Closing the Gender Pay Gap
After managing projects in more than a handful of industries, I was surprised to find not only a significant compensation difference between predominantly male and predominantly female organizations, but also a jarring unwillingness to change these practices.
Organizations that have mostly female employees offer a much lower salary range for the requirements they expect from candidates. One of my clients became interested in a position at a university, which required a master’s degree and a few years of experience in the domain. After some inquiry, she decided to withdraw from the application process, because the position only pays in the 30K’s. She finds it inconceivable that the tuition the university charges for a master’s degree in that field is much higher than the salary offered to candidates required to have that degree, and the tuition is increasing every year.
I coached several women through their exits from non-profit organizations. While each of them was passionate about their organization's mission, the burden of student debt and rising living costs became overwhelming on their stagnant salaries. These non-profit salaries offered minimal annual increases, widening the pay gap with their corporate counterparts year after year. Meanwhile, senior executives enjoyed significant salaries, making homeownership a distant dream for most employees. This lack of financial security left them vulnerable during downsizing, with little saved for emergencies.
Thanks to advocates like the American Association of University Women (AAUW) advocates for equal pay for female faculty in higher education, the non-faculty members of these institutions are still struggling to keep up with the cost of living. Until these organizations with mostly female staff put their money where their mouth is by paying in proportion to qualification requirements and the bottom line impact these staff make, employees are seeking greener pastures.
When I coach clients who want to transition to places where they are better compensated for their skills and educational background, I guide them in these areas:
Clarifying their values and priorities in life
Identify other career paths that are in congruence with their personal mission
Pinpoint transferable skills and any skills gap they need to fill
Tell their story in a compelling way that is relevant to their target audience
Learn the art of networking
Negotiate with confidence
To empower women to navigate this challenging landscape, I incorporate these key areas into my coaching program. While passion for the mission can be highly motivating, financial realities cannot be ignored, especially with rising student debt and living costs. To retain talented employees, especially women, these organizations need to align their compensation practices with the qualifications they demand and the value their staff contributes.
