What is the gender pay gap? How do you discover if gender pay inequities exist in your company and what can you do about it? Find out now.

1. Dear Employers,

2. You may have a gender pay gap problem.
www.payscale.com

3. You also may not—but figuring it
out can be tricky.
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4. Let’s get a few things out of the way first…
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5. The stat that women earn 78 cents to every
dollar earned by men is not a myth. It’s just
used out of context or misunderstood… a lot.
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6. What it does reveal is that women are severely underrepresented
in the best-paying jobs in our society.
Some of that is a career choice. Some of it is not.
www.payscale.com Source: Payscale.com

7. It’s even worse for women of color.
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Source: National Women’s Law
Center

8. When we control for all the major factors that
could influence pay outside of gender, the
gap shrinks to 97 cents on the dollar —
comparing all women to all men.
www.payscale.com Source: Payscale.com

9. The controlled pay gap looks pretty small,
but the devil is in the details.
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10. It’s worse for particular types of jobs.
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Source: National Women’s Law
Center

11. It’s also worse as women advance
in their careers.
www.payscale.com Source: Payscale.com

12. How is it possible that women
are so underrepresented in the
most senior positions at
companies, when women make
up nearly half of the US labor
force and attain a higher
percentage of college degrees?
www.payscale.com Source: Catalsyst.org

13. It’s because women “opt out” of a career
track when they become mothers?
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Source: Harvard Business
Review

14. www.payscale.com
Actually, according to women, the top
reason they leave companies is pay—even
more often than men.
Source: Harvard Business
Review

15. As of September 2017, sharing
gender pay gap data may no longer
be optional for companies with
more than 100 employees.
www.payscale.com

16. If you haven’t looked at
gender pay equity at your
own organization, now is
the time.
www.payscale.com

17. www.payscale.com
Whether your motivation is legal
compliance or a sense of fairness, analyzing
gender pay equity needs to be a priority.

18. It’s not just the right thing to do.
It’s also good for business.
www.payscale.com
Source: Payscale.com, Wall Street
Journal

19. www.payscale.com
If you don’t like what you find, remember
that no one introduces pay inequities
intentionally—it happens when
you’re not looking.

20. Any company could have a gender pay gap they’re unaware of.
It’s time you take the LEAD in solving it.
www.payscale.com
Look for potential pay equity issues.
Evaluate the issues, talk to managers, determine the rationale for
any discrepancies. Fair isn’t always equal, but fair should be
defensible.
Act. Think strategically about how to best address a potential pay
gap in your organization and determine the best approach to
correcting it.
Discuss solutions.

21. To learn more, visit
PayScale’s Fair Pay Hub