Description

In this episode of the Retaining WIT podcast, Jossie and Jordanna dive into the inequities of compensation in tech. Men are often offered higher salaries or positions than women, however, this discrepancy can be fought with planning, data, and support:

• Planning: Don’t take the first offer, instead focusing time and energy on creating leverage with counter offers and expressing confidence in the ability to provide value. This begins in the home; working out domestic equity first will help combat the social disadvantages women face with non-work obligations.
  
  
  
• Data: Statistics give transparency to bias, and as a result, many companies are adopting pay transparency as a policy, with other services such as the Elpha database providing spaces for global contribution and the resulting accountability this brings to bear.
  
  
  
• Support: Having support from leadership is immensely powerful with regard to pay equity and fighting workplace inequalities. Then, choosing/providing a place where inclusive benefits with medical and leave plans, curated compensation bands, and transparency are all deemed important, is crucial, especially due to the trouble with enforcing this via outside policies (some states are testing out required pay ranges for employers).
  

Resources:

Elpha salary database: https://elpha.com/salary-database

Pay gap ‘need to know’: https://www.codecademy.com/resources/blog/gender-pay-gap-in-tech/

Pay transparency considerations: https://hbr.org/2022/08/research-the-unintended-consequences-of-pay-transparency

Equal pay dates:  https://www.aauw.org/resources/article/equal-pay-day-calendar/

Advancement bias: https://hbr.org/2018/06/research-women-ask-for-raises-as-often-as-men-but-are-less-likely-to-get-them

You can connect with Jordanna on LinkedIn: https://www.linkedin.com/in/jordannakwok/and on Twitter: https://twitter.com/jordeewok



You can connect with Jossie on LinkedIn: https://www.linkedin.com/in/jossiemann/and on Twitter: https://twitter.com/JossieHaines Jossie offers free discovery calls to engineering leaders interested in building inclusive high-performing teams, be sure to DM her on LinkedIn for more info!

This podcast comes to you in collaboration with the sheTO community (formerly Divhersity). Did you know that less than 9% of engineering executive roles are held by women? sheTO is on a mission to change that. sheTO is a private network for women and non-binary engineering leaders with the goal of accelerating the careers of our members and building their high-powered network. Learn more at sheTO.org!