National Association of Colleges and Employers’ Post

Important information about pay equity. I have these conversations frequently with my female identified seniors/recent alum when doing salary negotiation. Know your worth! #Pay #Equity #NACE

New data from the National Association of Colleges and Employers about the differences in starting salaries and gaps in promotion for men versus women. I find this data to be alarming given it is the year 2024! Please feel free to share your thoughts and insights.

NACE's recent data is alarming! The pay gap between female and male graduates has increased from 81 cents to the dollar to 72 cents to the dollar in the past year, even when the college major is the same. We pay higher for things that we value more as a society. Keep this in mind...we pay less for teachers, childcare workers, healthcare workers (except physicians), environmental work, social work, etc. Why do we undervalue fields that attract more women than men, and place a higher value on industries that attract a majority of men? Are you in a position to impact these salary level disparities? #payequity #genderpaygap

It’s common knowledge that there is a gender wage pay gap present within the United States; however, did you know that this problem may be worsening, especially with new college graduates? A recent NACE article dives into the statistics of 2023 college graduates and the average salaries of men versus women to reach an alarming conclusion. Find out why this is happening and what can be done to help address this issue by reading the article below. https://lnkd.in/gE7Z4c_2

#WomensHistoryMonth is almost over, but the fight for pay equity continues. Salary transparency is crucial for achieving social progress. Here's why: - Women in the US earn 83 cents for every dollar men earn. (https://lnkd.in/ekjS7YwC) - The gap widens for women of color, with Black women earning only 64 cents on the dollar compared to White non-Hispanic men.  - Education doesn't erase the gap: Even with a Master's degree, women earn just 72 cents for every dollar men earn in the same field. At We Are Rosie, we’re 100% committed to pay parity and salary transparency. We believe gender (or any other factor) shouldn’t affect your compensation. We offer equal pay for equal work, period. 🌹

Today, 18 September, is #InternationalEqualPayDay. When we talk about equal pay, we are usually clear that there should be equal pay for work of equal value. And this first part is relatively easy to monitor through wage records, job evaluations and good statistical work. But there is a second part of pay inequality that is much more hidden behind an apparent equality of opportunity. For example, if a person works part-time, it is logical that they should receive a proportional wage, but if the vast majority of part-time workers are #women, we have de facto inequality. Or if the majority of people who take leave to care for children or other family members are women, this is another de facto inequality, as this is likely to prevent them from being promoted on equal terms. And it is this second part of wage inequality where we have and will have more difficulty in equalising the situation, because it requires changing behaviours and cultural traditions that are unconsciously embedded in our collective mentality. But this is precisely why we need to redouble our efforts in this second part of inequality and not be content with equal pay for work of equal value measures. The courage lies in not remaining in the comfort of what the majority is already doing, but to always go one step further, to be pioneers, to always ask ourselves: What else can we do?

Consider PAY as the focus of the DAY - International Women's Day, that is. - More and more firms - but not enough - are informing salaries based on the MIT Living Wage Calculator, which recognizes the financial burden of caregiving - and adding consideration for typical student loan debt burden. Is yours? https://lnkd.in/gDeCCAzr - More and more firms - but not enough - are regularly examining and rectifying gender pay gaps. When did your firm last do so? https://lnkd.in/g44mstCc  - More firms and more firms - but not enough - are pursuing the Just Label which brings transparency to workplace practices. Has yours? https://lnkd.in/g7f9narh #aia #morein24

Are women less likely to negotiate their salaries when they get a job offer? 💲 💲 In previous studies, this had been true, but new research shows that women are just as likely to, if not more likely to, negotiate their salaries when given an offer. Negotiating can increase your salary over your lifetime by a monumental amount and as we know, the gender pay gap is still a heavily discussed issue. According to a recent report by the Pew Research Center, "men are slightly more likely than women (32% vs. 28%) to say they did ask for higher pay than what was offered." When do you think it's necessary or appropriate to negotiate your salary when given a job offer? Leave your thoughts below!

There should be a scale for CEOs based on the size of the MAT, but also performance related to ensure they are able to progress to the next pay band scale based on meeting agreed targets/criteria similar to UPS for teachers. Many of my connections and peers will fundamentally disagree with me. That is their right. However I say this with the Nolan Principles in mind, it is public money, for the public good, not for personal greed. It is not the profit-making international sector where sadly some Principals lose their principles in maximising revenue (additional charges to parents) and cutting costs (teachers).