We are pleased to present an insightful article by Victor Steenbakker, at our Member Company, Montae & Partners, highlighting the Equal Pay Day.
In the Netherlands, there is an ongoing issue of unequal pay between men and women. On average, women still earn less than men for the same work, despite advancements in gender equality. Equal Pay Day on 14 November symbolises the point in the year from which women effectively work for free compared to their male colleagues.
Consequences of the Pay Gap
The pay gap impacts not only women but also society as a whole. Women face reduced financial independence and pension accrual, which jeopardises their long-term economic security. The pay gap also exacerbates broader societal inequalities, such as disparities in living standards and access to resources.
Are You a Good Employer?
The pay gap is a national issue, but employers play a crucial role in addressing it. Being a good employer is fundamental to creating a healthy and productive work environment. This goes beyond fulfilling legal obligations—it involves fostering an inclusive and equitable workplace culture where all employees have equal opportunities. Tackling unequal pay between men and women is an essential component of this responsibility.
Measuring Is Knowing
To understand whether you provide equitable pay, you must analyse employee data. This data is critical for closing the pay gap. By evaluating internal personnel information, employers can gain insights into current pay structures and address inequalities. Focus on the following areas:
- Pay Differences: Compare the salaries of men and women in similar roles with comparable experience.
- Job and Pay Structures: Develop a robust framework with a transparent and objective salary structure as its foundation.
- Promotion Patterns: Analyse promotion histories to identify disparities in career advancement rates between men and women.
- Negotiations: Examine differences in starting salaries and post-promotion pay between genders.
- Part-Time vs Full-Time Work: Measure the impact of part-time versus full-time work on pay and career progression. Importantly, avoid using this as an excuse to justify discrepancies!
Treat this as a baseline measurement and design targeted interventions, evaluating their effectiveness annually or quarterly. This approach creates a dynamic and effective model for bridging the pay gap.
Conclusion
Start today by objectively measuring your employee data. This is the only way to initiate the right conversations, implement meaningful measures, and set achievable goals. The ultimate aim is clear: to be an employer who ensures equal pay for all.
This article was written by Victor Steenbakker, to find the original article, visit: https://www.montaepartners.nl/articles/14-november-equal-pay-day-vanaf-vandaag-werken-vrouwen-voor-niets/
