In September 2017 we enlisted the help of a research agency to discover the salaries of men and women in high-level tech and digital positions. We provided them with a list of job titles in London and New York and they set to work interviewing hundreds of people within those roles. We knew there would be a disparity in salaries. We knew the working world wasn’t weighted in favour of women. What we didn’t know was how drastic the difference would be. We compared like for like job titles, like for like skillsets and like for like years of experience and being honest, were pretty horrified at the results.
From The Blog
INTRODUCING THE #SHATTERTHEGLASSCHANNEL
In response to the research we’ve launched the #ShatterTheGlass channel. This channel is a feed of live jobs available in companies who have demonstrated a commitment to diversity and to supporting women. It’s a cohort of companies who value transparency, equality and change. It’s an alliance. It’s game changing.
Show your support. Add your job.
FROM OUR COMPANIES
“Parity starts in younger years, in the way we help to shape and support children’s dreams. As it carries into the workplace, parity as a norm from the outset should be built into the cultural approach – for the 18-year old intern, the 21-year old grad and the 35-year old manager.”
“Women are less likely to negotiate their salary than men and when this trend is carried on over several jobs, it increases the pay gap as companies often require their candidates to disclose their last salary and position the new offer according to that level.”
“The general assumption for a male employee who is a father is that he will work as hard as possible to ensure he puts food on the table. Meanwhile, the perception for the female employee who is a mother, is that she will work only as much as she has to before she can go home to her children. As a new mother at Google who went on international business trips, I was constantly asked who was looking after the kid while I was away. My husband, by contrast, was never asked this question when he travelled abroad for work.”
“Our company Axonista has a 30% female workforce, including two C level positions. We welcome all forms of diversity, and really believe that the best company decisions come from collaboration between people from all different backgrounds and experiences. It’s something we’re working hard on every day to improve, and it’s fantastic that Jobbio has recognised us in this way.”