Quick links on pay equity<\/title>\n<meta name=\"description\" content=\"You can tell it's the beginning of the month because I can link to the Post and the Times again. \u00a0(Some day, if I strike it rich blogging, I'll spluge and\" \/>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/www.patheos.com\/blogs\/janetheactuary\/2016\/03\/quick-links-on-pay-equity.html\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Quick links on pay equity\" \/>\n<meta property=\"og:description\" content=\"You can tell it's the beginning of the month because I can link to the Post and the Times again. \u00a0(Some day, if I strike it rich blogging, I'll spluge and\" \/>\n<meta property=\"og:url\" content=\"https:\/\/www.patheos.com\/blogs\/janetheactuary\/2016\/03\/quick-links-on-pay-equity.html\" 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{"id":4039,"date":"2016-03-04T12:06:16","date_gmt":"2016-03-04T18:06:16","guid":{"rendered":"http:\/\/admin.patheos.com\/blogs\/janetheactuary\/?p=4039"},"modified":"2016-03-04T12:09:48","modified_gmt":"2016-03-04T18:09:48","slug":"quick-links-on-pay-equity","status":"publish","type":"post","link":"https:\/\/www.patheos.com\/blogs\/janetheactuary\/2016\/03\/quick-links-on-pay-equity.html","title":{"rendered":"Quick links on pay equity"},"content":{"rendered":"\n<\/head>

You can tell it\u2019s the beginning of the month because I can link to the Post<\/em> and the Times<\/em> again. \u00a0(Some day, if I strike it rich blogging, I\u2019ll spluge and subscribe to the Post<\/em> in addition to the Trib<\/em>.) \u00a0But here\u2019s something that, so far as I know, went unnoticed: \u00a0Apple and Intel have announced that they have eliminated the gender gap and have achieved perfect pay equity in measuring men\u2019s vs. women\u2019s pay. Apple is reported on\u00a0here, in the New York Times<\/em><\/a>, back on Feb. 26th (their figure is 99.6, but the difference between this and 100 is meaningless), and Intel, in the Washington Post<\/em>, on February 3rd<\/a>\u00a0(which also includes some cringe-worthy statements about what percentage of its new hires were \u201cdiverse candidates\u201d, though, not surprisingly, according to the linked Intel report<\/a>, this actually just means that they hire tons of Asians). \u00a0Here\u2019s some further background: an item at Morningstar<\/a> that this is all in the context of shareholder resolutions by Arjuna Capital.<\/p>\n

Now, the catch is this: \u00a0these pay equity measures are determined by evaluating the pay of similarly-situated men and women, that is, measuring pay within each job grade level. \u00a0This is not \u201cpay equity\u201d as it\u2019s conventionally understood in public discourse, the average pay of women vs. men across all occupations. \u00a0And it\u2019s thus not a surprise that a company with compensation programs in which pay is reasonably standardized in a given job grade (and especially if the job grades are relatively narrowly defined, including differentiation by job type rather than just advancement level), that there would be little to no pay gap.<\/p>\n

Yet, if you look at Intel\u2019s own site, 25% of their overall U.S. workforce is female, but, split by type of workforce, that amounts to 20% of the technical and fully half the nontechnical workforce. \u00a0Which means that, if one assumes that technical jobs, on average, pay better than the non-technical ones, that women, in the company as a whole, are behind. \u00a0In addition, women make up 28% of \u201cearly career\u201d workers, but only 17% of \u201csenior\u201d employees and \u201cleadership.\u201d<\/p>\n

On the other hand: \u00a0here\u2019s an interesting tidbit: \u00a0if you look at the ethnic make-up of their workforce, among mid-career workers, there\u2019s a split between 52% white, 38% Asian, 6% Hispanic, and 3% African American. \u00a0Among the \u201cearly career\u201d group, the white share is still the same 52%, but the share of Hispanics and African Americans have both increased substantially at 12% and 5%, with the drop in Asians to 28% accounting for this difference. \u00a0Now, possibly this might suggest that Hispanics and African Americans are more likely to leave the company before hitting mid-career service levels, but more likely, this suggests that, when Intel was pushed to hire underrepresented minorities, they may have found that they didn\u2019t need quite so many H1-B visas after all.<\/p>\n<\/body><\/html>\n","protected":false},"excerpt":{"rendered":"