In 1920, women earned the right to vote. In 1963,
congress passed the Equal Pay Act of 1963, protecting women from being paid a lower rate than men for substantially similar work. As part of the Civil Rights Act of 1964, it became illegal to discriminate in employment based on race, sex, color, religion, and national origin. It’s now 2023 and women have been making progress towards equality in the workplace for over 100 years now. While there’s still room for major improvements, women have come a long way in the workplace.
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Gender Parity
WEST is hosting a gender parity panel discussion on 9/30. This topic is essential because while more women are finding themselves in STEM careers in general, there is still work to be done to get more women into leadership roles. In leadership roles, women often feel like they are walking a tightrope to be likeable and respected. This panel will include leaders from academia, industry, and consulting services who have worked for gender parity in science and technology. They will discuss techniques they have used to achieve gender parity and how to advance more women into leadership roles.
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20th Anniversary
Like your career, executive gender parity is not one-off tactic or a simple checklist. Gender parity among leadership requires intentional cultivation, systemic design and strategic implementation.
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Gender Parity
Pay equity expert Katie Donovan gave a mind-blowing seminar on equal pay negotiations for WEST community on March 13th.
Katie provided a few paradigm-shifting ideas which will change the way we communicate about salary negotiation. We, as women often don’t realize that we are being underpaid. And we tend to think that pay is not negotiable and that organizations will pay us fairly. However, the statistics from US Bureau of Labor clearly demonstrate the issue of unequal pay between men and women [Chart 3 below]. Since 2004, the women’s-to-men’s earnings ratio has remained in the 80 to 83 percent range [data]. That’s the awakening mindset Katie challenged every woman to bear in mind.
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Join Katie Donovan to learn pragmatic approaches to achieving pay equity, from both sides of the compensation negotiation process.
On July 1, 2018, the Act to Establish Pay Equity, amending G.L. c.149, §105A (MA Pay Equity Law) went into effect in Massachusetts. For women and other systematically underpaid groups, the MA Pay Equity Law is the biggest thing since the Lilly Ledbetter Fair Pay Act sliced some equality bread back in 2009.
The MA Pay Equity Law forbids employers from asking about salary history. The law enables women and other minorities to escape the cycle of underpayment resulting from systemic and unconscious bias. The law also means that the lower salary you accepted for that dream job at a startup that didn't make it can't be used to lowball you down road.
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Connect,
Gender Pay Gap,
Leaders,
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Own It,
Advocate
It was an early October WEST event. Dr. Amy Rebecca Gay had just started her presentation on self-advocacy and negotiating-while-womaning. I wasn’t expecting the rip tide surge of emotion. It barely touched the surface, but it took the room underwater with a collective two-beat sigh, an almost visible miasma of bang-your-head-against-the-wall frustration. Dr. Gay had just explained Dr. Hannah Riley Bowles’ observation that women pay a ‘social cost’ for effectively negotiating for themselves even when the same exact behaviors and outcomes earn men respect and a social capital bonus. Insert two-beat sigh here. Innnnn, and oooooout.
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Biotech,
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Gender Pay Gap,
Compensation,
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Advocate
For many of us, negotiating our compensation package with a potential new employer can be a scary experience. In fact, almost 20% never negotiate their salaries. Fear and lack of confidence are the main reasons for not asking your real worth. But of the people who overcome their fear and do negotiate, many end up getting a bump close to 10%. So, learning to negotiate your compensation package is an important skill to learn.
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