{"id":2836,"date":"2018-02-27T11:50:58","date_gmt":"2018-02-27T10:50:58","guid":{"rendered":"https:\/\/blog.iese.edu\/expatriatus\/?p=2836"},"modified":"2018-02-27T11:50:58","modified_gmt":"2018-02-27T10:50:58","slug":"gender-gap-from-concepts-to-numbers","status":"publish","type":"post","link":"https:\/\/blog.iese.edu\/expatriatus\/2018\/02\/27\/gender-gap-from-concepts-to-numbers\/","title":{"rendered":"Gender Gap: From Concepts to Numbers"},"content":{"rendered":"
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flickr.com\/Ken Teegardin\/Blue And Pink Piggy Banks<\/figcaption><\/figure>\n

Gender imbalance<\/strong> is a topic that doesn\u2019t seem to lose its relevance any time soon. Just recently I wrote<\/a> about gender imbalance<\/strong> and related prospects of the AI economy, yet, today there is another reason to take on the discussion.<\/p>\n

Following the British government\u2019s regulation of reporting information on the gender-pay gap<\/strong><\/a>, employers are gradually filing the required disclosures and the picture isn\u2019t looking too good \u2013 to say the least. Although many organizations are still due to file their data, the current analytics suggests<\/a> an average pay disadvantage of 18% for female compared to male employees. BBC news reports<\/a> examples such as Easyjet\u2019s gap of 52%, Virgin Money\u2019s 32.5% gap and Landbrokes\u2019 15% gap, all of which make BBC\u2019s own discrepancy in male vs. female salaries of 9% seem relatively low.<\/p>\n

Despite the differences in numbers, the statistics clearly show the current \u2018state of art\u2019, namely the fact<\/a> that a majority of companies (74%) are still paying higher wage rates to men than to women. Given the momentum that gender pay-gap has gathered in the news lately, there are also several accounts of explanations and justifications of the data. Foremost, it should be noted that, indeed, the pay-gap data shows the averages of male and female wages irrespective of their position, hence, the data doesn\u2019t indicate an inequality of wages between men and women for the same jobs. As in the Easyjet example<\/a>, the revealed gender-pay gap<\/strong> becomes more understandable given that only 6% of women are in higher paying pilot jobs, while 69% of women take up the lower-paid cabin crew positions. Different jobs held by men and women, hence different wages. Yet again, this acknowledgement traces us back to the issue of gender imbalance<\/strong> in itself. Why is there such a big gap in the level of positions that men and women hold? Why are women weakly represented at higher-paying jobs?<\/p>\n

Naturally, these questions do not have a single answer or a cause that is easy to fix. Moreover, the numbers are indeed nothing new and unexpected\u2026 they just make the picture clearer. Gender imbalance<\/strong> is not merely a theoretical concept that has to be on the business agenda, we can objectively see and measure it.<\/p>\n","protected":false},"excerpt":{"rendered":"

Gender imbalance is a topic that doesn\u2019t seem to lose its relevance any time soon. Just recently I wrote about gender imbalance and related prospects of the AI economy, yet, today there is another reason to take on the discussion. Following the British government\u2019s regulation of reporting information on the gender-pay gap, employers are gradually […]<\/p>\n","protected":false},"author":345,"featured_media":0,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"footnotes":""},"categories":[18330],"tags":[102630,80151],"class_list":["post-2836","post","type-post","status-publish","format-standard","hentry","category-views-and-news-about-expatriates","tag-gender-imbalance","tag-gender-pay-gap","megacategoria-mc-leadership-and-people-management"],"acf":[],"aioseo_notices":[],"aioseo_head":"\n\t\t\n\t\n\t\n\t\n\t\n\t\n\t\t\n\t\t\n\t\t\n\t\t\n\t\t\n\t\t\n\t\t\n\t\t\n\t\t\n\t\t\n\t\t\n\t\t