Compensaton and Benefits
Recently I read an article about women and the Glass Ceiling which had me thinking to myself, what? Are you joking?
66 Women in Executive Positions and this is the claim for fame of the deteriorating Glass Ceiling? The unanswered question is, are those 66 women of the Top 500 Companies? 1000 Companies, or the Millions of companies across America? No matter how one looks at it, 66 women of the top 500 companies and that is STILL a VERY pathetic number. Folks that is less than 1 Percent.
In doing research, what became more apparent was how difficult it was to find American Research Data on this topic. The U.K, Canada, and many other Countries seem to portray more concern for this quandary than we in America do.
Is it because of the lack of caring? Is it because of misinformation that this becomes a taboo conversation? Or are women too intimidated to discuss this subject in the workplace.
The real numbers of Women in the Board Room are undeniably disconcerting – Catalyst Released their 2006 Census of Women in Fortune 500 Corporate Officer and Board Positions - the Majority of the Statistics for women in the Board Room and in Executive Positions were Actually DOWN from a year ago. The hard Truth is that Underwhelming Sixty-four companies in the Fortune 500, or nearly 13 percent still have NO women on their top management teams; women hold an embarrassingly small 15 percent of those executive officer positions; Women count for just 2 per cent of the top jobs in the Top Fortune 100 companies - 13 women CEOs are running Fortune 500 companies - 20 female CEOs are included in the top 1000
This indeed should be a heated discussion not only for women but also for men.
Let’s consider why –
Men, when your wife makes less money due to the discrepancy of pay, it costs your family hundreds of thousands of dollars. The American Association of University Women Educational Foundation shows that just one year out of college, women working full time already earn less than their male colleagues, even when they work in the same field. Ten years after graduation, the pay gap widens.
In the report, Behind the Pay Gap, the AAUW Educational Foundation found that just one year after college graduation, women earn only 80 percent of what their male counterparts earn. Ten years after graduation, women fall further behind, earning only 69 percent of what men earn. The AAUW research also shows that this pay gap continues despite the fact that women outperform men in school – earning slightly higher GPAs than men in every college major, including science and mathematics.
So men, that relates to $20 less FOR EVERY $100 worth of work women perform to spend on groceries, housing, child care and other expenses
Women, now, let’s really understand how this affects you too. After a Divorce, Women are often the one left with the kids, and the expenses of raising your children. Sure, if you are lucky, you may have some money coming in for child support. (That’s if daddy is still involved).
But, consider this - Millions of Dollars is not reaching your table because of INEQUALITY – does that seem Fair to you? Women who are working full-time, year-round, averages 77 cents for every dollar earned by men, virtually the same amount women earned in 2004. In 2005, the median annual earnings of women ages 15 and older were $31,858, compared to $41,386 for their male counterpart.
What is even more astounding - Children have opposite effects on the earning power of men and women, according to a 2003 GAO survey. Men with kids earn 2.1 percent more, on average, than men without kids. Yet, Women with kids earn 2.5 percent less than women without kids!
What many don’t realize is that the wage gap for women has only narrowed about Half A cent Per Year since 1963.
At the continual rate of progress achieved between1989 – 2002, women will not achieve wage parity for more than 50 years. Mom, Dad, another way to look at this, is that your teenage daughter graduating from school in 2007, will not see wage equity in her lifetime.
Let’s look at some of these “Boring” Statistics from Pay Equity
A college graduate loses $1.2 million. A professional school graduate loses $2 million compared to their male counterpart.
Over a lifetime of work, the 20 cents-on-the-dollar we're losing adds up. The average 25-year-old working woman will lose about $455,000 to unequal pay during her working life.
Nationwide that is $200 billion loss to families. Using data from the Census Bureau, the Institute for women ' s Policy Research calculated the total earnings women lost to the wage gap Since 1980 was $1.7 trillion
Unequal pay, even after accounting for differences in education, age, location and the number of hours worked denotes smaller Retirement, Lower Social Security Benefits and the potential for women to be 2 Times more likely to live in Poverty than senior males. (based upon U.S census Statistics)
Yes, it is true, half of all women with income from a pension in 2002 received less than $5,600 per year, compared with $10,340 per year for men
If married women were paid the same as comparable men, their family incomes would rise by nearly 6 percent, and their families' poverty rates would fall from 2.1 percent to 0.8 percent.
