1. Are You Minding The Gap? The Gender Gap
November 2, 2016
Fatma Abdel-Raouf
Pat Buhler

2. The Gaps The pay gap The leadership

3. The State of the Gap The problem isn’t going away . . . .
118 years to close the gap!

4. The Breadth of the Gap This is everyone’s problem! Global Annual GDP

5. Causes of The Gap
Distinction between explainable and unexplainable factors
Confidence

6. The Impact on the Gap Willingness and ability to negotiate salary

7. A Picture of the Gap AAUW report

8. The Progress of the Gap The times they are a changin’ . . . . - NOT!

9. The Research
“Men are more likely than women students to rate their academic abilities highly….” - Sander and Sanders STEM confidence levels - Litzler, Samuelson, and Loral

10. The Bottom Line Women underestimate their abilities
A self-perpetuating cycle

11. The Story is in the Numbers . . .

13. The Gender Pay Gap: Why So Many Numbers?

14. The Gender Pay Gap: Why So Many Numbers?

15. How wide-spread is the gender pay gap is?

16. Gender Pay Gap by Race:

17. Gender Pay Gap by Race: % of White Males WF 81% BM 74% BF 67% HM 69%HF
62%
Asian M
123%
Asian F
95%

18. Gender Pay Gap by Age Group:

19. Gender Pay Gap by Marital Status:

20. Gender Pay Gap by Educational Attainment:

21. The Gender Pay Gap in Management Jobs:

22. General and Operations Managers:

23. Marketing and Sales Managers:

24. Financial Managers
Human Resources Managers

25. The Female/Male Earnings Ratio in Professional Jobs:

26. The Female/Male Employment Ratio in Professional Jobs:

31. Women are Underrepresented in the Corporate Pipeline:
% of Employees in the Corporate Pipeline by Gender, 2016
Position M F
Entry Level
54%
46%
Manager
63%
37%
Sr. Manager/ Director
67%
33% VP
71%
29%
SVP
76%
24%
C-Suite
81%
19%

32. It is Even Worse for Women of Color:
% of Employees in the Corporate Pipeline, 2016
Position WM
Male of Color WF
Females of Color
Entry Level
35%
16%
32%
17%
Manager
45%
15%
29%
12%
Sr. Manager / Director
52%
13%
27% 8% VP
60%
11%
23% 6%
SVP
66%
10%
20% 4%
C-Suite
71% 3%

33. Gender Pay Gap by States: 2014 Top and Bottom 10 States, F/M Earnings Ratio

36. How Much Money are Women Losing Over their Working Life Due to Gender Pay Inequality?
2014, $10,762 x 40 years of work = a whopping $430,480 of losses!

37. Top and Bottom 5 States for Women’s Losses Over Their Working Life, 2014:

38. Women's Losses Over their Working Life, 2014

39. F/M Earnings Ratio By Education in Wilmington, DE in 2014

40. Women's Losses Over Their Working Life By Education in Wilmington, DE in 2014

41. 2015 Poverty Rates and Gender Gap:
The gender gap exists in poverty rates as well.

42. Gender Pay Gap and Poverty:

43. Gender Pay Gap and Poverty:

44. Gender Pay Gap and Economic Growth:
The loss to the U.S. economy is about $482 billion (2.8% of the U.S. GDP in 2014) which could have been added if the gender pay gap is closed! States and the U.S. can increase their growth rate by 2 to 3% by simply closing the gender pay gap!

45. Gender Pay Gap and Economic Growth:
It adds up! A report by the McKinsey Global Institute (MGI)
Closing the gender gap can
grow the U.S. Economy by
$2.1 trillion in GDP by 2025.
Every state and city in the U.S. can add at least 5% to their GDP.
1/2 of the U.S. states can add > 10% to their GDP and the 50 largest cities can add 6 – 13%.

