Why the Gender Pay Gap Excuses Don’t Stand up – Practical Insights for Achieving Gender Wage Parity Across your Business
On average, women are paid 17% less than men globally. We’ve heard all the excuses —women are opting out of the high-paying roles, they’re pausing their careers to take on caring responsibilities; they’re not as ambitious as men… the list is endless. But even in controlled studies (measuring like-for-like across industries and careers), women are still coming out worse off financially.
Whilst some factors that play a part, much of the blame for this unfair disparity is being laid at the feet of the women. More importantly, these excuses are being used by some organizations as a fall-back to avoid taking affirmative action.
Beyond individual pay checks not measuring up, the consequences ripple out, affecting women’s long-term financial stability and casting a shadow on collective economic health.
It’s time for change.
The first step? Let’s look at the reality behind some of the common gender pay gap excuses and change the narrative.
Women do ask for raises as often as men but are less likely to receive them.
By challenging these excuses, organizations can take a more informed approach to closing the gender pay gap. However, it’s essential that practical action is also taken.
It isn’t as simple as just paying everyone the same, though. Closing the gender pay gap is a multifaceted and deeply nuanced issue that requires interventions at various levels, including governmental, organizational, and societal.
The good news is that there is a growing recognition of the importance of closing this gap not just for equity’s sake but also for the health of global economies.
Meanwhile, the United Nations and the International Labour Organization are advocating for gender pay equality and providing platforms for sharing best practices and resources across borders.
So, what can we do about it on a company-by-company basis? Here are five solid steps organizations can take to start moving the needle:
Closing the gender pay gap is not just about levelling the playing field, it’s about creating an economy that works for the whole of society, and it’s the organizations that have the leverage to make it happen.
How will your organization close the gender pay gap?
Many countries have introduced laws and regulations aimed at reducing the gender pay gap.
These include:
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