Tag Archives: equal pay

Premium Pay to Attract Diverse Women Candidates?

Companies must pay more to attract and hire women from diverse backgrounds because there are few qualified female and nonwhite candidates – and because these candidates are highly sought by employers.

Deborah Ashton

Deborah Ashton

Myth or reality?, asks Deborah Ashton of Novant Health.

Myth: American women earned significantly less than men, so it is unlikely that diverse women enjoy a salary advantage over men.

In fact, women in the U.S. earned $0.82 for every $1.00 earned by American men in 2013, up from $0.79 the year before, according to the 2012 Bureau of Labor Statistics earnings survey.

Daryl G. Smith

Daryl G. Smith

Nana Osei-Kofi

Nana Osei-Kofi

More education may not result in higher or even equitable salaries for African-American, white, and Hispanic women: The gender pay gap actually increases as when these women complete higher education levels.
In fact, workers with the least education actually experienced the least pay gap, but they are rewarded with “equal opportunity poverty.”

Sandra Richard Mayo

Sandra Richard Mayo

Men, regardless of race or ethnicity, earn more than women of any race when education level is held constant, except for Asian women with at least a Bachelor’s degree, who earned more than African-American men – the lowest-earning group of men.

Caroline Turner

Caroline Turner

These data and related studies reviewed by Claremont Graduate University’s Daryl G. Smith, Nana Osei-Kofi of Oregon State University, Azusa Pacific University’s Sandra Richards Mayo,  and Caroline S. Turner of Arizona State University, do not support claims that most diverse female candidates are paid more than men.

Patricia White

Patricia White

Likewise, Patricia E. White of the U.S. National Science Foundation, found no evidence for “bidding wars” to attract, hire and retain diverse women job candidates.

The gap in pay equity continues, and affects women across all ethnic and racial categories, with particularly adverse impact on Hispanic and African-American women. Deborah Ashton Table 1

-*How frequently have you encountered the myth of salary premiums to attract qualified diverse women and men job candidates?

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Negotiation Style Differences: Women Don’t Ask for Raises or Promotions as Often as Men

Linda Babcock

Linda Babcock

Linda Babcock‘s 2011 research at Carnegie-Mellon University identified one possible reason for the oft-reported pay gap between genders: Women don’t ask for raises as often as men
They wait to be offered a salary increase, a promotion, to be assigned the task or team or job that they want.

Researchers note that this type of unsolicited offer rarely occurs.
The study found that when women do ask, it can lead to others finding them “too demanding and aggressive.”

This trend was demonstrated when researchers showed people videos of a man and a woman each asking for a raise, following the same script.
Viewers of both genders reported similar negative perceptions of women who requested promotion.

The study reviewed approaches to help women improve their negotiation skills without challenging “preconceived notions about appropriate gender behavior.”

Some critics note that this analysis doesn’t consider larger scale inclusion and diversity interventions, such as resources offered by NCWIT.org to guide design and launch of merit-based systems for hiring, promoting, and managing women and other underrepresented groups.

*How likely are you to ask for a salary increase or promotion?
-*What factors do you consider before making a request for more more or an expanded role?

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