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gender pay gapI have blogged before about Real Steps a Company Can Take To Avoid The Gender Pay Gap.

But this issue is obviously so big that it needs MANY more blog posts to comprehend the many nuances, considerations and concerns that come with it. Today, I’d like to focus specifically on how the gender pay gap negatively impacts the workplace.

The 2018 edition of the Women in the Workplace survey has revealed many more statistics that we all must not only take note of, but take action on!

For example:

  • If companies continue to hire and promote women to manager at current rates, the number of women in management will increase by a mere 1 percentage point over the next 10 years
  • Men still hold the majority of jobs in leadership positions today, with 62 percent compared with 38 percent for women
  • More than half of the women in senior roles – 55 percent – report that they have been sexually harassed over the course of their career
  • Compared with men, women are three times more likely to be pressured to provide additional evidence proving they are competent in their jobs, particularly when they are the only women in the room
  • Only 84 percent of businesses surveyed said they prioritize gender diversity, down from 90 percent in 2017
  • Employees who believe their companies are committed to gender diversity dropped to 45 percent from 56 percent last year

A recent Inc. article commenting on the survey’s results had this advice:

For companies that want to address gender disparity in their workplaces, the report suggests a few points of attack. First, “get the basics right,” which means you need to set your target goals but also keep track of your progress and hold people accountable if these are not met. Make sure your hiring and promotion practices are fair, and encourage your managers to be “champions of diversity.” You can also look at your work policies and check if you’re offering enough flexibility to help your employees fit work into their lives.

What have you experienced in your job that reflects these findings?

What have you seen help overcome the gender pay gap in your organization?

Please share your thoughts in the comments!