5 strategies to ensure fair pay so the wage gap doesn’t widen post-COVID

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The VP of Diversity, Inclusion, and Belonging at Indeed says to create truly inclusive workplaces where people feel valued for their contributions, employers should take a hard look at their current employees’ salaries. COVID-19 has impacted workers around the globe, especially those who are in lower-paid essential roles and women. We know over the course of the pandemic many women chose to leave their jobs in order to take on caregiving responsibilities because their occupations or roles paid less than men. Then there is a gender wage gap that is much wider for women of color. If we let it persist we risk setting back gender equality and the progress we have made so far. Read Full Story

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Women will play a critical role in the U.S. economic recovery

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The CEO of Pipeline Equity points out that statistics show closing the gender equity gap would unlock $2 trillion in economic gains for the U.S. alone. The coronavirus crisis is an opportunity to close that gap now. Business leaders have the opportunity to bend the arc of history toward inclusion right now. COVID-19 has exposed inequities that have either been long-buried or pushed aside. But business leaders must take a stand and modernize their human capital and business processes to ensure equity—in every single decision. Doing so will enable their companies to bounce back stronger and faster. Read Full Story

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This is how we fix the gender pay gap

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The pandemic has erased 25 years of progress toward gender equity. But there are tangible solutions companies can take to end unequal pay. Women have been getting paid less than men for as long as women have been doing paid work at all. And the fight for equal pay has been going on for just as long . So why does the pay gap persist? Read Full Story

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The future of work needs women to succeed. Our economy depends on it

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Pipeline Equity’s CEO Katica Roy sat down with New Jersey Senator Cory Booker to discuss how legislation can help close the gender pay gap and create more opportunities for women and BIPOC to contribute to the economic success of all. We love speculating on the promises of 5G, edge computing, and machine learning. We pour ourselves into finding solutions to upskill the workforce. We hypothesize on the digital acceleration of COVID-19. We are pessimistic, optimistic, and everything in between. We are not, however, talking about the role that 51% of our population (and 47% of our workforce ) will play in the future of work. Read Full Story

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The long and frustrating history of the gender wage gap

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It’s been a road fraught with sexism and discrimination, and some estimates suggest it will still take 40 years to close the pay gap between the average man and woman—and much longer if you factor in race. If you look at average national pay-disparity numbers, you can calculate that it will take American female workers until March 24 of this year to earn the same amount of money that men did performing the same work over the course of 2020. This is why activist group the National Committee on Pay Equity designated March 24 Equal Pay Day for 2021. According to research from PayScale, the “uncontrolled gender pay gap” (defined as the ratio of the median earnings of women to men without controlling for various factors such as race) has decreased just 7¢ since 2015; in 2020, women earned 81¢ for every $1 a man made. Read Full Story

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How Big Is the Gender Gap Between Men and Women in SEO?

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Posted by NicoleDeLeon To anyone working in SEO, it’s fairly evident that this is a male-dominated industry. Although there are powerful women SEOs in the field (like Moz CEO Sarah Bird, for example), if you glance at a conference speaker lineup or peruse the bylines on search-related blogs, you’ll see that those who identify as female are few and far between. A recent list of the 140 most influential SEOs featured 104 men and just 36 women. So how big is the gender gap? And how does it translate to tangible things like pay and job titles? To find out, we mined the data from our State of SEO 2020 survey , which featured 652 SEOs in 51 countries. Here are some of the things we learned. But first, a mea culpa. If SEOs who identify as women have an uphill climb in this industry, there’s no doubt that female-identifying …

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Diversity and Inclusion in SEO: BIPOC and LGBTQ+ SEOs Share Their Experiences

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Posted by NicoleDeLeon People around the world are having important discussions about systemic racism, overt and covert bias, and how we can all do better. Understanding the problem is the first step. To get a sense of conditions within the SEO community, we asked people to take our Diversity and Inclusion in SEO survey as part of our ongoing project to study the state of SEO . Due to the subject matter and the way we reached out, our respondents were not a snapshot of the industry as a whole. We were very pleased to have 326 SEOs complete the survey, including a significant number of female, BIPOC, and LGBTQ+ participants. These are important voices that need to be heard, but as we analyzed the data, we were careful not to generalize the industry as a whole without accounting for potential sampling bias. We addressed this by looking at groups …

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There’s a massive pay gap between men and women who work from home

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The wage gap among remote workers was glaring, even before the pandemic pushed many to work from home. It’s Equal Pay Day, the symbolic annual point when the average woman’s pay finally matches the previous year’s pay for a male counterpart. According to Census data , the average female worker earns 81 cents for every dollar the average man earns. Of course, averages do not account for factors such as race, role, or even parental status. And they don’t take into account whether or not someone is working remotely. Read Full Story

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