Women who work have come a long way since the macho, cigar-puffing, strip club-filled ways of "Mad Men." But they still have a lot farther to go.
Women are equally represented in the workforce in terms of their numbers — and, yes, are paid more than they ever have been when compared to men — but young workers still think gender inequality is a major issue in the workplace, according to a Pew Research Social & Demographic Trends survey. Seventy-five percent of Millennial women think more changes are necessary to achieve gender equality in the office, compared to 50 percent of young males.
What changes do Millennial females want to see? More career advancement and more money.
Cracking the Glass Ceiling
Females still struggle to climb the corporate ladder. Just look at Fortune 500 companies: only 4.2 percent of CEOs are female, a figure that hasn't really changed in recent memory. The culprit, according to the study's authors: women are still opting out of their careers in droves to raise children. According to the survey, 51 percent of women said being a working mother made it harder to advance in their careers, whereas only 16 percent of men said the same. What's more, more fathers found that parenthood made career advancement easier (10 percent) compared to mothers (2 percent).
As for compensation, female workers, not surprisingly, want to earn the same wage as their male peers (50 years ago women earned 57 cents for every dollar men pocketed; today it's 77 cents). But one reason for the narrowing disparity: male wages have dropped 4 percent on average for men over the last 30 years while female wages have risen 25 percent.
Why can't women get equal pay for equal work? Education isn't the answer; more Millennial women are enrolled in college and graduating with Bachelor's degrees today than men are. Other unquantifiable factors, according to the survey, include gender stereotypes, discrimination, lack of professional networks and women's resistance to negotiate for promotions. Experts agree these factors likely account for 20 to 40 percent of the earnings gap, according to the survey.
Perception vs. Reality
The study highlights some interesting disconnects. While many women say that men have an unfair advantage when it comes to wages and treatment at the office, only 15 percent say they have been discriminated against based on gender. Also, most men and women say the genders are paid equally for performing the same job — and only one in 10 women say they are paid less than their male peers.
What gives? Why do you think there's such a difference between perception and reality? And what do you think needs to happen before women are truly equal — both in pay and status — in the workplace?
Image via Can Stock Photo
Want to keep learning? Explore our products, customer stories, and the latest industry insights.
Introducing an exclusive partnership with WaitWhat's Masters of Scale for an entirely new learning experience
You asked for popular podcast modalities and we delivered through a partnership with WaitWhat’s Masters of Scale. Check out lessons about building teams, developing products and scaling companies from the world's top leaders, now available in multiple Cornerstone Content Anytime subscriptions.
HR, Meet IT — Your Analytics Partner in Crime
Today, it's hard to talk about HR without talking about analytics. From the first recruiting email to the exit interview, big data is changing the way we both approach and practice talent management. While the foundation for success in human resources — great people skills and strong intuition — is certainly still relevant, a modern career in HR increasingly requires a "moneyball" mindset.
Top 10 benefits of HR digital transformation in 2023
Fast and frequent changes in technology have forced almost every organisation to transform in some way, touching all parts of the business. For HR, this digital transformation is two-fold – transactional and transformational. Transactional includes processes like payroll, leave management, benefits management and time management, whereas transformational includes talent management (recruiting, learning, mobility, performance, business intelligence, workforce planning and the use of big data).