Marketing and the Gender Pay Gap

Let’s talk about gender and marketing, more specifically the gender pay gap in marketing. I understand that when anyone talks about topics such as this one people tend to find themselves feeling uncomfortable or unwilling to discuss it in too much depth however, it is still important to raise awareness. In 2020 marketing had a mean gender pay gap for full time workers of 28% which is over 3 times more than the UK’s national average for that same year which sat at 8.9% (Marketing Week). This is a startling figure especially for an industry that seems to be full of women. Studies have shown that marketing has many women working in its industry.

It is not just their average salary that seems to be higher either. In 2020 about 2/3 of men (61%) were awarded a bonus compared to 53% of female marketers. People will have many differing opinions for why this is the case with some denying there is even an issue however, there is one reason which seemed to be quite a popular explanation in the articles I read. The articles suggested that the reason men are paid higher on average is because they are more motivated by pay than women. This means that men are more likely to leave their job for a similar but higher paying position than their female colleagues are. This may be because women are often taught to put up with more, whereas men are told to fight for what they want and speak out. It is often spoken about that women are not encouraged to argue and fight for more as much as men are, which could suggest that they are keeping quiet for fear of being judged or replaced if they speak up.

There is also a difference with regards to gender, age, and promotions. Marketing Week published that, although, there seems to be more women working in marketing in the UK, more than twice as many men reach director level, with 18% of men reaching it in comparison to just 7% of women. When you look more closely at these numbers the gap appears to be more marked between the ages of 30 and 49. 17% more men reach director in their 30s, 16% in their 40s and then in their 50s the gap dramatically narrows to just 2%. These figures suggest that with regards to career progression despite being relatively level at the start and beginning of their careers, there seems to be a shift between men and women during the middle. The obvious answer for this is children. It is getting increasingly common for women to start families in their 30s which means they must take time out of work and ultimately fall behind their male colleagues on the career ladder. This may deter some women and make them believe they must choose between having a family and a career however, this is not the case. It is perfectly possible for women to have both just like men do and it is important for women not to be deterred from working towards the career or position they want.

This article aims to highlight the gender pay gap which is still very much apparent in marketing in the UK. It is important for two people doing the same job to be paid the same regardless of any personal factors, moreover, it is necessary for people to have equal opportunities with regards to promotion in a company. Your chances of pay and/or progression should only be impacted by talent and skills not gender, sexuality, race, or religion.