If single working mothers earned as much as comparable men, their family incomes would increase by nearly 17 percent, and their poverty rates would be cut in half, from 25.3 percent to 12.6 percent.
If single women earned as much as comparable men, their incomes would rise by 13.4 percent, and their poverty rates would be reduced from 6.3 percent to 1 percent.
Hello, knock! knock! H.R are you listening? Not yet? Maybe you SHOULD be taking a more concerted look at these numbers.
Lawsuits in these demographics are on a Rise. Walmart is currently having to sort through a Sex Bias Class Action Lawsuit that has the potential for 1.6 MILLION plaintiffs. Yes, that is correct, 1.6 Million employees.
It is quite perplexing that Walmart Females employees constitute over 72% of the hourly sales jobs and yet only hold one-third of the management positions. Men on the other hand retain two-thirds of all store management positions and over 90% of the top Store Manager positions. These are Nationwide Numbers. Disparate Distribution, Systemic Discrimination comes to mind. It is not difficult to reason why the Appellate Court agreed with this persuasive argument. My Guess is that they really had wished they’d paid more attention to their Internal Audits now.. that is of course assuming they had even implemented any.
This Lawsuit does not include the wave of employment lawsuits and Settlements they have encountered in a number of States in the past few years. Several of those states include California, Massachusetts, Missouri, New York and Washington, – heck, should we go through the whole alphabet?
Other companies who wish they had “payed” attention (get it?), would be Best Buy, Costco – now this one really disappointed me as I had a great deal of respect for these guys.. Home Depot, Morgan Stanley, Woodward Governor Company, Wachovia Corporation, Sanofi-Aventis, Dresdner Kleinwort Wasserstein, and Boeing Company
Yes, even Congress got hit with this one as well when Capitol Hill settled a Custodial Workers Wage Discrimination Lawsuit
Gender discrimination charges filed with the EEOC increased by 12% in the last decade. In 2004 alone, the EEOC resolved more than 10,000 sex discrimination complaints in favor of the charging party and recovered $100.8 million in monetary benefits for charging parties and other aggrieved individuals (not including monetary benefits obtained through litigation). These numbers continue to Rise. Many of these high profile lawsuits have been catching the attention of the OFCCP and the EEOC, and the EEOC is back logged with their Case Load. In 2005, the EEOC, recovered $271.6 million in financial awards for claimants without going to trial, often through settlements and mediation. (They are quite fond of mediation)
No, many of these unequal pay are Not only limited to women. Nike will pay 7.6 Million to settle a Race Pay Discrimination (400 Employees) Some may argue that several of these cases are still going through the process and doesn’t mean that they are guilty – True, and others may also argue that just because several of the Companies settled doesn’t contribute to guilt either.. Also true.
However, what many do not grasp is the extremely high cost and tedium to go through these lawsuits. The investigative process for Walmart to get to the Appellate court took almost 10 Years and Over 1 Million Pages of Documents. That is a hefty price to pay in Legal and Court fees, Settlements or Awards, and not to mention Time. Would it not have been better to just to get it right from the start?
If that doesn’t catch your attention H.R then maybe this will –
In July The US House voted 225-199 to extend the deadline for employees to sue their employer for payment discrimination - The new legislation, the Ledbetter Fair Pay Act of 2007 [HR 2831 materials], would allow employees to sue within 180 days of their last affected paychecks.
Just Recently, in August a new measure introduced in the U.S. Senate would remove existing caps on compensatory and punitive damages an individual can recover in an employment discrimination lawsuit
In Closing, here is some good News – Women Start ups have been at an all time High – In 2005 alone were up 22 Percent from 5 years earlier and they continue to increase.
