Utah Gender Pay Gap

That's how it's done. #maleallyship #genderpaygap

Here's an unpopular opinion: I don't think people or companies should negotiate. Currently, there's a lawsuit against Apple claiming that women are being paid less than men for doing the same work. There was a similar lawsuit at Google which was settled in 2022. How does this happen? Well at least in part due to negotiation. Historically, men have been more likely to negotiate and while the gap is closing, negotiation still works out better for men. Meanwhile, women who negotiate are viewed more unfavorably (as are BIPOC of all genders). So negotiation ends up working out better for men. And this compounds over time to create massive inequity. For example: 1️⃣ A man negotiates that first job offer from $60k to $65k, while the woman starts the same job at $60k. 2️⃣ They both get 3% raises in year 2, and now he makes $66,950 while she makes $61,800. 3️⃣ They get promoted in year 3 and get offered 10% increases. He is now at $73,645 while she's making $67,980. 4️⃣ In year 4, they both get offers of $75k with a different employer. She happily accepts - it's another 10% increase! He says, "that's essentially what I'm making already, I'm not changing jobs without at least a $10k increase." So they offer him $85k. Over the course of 4 years, 2 people with the same job title and experience, end up with a $10k/12% difference in compensation - due to negotiation. In isolation, these can feel like good decision with solid rationale: "Of course we need to come up a bit, we can't expect him to leave his job with no change in pay!" No one is doing anything "wrong". But when it happens over and over again across the entire system, then it leads to huge inequities across lines of gender and race. So what are some things companies can do? 1. Increase transparency. Publish compensation ranges and offer transparency around how people will be placed in those ranges from the first conversation. 2. Standardize compensation-setting practices. Have a clear process for how salaries are set, and what factors are considered, and as hard as it is, and stick to those criteria even when it's really hard and may mean losing candidates. 3. Put out your best offers the first time. If companies put out lower offers in an attempt to pay the least amount possible or to leave wiggle room for negotiation, then they are basically forcing candidates to negotiate to get the best offer, and that perpetuates inequity. Put out your best offer, and only negotiate if it's objectively warranted because the offer was sit inappropriately. 4. Correct inequities. Run analysis on comp inequities, and fix them. And for candidates: You probably aren't as concerned with the system as you are your own earning potential. So it's OK to try and negotiate. But if a company says this is our best offer, and we set it intentionally based on the compensation philosophy and internal equity, believe them. This is how we ultimately get rid of inequity in the system.

Thanks to the intelligent and empathetic women and men who joined our workshop yesterday at the A Bolder Way Forward summit. We walked away with so many great resources for individuals and companies who are committed to closing the 27-cent pay gap in our state. #genderpaygap #genderequality

⚡ BREAKING NEWS ⚡ 🍂 🍎#Vermont will officially be the 9th State to implement #paytransparency! ✒ Yesterday, Governor Phil Scott signed H.704 into law 🎉 💡 Here is what you need to know:💡 📅 Effective Date: July 1, 2025 📅 📝 Applies to internal/external job postings for roles physically located in Vermont OR a remote position that will be predominantly be performed in an office/worksite in Vermont. 💲 Must post the minimum and maximum salary/hourly wage that an employer expects in good faith will pay for a role at the time of posting. 💰 What about tips/commissions? Must disclose that the role is paid partly by tips/commissions, but must also post the base wage. If solely paid on commissions, not require to post a range, but must disclose that fact. 2️⃣ 0️⃣ 2️⃣ 5️⃣ is shaping up to be the year with the most enacted pay transparency laws. Stay tuned to see if we add anymore states! 🌎 Here's a list of upcoming pay transparency laws that will be enacted soon: 🏛 Washington D.C. ➡  June 30, 2024 🦀 Maryland ➡ October 1, 2024 🍕 Illinois ➡ January 1, 2025 ❄ Minnesota ➡January 1, 2025 🍂 Vermont ➡ July 1, 2025 https://lnkd.in/gsV8bbfP

Thank you to everyone who participated in The Legislative Working Group Meeting for A Bolder Way Forward yesterday. It was a powerful meeting of thought leadership and collaboration. The Pay Gap is a real socioeconomic problem. It effects men and women across all aspects of life. The work is not gender specific. It’s all encompassing to imrprove the long term success and financial stability of all Americans. On May 1st, the bill was filed with support from both republicans and democrats. Know your representatives and contact them to help support the bill. A Bolder Way Forward 📍Ken Garff University Club University of Utah

Great article in today's Salt Lake Tribune about female tech workers in Utah and the gender pay gap. #bwfSTEM #bwfgenderpaygap Katie Witt, MPA Rachel Cottam Deneiva K. Aimee Edwards Cydni Rogers Tetro Kristin Wright Melinda P. Rachel Jensen

On Equal Pay Day last month, we asked a few of our committee members WHY they care about the Gender Pay Gap. Here are their stories. #genderequality #genderpaygap #utah

Breaking down Utah’s gender pay gap. https://lnkd.in/grs8Q5We Learn more about this issue as part of the BWF movement at abolderwayforward.org. #bwfgenderpaygap #bwfutah Andy Larsen The Salt Lake Tribune

“Negotiating for women’s occupational advancement is likely to have a greater impact on the gender wage gap than negotiating solely for higher pay in current roles.” In my latest HBR article, written with Havard’s Co-Dean for Women and Public Policy program, we explore how the following 3 negotiation myths have persisted and the impact they have on women, and more broadly, the companies we work for. 1. Men Negotiate and Women Don’t  2. Women Should Always Negotiate Pay 3. Backlash Is Inevitable We also explore a research-based solution: the relational ask. Link in comments below.

#bfwgenderpaygap #retirement #bwfutah