Gender pay gap in tech is worst at mid-sized companies

Gender pay gap in tech is worst at mid-sized companies

Old street silicon roundabout

 The UK’s gender pay gap in technology is wider than in the US, Australia and Canada, as women earn nine per cent less than their male colleagues.

Results from a study by recruitment firm Hired has indicated that the average wage for women across all sectors is 13 per cent behind their male counterparts.

Hired’s research also revealed that the pay gap is largest at medium-sized companies, compared to smaller companies with less than 200 staff, or larger firms with more than 1,000 employees.

 hired-salary-medium-sized-companiesThe pay gap between men and women at medium-sized organisations employing between 201 to 1,000 workers was 17 per cent, which is nearly double the industry average of nine per cent.

Hired’s Insights manager Dr Jessica Kirkpatrick postulates that this may be because companies at this level face fewer regulations on equal pay compared to larger organisations, but they are not small enough to have transparency and monitor all aspects of their recruitment processes. 

The results also suggest that women are likely to make more money at larger firms and have better wage equality. However, at entry level, men in software engineering earn seven per cent more than women.

After two to six years of experience, their salary increases to 10 per cent and then jumps to 31 per cent more than women’s, after six or more years of experience.

This trend, in turn, has an impact on the salaries that women request, says Hired: “Women with less than six years of experience ask for roughly the same salary as their male counterparts; however, as they reach six or more years of experience, they ask for 18 per cent less.

Don’t fret over recruitment struggles, learn from experts at the First Women Summit on 28 February, The Waldorf Hilton, how to hire the right talent for your business.

hired-preferred-final-salary“The fact that women lower their expectations over the course of their careers after receiving lower salaries than the men they work alongside underscores the importance of ensuring equal pay early on”.

“By publishing these findings, our hope is to encourage open conversation and debate around this issue. We want to encourage employers to reflect on their own compensation policies and identify possible issues of gender bias that may be present within their organisations.

“We also want to provide data that empowers everyone to ask for their market worth and help them achieve it. The wage gap won’t disappear overnight, but with information like this to hand we can work together to make a difference for the future”.


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