Does your company know if it has a gender pay gap

Does your company know if it has a gender pay gapDoes your company know if it has a gender pay gapDespite progress, most companies still have a long way to go to eliminate salary gaps by race and gender, according to a2016 PewResearch Center study.While white women make 82 centsfor every dollar earned by their white male counterpart, black women only make 65 cents and Latinawomen make 58 cents, according to Pew.Working towards pay parity for similar jobs is not a one-day pursuit. So, what can employers and employees do to keep the conversation going?Glassdoor offered oneanswer- a 17-page step-by-step guide for how employers can address and tackle the gender pay gap in their own companies.Step No. 1 do an annual audit to figure out how much employees makeWhy data matters It can change behavior.Once employers have the hard data on salaries for their staff - along with their races, genders, and other potentially influential favors, anonymized to protect the privacy of employees - dat a reveals whether there is a pattern of unequal pay and offers a way to resolve the problem.Specifically, for HRworkers, Glassdoor recommends conducting this gender pay analysis at least annually. HR departments also need to provide equal opportunities for performance reviewsto account for unconscious age and gender biases. Since older workers are less likely to negotiate, Glassdoor says employers should leave less room for negotiation, so that offerscan be mora equal.Companies dont need a lot of money to identify pay gapsGlassdoorlisted statistical software that companies can use to calculate the gender pay gap, which they define as the difference between average pay for men and women, both before and after weve accounted for differences among workers in education, experience, job roles, employee performance and other factors aside from gender that affect pay.Glassdoor also provides different models to test gender pay difference across different departments or job titles.Glassdoor said its goal is to prove that you dont need fancy equipment and expensive outside consultants or even a big IT department to do this. With just some equations on an Excel spreadsheet, any Human Resources worker can figure it out.But again, Glassdoor urges, be sure to strip the data of any identifying information. Dont put your employees salaries on a cloud data storage platform that run the risk of being hacked.Stopping unconscious biasesGlassdoor found that companies are not explicitly out to discriminate against their employees. More often than not, it comes down to implicit human biases.Pay gaps dont result from overt discrimination, they result from years of unintentional bias that can creep into an organization over time, Glassdoor found.Thats why employers and employees need hard data and numbers as proof to wake them out of thisstupor, Glassdoor concluded.Analysis is far more involved than printing out a spreadsheet and eyeballing it - you need to go deep and control for a variety of factors to get the real story.

What to Expect On Take Your Child to Work Day

What to Expect On Take Your Child to Work DayWhat to Expect On Take Your Child to Work DayThe 24th annual Take our Daughters and Sons to Work Daytakes place on April 28. Officially the event is geared towards kids ages 8-18, but parteicipating workplaces may expand the age range. Also, if their companies are participating, employees who may not have school-age children are often invited to bring relatives or children they mentor. Its a wonderful opportunity, although I have to admit that I welches nervous the first time I signed my kids up for the event. My work and home lives were both busy, and I worried that sacrificing a day would put me behind on both fronts. At the time I was employed at an international non-profit organization that adhered to old-school professional mores. I was concerned about inviting my children into such a neat, tidy and professional environment. But I also felt the need to bridge my worlds. My workplace welcomed school age or slightly younger children. Wh en I talked with the HR manager and told her I was thinking of bringing my 4- and 5-year-old, she wholeheartedly welcomed my children. I loved my job. I had been at the institution for nearly ten years, and I felt like I had grown up there professionally and personally. I wanted my children and my colleagues to meet. I also wanted my children to see where I worked. It is a unique workplace People travel from around the globe to visit and to meet the leaders of the organization. I wanted my kids to experience this, and I was proud to invite them to see me as a professional.So I signed us up. Im glad I took the chance. What to Expect Its great for kids to have the chance to see their parents, guardians, relatives or mentors in action. It gives them the opportunity to learn about what grown ups do at work. It also offers older children a sense of how a subject or a major they may choose later in their academic careers may translate into a professional job. Plus it has a positive impact on a professional culture to invite a little chaos. Just visually its inspiring to see young people shadowing professionals everywhere you look. As with all kid-related events, unexpected things happen. For example, my daughter lost her tooth during our lunch meeting. The kids also say adorable and off-the-wall things. I was surprised when my son told the executive director a knock-knock joke (which killed) You cant edit the kids as carefully as you edit yourself at work. But your colleagues cant either. It doesnt matter. Its all ok.If there is anything you really dont want your kids to say, then prep them for that, but otherwise, just encourage them be themselves. Even if surprising things happen, or the kids go off script, thats part of the charm that the kids bring to the event. The day is about mentoring children and sharing the joy of work life with them. Its also about helping families find a bit of balance by bridging their worlds. And it does just that. Why its Valuable Thi s occasion has a delightful and cohesive effect. When I participated, I was the only parent on my team, and I was so moved by how kind and generous my colleagues were to my kids. We decided to invite the children to a team meeting, but we wanted to make sure it would be a kid-friendly topic. My team was planning an event honoring Japanese and Taiwanese guests, so we met to discuss what kinds of treats to order for their visit. Hosting international donors was a significant part of our work, and the children were fascinated to hear our discussions about how to make these special travelers feel welcome. This was a great experience for me, because my kids enthusiasm gave me a new perspective on my role. My team regularly discussed international hosting responsibilities, and my children thought this was awesome. I left work that day feeling exhilarated and exhausted. My colleagues enjoyed my childrens visit, and my kids were asking when they could visit again before we even arrived back home. If you have the opportunity to participate in this event, take the chance. Its worth it.

how to rewrite your resume to focus on accomplishments, not just job duties

how to rewrite your resume to focus on accomplishments, not just job duties how to rewrite your resume to focus on accomplishments, not just job duties If youre like fruchtwein people, your resume lists what you were responsible for at each job you held, but doesnt explain what you actually achieved there. Rewriting it to focus on accomplishments will make it way more effective (i.e., increased emaille subscribers by 20% in six months instead of managed email list), because that explains how you performed, not just what your job duties were.However, most people really strugglewith how to do this. And its especially tricky in jobs that dont lend themselves to numerically quantitative achievements.Heres an example taken from the comments section on a recent post about resumes. Commenter Eden askedWhat constitutes an achievement, in this context?I was the person the entire staff looked for to get on the phone or interact in person with any disgruntled client. I was also the person chose n most frequently by doctors to relay complex medical information to clients of all backgrounds.Skill in dealing with irate, irrational people is not something I was born with, so acquiring it was very much trial by fire. Im proud of it- I made loyal clients out of people with gripes- but dont want to sound like Im bragging.Another communications example I was the person all the doctors and our practice manager came to for writing or editing of client correspondence or exam notes, or to write newsletters, or web content. Writing and editing was very much not what my position title entailed.So are behauptung achievements? Of course, I have references (boss, practice manager, clients) who would verify this, but to my ears these sound like hanging medals on myself that are hard to quantify.Theyre absolutely achievements. They speak to what you got done that someone else in your role might not have, and they speak to what kind of employee you are. The trick is just turning them into res ume-friendly bullet points.For instance* Built reputation for working successfully with previously unhappy clients* Became go-to staff member for relaying complicated medical information to patients of diverse backgrounds* Sought out by doctor and practice manager to write and edit client correspondence, exam notes, and web contentSee? Now the person reading your resume knows a hell of a lot more about what kind of worker you are than if you just listed job duties.More advice herehow to list accomplishments on your resume when your job doesnt have easy measuresthe 1 question your resume should answer