???? International Equal Pay Day: Unveiling Gender Pay Disparity in Adland and Beyond
Today marks International Equal Pay Day, a day not really publicised, but it's one that should receive more attention, created to address the persistent challenge of global pay disparity.
It's a vast subject area - I'm shining a light on the gender-gap in both "adland," and the broader marketing field.
Current outlook:
Recent data from The Drum (April 5th, 2023) reveals that the gender pay gap in adland stands at a concerning 15.3%. Shockingly, some agencies still grapple with even wider gender pay gaps, reaching an alarming 30.3% in certain cases, within both independent and network agencies. However, as more female leaders assume roles at the top tables, you'd like to think these figures will decline.
Diving Deeper:
Taking a closer look at the latest data uncovers the gender pay gap within the broader marketing industry. According to recent findings from Marketing Week (2023), female marketers working full-time earn, on average, 16.5% less than their male counterparts. Interestingly, salaries are traditionally higher in-house
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Comparing to National Averages and Other Industries:
To provide context, national figures from the Office for National Statistics (ONS) in October 2022 indicate that the UK's national gender pay gap for full-time employees was 8.3% in April 2022, up from 7.7% in April 2021. Construction, finance, insurance, and education report staggering median pay gaps, with women earning between 21% and 23% less than their male colleagues.These numbers reveal a troubling trend: the marketing industry faces a significantly larger gender pay gap compared to the national average.
Progress:
Despite the ongoing challenges, there's reason for optimism. Recent data from Marketing Week highlights progress in narrowing the gender pay gap within the marketing industry. Female marketers now face an average pay gap of 16.5%, down from 23% in 2021 and a staggering 28% in 2020.
The Urgency for Change:
It's clear that the pace of change is not rapid enough. Adland, as an industry, must come together to accelerate the journey toward pay equality, to create a better tomorrow for the young talent of today. Key strategies include streamlining pay decisions, breaking free from historical salary anchors that perpetuate disparities, avoiding discussions centered solely on salary history, openly quoting salaries in job advertisements, introducing greater flexibility in compensation structures, and conducting regular pay audits.
Final Thoughts:
Equal pay shouldn't be a goal; it's a fundamental right and a cornerstone of gender equality. By acknowledging these disparities and working collaboratively, we can ensure every individual is compensated fairly, regardless of gender.