The gender pay gap may be the narrowest it has ever been but women still lag behind their male counterparts when it comes to standing up for their rights.
New research from specialist recruiter Randstad has revealed that on average, women get fewer pay rises than men and find it harder to ask for them. On average woman had two pay rises in five years while men had three. They also worry about the consequences of asking, fearing they will risk their current job or receive an adverse reaction from their boss. More than a third (35 percent) of respondents felt employer attitudes were to blame for women being treated differently. Almost half (47 percent) felt it was harder for women to get the top jobs and 36 percent said a “glass ceiling” still exists for women and minorities.
Whether the pay gap really still exists or not is a matter for debate and further research, but what is clear, from this latest survey, is that the perception it does is still alive and kicking. It has implications for every HR department, both small and large, in how they brand themselves and how they attract the top talent into their business. Mark Bull, Randstad’s UK and Middle East MD, says: “The pay gap is the narrowest it has ever been and gender equality is not something we have to really fight for any more. Yet, this perception endures.
“Even if companies are paying and promoting equally they need to be mindful of the image they create of themselves because the perception of a gender imbalance is lurking in the shadows. HR managers need show employees are treated equally regardless of gender, not just during the recruitment process, but in the everyday running of the business. Failure to do so could result in a smaller pool of talent to pick from as the best candidates opt to work at companies with better reputations. Long term this can affect a company’s productivity and ultimately their bottom line if they are having to spend more on recruiting because their employer reputation is poor and, therefore, staff turnover is high.”
The survey of 2000 full-time workers across a wide range of sectors revealed just a fifth of women had asked their boss for a raise in the last three years compared to a third of men. A quarter of men also felt they had more chance of getting a pay rise or promotion than their female colleagues. More than three-quarters of women hadn’t asked for a pay rise in the last three years, the number one reason being because they didn’t want to jeopardise their current job. However, 57 percent of workers had been given a pay rise without asking for it and of the few who said their pay had actually gone down (3 percent), they cited social reasons rather than gender bias – better work/life balance, spending more time with their family and changing career.
According to Mr Bull, the difference in women’s pay can be partly attributed to women making different lifestyle choices but he said improving the overall perception would attract a more diverse range of potential employees. “A company which has a poor reputation, deserved or not, about how it treats its female employees is automatically cutting its talent pool in half. There are many highly-skilled and experienced female professionals out there who can add real value, it is a shame not to utilise them.” New legislation to force businesses with more than 250 employees to publish their bonuses, as well as the average difference in pay between men and women, should help to level the playing field, shaming those companies where there is a big gap. But women can also help themselves to be better in business. Lack of confidence was a key factor (30 percent) in not asking for a raise followed by concerns they didn’t have the right skills (23 percent).
“Some female employees struggle with self-belief. The best businesses will already be addressing this,” says Mr Bull. “By actively encouraging and empowering women who work for them, these businesses will reap the benefits with a more loyal workforce and lower recruitment costs.” There are encouraging signs, though, that women’s pay will hit parity in future. Four in ten think there a time will come a time when men and women get equal pay. Interestingly, men are more hopeful than women that the pay gap will be eradicated.
