Participating Executives and Leaders to Explore Gender Pay Gap Causes and Solutions in a Moderated Discussion
NEW YORK, NY and MILL VALLEY, CA–(Marketwired – Apr 7, 2016) – Glassdoor®, the world’s most transparent jobs and recruiting marketplace, will host a roundtable on pay equality featuring Hillary Clinton and a number of other leaders, experts and advocates on April 12, 2016 — Equal Pay Day — at 9:30 a.m. EDT/6:30 a.m. PDT. Convening in New York City, the 60-minute roundtable will also be broadcast live on Glassdoor.com.
The group of leaders and experts will participate in a frank discussion about the reality of the gender pay gap and explore contributing causes and a range of solutions — from employer actions to education and training to government policies.
The roundtable will be moderated by award-winning journalist Diane Brady, most recently of Bloomberg. Participants include:
- Hillary Clinton, former U.S. Secretary of State, former U.S. senator, former first lady
- Robert Hohman, co-founder and CEO, Glassdoor, Inc.
- Lori Nishiura Mackenzie, executive director, The Clayman Institute for Gender Research at Stanford University
- Megan Rapinoe, World Cup Champion & Olympic Gold Medalist
- Tracy Sturdivant, co-founder & co-executive director of Make It Work
This critical discussion comes at a time when the gender pay gap is top of mind for many Americans and employees around the world. Nine in 10 employees across seven countries believe men and women should be paid equally for equal work, according to a recent Glassdoor survey1, yet a sizable wage gap still exists. New research from Glassdoor Economic Research revealed that the gender pay gap is real and significant — 5.4 percent in the U.S. — even after controls for education, work experience, location, industry and even job title and company are applied. And, the same research reveals the pay gap grows significantly with age. Over a career, the pay gap can easily cost a woman earning $40,000 to $100,000 a year tens to hundreds of thousands of dollars compared to a man on the same career path. And, according to Census data analysis, the unadjusted2 wage gap is even larger for many women of color working full time. For example, on average, African American women earn only 64 cents, and Latinas only 56 cents, for every dollar white, non-Hispanic men earn.3
“A critical step to closing the gender pay gap is increasing transparency around pay to illuminate disparities and empower people and employers with information to spark important conversations. This roundtable is one such conversation to increase awareness and work toward solutions to help close the gap across companies, industries and countries,” said Robert Hohman, co-founder and CEO of Glassdoor, Inc. “Glassdoor’s economic research reveals there are a variety of factors contributing to gender pay gaps. Exploring the root causes and driving awareness among employees, employers and policy makers can have positive economic impact, and we are pleased to host such a respected group of leaders to help shine a bright light on this important issue.”
Note: This is a nonpartisan, non-campaign event.
LIVESTREAM & TUNE IN: Registration for the livestream event and reminders is open now at https://www.glassdoor.com/Salaries/equal-pay-roundtable/index.htm. Topics and questions for the event will be considered via social media tagged with #ShareYourPay. Media interested in tapping into the livestream or accessing video footage, should contact firstname.lastname@example.org.
ACTIONS EMPLOYEES & EMPLOYERS CAN TAKE: Employees and employers can take immediate steps to help close the gender pay gap through increased transparency and commitments.
Employees: Increasing transparency around pay can help workers around the world better understand if they are being paid fairly for their role at their own company and in the local labor market. Any employee anywhere can contribute an anonymous salary report on Glassdoor.
Employers: Nine in 10 employees believe men and women should be paid equally for equal work and experience and three in five employees would not apply to work at a company where a pay gap exists1. Employers can stand out by taking a stand and doing what more than 1,800 employers have already done — take the Pay Equality Pledge on Glassdoor, indicating a corporate commitment to pay employees equitably for equal work and experience.
GLASSDOOR GENDER PAY GAP AND SALARY TRANSPARENCY FACT SHEET: For more information, economic research and survey data around the topic of gender pay equality and salary transparency see the Glassdoor fact sheet.
1 This survey was conducted online within Canada, Switzerland, Germany, France, Netherlands, United Kingdom and the United States by Harris Poll on behalf of Glassdoor from October 1-5, 2015 among 8,254 adults ages 18 and older All responses noted are from adults who are employed part time / full time. This online survey is not based on a probability sample and therefore no estimate of theoretical sampling error can be calculated. For complete survey methodology, including weighting variables, please contact email@example.com.
2 “Unadjusted” wage gap does not typically control for factors, such as age, education, work experience, location, occupation, industry, job title or company.
3 U.S. Census data analysis by National Women’s Law Center, April 2015
Glassdoor is the most transparent jobs and recruiting marketplace that is changing how people search for jobs and how companies recruit top talent. Glassdoor combines free and anonymous reviews, ratings and salary content with job listings to help job seekers find the best jobs and address critical questions that come up during the job search, application, interview and negotiation phases of employment. For employers, Glassdoor offers recruiting and employer branding solutions to help attract high-quality candidates at a fraction of the cost of other channels. In addition, Glassdoor operates one of the most popular job apps on iOS and Android platforms. The company launched in 2008 and has raised approximately $160 million from Google Capital, Tiger Global, Benchmark, Battery Ventures, Sutter Hill Ventures, DAG Ventures, Dragoneer Investment Group, and others.