The USWNT did it again
World Champions for the fourth time in history (double that of #2 on the list: Germany).
Yet amid all of the celebrations and stadium-wide-chants following the Women’s Championship win in Lyon, a newcomer joined the ranks: “Equal Pay”.
The controversy swirling around the disparity between the the US Men’s and Women’s National Team’s pay and revenues is quite in line with a broader narrative afoot in the US: Women make less money than Men, all else equal (the actual number varies depending on source, but around $.82 to the dollar is supported widely).
Whether you’re recruiting for top athletic talent or top professional talent, the most important criteria for whether or not someone should be brought on board is their aptitude — full stop. Yet, the growth of women's wages relative to their male counterparts has slowed in recent years instead of accelerating.
How Companies Can Be Part of The Solution
San Francisco banned the practice of asking about salary history in job interviews or when determining a salary offer in July of 2017. While too early to determine the effect of these changes on the wage gap, many believe it has already improved the negotiating table for women.
But we don’t need to wait for municipalities, states, or even countries to define what practices we need to follow. It’s proven that having gender diverse teams buoys ROE for organizations (15% by Mckinsey’s findings).
When interviewing, make sure to focus on the merits of an individual, and then on the value that position will drive when determining where that position’s salary should land.
In the end, it may just end up leading to Championship caliber team’s in your office, not just on the pitch.