How Gender Neutral Job Descriptions, Remote Opportunities, and Empathy Help Manifold Thrive
Ever read a job description and felt discouraged from applying? Or received a salary offer that just felt unfair? There are a lot of companies that show gender bias in job descriptions and offer non-competitive salaries... without even realizing they're doing it.
That's why remote-reliant cloud-computing company Manifold goes to such great lengths to ensure that they eliminate implicit bias from each step of their hiring process and offer fair salaries on par with industry standards (which is hugely important in tackling the gender pay gap, given that women are much more likely to accept low or unfair salaries than men).
Below is an article originally written by PowerToFly Partner S&P Global. Go to S&P Global's page on PowerToFly to see their open positions and learn more.
We believe #ChangePays
At S&P Global, we believe an investment in women is an investment in us all. Some think that we've already invested enough. Some say equality doesn't pay.
The numbers tell a different story.
At S&P Global, we've been compiling the latest data and producing research on women's economic participation and impact. It's vital that we learn where we've made progress and where there's still a long way to go.
Visit spglobal.com/changepays for more information.
Below is an article originally written by PowerToFly Partner American Express, and published on March 7, 2018. Go to American Express' page on PowerToFly to see their open positions and learn more.
The following message from Kevin Cox, Chief Human Resources Officer at American Express, was issued earlier today to all American Express employees in the United States.
As you know, gender pay equity has become an issue of interest globally, reflecting the ongoing conversation about women's equality in the workplace. In fact, over the last few years, companies across industries have been urged by shareholder groups and regulators in certain countries to provide more transparency in reporting gender pay statistics. In the U.S. for example, Arjuna Capital, an investment firm headquartered in Boston, has submitted shareholder proposals to a number of large financial institutions in which they hold shares, including American Express, asking for disclosures about the status of pay equity at their companies.
Here's where we stand: At American Express, we are committed to ensuring that our pay and reward structure is equitable and free of any bias. This is a key component of our overall commitment to creating a diverse and an inclusive workplace, which has been a consistent and critical focus for us for nearly three decades. To help meet these commitments, we regularly review our compensation practices to ensure they support pay equality and transparency, and we are proud of our record.
Based on the most recent comprehensive pay analysis we conducted with a third-party consulting firm, we are confident that our colleagues are compensated equitably, regardless of gender. The review found no evidence of bias in our compensation processes and indicated we were effectively at parity. Going forward, we will continue our reviews in partnership with an independent external consultant. If and when we discover gaps, we will take appropriate actions to correct them, and we will continue to disclose our overall results. We have shared this with Arjuna, and they have withdrawn their shareholder proposal.
In other countries, regulators have begun to mandate gender pay disclosures using different criteria regarding the companies they are including, as well as the methodology they are requiring for the analysis. As a result, we expect to make additional disclosures, where required.
As we work to implement all the elements of our Framework for Winning, diversity and inclusion remains a critical focus, and it is one of our greatest strengths. It is vital to our company's success that we recruit and retain the best talent and that our workforce is representative of the customers and communities we serve. We believe that, to deliver for our shareholders, we need to deliver for our customers. And to deliver for our customers, we need to deliver best-in-class support to our colleagues who serve them. As we move forward, we will continue to evolve and enhance our diversity and inclusion programs, and we will continue to hold our senior leaders accountable for ensuring the diversity of our workforce by including diversity goals in our business scorecards.
Making American Express a welcoming, purposeful and rewarding place to work is what being an inclusive culture is all about, and that is what we want for all our colleagues.
30% Off All Webinars With Code EqualPayDay2018
Access all of our webinars by clicking here. Save 30% with code: EqualPayDay2018
It's April 10th- and this is how far into the year women have to work to match their male counterparts' salaries of the previous year.
That's over 420 more hours of work for doing the same job.
Instead of making up the wage gap, you could be climbing Mount Everest twice, watching the full lineup at this year's Coachella Music Festival 6.5 times, and closing out your first trimester of pregnancy. We'll take Beyonce 6.5 times, thank you!
To match the average wage gap, (yes, the wage gap varies by ethnicity) we're offering 30% of all of our webinars for the next two weeks with the code:
- How To Pitch your Story To The Media
- Empathy at Every Level: The Sure Path to Business Success
- How To Become A Tech Leader
- 5 Things Women In Tech Should Know About Public Speaking
While studies show that we still have 169 years before the world reaches a true wage equality- this promotion wont last that long! Enjoy 30% off until April 20th 2017.If you think you deserve more than 30% (we all do!) sign up to be a PowerToFly VIP- where for less than your weekly latte you can access all of our webinars for free, as well as early access to jobs, mentor matching, and more!