Closing the Wage Gap in Tech: Empowering Women on Women’s Equal Pay Day

When I transitioned from Education to becoming a Software Engineer, there was one thing I was determined not to accept: earning less than my male counterparts for equal work. When I received my first job offer after transitioning careers, I knew I never wanted to find out that the guy sitting next to me with similar or lesser experience was getting paid more than I was. Refusing to settle for less, I mustered the courage to negotiate my salary, even as a novice in the field.

That pivotal moment set the tone for my career in Tech and ignited my passion for advocating for fair compensation. As Women’s Equal Pay Day approaches, it’s a sobering reminder of the persistent wage gap that continues to plague the Tech industry and workplaces worldwide. Yet, it also serves as a call to action for women like me, determined to challenge the status quo and demand equal pay for equal work.

On this Women’s Equal Pay Day, let’s lay bare the realities of the gender wage gap in Tech and explore actionable steps for driving meaningful change both individually and within our organizations.

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Women’s Equal Pay Day

Women’s Equal Pay Day—which falls on March 12, 2024—symbolizes the date when women, on average, finally catch up to what…

The State of the Gender Wage Gap in the U.S.

According to the American Association of University Women (AAUW), on average, women in the U.S. working full-time, year-round earn 84 cents for every dollar earned by their male counterparts. Taking into account all workers (including part-time and seasonal), that number drops to just 78 cents for every dollar paid to men in the U.S. workforce.

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The pay gap is even wider for women of colour. Black women, Latinas, Native American women, and other marginalized groups experience compounded inequalities due to systemic barriers and discrimination in the workplace. That’s why, for instance, Black Women’s Equal Pay Day isn’t until July 9th this year.

Here’s what unequal pay looks like for women in the workforce, based on data from 2023:

• Asian American women—full-time, year-round earners make 99 cents for every dollar paid to non-Hispanic white men; for all earners (including part-time and seasonal), Asian American women make just 89 cents for every dollar.

• White women — full-time, year-round are at 80 cents per dollar paid to non-Hispanic white men, and with all workers, it’s 74 cents.

• Moms—full-time, year-round: 71 cents; all workers: 63 cents.

• Black women — full-time, year-round: 69 cents; all workers: 66 cents.

• Native Hawaiian and Pacific Islander (NHPI) woman — full-time, year-round: 66 cents; all workers: 60 cents.

• Native women — full-time, year-round: 59 cents; all workers: 55 cents

• Latina women — full-time, year-round: 57 cents; all workers: 52 cents

These troubling statistics highlight the multifaceted nature of the gender wage gap and underscore the urgency of addressing systemic inequities in compensation.

The Gender Wage Gap in Tech

Of course, the Tech industry lives within and, in many cases, perpetuates the systemic inequities discussed above. According to data from various sources, including the U.S. Bureau of Labor Statistics and industry-specific reports, women in Tech continue to face unequal pay compared to their male counterparts.

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• Overall Gender Wage Gap in Tech: Studies reveal that women in Tech earn substantially less than men, even when controlling for factors such as education, experience, and job role. According to the U.S. Bureau of Labor Statistics, women in computer and mathematical occupations earned 86 cents for every dollar paid to men in similar roles in 2021.

• Representation in Leadership Roles: Despite advancements in diversity and inclusion efforts, women remain underrepresented in leadership positions within Tech companies. The lack of gender diversity in top leadership roles perpetuates the gender wage gap.

• Intersectionality and Women of Color: The gender wage gap disproportionately affects women of colour in Tech, exacerbating existing disparities in representation, compensation, and career progression. Women of colour, including Black, Latina, and Native American women, face even more significant wage disparities compared to their white counterparts. Data from the National Center for Women & Information Technology (NCWIT) indicate that women of colour represent a small fraction of Tech professionals and often encounter systemic barriers that hinder their career advancement and earning potential.

The industry's desire to face these issues head-on is slowly waning. Stack Overflow’s annual survey of tens of thousands of developers in 2022 collected demographic information on age, gender, transgender status, sexual orientation, race and ethnicity, disability status, and neurodiversity; their 2023 survey’s demographics section only asked about age.

Screenshot from Stack Overflow’s 2023 Developer Survey

No explanation for the reasoning was given. So, I’m going to assume that a bunch of white dudes complained about being asked these questions because…racism?

In 2022, the more than 70,000 respondents were about 92% men.

Screenshot from Stack Overflow’s 2022 Developer Survey

That’s a huge majority. If even a fraction of those are outspoken about not wanting to deal with DEI stuff, then it’s no wonder we’re seeing things move in the wrong direction. But that doesn’t mean there isn’t hope. It means we need to step up our efforts in the fight.

