Here on the Unbounce blog we’re usually discussing all things conversion intelligence plus optimization. And while we’ll return to our regularly scheduled development soon, today we have a call to action of a different type. It’s one that’s very important to our people-focused company and an issue that companies can no longer ignore— the sex pay gap .
Study from Stats Canada implies that a woman only earns $0. 92 for every $1 made by a man even after adjusting for differences in industries, occupations, and rate of part-time work. And this gap is much worse for women facing multiple types of discrimination, such as racialized females, trans women, and females living with disabilities.
At the same time, as economies re-open, we’re now seeing a extending of gender inequities brought on by COVID-19. Women unfortunately remain more vulnerable to the financial effects of the pandemic because of their increased likelihood of working in company industries and being the primary caregiver of young children. In the event that we’re not intentional about our actions, we could observe decades of progress with regard to gender equality in the labor force wiped out in a single year.
At Unbounce, we’ve already been working hard to foster genuine diversity and inclusion at work, both within our own wall space and outside of them. Today, we want to help and motivate our peers to address pay out parity at their own businesses. We believe that even though conversation and debate are healthful contributors to progressing important issues, real change can only happen when companies commit to taking meaningful actions on big issues.
And so—beyond having addressed our personal pay gap at Unbounce—today we’ re launching Pay Up for Progress , a way of recommending companies to pledge to produce equal pay a business priority. This pledge is a commitment taken by your own CEO or Head associated with HR/People and Culture (P& C) to complete a sex wage gap analysis and start taking practical steps toward pay parity.
Various Canadian tech companies including Traction on Demand, Allocadia, Kiite, Thinkific, and Klipfolio have already committed to taking the pledge and making pay parity a priority within their organizations.
The reason why Make Pay Parity a Business Priority?
Many of you know us as a landing page builder, however, you might not be familiar with the team behind our software. From day one, we’ve been consciously creating a people-first team with different experience, experiences, and perspectives.
Embracing variety isn’ t only about carrying out what’ s right. All of us also know that companies along with diverse talent and reasonable, equitable practices for all workers are healthier businesses overall.
For instance, when organizations make equal pay a priority, they’re 19% more likely to exceed industry-average levels of productivity and 54% more likely to beat industry-average turnover benchmarks. Basically, businesses that value equal rights end up with less turnover and higher productivity.
There’ s more. We hope 2020 has awoken us all towards the vast gender and racial inequities that still exist these days. If there’ s the silver lining, it’ s i9000 that we have a chance to re-examine the ways we operate since businesses—and one of the clearest possibilities for us to make a positive influence is by standing designed for equal pay.
We certainly are not the only business taking note of the significance of pay parity either. As part of Salesforce’s commitment to equality for their employees, the company carried out two pay audits, pledged to evaluate compensation on an ongoing basis, and recently modified the salaries for 30, 000 employees to address record differences in pay. Other notable companies like Starbucks, Adobe, RealSelf, Glassdoor, Boston Medical, Citi, Microsoft, Gap, and Zillow have all made initiatives to close their pay gap and monitor spend parity on an ongoing schedule.
Not only are these companies viewing better business results, yet we admire that they are paving the way for smaller companies to start taking actions too. Which leads us to our story.
How Unbounce Prioritized Gender Pay Parity
3 years ago, after analyzing compensation throughout our company, all of us discovered (to our shock and disappointment) that we a new gender wage gap with Unbounce. From the very beginning, our own founders have recognized the importance of treating all employees similarly and fairly—so when we discovered our pay gap, there is no question that we would take action to close this.
Looking back, our journey was full of ups and downs. But thanks to the hard work of our P& C team, data group, and founders, I’m pleased to say we-took the necessary steps to achieve gender pay out parity.
Today, this means both self-identifying men and women at Unbounce using the same managerial status, growth level, and geographic place are paid equally. And while we’re definitely proud of the strides we’ve made so far, we have a long road ahead of us. This work is in no way finished.
We realize many companies, especially SMBs, may be under-resourced to do a compensation analysis and tackle prioritizing equal pay on their own. That’s why we’re writing some of the tools, resources, and also a community of support to assist companies begin taking their own steps to reach equal pay.
If you take the pledge, there are a few ways we’d like to support you. You’ll get:
- Access to the “ Spend Up for Progress Toolkit ”—a step-by-step guide all of us created based on our experience to achieve pay parity.
- An invites to two live training courses (via remote webinar) with advocates plus experts to provide guidance plus answer your questions.
- Support from a community associated with fellow pledged companies that can help coach plus encourage one another.
Equal Pay Needs to Be Prioritized
Here’s my ask associated with you, your CEO, your own HR or P& D leaders, and anyone else who will be part of this journey: invest in making progress today. Don’ t aspire to achieve perfection at a distant point later on. In the midst of the world’s crises and alongside a renewed urgency for action towards dismantling all forms of discrimination, prioritizing pay parity is no longer a ‘nice to have’—it’s a necessity for your team, business, and community. I hope this promise (and the community of pledgers) will be the galvanizing first phase for many.
You’ve seen the investigation, you’ve read the reports, you’ve heard the countless stories. A person don’t need me to convince you that some thing needs to be done. The time is now for us all to make our workplaces more fair and fair for everyone. And if we do this work together, we can close the pay distance for good .