Pay inequality has long been an issue in the workplace for women. In some areas, for every dollar, a white man makes a woman makes .75 cents. For women of color, the difference can be .67 for every dollar a man makes. The differences in pay are not unique to disciplines. The trend is found in many fields. Companies shield pay behind two unique areas, confidentiality, and human resources. The criteria for understanding pay is often defined by years of experience, education, and job title versus working title. An example, an employee working in a company in customer service for ten years with an associate degree as phone support technician is likely to be paid less than an employee working at the same company in mechanical support for three years with a bachelors degree as a field support technician. The two employees may have very similar duties with minor separation of duties. The pay difference maybe a few thousand dollars to tens of thousands of dollars. If the employees are both phone support technicians with similar experience with similar education and one is male, the male maybe paid more simply because of an archaic practice of paying men more because they were once the providers.
Changing pay inequity for women is challenging task. Asking for a raise requires confidence and persistence. Proving inequity exists in another matter. Finding a male colleague who will share his salary and work profile requires a conversation most of have been told is taboo. Since salaries are typically the largest component of budgets, companies need to budget to adjust for these adjustments. Some companies are willing and are making these changes when they are identified. Others are resistant to change simply because of their size. Regardless of the hows and whys, each of need to raise the issue of pay inequity and identify tools to correct. Equal pay is the fair and right thing to do!