WORKPLACE GENDER EQUITY AND REPRESENTATION

We closed out Q1 and women’s history month with a webinar on workplace gender equity, representation and the growing push for pay transparency and pay parity. If you did not have a chance to attend, you can access the recorded webinar here.

Research continues to show the sustained challenge with workplace gender equity, which may have a grounding in a propensity to associate a gender with particular occupations and the unbalanced representation that results in unconscious bias and may impact candidate self-selection.

Representation is a critical piece of information for jobseekers to gain greater insight into the diversity of a company’s workforce in critical roles. Conducting a branded occupation (key roles) image search on Google can provide a quick diagnostic of your talent brand diversity footprint, particularly as Google has started to show more images in web search results. Read more:https://searchengineland.com/google-starts-showing-more-images-in-the-web-search-results-315804

Insights from our TMP Network data show higher female-job-seeker apply click rates for occupations at or exceeding pay parity. Interestingly, low pay disparity occupations lean drastically more female than male. This could suggest a greater value for female workers in roles where it is perceived that being a woman is an advantage — put another way, it is assumed to be a woman’s job.

A recent research study from Glassdoor highlighted that women earn $0.79 for every $1.00 men earn.

While there have been strides to correct this inequity — the gap in salary offered to women versus men for the same tech role fell from 4% to 3% this year — the residual impact will continue to show moderate gains on closing the gap. Read more: https://www.recode.net/2019/4/2/18290482/gender-wage-tech-economy-hired