CXR Recommends: Insights into gender-based compensation

Effectively, women have been given a glass floor as redress for the still-present glass ceiling in gender-based compensation.

It’s all about being average. In a perfect world 80% of us all fall within (1 standard deviation)…for just about everything.

Falling outside the curve for many, at least from a compensation perspective for many lower level jobs, is very rare. But, in fact, in the real world of corporate executives the curve is much flatter and average really doesn’t exist – except perhaps in how employers are compensating women.

Glass Floors and Ceilings: Why Closing the Median Wage Gap Isn’t Fair by Daniel J. Sandberg offers in summary that as the % of women at executive levels rises, employers are more likely to compensate them in a compressed range around the median of their peer group.

This “practice of Gender-Based Compensation Management (GBCM) artificially addresses the gender pay gap by increasing the median woman’s compensation without providing women equal access to the full range of compensation.”

Daniel J. Sandberg

The results are apparently less satisfying and increasingly obvious, leading to more lawsuits. The link above also includes the full study – well worth the read.

Picture of Gerry Crispin

Gerry Crispin

Gerry co-authored eight books on the evolution of staffing and has written 100s of articles and whitepapers on similar topics during a career in Human Resources that spans more than 40 years from HR leadership positions at Johnson and Johnson; to boutique Executive Search firms; a Career Services Director at the University where he received his Engineering and 2 advanced degrees in Organizational/Industrial Behavior; and, GM of a major recruitment advertising firm even as he launched CareerXroads 25 years ago.

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