47. Gender Gap and Company’s Profits:
Companies with more women on the board of directors perform better financially:
Return on Equity (ROE): Companies with the highest % of women board of directors (WBD) outperformed those with the least WBD by 53%.
Return on Sales (ROS): Companies with the highest percentages WBD outperformed those with the least WBD by 42%.
Return on Invested Capital (ROIC): Companies with the highest percentages of WBD outperformed those with the least by 66%.
Source: Catalyst’s Report “The Bottom Line: Corporate Performance and Women’s Representation on Boards.” 2007.

48. Is Three a Charm?
Catalyst’s report, companies with three or more WBD have :
ROE: 16.7% vs. average of 11.5%
ROS: 16.8% vs. average of 11.5%
ROIC: 10% vs. average of 6.2%

49. Women and the C-Suite Jobs:
McKinsey & Company and LeanIn.org examined responses from 30,000 employees at 118 companies and found that women are underrepresented in the top management and C-suite jobs. At the current rate, it will take:
25 years to achieve gender parity in SVP jobs
More than 100 years to achieve gender parity in the C-suite jobs!

50. “Stunning lack of women in corporate leadership roles worldwide” CNNMoney.com, February 8, 2016
Peterson Institute for International Economics examined 22,000 publicly traded companies in 91 countries and found:
About 1/3 of the companies had NO WOMEN on their boards or in any C-suite jobs.
60% of the companies had NO FEMALE board members.
50% of the companies had NO FEMALE top executives.
More than 95% of the companies did not have a FEMALE CEO!
Companies with at least 30% of their executives as females had HIGHER PROFITS than those with less females.

51. IWPR State Rankings: Employment and Earnings
Grade 1 DC A 47
Arkansas F 2 MD B+ 48
Mississippi 3 MA 49
Louisiana 4 NJ B 50
Idaho 5 CT 51
West Virginia 6 NY 12 DE 23 PA C+

52. IWPR State Rankings: Poverty and Opportunity
Grade 1 DC A- 47
Louisiana D- 2 MD B+ 48
Kentucky 3 MA 49
West Virginia 4 CT B 50
Arkansas F 5
Hawaii 51
Mississippi 11 NJ B- 19 DE C 21 PA

53. IWPR State Rankings: Health and Well-Being
Grade 1
Minnesota A- 47
Arkansas D- 2
Hawaii B+ 48 DC F 3
North Dakota 49
Louisiana 4
Utah B 50
Alabama 5
Nebraska 51
Mississippi 13 NJ C+ 26 MD C 31 PA C- 34 DE D+

54. IWPR State Rankings: Work and Family
Grade 1 VY B 47
Wyoming D- 2 CA 48
Mississippi 3 DC 49
Montana F 4 NJ B- 50
Utah 5
Rhode Island 51
Indiana 22 MD C 25 DE C- 33 PA D+

55. Adjusted Gender Pay Gap:
According to Glassdoor.com, the F/M earnings ratio is 76%. After controlling for
Education
Years of experience
Job title
Employer and location
Age
The F/M earnings ratio increases to 95%, reducing the gap from 24% to 5%. Other studies found the adjusted pay gap is between 2 to 9%.

56. Adjusted Gender Pay Gap by Industry, Glassdoor 2016

57. Gendered Phrases in Job Posts and Gender Hire:

58. Gender Bias: Women get interrupted more often than men.
Women are asked more challenging questions than men.
Women’s statements are questioned more often than men’s.

59. The Call to Action Raise awareness Promote transparency Offer coaching

60. Raise Awareness 70 vs. 12 (McKinsey) Track metrics Set gender targets
Assess organizational attitudes

61. Promote Transparency Permission and confidence
“Salary negotiable” in ads
Process for pay determination

62. Offer Coaching Mentors Provide male sponsorships Negotiation workshops

63. A Caution The iron law of responsibility . . .

64. No Joking Matter
$1.7 million

65. The State of the Gap and You
What will you do to mind the gap?

66. Thank you!