Because we’re worth it: why it’s time to fight for equal pay
The BBC pay scandal highlights how talented women consistently earn less than male colleagues. How can we close the gap? Chrissie Russell reports
There’s one quote that has stood out amid the fallout from the BBC gender pay gap debacle and it was that of Gary Lineker’s agent. Jon Holmes — presumably basking in the knowledge he had secured his client’s place at the top end of the Beeb’s list with the soccer pundit netting a whopping €2m salary — was quoted saying it was down to women negotiators who aren’t as ‘tough’ as their male counterparts.
As distasteful as many have found the sentiment, it does bear further scrutiny. Even in an organisation as high-profile as the BBC, only one woman — Strictly Come Dancing presenter Claudia Winkleman — makes the list of top 10 earners. At RTE, it’s been revealed that news anchor Sharon Ní Bheoláin (below) earns €80,000 less than co-presenter Bryan Dobson. Sadly, a wealth of research exists to suggest that, when it comes to getting ahead in the workplace, there could be some things women might need to do differently.
Research cited by Sheryl Sandberg, author of Lean In ,a rallying call to arms urging women to switch up their workspace behaviour, says women speak less, are interrupted more and have their ideas scrutinised more than men.
She subsequently called on the sisterhood to assert themselves more — adopting physical ‘power poses’ (it’s been shown men lean in more than women and are thus interrupted less in meetings), stop saying ‘sorry’ at the start of statements and adopting a buddy system of having someone back them up in meetings.
Though not a uniquely female affliction, women tend to be more closely associated with Imposter Syndrome and the so called confidence gap, with several studies showing men tend to overestimate their abilities and achievements, while women undervalue the same.
Do women simply need to get ‘tough’ and start speaking out if things are to change?
According to Executive and Communications Coach, Paula Mullin, making your voice heard is paramount to workplace success and a common sticking point for clients. “I’ve coached a wide range of female executives and one thing I notice is a desire to work in a collaborative way, to show empathy, understanding and work towards a shared outcome,” she reveals. “While this is excellent, it will only deliver results if it is married with a willingness to have frank, honest conversations, to be comfortable to say ‘what is not being said in the room’. I’m not talking about being confrontational, but being able to say things as they are, and stating the necessary facts.” Cork-based psychologist Sally O’Reilly agrees it’s incumbent on women need to speak out if the status quo is to be challenged. “Women need to, and deserve to, advocate for themselves more actively and assertively,” she says. “Society doesn’t owe us this, we owe us this. We are society. So it’s on us to make our voices heard, individually and together.” She explains: “Women are socialised to feel less than, to misunderstand and misplace our value. Success and progression are still, to some degree, thought of as male prerogatives and privileges. This means doubt can creep in easily and suspicion of our own successes and the successes of female colleagues. We need to dispense with self-deprecation and ritualistic judgement of our female peers. Women need to actively do that, it won’t just happen.” In the workplace, women are more likely to consider other factors, above pay, when taking a first job, such as career opportunity, company culture, flexibility and location. “That’s all very well,” says Rosemary Delaney, Managing Director at business website Women Mean Business. “But your starting salary is more important than you think. Over the years, the initial ‘small’ gap between our male and female graduates will be compounded. My advice is to make sure you start on a level playing pitch.”
At present, there is a 14pc pay gap in Ireland. Morgan McKinley’s 2016 Gender Pay Gap Ireland report revealed several factors impacting on this, including areas of work, levels within a company, educational level, the need for women to have more flexible work, experience and pay discrimination. But what’s clear from it is that the gap can’t be fixed solely by women raising their voices and striking more power poses.
“The points that Lean In focuses on have merit, but addressing those issues are only part of the solution,” says Dr Caroline Murphy, Lecturer in Employment Relations, Kemmy Business School at the University of Limerick. “With as many and more females completing third level education now as males, we need to look at why the representation of women in the talent pipeline falls significantly at senior levels.” Some of these factors perpetrating the gap can be challenged by women — females not applying for promotions as early in their career for example — but, according to Dr Murphy, there are broader issues at play. “We need to look at the nature and quality of work in society and consider how that relates to gender also,” she reveals. “The rate of insecure, precarious forms of employment are increasing in many economies and women tend to be more vulnerable to that type of employment. It’s therefore important that, in any discussion of gender pay gaps, the focus is on the holistic issue of equality rather than just money.”
Greater pay transparency, change in working practices, better balance between maternity and paternity leave are all needed to make a change. Nor is it a battle solely for women. “Quite a lot of debate now focuses on the belief that organisations need to stop trying to fix the problem by focusing purely on women,” adds Dr Murphy. “The MARC (Men Advocating Real Change) programme developed by Catalyst is a very good example of shifting that focus.”
Sally agrees. “Men can assist and it’s their fight too because this is a human problem.” “With greater pay transparency, I would like to think that eventually the gender pay gap will close and eventually disappear,” adds Rosemary.