Est. Reading: 8 minutes
08/23

Why Women Are Less Likely to Request Salary Increases

Consultant, HR & Finance Transformation
Consultant, HR & Finance Transformation
As a specialist Change and Transformation Recruiter at The Consultancy Group, my focus is on providing top-notch services and creating strong relationships to diligently match the right candidates with the right opportunities. With a deep understanding of the Transformation landscape and extensive experience working with FTSE 100 & 250, privately owned groups, and multinational groups I can provide tailored solutions for clients across the UK and abroad. My commitment to excellence and passion for connecting talented individuals with rewarding careers sets me apart in the field of Finance and HR Transformation recruitment.

The gender pay gap remains a significant concern around the world. Most recently stirring up a storm to shine a light on toxic gender roles was the Barbie Movie. But if you missed it, we’ll do our best to discuss this prevalent issue from an HR perspective!

Gender inequality in the workplace is like a knot, intricately tied with societal norms, employment rules, and economic habits. Even though we’ve made some progress towards gender equality, the wage difference between genders hangs in there. Grasping the full scope of this problem is essential, especially regarding how often women negotiate their salaries. So, in this blog, we’ll be discussing the gender pay gap and exploring why women might not always be the first in line to ask for a raise.

What is the Current State of the Gender Pay Gap?

The gender pay gap in the UK is still a tangible reality, mirroring the trends observed in many OECD countries. Across the board, women consistently earn less than their male colleagues, even when undertaking the same tasks. This wage discrepancy doesn’t discriminate – it’s seen in roles with minimum wage to high-flying executive positions.

Although there have been slight improvements in women’s wages relative to men’s over the recent decades, the progress has been more of a crawl than a sprint. The Global Gender Gap Report shows that the median wage for full-time employees continues to be higher for men than for women. And if we shift our gaze to part-time workers, this gap only broadens.

Interestingly, we find that the pay gap expands as employees get older, with elderly women facing some of the starkest wage disparities. Despite laws enforcing ‘equal pay for equal work’, the gender pay gap is an obstinate reality, deeply entrenched in systemic biases, societal norms, and gender differences in work hours and sectors.

With this backdrop, we will explore why women tend not to request salary raises as frequently and how this tendency plays into the broader picture of gender economic inequality.

Why are Women Less Likely to Request Salary Increases?

It’s no secret that the gender pay gap is a complex issue influenced by a variety of factors. Among these, one that catches the eye is the distinct difference in salary negotiation behaviours between the genders. Recent research shows that women are less likely than their male counterparts to push the boat out and ask for a raise.

Woman asking for salary increase

A lot of this discrepancy can be traced back to societal expectations and norms. Traditionally, taking the lead in salary negotiations has been considered a ‘masculine’ thing. When women step up and negotiate, they risk being tarred with the ‘pushy’ or ‘difficult’ brush, which can put many of them off initiating such discussions. And often, when they do ask, they’re less likely to receive it.

You might think that education plays a straightforward role here, but the reality is a little murkier. Even though women have been outpacing men in collecting college degrees in recent years, this doesn’t automatically translate into being more likely to increase salaries. Surprisingly, despite having equivalent or even higher educational qualifications, women still fall short on compensation.

Another issue is the impact of childbirth and the subsequent breaks from career paths. Post-baby, women are more likely to shift to part-time work or roles that demand fewer hours, which can put the brakes on career progression and limit opportunities to negotiate salaries.

Finally, let’s not forget the ‘glass ceiling’ and occupational segregation. These hurdles keep women from climbing to high-paying roles where salary negotiation is common. Too often, women find themselves clustered in lower-paying sectors and roles, facing a rocky uphill climb to advance into more lucrative sectors.

While these insights help explain why women don’t ask for pay raises as frequently, it’s crucial to remember that this is just one piece of a giant puzzle. The wage disparity issue is much more than just individual actions and choices – it’s a systemic issue deeply woven into our societal structures and workplace customs.

The Gender Pay Gap in Part-Time Work

Part-time work has an undeniable part to play in the gender wage gap conversation. Women clock in more part-time hours than full-time across the UK and other OECD countries, which has a knock-on effect on their earning power. Part-time gigs generally come with smaller hourly paychecks, fewer ladders to climb, and lesser benefits compared to their full-time counterparts, feeding into the wage gap.

Why do more women end up in part-time work? The reasons are many and varied. First off, societal norms and expectations often leave women holding the baby, quite literally. The lion’s share of unpaid care work, like looking after the little ones or elderly family members, often falls to women. This leaves less time on the clock for paid work, making part-time roles more appealing for many women.

Second, the structure of the labour market and workplaces can often make it a tall order for workers, women in particular, to juggle full-time jobs with family duties. Things like the high cost of childcare, rigid work hours, and scarce opportunities for remote work can all nudge women toward part-time jobs.

Finally, it’s worth noting that women clocking in part-time often face a ‘part-time penalty,’ where their wages grow at a slower pace compared to their full-time colleagues. This can be the case even when women have the same level of education and work experience as full-timers. The part-time penalty adds to the wage gap and piles on another layer of economic inequality for part-time working women.

