality, Affirmative action, Identity politics, Gender pay gap, Gender representation on corporate boards of directors, Articles, Diversity

The grades are based on quantitative disclosures (versus qualitative assurances) by companies taking concrete steps to close racial and gender pay gaps.

Key Points: 
  • The grades are based on quantitative disclosures (versus qualitative assurances) by companies taking concrete steps to close racial and gender pay gaps.
  • An increasing number of shareholders have asked companies to report on their analyses, policies, and goals to reduce any racial and gender pay gaps.
  • The global Coronavirus pandemic has only exacerbated racial and gender pay gaps and underlined the need for action.
  • Proxy Impacts Womens Inclusion Project engages companies on issues of board diversity, workplace diversity, racial and gender pay gaps, and child sexual exploitation online.

Workplace Gender Gap Hits Home: ADP Canada Survey

Retrieved on: 
Monday, March 8, 2021
Articles, Recruitment, Feminist economics, Household income, Human resource management, Salary, Child care, Gender pay gap, Gender, Economy, Academic disciplines

Limited options for school and childcare placed a strain on all working parents; however, data from the survey shows working mothers were more heavily impacted.

Key Points: 
  • Limited options for school and childcare placed a strain on all working parents; however, data from the survey shows working mothers were more heavily impacted.
  • "During these challenging times, it is critical that Canadian organizations keep sight of gender issues and how the demands of work and home can impact groups differently," said Natalka Haras, Legal Counsel at ADP Canada.
  • For more information about ADP Canada visit www.adp.ca or follow us on Twitter @ADP_CDA.
  • The gender pay gap is calculated by comparing working men and women's average pre-tax salary of 2020 and total additional compensation (bonuses, profit-sharing, equity agreements, etc.