Last year the United Nations introduced International Equal Pay Day as a method of promoting equal pay for equal work, a proven effective way of tackling an all too present issue in modern day society. Specifically this looks at achieving goals 5 (gender equality) and 8 (decent work and economic growth) of the UN’s Sustainable Development Growth. Created in 2015 all members of the UN signed onto the agenda with the aim of achieving them by 2030. The 17 development goals aim to tackle issues such as climate change, achieving peace, improving health and education standards and reducing inequality.
Throughout the Globe
This day builds on the UN’s long standing commitment to eradicate all forms of discrimination, and a key focus has to be on achieving equal pay for equal work. This is a global crisis not just one present in less developed countries. Furthermore, this is not simply a gender issue but one that affects ethnic minorities, disabled people and the LGBTQ+ community.
The Gender Pay Gap
This is perhaps the phrase we all think of when we hear unequal pay, yet it is often seen as a thing of the past. In fact, women earn 20% less than men on average per month globally. This is a staggering difference and to make matters worse we are still not doing enough to change it. At this rate, it will take a shocking 257 years to close the global gender pay gap. Not only is this simply a moral issue, but The World Economic Forum established a strong correlation between economic competitiveness for countries closing the pay gap, suggesting that there is not only societal gain to be made but financial too!
The Ethnicity Pay Gap
The gender gap is even more prevalent for Black and Latinx women, however when relating the pay gap to ethnicity it is actually greater for men than it is for women. The Office for National Statistics has released data suggesting that in 2019 in the UK the gap was at its lowest for the first time since regular recordings began in 2012, however there is still a long way to go. Big steps have been taken in regards to education and employment but barriers are still present when it comes to progression and pay. This issue is once again heightened for those over the age of 30.
Within Tech
Diversity in Tech reported that “around 78% of large organisations admitted to having a gender pay gap in the technology sector”. This comes as no surprise given the male dominance of the Tech industry. This has been consistently proven despite their female co-workers possessing the same skill sets. Specifically, Google’s report showed that women earn 83p an hour for every £1 each male earns, and women’s average bonuses are 43% lower than men. Not only could these stats contribute to deterring women from entering the workforce in the first place but the ‘quit rate’ for women is twice as high as for men and this could well be due to aspects such as unequal pay.
How Can We Help?
Transparency
One noticeable change that has been seen recently is the increase in transparency of businesses. More and more are announcing the difference in pay for their male and female employees, something which is due to be enforced for those with more than 250 employees. Similarly, the BLM movement has seen many companies pledge to do better and improve diversity within their workforce, hiring more BAME. Whilst this itself is not enough, it is a great first step and leaves businesses nowhere to hide.
Legislation
Legislation such as the above in requiring businesses to announce their gender pay gap data will enforce large corporations to be transparent and encourage others to follow suit. EPIC (Equal Pay International Coalition) provides support to improving legislation on aspects such as minimum wage policies and equal pay clauses. This is a global effort to help everyone achieve an “equal and inclusive world of work”.
Role models
In 2017, PWC found that only 5% of leadership positions were held by women in the technology sector. Furthermore, only 22% of people asked could name a famous woman working in tech. To put it simply, we need more female role models in Tech to inspire the next generation. The tech industry should be a place where women want to work. At Cameo, we are lucky to have female role models both at senior management level and throughout the business, showing others that women can and should be in IT!
References:
https://www.peoplemanagement.co.uk/news/articles/ethnicity-pay-gap-high-20-per-cent-some-groups#gref
https://www.diversityintech.co.uk/the-gender-pay-gap-in-tech