In conjunction with the United State of Women, a summit convened by the White House covering key gender equality issues, Glassdoor has released analysis of its compensation data by gender.
The analysis takes a granular look at the salary information for our approximately 600 employees, including breakdowns of its engineering and senior leadership teams. We found that when controlling for factors such as age, job title, performance, level and department, we have no statistically significant adjusted gender pay gap.
A recent study conducted by our Chief Economist, Dr. Andrew Chamberlin, Demystifying the Gender Pay Gap, revealed that the unadjusted gender pay gap is 24.1 percent in the U.S. The equates to women earning, on average, $0.76 for every $1 men earn. When adjusting for factors such as age, education, location, job title and company, the adjusted gender pay gap shrinks to 5.4 percent. Although the adjusted gender pay gap is smaller than the unadjusted, it is still real and reveals a gender equality issue that needs to be addressed.
What employers can do
Employers are in a powerful position to initiate change and move the U.S. and the further global community, toward eradicating the gender pay gap. Not only is pay equality important as a civic and global issue, but it also significantly affects your company’s ability to recruit top talent. To quote Tracy Sturdivant at Glassdoor’s Pay Equality Roundtable on April 21, 2016, “When 60 percent of employees say they wouldn’t apply to a company if they knew a pay gap existed, it’s important for companies to analyze their own data to understand where any problems lie and take action.”
Recognizing the value gender pay gap analysis has to other companies, we’ve launched a pay equality pilot program. Developed to help other companies examine their own pay practices through anonymized and confidential economic analysis, employers interested in being considered may submit their companies for consideration: http://resources.glassdoor.com/glassdoor-pay-data-pilot-program.html.
If you want to further drive home that pay equality is part of your company’s employer brand, take the Pay Equality Pledge. More than 2,000 employers already have.