How Recruiters Can Help Lessen the Gender Pay Divide and What are its Benefits

In any recruiting circle, the hot topic of discussion today is the pay and work culture in a post-pandemic hybrid world. Yet there is an uneasy silence across the globe over the ever-widening gender pay gap.

As per the Global Gender Gap Report from 2021, it could take 135.6 years to close the gender pay gap and achieve true pay equality at the current pace.

Though the United States Government penned the Equal Pay Act into law in 1963, there is still much work to be done for achieving pay equality. In the UK according to the Office for National Statistics (ONS), the average hourly pay for full-time employees was 7.9% less for women than for men in April 2021.

Is the IT industry different?

Not really! It has been found that despite being innovative and modern in nature, technology and?IT professions also suffer a gender pay gap. As per figures from the National Center for Women & Information Technology?(NCWIT) fresh female graduates in computer science average $79,223 in pay while their male counterparts average $82,159.

There is still a lot of progress that needs to be attained to close that gender pay gap in the labour market. Nevertheless, recruiting companies and HR departments can start encouraging pay equality. Although it’s not an overnight process but there are a few steps that every recruiter can implement to close the gender pay divide

The gender pay gap or gender wage gap is the average difference between the remuneration for men and women who are working. Women are generally found to be paid less than men. -?Wikipedia
        

Steps Recruiters can take to Lessen Gender Pay Gap

A few simple changes that the recruiters and HR departments can make while hiring new talent to close the gender pay gap are:

1. Ask the Candidate what is their salary pay expectation instead of asking them about their current package. By asking about salary history and offering a new compensation based on that history, the trend of unequal pay will continue forever.
2. When hiring a new candidate, the discussion on salary should focus on the expertise, experience, and skills they can offer and not on why they expect a jump from the current salary.
3. Keep it transparent and be open about the salary ranges. Being transparent about salary during the hiring process by providing salary ranges available for that position. When candidates have suitable information about the job’s salary, they can better negotiate a fair wage.

Benefits of Pay Equality

Employees when paid fairly are more committed.

When employees believe they are rewarded fairly for their work, they are more likely to put in extra effort towards the company’s growth and their work responsibilities. This higher level of commitment can lead to better job performance.

Improves Employee Retention

One of the best benefits of equal pay is that it helps retain talented employees. If your women employees are among the most skilled and high-performing and you pay them the same amount as your male employee, they will stay loyal to your company longer. With pay equality, send out a signal to all women workers across the industry that you intend to reward them for their performance the same way you would reward their male colleagues. Capable employees when well-compensated are much less likely to seek greener pastures.

Attracts a Higher Talent Pool of Applicants

Finding employees that are best at their job is another of the major benefits of equal pay. When prospective female employees know that your company has a reputation for pay equality, you are much more likely to expand the pool of qualified candidates

Conclusion

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