Glassdoor Updates

Glassdoor’s Third Annual Compensation Audit Finds No Gender Pay Gap

Ever since Glassdoor was founded 10 years ago, we’ve been on a mission to bring greater transparency to the workplace. With this in mind, we’ve created indispensable job search tools that provide users with unparalleled insight into company culture, the interview processsalary information and, of course, available jobs — but our commitment to transparency doesn’t end there. As a company, we aim to operate with the utmost openness, honesty and integrity, and truly serve as a living example of our mission and values. And as part of that commitment, we conduct an annual audit of our internal pay practices to ensure that Glassdoor remains an inclusive, equitable place to work for all employees.

We are happy to report that our third annual compensation analysis found no statistically significant gender pay gap in an apples-to-apples salary comparison of our 600 U.S. employees — a finding that is consistent with the results of our previous two audits.

Diving Deeper

Using Glassdoor’s internal payroll data, our Economic Research team compiled the average annual base pay, bonus and total compensation for both men and women. While men as a group earn about $28,572 (23 percent) more than women as a group, this is common in many companies around the world and primarily occurs as a result of occupational sorting: the tendency of men and women to enter into different roles with different corresponding salaries. For example, women make up 82 percent of the marketing and HR departments at Glassdoor, but just 16 percent of the engineering team (which is still above the nationwide average of 14 percent).

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After controlling for such factors as age, seniority and performance, however, the gender pay gap shrinks to a 12 percent difference. And when accounting for similar roles, departments and locations, the difference disappears to a statistical zero.

GD AdjustedPayGapatGD July2018 Draft2Based on this information, we are proud to report that there is no statistically significant difference in what men earn compared to what women earn after taking into account job functions, performance evaluations, employee tenure and other relevant factors.

An Ongoing Commitment

Although we are pleased with the findings of our internal pay audit, we will continue to track our compensation data in order to uphold our commitment to transparency and pay equality. After all, operating openly and honestly is not only the right thing to do — it makes for a better workplace and company overall.

Employers: Want to conduct your own pay analysis? Download How to Analyze Your Gender Pay Gap: An Employer’s Guide.

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