Glassdoor pay gap report revealed a very alarming salary disparity for LGBTQ+ employees. Although homosexuals and lesbians have come a long way toward societal acceptance and legalisation, finance remains a glaring inequality.
In this blog, we will delve into more specifics and assess which factors add to the wage gap development in distinctive market sectors through studies, outcomes, results, tags, etc.
LGBTQ+ Pay Gap | What do Numbers Speak?
Based on millions of employee reviews and salary records, a new Glassdoor analysis indicates that, on average, LGBTQ+ employees make less money for doing the same work than non-LGBTQ+ employees.
While LGBTQ+ males earning 4% less than their non-LGBTQ+ counterparts and a 7% salary difference favouring non-LGBT customers between the same gender categories. This points to a larger issue that goes beyond a single sector or job title.
LGBTQ+ Wage Disparity | Top 4 Contributing Factors
There are several reasons why LGBTQ+ employees experience a pay gap.
- Bias: Workplace racism is a common problem that persists despite legislation. To balance these latent biases during hiring, promotion and wage negotiations the following strategies are advised:
- Execution Hurdle: Not enough of those at high pay grades in the field and not enough candidates for top jobs within the organization. The problem is that they cannot afford to schmooze their way into further education in order to network and get advice from professionals.
- Location: When discrimination against homosexual individuals is permitted, gay employees may be paid less; that is, certain industries or places of employment may not be shielded by anti-gay hiring or remuneration regulations. The salary discrepancy is especially more pronounced in areas with little to no LGBTQ+ rights and protections.
- Workplace segregation: Low-wage industries and occupations are disproportionately home to LGBTQ+ employees. It’s possible that the worry that professionals may be graded worse in areas where they have historically made more money is the only reason for this disengagement.
According to a Human Rights Campaign Foundation survey, over 46% of LGBTQ+ employees conceal their identities at work.
But the same fear that keeps people from speaking up also makes them censor themselves, telling your superiors that you are likely to pass up a chance at a raise or promotion.
Making decisions like these can easily result in losses of tens of thousands, or even hundreds of thousands, of dollars over the course of a career that averages a 4-7% wage gap.
LGBTQ+ Salary Inequality | Let’s Bridge the Divide
To eliminate the LGBTQ+ wage gap, HR professionals must-
- Create equitable policies
Employers must have a more thorough non-discrimination policy that addresses protections for employees who identify as LGBTQ+ in particular. It will also take extensive diversity and inclusion training to reduce those biases.
Pay Equity rules: Enacting stricter pay equity rules that would force employers to prove compensation inequalities were due to real, non-discriminatory reasons.
Anti-Discrimination laws: Including gender and sexual orientation in the list of categories for which anti-discrimination laws apply.
- Struggling for Legal Protections
This would ensure that you receive support from the federal, state, or municipal governments via legislation and other legal procedures, acting as a safety net against discrimination and effectively reducing wage gaps.
It feels like magic if we can use the knowledge, we’ve gained from resolving the pay gap to continue making little changes in these areas as a community and as people.
Conclusion
Closing the gap in the salaries of LGBTQ+ people is a continuous process that requires the cooperation of all facets of society. The only way to establish a society in which everyone, regardless of identity, has access to these same liberties is through inclusive workplaces, just laws, and empowered people.
As we strive for equality, let’s remember that the goal is not just to close the pay gap but to build a world where every individual is valued and respected for who they are.
In conclusion, the Glassdoor report serves as a wake-up call, reminding us that despite progress, there is still much work to be done.
By shining a light on these disparities and taking actionable steps to address them, we can pave the way for a more equitable and inclusive future for all.