How many women know as a matter of fact that they are being paid less ( way less ) than their male counterparts ?
Did you see proof of gender pay gap ? Have you gathered or stumbled upon facts that show that you’re as a matter of fact being paid less than you male colleagues ( for the same work, experience and same title ) ?
Lol coming from Blackrock?? Come on the finance sector is worse than tech
I know hence the question
No it really isn’t. There are more women in finance than there are in tech.
Everyone is being fairly paid well based on their qualifications and contribution to org/ team. Everyone is being treated equal and woman should stop playing victim card.
Wow. Have you done an internal review to prove these “facts”?
Yeah I've . I worked as HR 17 years
Women never play victim card, period. Women and working Moms work hard and smart, long hours with supporting a spouse who has competitive career efficiently. But, unconscious bias is a plague that exists in all industries. I have experience working in manufacturing and tech. Thus unconscious bias and women being paid less is surprisingly higher in tech.
I don’t think I’d say never. 😉 Though it is true that women tend to get lower initial offers and people are more annoyed when they negotiate. I believe the wage gap in tech is not really the biggest issue - it is the leveled too low/not promoted quickly problem that really affects our salaries.
I’ve seen it happen anecdotally in a previous places I’ve worked. Since I don’t have access to their entire payroll I can’t prove it was gender based or how wide spread it was. The females in this case had almost identical resumes to their male counterparts, better performers and paid ~20% less. First time I saw it I thought it was a fluke, second case made me uncomfortable. Soon after I left the company, so didn’t get to look into it more. In other places, I’ve seen women often under-leveled at hiring. Not sure if it’s intentional or if male candidates project more confidence or what.
I definitely don’t want to speak as if this is in general, it’s absolutely only based on my own experience. This is based on the number of people I’ve hired (all genders) and the number of people whose wages I know (all genders). I have not seen any bias towards pay based on gender, only relative experience. The problem I’ve seen is is two fold. One is that the median man has more relative experience than the median women. The second problem is that much too often with the median man/woman at the same experience level, the man is currently getting paid more. While at an average for the level they will make the same, there are significantly more men I would have to make an adjustment for simply based on their current wage. This results in bias towards men making more than women. I really don’t know or even think that latter problem is solvable in the next 10 years. That is something that could only be solved via generations, economic/capitalism or catastrophic changes. I’d love to hear more ideas but everything I can think of is either short sighted or will damper the growth of the industry.
I found out by an accident at a previous company And that is why I no longer work there. Considered suing, realized it would drag on for years and I walked away. I did have access to all payroll data
Same here didn’t sur my previous firm because I knew it would be a drag
Really? You had all the data you needed but decided to do nothing? Hmmm... Integrity - the quality of being honest and having strong moral principles; moral uprightness. I'm really triggered
Yes, in my previous company. I was managing team of 10, all of us similar experience and education. My salary second lowest. Higher only to my deputy, also a female. Not cool.
I’m sorry to hear that ... so were you paid less than a man who reported to you or your deputy ?
All the men who reported to me had higher pay. The two women, me and my deputy, were the lowest paid. And there was always an explanation. In this case the men were longer with the company. My deputy and I were really having more responsibility, and should have been really slotted at the next level. She eventually did, and I left. This is one example where I have seen numbers and know for sure. But there has been a larger pattern that my level does not reflect the work I do.
My experience had proven the contrary. In my career, I had become responsible for an org of about 50 people and there was no discernible salary difference based on gender.
Good for you ... but doesn’t that just mean that you don’t get paid less than men ... many other women in your team might still be
It also doesn’t mean that the rest of the company isn’t genderless aliens. I merely submitted it as a datapoint. You seem rather emotionally attached to a response you were hoping for. Why?
It’s a free market. If you think you are worth more you need to prove it in the job market
Yeah that isn’t really what we are talking about. But thanks.
It’s same. The theory is every employer wants to pay less so your value should be realized by getting more offers not asking your current employer to pay more. Would u say someone pay 20% less for a tv than you is unfair? You simply needs to spend time to find the deal and be patient.
Former employment lawyer here. I’ve worked at 2 vc backed startups in legal HR and a top firm whose clients primarily in tech. Please take with a grain of salt that my knowledge is bound by the experience I have with my clients and internally at those respective workplaces. Given that I review all the employment agreements, there is some pattern that women with the same qualifications, background, experience are offered less and then get lesser raises. I don’t have the reasons why and it is systemic. For example, at the first startup, there were two new engineering grads from Stanford CS - the female’s offer was 10% less than the male’s. They both were hired. In a personal conversation with the CTO over drinks, he told me that the female actually wrote code faster than the male and she was one of the best engineers he’d hired...directly comparing her to the other new grad and explicitly saying her performance was “better” than the male. Eventually the female, through market data or peers, realized that she was being underpaid. She asked me confidentially for advice if it was reasonable to ask for a raise. Without giving her specific details, I told her yes and she had a separate meeting with the CTO to discuss the market data and eventually got the raise approved off cycle. When the next compensation cycle came around, the male asked for 10% more on top of the existing raise and 30% equity increase. He got what he wanted. As a result, the gap grew wider. The male actually told me that he knew for a fact he was getting paid significantly more than the female. Sounds like he is going to consistently make more than she will on an ongoing basis until she initiates and maintains a correction. It’s a pattern I see in employment letters for engineers, success, sales, product, and even, in law firm of 200k people. Comp reviews at law firms are performed in a round table style and entire peer group is reviewed in a single day by region. The senior people of the firm review the performance reviews written by their direct managers and we decide as a group what the rating / comp increase should be. Whoever presents the file must be independent and not directly manage the person being reviewed. I presented two first year associates who both were rated as “excellent” supported by examples written by their direct managers, one of which was male and the other was female. The consensus among the round table is that both were validated as “excellent” and should get the same comp increase. A few weeks later, HR informed me that the female would be getting a lower comp increase because that’s the what the final committee decided. No other answer to why despite the discussion and verbal confirmation in executive round table. It does unfortunately happen in the places I’ve worked, the numerous employment letters I’ve reviewed. And yes, not everyone is apples to apples like the two I mentioned above. Since my fiduciary, legal duty is with the company, I can’t help these women directly by sharing this information and I have to stay out of these matters until they are brought to me. The right employer will compensate you fairly - if it’s not going to be fair from the beginning - negotiate or walk. The best resource is data and do the hw- Payscale, Glassdoor, etc - keep it objective instead personally comparing against peers - it dangers credibility.
Thanks for writing this
Thanks for sharing !
Curious to hear from googlers
Uber doesn’t have a good rep either buddy
Really... have you followed anything we have been doing in the past 6 months about pay equality? I would bet you we have more equal pay than most companies right now.