Moving Forward

Taking Action as Individuals

While the gender wage gap in the Tech industry may seem daunting, it’s essential to remember that individuals have agency and can take steps to address this issue on a personal level. Empowerment begins with awareness and action. As women in Tech, there are several proactive measures we can take to advocate for fair compensation and strive for a more equitable and inclusive environment within Tech.

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Here are just a few strategies we can employ:

1. Negotiate with Confidence: Conduct research on industry standards and the value of your skills and experience. Practice negotiation techniques and be assertive in advocating for the assets you bring during salary discussions.

2. Understand Your Market Value: Stay informed about salary trends and benchmarks in the Tech industry, considering factors such as location, job role, and level of expertise. Websites like Glassdoor, Payscale, and LinkedIn Salary can provide valuable insights into comparable compensation rates.

3. Promote Pay Transparency: Advocate for greater transparency around salary information within your organization. Encourage open dialogue about compensation among colleagues and support initiatives for salary transparency policies to combat wage disparities.

4. Invest in Skills Development: Continuously enhance your skills and expertise through professional development opportunities, certifications, and relevant training programs. Increasing your proficiency and staying abreast of industry advancements can strengthen your bargaining position and demonstrate your value to employers.

5. Seize Career Advancement Opportunities: Pursue leadership roles, mentorship programs, and opportunities for advancement within your organization. Position yourself as a proactive contributor and advocate for equal access to career growth and promotional pathways.

6. Leverage Networking and Mentorship: Build a strong network of peers, mentors, and advocates within the Tech industry who can offer guidance, support, and valuable insights into navigating workplace challenges, including salary negotiations and career progression.

7. Seek Allies and Collective Action: Join industry organizations, affinity groups, or grassroots movements dedicated to advancing gender equity and advocating for fair compensation in Tech. Collaborate with like-minded individuals to effect systemic change and amplify the voices of underrepresented groups.

Creating Change in Organizations

Addressing Tech’s gender wage gap will require collective efforts from all stakeholders, including allies and organizational leaders. While women play a pivotal role in advocating for fair compensation, allies within Tech companies also have a responsibility to champion equity and inclusivity. By recognizing the systemic barriers contributing to pay disparities and implementing proactive measures, organizations can create meaningful change and foster environments where everyone, regardless of gender, can thrive and be valued equitably.

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By implementing these recommendations, Tech companies can play a pivotal role in narrowing the gender wage gap and fostering more equitable and inclusive workplaces. Through concerted efforts and collective commitment to gender equality, organizations can create lasting change and uphold the principles of fairness and equity for all employees.

1. Implement Pay Equity Policies: Develop and enforce policies that ensure equitable compensation practices across the organization. Conduct regular pay equity audits to identify and address disparities based on gender, race, ethnicity, and other demographic factors. Establish clear guidelines for salary determination and promotion processes to minimize bias and promote fairness.

2. Promote Gender Diversity Initiatives: Prioritize diversity and inclusion efforts to increase representation and advancement opportunities for women in Tech. Invest in recruiting strategies that attract diverse talent pools, provide mentorship and sponsorship programs for women employees, and establish affinity groups or resource networks to support their professional development and career advancement.

3. Foster Inclusive Workplace Cultures: Cultivate environments where all employees feel valued, respected, and empowered to contribute their fullest potential. Create inclusive policies and practices that accommodate diverse needs and perspectives, including flexible work arrangements, parental leave policies, and anti-discrimination measures. Encourage open communication and feedback mechanisms to address concerns related to workplace equity and foster a culture of transparency and accountability.

4. Prioritize Transparency and Accountability: Publicly disclose information on pay equity efforts, diversity metrics, and progress toward achieving gender parity within the organization. Hold leadership accountable for advancing diversity, equity, and inclusion goals by integrating them into performance evaluations and incentive structures. Regularly review and assess the effectiveness of diversity initiatives and make adjustments as needed to ensure meaningful impact and progress over time.

TL;DR

In conclusion, the gender wage gap remains a persistent challenge in the Tech industry, highlighting the need for concerted action from individuals and organizations alike. By understanding the root causes of pay disparities, advocating for fair compensation practices, and fostering inclusive workplace cultures, we can work together to create environments where everyone has equal opportunities to succeed and thrive.

As we mark Women’s Equal Pay Day and reflect on the ongoing fight for gender equality in the workplace, let us recommit ourselves to the pursuit of fairness and equity for all. Let us amplify the voices of women in Tech, advocate for policies that promote pay transparency and equity, and hold organizations accountable for advancing diversity and inclusion. Together, we can close the gender wage gap and create a future where every individual is valued and compensated fairly for their contributions.