🍂🌷☘️If you are truly valued by your organisation, then being paid fairly is one of the ways that your value is recognized. However, don’t hold your breath. The decrease on gender pay gaps and racial equity gap in organisations has been glacial. The glaciers are melting faster.
🔥Years ago a colleague told me that they had to redo their PhD when they migrated to Australia in the 70s, as their qualifications weren’t recognized or accepted here. We have heard many experiences of seriously talented people usually having to work twice as hard to demonstrate their value and worth.
🪟It’s the human experience that has built my racial consciousness and helped me contribute in a way that is disruptive with tangible outcomes, but also with the aim of being respectful and remove some cultural load. As you build trust and confidence in your employees, transparency will increase and so will the sharing personal information on HRIS systems. Take care with terminology, and work on cultural safety before asking for personal information.
✒️I have been conducting hashtag#gender hashtag#paygap analysis on cultural diversity data that shows the representation of cultural diversity in leadership (see mock example below). It’s very simple and doable. Being old school, I do dive into realms of data and look for patterns. Making the complex simple takes practice, and I have read through many reports. But to make it real, I set up a worksheet, and practice calculations. Why, because I usually query the data, and ask, how is that possible? Having worked most of my career in organisations, I have always been in the thick of it, building understanding.
🧮For people currently doing gender equity audits, you may receive data from payroll, your data analyst, code the template and upload, and say bye bye. And then wait for the published summary report, or study after study after study. By now we have knowledge on what and how to fix.
🔬The example below shows the GPG, average remuneration, and representation of employees born overseas across non-manager and manager levels. Over time it will show transition of people into leadership and where there is a stall or leak. You can also examine cultural identity data that includes people with multiple cultural identities, and connect these with qualitative and quantitative data sets. Aggregate data often masks what is happening below the surface and result in crude targets.
🔓These are trends, but important information (even with incomplete data sets) that can help you identify equity issues, and inform actions in your Gender Equality Action Plans.
🌱Plant the seed with your CEO, HR Director, Executive Champion or Reference Group. Bring workings to your next working group.
⛔But do take care not to share remuneration figures where people can be identified, always check with your manager first. Some organisations are open, some are not.
