A year ago, I was one of the first to raise the alarm over the gender pay gap in STEM jobs.
Since then, I’ve seen the debate on how to close it grow and grow, and today, the topic of the pay gap has gained more traction than ever before.
Forget the headline.
This article is about how to get the job done.
It’s about finding your voice and getting the job.
But it’s also about the pay difference between women and men in STEM, and how to tackle it.
What we’ve learned and the reasons why.
The Pay Gap for Women in STEMThe gender pay ratio is an indicator of the gender-pay gap between the genders.
It shows how much a worker’s salary depends on the gender of the person who is paying them, or how much their pay compares to that of a man.
It also tells us how well-paid each gender gets compared to the rest of the workforce.
The graph below shows the pay ratio of each gender across all occupations, as well as the pay of the lowest paid workers.
Source: OECD Gender Pay Ratio calculator Gender Pay ratio for women in the US and UK, 2016Source: Women in the Workforce: How to Close the Pay Gap article I’ve often heard the argument that women should be paid less than men in fields such as computer science, and this is true.
But I think this argument is often overblown.
Women are just as capable as men in the job market.
We’re just a bit better paid.
But we’re also not as well-represented as men.
The gender gap is the difference between men’s pay and that of women in a particular industry.
The gender pay difference is also the difference in a career choice.
And there’s plenty of research on this topic.
For example, I studied the gender gap in senior management positions at top companies in Australia.
In my work I looked at salaries, benefits, and career progression for managers, executives and executives of various types.
I compared the average salaries of male and female managers, with the results shown in the table below.
It turns out that the gender ratio is just as important as the gender wage gap.
It determines how many women and how many men are in senior executive roles, in the same industry.
For example, women make up about 60% of senior executives at top multinationals.
This suggests that if we can get more women into these roles, the pay differential would be smaller.
If we were to get women into senior management in all sectors, the gender salary ratio would have to decrease by an average of 3.4%.
And if we were still to have the current pay differential of 3:1, then it would have been smaller than that.
So how do we close the gender inequality in STEM?
We need to close the pay inequality.
The answer lies in changing our culture.
I’ve often noticed that the biggest gender pay gaps are not found in STEM fields.
I’m not talking about female-dominated fields like finance, IT, health, etc. I’ve noticed that gender pay disparity is much more prevalent in STEM professions, like software engineering, engineering, or medical technology.
I believe this is because women are the most qualified and skilled in the field, and they’re often the first in line when hiring managers are looking for candidates.
A study published last year in the Journal of Business Ethics looked at the gender paid gap in the tech industry and found that, even after controlling for factors like experience and leadership, women in technology earned a gender pay disadvantage of just 3.5%.
And this gap was even greater for men.
In contrast, in science and engineering, the gap between men and women is less than 1%.
So if we want to close this gender pay inequality, we need to fix the STEM workforce as a whole.
What’s the solution?
I’ve been working on this for a few years now.
And I’ve found a few different solutions.
The first is to improve the pay equity of women.
We need to change our culture around pay.
This is not only about ensuring women have a good pay-grade, but also about ensuring that the right people are in positions of power.
For instance, it’s important that people who hold these positions have the right experience and are motivated to be successful.
The research shows that women tend to get into the top positions at tech companies, whereas men tend to stay at the bottom.
When we can ensure that those who hold positions of leadership are people who have the skills to do the job, then we’ll have a better chance of closing the gender difference in STEM.
Another solution is to increase the number of women involved in the workforce, and increase the pay they get.
Women who hold top positions in the workplace are often promoted, and in some cases promoted up to positions of greater responsibility.
This could involve a promotion to senior