2022 State of Wage Inequality in Tech: Close the Gap with Advocacy & Allyship (VIDEO)

Despite progress in recent years, wage inequality persists in the tech industry. Underrepresented identities in the workforce experience unequal access to job opportunities and differences in their salary expectations, resulting in a wage gap and further compounding the problem. 

Join us for a collaborative panel discussion between experts from Hired, Blacks in Technology, Ada’s List, Interview Kickstart, and Speak_, who will review and debate key findings from Hired’s 2022 Impact of Wage Inequality data report, and hone in on specific approaches to closing the wage gap. Here are some of the topics covered by the panelists:

Addressing Wage Inequality for Jobseekers in the Tech Industry: Insights from the 2022 State of Wage Inequality Report

The tech industry continues to face challenges in achieving wage equality and diversity. The 2022 State of Wage Inequality report sheds light on the progress made and the areas that require improvement. Based on proprietary data gathered and analyzed by an internal strategy and analytics team, the report examines over 800,000 interview requests, salary offers, and candidate salary expectations from January 2018 to December 2021.

Closing the Gender and Race Wage Gap

While the gender and race wage gap in tech is narrowing, there is still work to be done. Access to opportunities and pay disparities remain significant factors contributing to wage inequality for underrepresented talent in the industry. Underrepresented groups include women, Black or African American, Hispanic, American Indian, Alaskan, Native Hawaiian, Pacific Islander, and those identifying as two or more races.

Lack of Access to Opportunities

Underrepresented groups, including non-male genders and non-white, non-Asian racial groups, continue to face challenges in accessing job opportunities. Although employers are increasingly considering diverse candidates during the hiring process, underrepresented individuals are still less likely to receive interviews compared to white or Asian men. Without equal access to interview opportunities, the wage gap persists.

The Expectation Gap

The report highlights the concept of the expectation gap, which refers to the difference in preferred salaries among different gender and racial groups. Candidates provide their preferred salary information on their profiles, and this data is used to analyze the expectation gap. The report finds that when individuals expect lower salaries, they often receive less, demonstrating a correlation between expectation gaps and wage disparities.

The Widest Gaps and Areas of Improvement

The wage gap is narrowing, which is positive, but it remains significant in certain areas. The report identifies the widest gaps among black and Hispanic women. However, it also highlights some improvements in roles such as product management and data analysis, where the gap is less pronounced. Gender and race disparities persist despite progress in other areas, emphasizing the need for further action.

Impact of Remote and Global Hiring

Remote job opportunities have become more prevalent, but the report suggests that they may widen wage and expectation gaps. Candidates often consider remote work as a benefit and may be willing to accept lower salaries in exchange for flexibility. Additionally, when companies open job opportunities to a wider remote candidate pool, different candidate expectations can lead to wider salary bands. Employers need to consider paying for the impact of the role and not solely based on the candidate’s location.

Mitigating Wage Disparities

To address wage disparities, companies are encouraged to embrace salary transparency and pay employees based on the job and its impact rather than their location. Recruiters play a crucial role in lessening expectations and wage gaps by engaging in open and transparent communication with candidates about their expectations and the company’s budget. Tools like salary bias alerts, can help hiring teams identify potential disparities and reevaluate offers accordingly.

Preserving Momentum in Diversity and Inclusion Efforts

While progress has been made in diversity and inclusion, new challenges threaten to undermine this momentum. Changes in work arrangements, such as hybrid or return-to-office policies, can impact diversity and inclusion efforts, particularly affecting women. Research suggests that women working remotely may face obstacles in promotion, raises, and are at a higher risk of layoffs. Companies need to be aware of these risks and plan strategies to counteract them to sustain progress.

Check out the entire panel discussion for more!

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