![]() The above-average effect is the widespread tendency for individuals to think of themselves as above average, even though there is only a 50/50 chance this is true. Our data suggests that when it comes to gender equality in the workplace, the cognitive bias known as “the above-average effect” is at play. They also provided the industry they work in. These questions first asked if respondents felt men and women have equal opportunities in most workplaces and then asked them to assess opportunities in their own workplace. We Can’t All Be Above Averageīetween June and September 2019 over 27,000 respondents took PayScale’s salary survey and answered our workplace equity questions. ![]() Organizations looking to create true equality for their employees need to holistically examine their compensation, promotion and retention practices. Simply asking employees if they think that women and men are treated equally at their organization is not enough. While the conversation on pay equity has come a long way since our first gender pay gap report, this research suggests that there is still much work to be done. This one demographic group has much more opportunity to directly impact whether their workplace is truly free of gender-based discrimination, yet recognizes workplace discrimination less often. Our data is particularly troubling considering that men, particularly white men, dominate the upper echelons of organizations. When we look at the data by race/ethnicity, this perception gap is even larger. Men agreed at considerably higher rates that men and women have equal opportunities in both their own workplace and in most workplaces. Second, there is a large perception gap between men and women. In other words, respondents more frequently agreed that equal opportunities existed for men and women in their own workplace than in most workplaces. First, people largely aren’t recognizing gender inequality issues in their own workplace, despite recognizing that men and women don’t have equal opportunities in general. ![]() In this study, we uncover two major differences in how gender equity is perceived in the workplace. Overall, we see that men and women do not have equal opportunity in the workplace. We have also documented that women, especially women of color, have much lower rates of climbing the corporate ladder than their male counterparts. ![]() PayScale has studied the gender pay gap since 2015 and has found persistent differences in men’s and women’s pay. ![]()
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