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During one of the greatest sporting comebacks in history and one of the most watched events in America, Audi made a bold statement with its Super Bowl LI commercial, using their valuable seconds ($100,000 per second to be exact) to discuss pay inequality. While it was one of the weaker years in regards to commercials, Audi’s advert ‘Daughter’ featured a father narrating his daughter’s kart race with an internal monolog. He is struggling with how to tell her that society does not value her in the same way as the boys she’s racing against.
Many were openly critical of Audi, citing that no women sit on their management board and only 2 out of 14 in their American executive teams are female. However, what is overlooked by critics is Audi’s graduate internship program that requires 50% female enrollment, and the fact Audi have signed the White House Equal Pay Pledge. Rather than be satisfied with that effort, Audi has put themselves in the national spotlight, acknowledging they still have a lower than average female workforce at 22% versus the industry average of 27%. They are actively championing gender equality in the workplace.
The Solution in the Data
While 59% of the American workforce are female, within Data and Analytics less than 17% of all roles are filled by women, even though many are completing degrees related to data and statistics. We see the number of women employed in statistical positions decreasing, as companies haven’t done enough to encourage more female talent to apply.
The gender pay gap is a symbol of the disparity between applicants and a possible contributing factor to why women are underrepresented in the workplace.
A 2016 report by the US congress Joint Economic Committee, found that women were paid 21% less than men on average. Companies must demonstrate they value all employees by paying them based on ability, not gender, to encourage more women to apply for highly skilled and highly sought after positions.
Bridging the Gap
More needs to be done, in the way of education programs, conferences, and campaigns, to inspire more women to use the statistical and technology degrees they have earned to fill the skills gaps which are clear within the Data Analytics industry. It cannot be denied that all companies desperately need more qualified candidates in their workforce.
Harnham is committed to ensuring equal pay for all our candidates and helping to advise them of their market worth. We have diligently produced a market leading Data and Analytics Salary Guide in the UK that has been well respected by candidates and clients alike for the past 5 years. You asked us to make one for the US and we listened!
The first US Data and Analytics salary guide from Harnham is coming soon.
Throughout the year, Harnham will be represented at various meet-ups and conferences to share our findings from the first US salary guide, and to discuss ways to encourage more female applicants within Data Analytics, as well as working with clients individually to address the barriers they face.
To find out more about how Harnham is tackling the Data Analytics gender gap, and our new salary guide, please feel free to reach out to myself adambutler@harnham.com or my colleague Max Dosad maxdosad@harnham.com.
Leave a comment below too, and tell us about your experiences. Has your company started to address the gender pay gap? Do you think more women filling roles could help bridge the skills gap in the Data and Analytics industry?
We’d love to hear your thoughts!
