• by Maureen Maldari , April 3, 2019

With all the attention gender pay inequity has gotten over the last one to two years, I was curious to see 2018’s World Economic Forum’s Global Gender Gap Index report, which scores 149 countries across multiple variables and metrics (the U.S. ranks 24). As a woman who got her first taste of gender inequity in 1985, there were two conclusions that were most interesting (and concerning) to me:

1)               The gap stands at 68%, which is actually a slight increase over last year. We’re going backwards! How is that even possible? 

2)               The report also predicted the following: “At the current rate, it will take 108 years for the world to reach gender parity.” Which is about 150 years too late, in my opinion.

As a CEO and co-founder of my own ad agency, I am no longer at risk for gender inequity -- but I am now, more than ever, committed to fighting for it. That effort is fueled by standards I hold myself to as an employer. The other part is passing on these pearls of wisdom (the only pearls I like), whenever and wherever I can. They’ve helped me overcome inequity again and again -- and again. I hope they provide the same strength and/or results for you.

Being an Advocate for Yourself

1)               Never accept inequity. When you know it’s wrong, and it’s not corrected, leave and reset the bar. I’d been an account exec for three years when a new grad from Columbia came in as an assistant account executive. Around his three-month mark, it slipped that he was promised a $5K raise after 6 months -- to $45K. I was still making $40K with an MBA. That was the first time I was introduced to gender inequity firsthand. And the first time I went to bat for myself -- not the company, or the creative, but me. Of course, it wasn’t the last.

2)               Always have a compensation plan, and don’t be afraid to share it. Write your own financial story and go after it. Fast-forward 15 years after I was out-compensated by a man with three years and an MBA less experience than me. I was at the executive level, but I knew for a fact that there were male counterparts making 30% more than me. Knowing how difficult it would be to get that big of a salary adjustment, I laid out an incentive plan with various benchmarks, and took it to the CEO. I met them all and was eventually among the top in the company in terms of pay.

3)               Speak loudly and firmly whenever it comes to talking money. Don’t be shy. Men aren’t, I promise you. Many times, I have been the loudest voice in the room -- even as the only woman.

Being an Advocate as an Employer

1)               Pay (and promote) for performance. Gender is irrelevant. Do this, and gender inequity is solved in 2019.

2)               When the pay scale is off, correct it. This is quite an undertaking for a 10- to 20-person company, much less a 100-person company. But think of it this way: It’s not an option. 

3)               Benchmark the salary range within the company and ensure the standards for performance are gender-agnostic. This is the easiest way to level the playing field. The best performers earn the most, and if anyone takes a look at the payroll, the numbers will tell the true story of the company.