It’s old hat now that women are paid less than men, even if they’re at the very top of their industry. The latest confirmation comes from data in the UK showing that women in senior management or at director level in the country earn 11% less than their male counterparts, and are awarded with slightly more than half the average bonus given to men each year. The Chartered Management Institute, an industry group for managers, commissioned a survey of 72,000 UK managers in a broad set of public and private sector companies of various sizes, to compile the 2015 data.
The pay disparity between men and women is even bigger further down the corporate food chain. The average pay gap across all the survey respondents, which included positions ranging from junior executives to directors, was 22%, meaning women were paid an average of £8,524 ($13,374) less each per year.
“Having more women in senior executive roles will pave the way for others and ensure they’re paid the same as their male colleagues at every stage of their careers,” said Ann Francke, the CMI’s chief executive in a press release that accompanied the findings.
That will require more work. Women in the UK continue to outnumber men in junior management, the survey found, making up 67% of that cohort. But by the time they hit senior management their representation drops to 43%.
A UK government-backed report in March found that the number of women holding board positions in FTSE 100 companies was just shy of the country’s 2015 target of 25%, a goal set in 2011 by the previous government when the proportion was closer to 12%. Of those companies’ board seats, 23.5% are currently held by women.
So far, the UK hasn’t instituted specific policies to promote its goal. For countries like Germany and Norway, imposing quotas on companies has helped boost the proportion of women on corporate boards.
By Cassie Werber
Source: Quartz
An estimated one in seven people in the UK are neurodivergent, yet many struggle to get into jobs or progress in employment. For example, just three in ten of autistic people are in employment, with many of these jobs unstable or below their skill level. In the engineering sector, the call to recognise and harness the unique capabilities of neurodivergent talent has never been more pressing.
A desire from younger workers to earn high salaries early in their careers is a desire based on needs and not wants, data suggests. When asked about the main reasons for compensation increases, 31% said to pay for all their bills and expenses and 25% said to save money for the future.
At a recent training I was facilitating, I invited people to ask me anything anonymously using polling technology. While the questions always give me great insight into where people are struggling with issues of diversity, equity and inclusion (DEI), this question seemed more universal: “What do I do if my manager is not inclusive?”