While part-time work can offer the flexibility needed by workers juggling care duties, it’s crucial not to overlook the wage gap and limited career growth that come with it. Achieving gender equality in the workforce requires changes at a systemic level like pushing for flexible work arrangements for everyone, tackling the part-time penalty, and spreading the load of unpaid care work more evenly. Let’s face it; empowerment isn’t just about making it to the boardroom – it’s about making all work, including part-time, count.

Occupational Segregation: A Contributor to the Wage Gap

Occupational segregation, where the workforce is divided into ‘male’ and ‘female’ sectors, is another systemic puzzle piece in the gender pay gap. Some sectors are teaming with men, others with women, and those where women rule the roost – often termed ‘pink-collar jobs‘ – tend to pay less. You’ll find many women in roles like childcare, teaching, and nursing, which typically have lower pay packets than sectors like tech or finance, where men are usually at the helm.

But why does occupational segregation happen? It’s a tangled web. It kicks off early in life, where societal norms and expectations start to shape how kids view which jobs are a good fit for them. Even schools and educational institutions can accidentally feed these gender stereotypes.

Occupational segregation, coupled with the glass ceiling, means fewer women make it to the top of the pay scale, paving the way for a hefty gender wage gap. To bridge this gap, we need to roll out the red carpet for women to join and thrive in higher-paying industries. Smashing those barriers that stop women from reaching the top tiers of their fields is key. After all, isn’t it high time that women workers get to crack the glass ceiling instead of banging their heads against it?

Childbirth and Its Influence on Wage Disparity

Childbirth also significantly affects the gender wage gap. While the arrival of a child is a joyful event, it also presents challenges in a woman’s career, contributing to what is often called the “motherhood penalty.”

After childbirth, women often take maternity leave or shift to part-time work to manage both career and family responsibilities. However, this change in working time often leads to fewer opportunities for career advancement and less pay. Some employers may also have a bias against mothers, assuming they are less committed to their jobs.

In the OECD countries, for instance, the pay gap is significantly higher for mothers than for women without children. Addressing this issue requires both policy changes and shifting societal attitudes towards shared parental responsibilities.

Working mother

Balancing family and work life should not disadvantage anyone in the labour market. There is a pressing need for workplace policies that support parental leave for both mothers and fathers and for flexible work arrangements that do not penalise workers, especially women.

Gender Inequality and Discrimination Towards Women in Workforces

In the face of legislation supporting gender equality and advocating for “equal pay for equal work”, gender discrimination still stealthily threads its way through the fabric of the labour market in England and beyond. This discrimination can be subtle, taking the form of unconscious biases, societal norms, and stereotypes that hinder women’s advancement.

One prevalent manifestation of this discrimination is the occupational segregation we discussed earlier. Women are often channelled into specific sectors, typically lower-paying ones, while being noticeably underrepresented in high-paying industries. This isn’t merely a result of personal choice but also the influence of societal stereotypes that tag certain roles as ‘suitable’ for men or women.

Take, for example, the STEM fields (Science, Technology, Engineering, and Mathematics), where fewer women are found, despite recent studies showing their educational attainment in these areas is equal to or even surpassing that of their male counterparts.

Women in STEM

The ‘glass ceiling’ phenomenon adds another layer to the challenge. This term reflects the invisible barrier preventing women from reaching higher-level, higher-paying positions within organisations, even when their human capital matches that of men. Even when women and men hold similar positions, the wage disparity persists, with women typically earning less.

Reflecting on these aspects of gender discrimination in the labour force helps us grasp the complexity of the gender wage gap issue. It also highlights the need for further strategies and policies to address this economic inequality, as stressed in the World Development Report.

Age and Ethnic Group Differences in the Gender Pay Gap

Age group and ethnicity also intersect with gender to create disparities in pay and further the role of discrimination. Elderly women often face a more significant wage gap due to lifetime earnings disparities and lack of retirement benefits. For instance, white women in the UK earn significantly less than their male colleagues, but the gap is even wider for women of colour compared to white men.

Overcoming these complex, intertwined forms of discrimination requires a multi-faceted approach. This includes promoting diversity and inclusion in the workforce, challenging social norms and stereotypes, and implementing strong anti-discrimination laws and policies.

Working Towards Gender Equality in the Workforce

The gender pay gap is a complex issue but the solution involves a multi-faceted approach that addresses each of the components we’ve discussed. It includes empowering women through education and skills development, encouraging fair pay practices, advocating for stronger parental leave and childcare policies, and challenging existing gender norms and stereotypes.

The progress towards bridging the gender pay gap has been slow but steady in recent years. Despite the small increase, it is important to continue pushing for change. Encouraging more women to participate in the labour market, particularly in sectors traditionally dominated by men, and implementing policies that support equal opportunities for both genders are crucial steps towards achieving gender equality.

However, the responsibility should not solely lie on women. Employers, policymakers, and society need to recognise and challenge the systemic biases perpetuating wage disparity. Ensuring equal pay for equal work is not just a moral imperative; it’s a societal one. With continued effort and commitment, we can hope for a future where everyone is compensated fairly for their contribution, regardless of gender.

Do you think the gender pay gap will ever close completely?

While the strides made in recent decades have been significant, the path towards complete gender pay parity is a long one. However, by understanding the complexities of this issue and actively working towards solutions, we can contribute to a fairer, more equitable society. The pace may be slow, but pursuing gender equality is a journey worth every step.

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