Now, we’re expanding that mindset further into qualitative areas like building culture, evaluating talent and cultivating access to stretch opportunities. These findings tell me that the checks-and-balances are working to ensure pay is set fairly. It helps ensure a critical check-and-balance on the biases and systems that perpetuate inequality, like the historical practice of setting compensation based on salary history (a practice we’ve eliminated across the company). Pay is a chance to leverage data as an organization, and it’s something that requires constant review and surveillance. Pay equity is a critical foundation - it’s not ‘mission accomplished’ by itself. Gender doesn’t exist in a vacuum, so we applied a new lens on pay equity with added focus on historically underrepresented racial and ethnic backgrounds. So, in the past year, we committed to going deeper on pay equity and to share our findings to help others do the same. When we announced 1:1 gender pay equity in 2019, we knew that was only one step. Use data to ensure pay equity across gender and race. In addition to transparent pay equity, this is a time for companies like ours to take on equity at every level: using data, deeply embedding a culture of belonging, and building greater access to growth opportunities. In 2019, we announced 1:1 gender pay equity in salaries of men and women at Nestlé, and today I’m proud to share that we’ve gone further to establish 1:1 pay equity in underrepresented minority employee salaries. There is no silver bullet, but there are changemakers in every industry working to improve workplace equity. It takes even longer for Black women, Native American women, and Latina women. Today we recognize that it takes women an average of 15 months to earn what men earn in 12. Now, we’re going beyond the foundation of pay equity to make culture, leadership and opportunity equitable too.Today, March 24, is All Women’s Equal Pay Day in the U.S. Not only will you get the practical tools needed to be prepared to negotiate but you will also gain real confidence in your ability to negotiate for anything.Nestlé has reached 1:1 pay equity not only on gender dimensions, but also for underrepresented minorities. Advocate for yourself. Often it feels like trying to turn a big yacht when we look to the government or to our corporate leaders to make pay equity a priority. In the spirit of Margaret Mead, never underestimate the power of the individual to create positive change.Įmpower yourself by signing up for a Negotiation Strategy Session. Lean In has a great article on some things you can advocate for in your organizations. Support your companies to actively work towards pay transparency and equality. Reach out to your representatives in Congress to make sure they know you expect them to support legislation that supports equal pay. Their whole mission is gender equity and economic security.Ģ. If this makes you as mad as it does me, then here are some actions you can take in support of Equal Pay for all.ġ. Join AAUW (). Latinas are paid 49 cents for every dollar paid to white men. Native women are paid 50 cents for every dollar paid to white men. In 2021, it was September 23. Native Women’s Equal Pay Day is November 30.Black women are paid 58 cents for every dollar paid to white men. In 2021, it was August 3. Black Women’s Equal Pay Day is September 21. Asian American and Pacific Islander women are paid 75 cents for every dollar paid to white men. In 2021, it was March 9.
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