MILL VALLEY, Calif. (June 14, 2016) – Today Glassdoor®, the world’s most transparent jobs and recruiting marketplace, revealed recent analysis of the company’s compensation data by gender for its approximate 600 employees, including a granular look at the gender break downs of its engineering and senior leadership teams. Coinciding with the White House United State of Women Summit, Glassdoor reinforced its commitment to pay equality and salary transparency and announced it has no statistically significant adjusted gender pay gap when controlling for factors such as age, job title, performance, level and department. The company committed to conducting annual compensation analysis and also announced a new pilot program to help companies evaluate their own anonymized pay gap data.
A recent Glassdoor Economic Research study, Demystifying the Gender Pay Gap, revealed the gender pay gap is real and significant. It found the “unadjusted” gender pay gap is 24.1 percent in the U.S., meaning women earn, on average, $0.76 for every $1 men earn. However, when adjusting for multiple factors such as age, education, years of experience, location, job title and company, that gap shrinks but does not disappear to 5.4 percent, for which there is no explanation and could be due to bias.
Using the same methods to analyze Glassdoor’s internal, anonymized pay data, Glassdoor Economic Research found there is no statistically significant gender pay gap when adjusting for multiple factors including age, job title, job seniority level, department and employee performance scores. Like most technology companies, Glassdoor’s employee population is made up of more men (55 percent) than women (45 percent). And, women comprise 42 percent of Glassdoor senior leadership, which is defined as director and above. The unadjusted gap for its workforce amounts to women earning $85,962 base pay on average, while men earn $107,371 base pay on average—nearly a 20 percent gap. However, when adding controls for job title, job seniority, department level, and performance, the gap reduces to -$425, a slight female pay advantage, but one that is not statistically significant.
Further, in the engineering department, which is comprised of 21 percent women, men on average earn $2,900 per year more than women in terms of base pay. But after adding the statistical controls, the pay gap drops to -$3,132—a slight pay advantage for women engineers, but one that is not statistically significant. The report also examined total compensation and bonuses and found no statistically significant adjusted pay gap.
“Equal pay for equal work isn’t just an employee right, it’s a human right. Glassdoor is honored to join the White House and reinforce our commitment to increased workplace transparency and pay equality. Greater salary transparency is an important factor in identifying pay inequities, and we encourage more workers to anonymously share their pay on Glassdoor to make it easier to close the pay gaps that exist today,” said Robert Hohman, co-founder and CEO of Glassdoor, Inc. “We know there’s work to be done to achieve gender parity in the workplace, and Glassdoor is committed to being at the forefront at that effort—as both an employer annually auditing our own practices and as a platform to help Americans and employers promote pay equality and close existing pay gaps.”
As part of its White House commitment, Glassdoor also launched a pilot program to help other companies examine their own pay practices through anonymized and confidential economic analysis. Employers interested in being considered for the pilot program may submit an application on Glassdoor: http://resources.glassdoor.com/glassdoor-pay-data-pilot-program.html. Further, employers interested in promoting their White House pledge or their own equitable pay practices may take the Pay Equality Pledge on Glassdoor to indicate a corporate commitment to pay employees equitably for equal work and experience. More than 2,000 employers have already done so.
“Nine in ten U.S. workers believe people should be paid equally for equal work, and employers that embrace and promote equal pay commitments differentiate themselves from the competition and enhance their employer brand,” said Dawn Lyon, vice president of corporate affairs and chief equal pay advocate of Glassdoor, Inc. “We encourage employers to examine their own pay data and ensure they are paying all workers fairly.”
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Glassdoor is the most transparent jobs and recruiting marketplace that is changing how people search for jobs and how companies recruit top talent. Glassdoor combines free and anonymous reviews, ratings and salary content with job listings to help job seekers find the best jobs and address critical questions that come up during the job search, application, interview and negotiation phases of employment. For employers, Glassdoor offers job posting, recruiting and employer branding solutions to help attract high-quality candidates at a fraction of the cost of other channels. In addition, Glassdoor operates one of the most popular job apps on iOS and Android platforms.
Launched in 2008, Glassdoor has raised approximately $200 million from Google Capital, Tiger Global, Benchmark, Battery Ventures, Sutter Hill Ventures, DAG Ventures, Dragoneer Investment Group, funds and accounts advised by T. Rowe Price Associates, Inc. and others.
Glassdoor is a registered trademark of Glassdoor, Inc.