Today, More than 1-in-4 owners of U.S. businesses with paid employees are women owned businesses. Two thirds of them are least 45 Year old - Maybe we are tired of fighting the “Good Old Boy” mentality? In the area of education we have continued to make significant Strides.
Considering the 2006 Census High school graduation rates for women continued to exceed those of men, 85.4 percent and 84.8 percent, respectively 25.4 million Number of women age 25 and older with a bachelor’s degree or more education in 2004, more than double the number 20 years earlier.845,000 The projected number of bachelor’s degrees that will be awarded to women in the 2005-06 school year; women also are projected to earn 350,000 master’s degrees during this period. Women would, therefore, earn 59 percent of the bachelor’s and 60 percent of the master’s degrees awarded during this school year
See National Center for Education Statistics - Projections of Education Statistics to 2014 (pdf)
AND Census Bureau Press Release Facts for Women History Month 2006
Please Show these numbers to your wife and daughters – I would love to hear their thoughts....
Never doubt that a small group of thoughtful, committed citizens can change the world. Indeed, it's the only thing that ever has." Margaret Mead
This article was orginally written in 2006 and sadly the information is not only accurate still today, but in some cases and areas of the country, we have continued to make strides.. backwards..
ABOUT KAREN MATTONEN, CAC, CSP
Karen Mattonen started a career in Human Resources when she served as a Recruiter for Snelling Corporation. Leveraging her tenure with Snelling, Karen founded Advanced Career Solutions in 1997 focusing on the HVAC and Mechanical Construction industry. Her reputation for excellence is echoed in the satisfaction of clients and candidates she has serviced nationwide. Furthermore, Karen is esteemed for sharing her expertise in Recruitment Education, Ethics and promoting self-regulation for the Recruiting industry.
She has a new and future-oriented vision of what recruiting can and should become: a profession we can be proud of for its ethical standing, professional conduct and ability to build great organizations. Her doing-well-by-doing-right philosophy is shaking up the status quo in an industry that needs to be shaken. She does this with conviction, leadership, and a distinctive voice that cries out for change.
Outside of the HR community, Karen Mattonen has been cited by Microsoft as a resource in how to use Microsoft Outlook as an ATS. She has also served as the Marketing and Public Relations Director for the 3rd largest city in Utah.
Her passionate and tireless advocacy has led her to create HireCentrix - The Pulse of H.R, Regulation, Retention, Recruiting and Risk Management www.hirecentrix.com. Hirecentrix is a company dedicated to providing training to the HR, recruiting and staffing industries, which includes a special focus on the ethical and legal dimensions through offering a full service resource for individuals to share and communicate, obtain current and accurate information, acquire and provide education and learning within the quickly expanding, diverse and rapidly changing Recruiting and Human Resource climate.
Karen has achieved accreditation as a California Accredited Consultant (CAC) through California Staffing Professionals. She has also gained her Certified Staffing Professional Certificate (CSP) through American Staffing Professionals. (www.americanstaffing.net)
Gateway Analytics Network : Business Planning & Analysis 2013 | InterContinental Buckhead Atlanta, 3315 Peachtree Road NE, Atlanta, GA 30326Thursday, 23 May 2013 08:00
Hiring Our Heroes Employment Fairs - Ongoing - | NationwideTuesday, 19 February 2013 00:00
Global Energy Career Expo Aberdeen 2013 | Aberdeen, United KindgomWednesday, 12 June 2013 10:00
Add Your Event for Free | OnlineThursday, 13 December 2012 00:00
Recruiting / HR Jobs
We have 344 guests and no members online
* The Lounge Podcast *
Read More Articles
- 4 reasons your workforce strategies must change
- Dispelling the Myth About Resumes: It's Not Just to Get Your Foot in the Door
- Developing the Ethical Leader of the Future
- Getting a 40% VoiceMail Response Rate, Part 1
- Lie about your age...Steal a trade secret..It's all criminal.
- "Some Recruiter I Used To Know" - Parody
- Locating online influencers – part one: where to begin