Career Interruption Impact The Gender Pay Gap
the dollar compared to her male counterparts. The
gap widens to 76.1 cents for women aged 30-44 and
69.1 cents for those 45 and older.
If employers care about closing the gender pay gap,
they need to focus their attention on solving the
The Opportunity Gap Widens As Women
Progress Through Their Careers
PayScale’s research shows that men move into
more senior positions at significantly higher rates.
By mid-career, men are 70 percent more likely to
be in VP or C-suite roles than women. And by late
career, men are 142 percent more likely to be in VP
or C-suite roles, which are typically the most highly
compensated positions at a company.
On the flip side, women over age 30 are more
likely than men to remain in individual contributor
positions. By the age of 45, 59 percent of women are
in still individual contributor positions vs. 43 percent
Women Experience More Career
Interruptions, Which Impact Pay
Between November 2017 and February 2018,
PayScale surveyed roughly 46,000 respondents
evaluating new job offers and asked several questions
related to their current employment status.
This research found that women tend to leave the
workforce more often than men, and their breaks
tend to last longer. Women who are returning
from a period of unemployment are 7 percentage
points more likely than men to have been out of the
workforce for more than a year (17 percent of women
versus 10 percent of men). Furthermore, women are
five times more likely than men to take breaks from
working to care for children.
We found that when employees leave the workforce
for one year or more, their pay upon returning to work
is 7 percent less than an employee who is currently
employed when seeking a new job. Since women
tend to leave the workforce more often than men,
and their breaks tend to last longer, they are disproportionately
penalized with lower pay due to career
What’s The Big Deal?
Our research suggests that if employers are serious
about closing the gender pay gap, they need to go a
step further to determine if women have the same
opportunities for advancement as men at their
organization. A disparity in the representation of men
and women on executive teams and boards has a
huge impact on the overall pay gap, looking at the
labor market as a whole.
Time and time again, researchers find that
diversity of thought leads to better problem
solving. When we collaborate with people of
different genders, sexual orientations, ethnicities
and race in our workplace, we make better
decisions which produce better results. But that’s
not enough, know that study after study for more
than a decade have found that having increased
female leadership on your team or board leads to
increased financial results.
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