Post by account_disabled on Feb 27, 2024 0:57:57 GMT -6
The first days of 2017 have already brought us laughter, tears and the hope of achieving countless responsible goals. 2016 was a year full of surprises; The loss of multiple figures from cinema, music and sports was perhaps one of the issues that received the most attention as the end of a cycle approached, but what happened in terms of gender equality? Are we really moving forward at a more egalitarian society? The debate on equal marriage, the first campaign of a man as an ambassador for Covergirl and the openness with which singers, actresses and politicians addressed sexism in different social spheres could make us think that we are moving slowly but surely towards a much more more inclusive in terms of gender. Hilary Clinton's candidacy for the presidency of the United States prompted many personalities to speak out in favor of women's empowerment; The speech given by Madonna last December during Billboard Women in Music to denounce sexism took over dozens of spaces in the international media and quickly went viral on social networks. There are those who perceive these and other events as strong indicators of progress in terms of equity, as if opening the conversation was enough to close the gaps that for centuries have separated the development of men and women. They are wrong, 2016 has not left us any closer to achieving gender parity, in fact there are those who could claim the opposite. 2016 seems to have left us further away from achieving gender equality. In 2015 the list of Nobel Prize winners included two women, last year none; The hope of seeing the first woman occupy the presidency of one of the most powerful nations in the world shattered in a fog of uncertainty. Furthermore, the number of female CEOs in companies that make up the Fortune 500 list decreased and the World Economic Forum (WEF) estimated in its latest report, last October, a wait of 170 years before that we can see the gender pay gap closed around the world. Last year it was estimated that there would be 118, so no, 2016 does not seem to have brought us any closer to equal pay.
Will not be the year that New Zealand WhatsApp Number women finally earn the same as their male colleagues for doing similar jobs, and while it's easier to say that the gap is a result of their reluctance to ask for higher pay, the real reason is not. It is what we have been led to believe. A study by Cass Business School in London, Warwick University in the United Kingdom and the University of Wisconsin revealed that women were 25% less likely than men to get a pay rise when they asked for it. In its report, the investigation concludes that women do request salary increases, but they do not obtain them with the same ease as men. "We were hoping to find evidence for this old theory that women are less aggressive than men. (…) However, women and men were equal when negotiating,” commented Andrew Oswald, professor of economics and behavioral sciences at the University of Warwick, in an interview with Fortune . When the researchers separated the data by age groups, they also found that women under 40 had been able to negotiate higher salaries. Amanda Goodall, co-author of the study and associate professor at the Cas Business School, said that bodes well for the narrowing of the gender pay gap. However, the WEF report seems to predict the opposite. After analyzing more than a decade of data, the WEF concludes that progress on equity is still too slow to achieve goals in the short term. Its authors, Richard Samans and Saadia Zahidi, hope that the findings serve as a call to action for governments and companies to consolidate better gender policies and for us all to be aware that our daily decisions do have an impact on the fight for gender equality. equity worldwide.
We expect men to be aggressive when negotiating their salary, but society has taught women that it is impolite to do the same, so they are perceived as arrogant. Of course, it is necessary and useful to encourage women to negotiate their salary more firmly. The efforts of public figures such as Jennifer Lawrence and Robin Wright to achieve incomes equal to those of their male protagonists are laudable and are undoubtedly an important step in opening the conversation about the wage gap and inviting women to make better negotiations. However, this is not the only path to take and it certainly will not put us any closer to closing the gap by the time 2017 ends. Governments, companies and organizations need to make their own efforts to make salary allocation criteria transparent, open adequate reporting channels in which employees can report incidences of pay inequality due to gender issues and promote equity within and outside their organizations. In 2015, Salesforce audited its pay gap. Its CEO Marc Benioff was so sure that the company would not file cases of gender pay gap, that he made a deal with his collaborators: if they could prove that a gender inequality existed, he would solve it immediately. They proved it, and Bennioff kept his word. He found each woman being paid less than a male colleague for the same work and adjusted her salary accordingly. It cost about three million dollars to completely close the pay gap in the company. If we have learned something good from 2016, it is that women are able to find their voice and make it heard; and for this it is important to open forums in which men, women, companies and civil society organizations share their experiences. Would you like to tell us yours? Tell us… Do you feel able to negotiate fair pay in your workplace? Have you had a positive or negative experience when it comes to gender pay equality? Has your company taken steps to close the pay gap.
Will not be the year that New Zealand WhatsApp Number women finally earn the same as their male colleagues for doing similar jobs, and while it's easier to say that the gap is a result of their reluctance to ask for higher pay, the real reason is not. It is what we have been led to believe. A study by Cass Business School in London, Warwick University in the United Kingdom and the University of Wisconsin revealed that women were 25% less likely than men to get a pay rise when they asked for it. In its report, the investigation concludes that women do request salary increases, but they do not obtain them with the same ease as men. "We were hoping to find evidence for this old theory that women are less aggressive than men. (…) However, women and men were equal when negotiating,” commented Andrew Oswald, professor of economics and behavioral sciences at the University of Warwick, in an interview with Fortune . When the researchers separated the data by age groups, they also found that women under 40 had been able to negotiate higher salaries. Amanda Goodall, co-author of the study and associate professor at the Cas Business School, said that bodes well for the narrowing of the gender pay gap. However, the WEF report seems to predict the opposite. After analyzing more than a decade of data, the WEF concludes that progress on equity is still too slow to achieve goals in the short term. Its authors, Richard Samans and Saadia Zahidi, hope that the findings serve as a call to action for governments and companies to consolidate better gender policies and for us all to be aware that our daily decisions do have an impact on the fight for gender equality. equity worldwide.
We expect men to be aggressive when negotiating their salary, but society has taught women that it is impolite to do the same, so they are perceived as arrogant. Of course, it is necessary and useful to encourage women to negotiate their salary more firmly. The efforts of public figures such as Jennifer Lawrence and Robin Wright to achieve incomes equal to those of their male protagonists are laudable and are undoubtedly an important step in opening the conversation about the wage gap and inviting women to make better negotiations. However, this is not the only path to take and it certainly will not put us any closer to closing the gap by the time 2017 ends. Governments, companies and organizations need to make their own efforts to make salary allocation criteria transparent, open adequate reporting channels in which employees can report incidences of pay inequality due to gender issues and promote equity within and outside their organizations. In 2015, Salesforce audited its pay gap. Its CEO Marc Benioff was so sure that the company would not file cases of gender pay gap, that he made a deal with his collaborators: if they could prove that a gender inequality existed, he would solve it immediately. They proved it, and Bennioff kept his word. He found each woman being paid less than a male colleague for the same work and adjusted her salary accordingly. It cost about three million dollars to completely close the pay gap in the company. If we have learned something good from 2016, it is that women are able to find their voice and make it heard; and for this it is important to open forums in which men, women, companies and civil society organizations share their experiences. Would you like to tell us yours? Tell us… Do you feel able to negotiate fair pay in your workplace? Have you had a positive or negative experience when it comes to gender pay equality? Has your company taken steps to close the pay gap.