Thumbs up or thumbs down?
New research from Starling Bank, reveals that the gender pay gap is present in 2019 across all but one industry – skilled agricultural workers, such as senior farmers and landscape designers. The remaining 25 industries analysed revealed men to be consistently occupying more of the higher paid jobs within these sectors.
This is consistent with last year where skilled agricultural workers were again the only group where women are paid more than men. Over the last five years, the only other group of employees to reverse the pay gap has been secretaries and receptionists, who are still enjoying near-equal pay in 2019 with a pay gap of 1.6%.
The bonus gender pay gap
It’s not just annual salary that the gender pay gap can be seen in. Bonus pay, or incentive pay, is a financial reward for performance which is paid on top of an employee’s annual salary. Whilst not all industries offer incentive pay, amongst those that do offer and report on bonuses, the pay gap is stark.
Bonus gender pay gap by age
Younger women are beginning to earn equal or near-equal bonuses to their male colleagues but the gap between bonus pay in the over 40s is large.
Check out pay gaps in a variety of sectors using Starling’s online tool
Meanwhile, in the US, The Ivanti Women in Tech Survey 2019 surveyed over 800 women about their experiences and priorities working in the technology industry.
Equality of Pay
The report revealed that pay is still a key issue with 64% stating that equality in pay and benefits is the main factor that would attract them to a new role, while 46% suggested the industry still needs to close the gender pay gap to encourage more women into the industry.
Greater Flexible Working
According to over half of respondents (51%), greater availability of flexible working policies would attract them to a new role, while one third stated that greater support from their employer for part-time work in management positions would help progress their career.
Perception of Glass Ceiling greater than 2018
Interestingly, the perception of a “glass ceiling” holding women in technology back is greater this year than last. As many as 31% cited this as a key challenge, up from last year’s figure of 24%.
Other key findings from the report include:
- Nearly 75% of respondents highlighted the importance of industry collaboration and partnership with schools and universities to encourage more women into technology
- 40% of respondents identified career coaching and mentoring as one of their top three priorities
- Compared to last year’s key findings, the number of women who stated that they aren’t taken seriously in the workplace has decreased by 10%. However, this figure is still high at 53%
- 44% of respondents reported that companies are failing to adequately attract and retain female talent
- When asked why women’s professional growth is often slower than their male counterparts’, 62% of respondents cited that stereotypes still favour men in leadership roles and that men and women in similar roles are judged by different criteria
- Respondents ranked more employer focus on female advancement and career paths as the top way companies can help to progress women’s careers
Sarah Lewis, director of field marketing at Ivanti, said
Although some progress has been made, women in tech are still battling pay inequality and an organisational culture that continues to favour men in leadership positions. While women in tech movements are challenging the status quo, more needs to be done not only to entice talented women to work in tech but to make sure their aspirations are valued and supported.
