Take a look at the clock tower, do you notice anything?  The two clocks represent a subtle difference, yet there is a difference.  It is normal to expect accurate time on all sides of the clock tower.  To me, this is analogous to men and women doing the same job with the same/similar skills, education and qualifications.  It’s logical to expect them to be paid the same yet that is not the case.  Having spent nearly thirty years in the pharmaceutical industry, I can tell you the gender pay gap is not openly talked about.  Largely because the problem is subtle, like the image of the two clocks.  In professional settings, it may be harder to see pay differences but it exists.  From my own personal experience, as well as the research I’ve done, the gender pay gap exists at all levels.

There is not one factor causing this problem, there are many that contribute to the stagnation of the gender pay gap.  Many factors go into the gender pay inequity equation.  Some of those factors are, recruiting and hiring practices, employee performance evaluations, little or no negotiation of salaries, and lack of transparency into salary data.  Most companies operate from a base of good intentions.  However, despite their efforts, it doesn’t always result in procedures that promote actions to close the gender pay gap.  To eliminate the gender pay gap, it will require companies taking uncomfortable action which needs to be supported by a strong and unwavering commitment.  Change is always good but to make it stick, the unwavering commitment needs to supported by actual infrastructure change.

The gender pay gap is one example of gender inequities in business.  As a professional woman who worked in clinical research operations, I have a wide range of experience analyzing processes and procedures that inhibited work, caused complexity, and promoted stagnation of growth.  To combat this, I developed and implemented solutions that were fit for purpose, specifically designed to be simple and sustainable.  That’s what I can do for your business, simplify complexity and remove gender inequities in your business.  Some example of gender inequities are outdated hiring practices, unequal pay, racism, disproportionate promotions between genders, unconscious bias towards one gender in specific fields, etc.  I worked in Research & Development for decades and the skills I’ve gained have created a unique ability and perspective on what changes are needed to advance equality in the workplace.

I would be delighted to talk with you about challenges that are preventing your organization from achieving gender equality.  I believe when we partner on this goal, breakthroughs are possible.  Let’s change the equation together!