UK companies are now required to publish their gender pay gap and bonus gap.
Deloitte’s mean gender pay gap is 18.2%, and the firm’s mean gender bonus gap is a whopping 50.9%. It’s ethnicity pay gap is 12.9% and the ethnicity bonus gap is 41.9%.
What’s your company’s pay gap? If they’re in the UK, it should be publicly available now.
https://www.accountancylive.com/deloitte-gender-pay-gap-figures-show-bonus-disparity
Deloitte gender pay gap figures show bonus disparity
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But I agree with your premise.
I really want to understand what "working hard to address" means..
Does it mean that qualified and deserving men will now be skipped for promotions? Does it mean new senior leadership roles will only seek female candidates?
What matters is to make sure there is no bias in hiring, promotions, salary due to gender, race, etc. It shouldn't mean that you stop promoting based on merit.
Imagine that following "the hard work" they put in to address this issue, they hired a bunch of very talented female senior leaders. Suddenly, there is a pay gap to Indian men, does it mean that you now skip on a great female hire to balance the ratio??
This is the obsured logical conclusion of this type of blind obsession with outcome.
Cue a ton of incompetent women in job roles coming up. Going to make themselves and the competent women look bad. While breaking the free market in the process.
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Do you think the only issue in the is gap and leadership discrepancy is only solved via hiring and at other levels of society like education, female role models, nurture culture valuing men as parents , etc.
Seems like you individually (let's not generalize 5 comments to all men and women) get you knickers in a twist when you get any feedback that doesn't repeat your narrative.
The risk of course is hiring a competent women instead of a more competent man that happened to interview for the same position.
Scientifically speaking the studies which constitute the bulk of media coverage are statistical hogwash. The one and only conclusion that can be drawn by anyone with half a brain and a high school diploma from such studies is: “Men occupy a higher number of well-paid jobs than women.” Wow. Sensational.
Even if we put these nonsense studies aside and blindly buy into the unsupported claim that women get paid significantly less than men for the SAME job, we would have to assume that all men get paid equally for the same job.
Let me take the liberty to demonstrate how easy it can be to bs with statistics, without even using any actual data but still being factually correct:
Half of all men get paid less than the other half for the same job. That’s an immutable fact in the private sector. So half of all men are statistically underpaid. Let’s call them U-men. And the other half is statistically speaking overpaid. Let’s call them O-men (no pun intended). So I call all men to find out the median salary for your level to see if you’re a U-man or an O-man. If you’re a U-man, then join the U-men movement and fight for equal pay!
The real problem at hand is not really about equal pay, but rather how easy it is to dupe the public with bogus statistical claims and stamp anyone and everyone calling their bs as “somethingist”. “Sexist” being the keyword in this case.
The fact that such obviously bogus claims make it to the mainstream shows that what we really need is to educate the public on statistics. Lesson One being: Correlation does NOT equal causation for fox sake! No matter how sensational and bias-confirming it looks.
And how stupid do they think women are that they don’t even bother to check the salary range for the job their applying for and take the first number thrown at them.
It’s false assumptions that killed the cat. Not curiosity.
“Deloitte’s mean pay gap is 18.2%, while the firm’s mean bonus gap is 50.9%. [...]
Deloitte says its pay and bonus gaps are due to the lower proportion of women holding the firm’s most senior roles, an issue that it is working hard to address. Once this structural issue is removed, the Deloitte mean pay gap reduces to around 2.5%, the firm says.”
Yes. 2.5%. That’s the actual gender pay gap for the same job in this particular case -and probably also in many other cases for reasons discussed in previous posts. So the headlines should have read: “No significant gender pay gap found for the same job”. Or “Men hold more higher-level positions than women”. Neither of which would have warranted any attention.
So why did these companies publish these not-so-newsworthy reports? The article says companies of a certain size in the UK are now required to do so.
It reminds me of the expression: “to look for a calf under an ox.”