More Women Than Men Think Gaps Exist in Pay, Benefits and Promotions
Discover how men and women perceive gender issues and what challenges and opportunities women face in the workplace.
When we look at gender equity in the workplace, much progress has been made over the last three years. However, much remains to be done. HiBob recently conducted a study to understand how men and women perceive gender issues and the challenges and opportunities women face in the workplace.
When it comes to gender parity in the workplace, many organizations have seen progress over the last couple of years. More discussions are occurring around the inequalities female professionals face and closing the gap regarding pay, benefits, growth opportunities, and recruitment. More women are slowly breaking the invisible glass ceiling to achieve senior leadership positions. All that said, there is much work to be done.
To look at how men and women perceive and experience gender issues in the workplace, including salary, promotions, and work-life balance, HiBob recently conducted a study. The study also tried to identify the challenges and opportunities female professionals face in the workplace. The following are a few insights.
Women Are Less Worried About Being Laid Off
The current economic upheaval and the mass layoffs, especially in the tech industry, have got employees worried about their job safety. Many are also worried about the impact on their career advancement opportunities. However, fewer women than men look concerned about losing their jobs in the current business climate. While 46% of men said they were worried, 36% of women said the same. Further, neither gender feels that the economic situation is creating pressure for them to go to the physical workplace.
That said, 42% of women were concerned that the economic downturn would impact women’s promotions, while 34% of men thought so.
See more: 6 Women in Tech on How To Close the Gender Pay Gap in the Industry
More Men Believe Both Genders Are Paid Equally for the Same Role
According to the study, only 58% believed both genders get paid equally for the same role at their organizations. That said, there is also a discrepancy between genders. About 68% of men believed both genders were paid equally, while 49% of women thought so. Similarly, 24% of men felt both genders were not paid equally, while 42% of women felt so. One way to minimize the pay gap and build employee trust is to be transparent about the pay. Without transparency, changing perceptions and the reality around pay equality is challenging.
However, 27% of women, compared to 18% of men, felt their organizations weren’t putting effort into improving pay transparency. Additionally, fewer women than men (31% vs. 41%) reported transparency in their organizations.
Are organizations putting an effort to improve salary transparency?
Source: IWD 2023: Professional Women in the Modern US Workplace
Women are mindful of the salary gap and are trying to minimize it. When asked what would convince them to move to a new job or role, 10% more women than men cited an increase in salary. Female professionals were also more likely to be enticed by flexible work. However, they were less likely to be influenced by learning and development opportunities.
Women Go to Office Mostly Due to Mandates than Preference
Today, many companies offer flexible working options, including hybrid and remote work, to their employees. When it came to hybrid work options, the study found that more women are inclined to go to work than men, even if they are not required to. There are several reasons for this. However, 40% of women said the top reason was that they were required to do so, compared to 29% of men. Further, 36% of women felt face-to-face interactions with their colleagues were important compared to 41% of men.
Differences in Perception Between Men and Women Exist
The study found clear gaps in men’s and women’s perceptions regarding equity in promotions and growth opportunities. While a majority of both genders believe they are promoted equally, there is still a significant disparity between men and women. While 69% of men believed women are promoted equally within the organization, only 54% of women thought so.
Age, too, significantly affected respondents’ perceptions. People aged 25-44 were more likely to believe both genders were promoted equally than those aged 45-54. The size of the organizations and the respondents’ roles, too, influenced respondents’ perceptions.
Do employees feel women are promoted equally compared to men within the organization?
Source: IWD 2023: Professional Women in the Modern US Workplace
Differences Also Exist in Personal Experiences
Differences exist not only in the respondents’ perceptions but also in what they have personally experienced in their organizations. For example, while 35% of men reported being promoted in the last year, only 22% of women reported it. Further, 23% of men received a hike in benefits, while only 15% of women received it. This is despite an equal percentage of men and women receiving pay raises last year (46%). About 24% of women also didn’t receive promotions in pay, benefits, or roles compared to 16% of men.
The inequality in promotions can’t be explained by differences in personal confidence. The study showed women in organizations are as confident in their ability to do a job well and their performance as men. About 86% of women felt mostly or very confident in their performance.
The misalignment is also apparent in perceptions of diversity initiatives. Similar percentages of men and women said their organizations already had balanced men/women leadership. However, while 48% of men felt their organization made a visible commitment to developing more female leaders last year, only 38% of women felt so.
See more: Women’s Day 2023: Tech Leaders Discuss the Impact of Digital Gender Gap
Women Are More Cynical About the Future Regarding Work-life Balance
Despite many businesses worldwide offering flexible work options, women seemed more cynical about the future regarding work-life balance. About 44% of women (vs. 27% of men) expected the work-life balance to be the same this year. While 37% of men felt it would be better, 30% of women felt so.
Interestingly, more men than women think their organizations offer more family and women-specific benefits. For example, 50% of men (vs. 30% of women) felt their organizations provided extended paid maternity leaves. About 35% of men (vs. 21% of women) felt their organizations offered childcare. Such factors may indicate that women’s perceptions of what makes up women-specific benefits have changed.
Overcoming the Gender Divide
The study shows a mixed bag of conclusions regarding female professionals in the workplace. The good news is that an equal percentage of men and women have started reporting pay raises. Women are also less worried about getting laid off due to the economic downturn. Further, women are also confident about their ability to do a given job as equally as men and in their performance.
However, gaps still exist regarding salaries, benefits, and promotions men and women receive. There are differences in both perceptions and experiences of men and women regarding these factors. More women than men also perceive that their organizations haven’t put much effort into improving pay transparency.
All these indicate that while there are improvements in certain aspects of gender equity in the workplace, much must be done. It is high time more organizations walk the walk regarding gender equity, without which they risk losing valuable talent.
What actions have you taken to reduce the gap between male and female professionals regarding pay and growth opportunities? Tell us on Facebook, Twitter, and LinkedIn.
Image source: Shutterstock
MORE ON WOMEN IN THE WORKPLACE
4 Actions Organizations Should Take To Achieve True Gender Equity in Leadership
How HR Tech Can Address the Causes Behind the ‘Great Breakup’
Empowering Women in Tech HR for a Successful Post-Pandemic Workplace
3 Ways the Pandemic Can Change the Conversation for Women in Tech
