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Unequal Pay, Unconscious Gender Bias, And What To Do About It

Forbes
This article is deemed a must-read by one or more of our expert collaborators.
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Giving Compass’ Take:

• Kim Elsesser discusses the issue of unequal pay, along with unconscious gender bias in the workplace, and identify solutions including transparency about salary and changing company promotion structures.

• Is the nonprofit world doing enough to address the gender pay gap? Organizations should take Elsesser’s advice about instituting more checks and balances. There’s no reason to wait for government reform.

• Starbucks is one company that says it’s taken big strides to close the pay gap. Here’s how they did it.


April 10 is Equal Pay Day, the day we’re supposed to think about why women are still earning about 80 cents for every dollar earned by their male counterparts at work.  That’s part of the problem.  There’s been a lot of thinking, but not much action.  As a result, there hasn’t been much progress in eliminating the pay gap over the last few decades.

One reason we may lack motivation to close the gap is confusion surrounding the roots of the problem.  Often people think that the pay gap can be entirely explained by women’s opting out of the workforce or choosing more flexible schedules to accommodate their families.  Others say the pay gap stems from men and women choosing different career paths, with men electing more lucrative professions.  While family obligations and career choice do account for some of the gender pay gap, they certainly don’t account for the whole 20 cents.  In order for women to achieve full parity with men at work, we must eliminate the unconscious bias that still plays a significant role in the gender differences in pay.

Because people don’t realize they have unconscious bias, outside systems of checks and balances must be in place to keep tabs on pay and promotion.  Iceland (ranked first in the world in gender equality) instituted a policy this January where organizations with more than 25 employees must ensure that men and women are being paid the same for the same jobs, and then they must report their findings to the government for certification.  If an organization is unconsciously providing more pay raises to men, it will show up on their report.

Read the full article about unequal pay, gender bias, and what to do about it by Kim Elsesser at Forbes.

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Learning and benchmarking are key steps towards becoming an impact giver. If you are interested in giving with impact on Women and Girls take a look at these selections from Giving Compass.

  • This article is deemed a must-read by one or more of our expert collaborators.
    Click here for more.
    Gender Diversity is About Radical Innovation

    The Google diversity story needs a reframe. So let’s talk instead about building great businesses and investing to make companies stronger, more innovative and ultimately more profitable. The now infamous internal memo offended women and men across the nation and ultimately cost Damore his job. What he failed to realize is that business and investing are moving beyond these harmful notions towards diversity and inclusion. Harmful prejudices limit the potential success and impact that companies and investors can achieve. These views put companies at a competitive disadvantage. By limiting the talent pool, they reduce innovation, profitability and stifle this dynamic diversity that benefits everyone. Gender lens Investing is decidedly not anti-men. Rather, it embraces the proven research of success. It is not claiming women coders in Silicon Valley are better than their male counterparts. It is not a divisive strategy, but rather an inclusive one that benefits men in business and in their personal lives. Research consistently shows that investors want alternatives to the investment industry’s traditional biases. They are seeking new, creative ways to achieve a sustainable and equitable prosperity. Read the full article by Veris Wealth Partners about gender diversity on ImpactAlpha


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