beqom found that three in four employees are aware of the pay gap disparity.
Only 34% of enterprise workers say they would give up workplace perks if it meant that women were paid equally to men in their company.
But there may be one action that’s even more important to your employees than success in closing pay gaps: transparency.
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Employees want you to fix pay gaps – fact. So what can you do about it?
The Pay Equity Playbook That Will Pay Off for Your Business
With increasing media attention and global regulations around the gender pay gap, it’s no surprise that employees know and care—a lot—about pay equity. In fact, a 2019 beqom survey of 1,600 enterprise workers found that a remarkable 73% of respondents believe there should be a national law mandating companies to disclose gender pay gap figures.
While nearly all large organizations now say they are working to close the gender pay gap and increase diversity in their workforces, these steps are not seen as effective by their employees and, in many cases, are not seen at all. But there may be one action that’s even more important to your employees than success in closing pay gaps: transparency (even when the news isn’t altogether positive).
In this guide, beqom outline what your employees think about efforts to improve the gender pay gap, how much pay gap transparency and equality efforts really affect employee loyalty and retention, where employees think the burden to close the gender pay gap lies, and which employer actions are valued most by workers.
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