On average, women make 82 cents per dollar earned by their male counterparts. Explain how it impacts individual performance and growth, and then connect pay equity to your core business outcomes and DEI values.
Make the business case for why it is crucial to eliminate pay disparities and pay people fairly. Once you educate yourself, stand up for your team members in leadership meetings.Spend some time updating yourself on how each of your direct reports is being compensated, especially if there are two or more people in the same role. Pay attention to how factors such as gender, race, age, etc., might have historically affected pay for specific individuals.Ask them if they feel they are being fairly compensated for their tasks. Conduct a quarterly or annual one-on-one meeting with each team member specifically dedicated to discussing and reviewing their compensation.If this is not possible, make sure that you’re honest about compensation during the job interview. Set clear salary ranges for the different positions on your team and make this information public. When advertising for a role at your organization, include the salary range, if possible.This gives you the unique opportunity to normalize pay conversations on your team as well as the larger organization. That means you have unique insight into how compensation and appraisal decisions impact your team’s motivation, performance, and career growth. If you’re a line manager, you are a direct link between your direct reports and the leadership team.
While changing this culture of silence needs to start at the top, line managers, especially new and young ones, have an important role to play, even if they’re not the ones calling the shots. Even with the staggering data on pay gaps around the world, talking about compensation is still a taboo at work.
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