5 Ways Men Can Help Close the Gender Pay Gap

The lack of negotiation during the offer stage makes narrowing the gap even harder, considering pay raises are based on a percentage of starting salaries.

The lack of negotiation during the offer stage makes narrowing the gap even harder, considering pay raises are based on a percentage of starting salaries.

I always encourage my candidates to be as transparent as possible when discussing their target

salary goals and I’ve noticed for women this is harder. But this is the most opportune time to garner an increase and what’s more, the change won’t likely come again until one makes a career move.

Men, encourage your women to hone their negotiation skills, in an effort to not only negotiate their starting salaries but increase their confidence. I recommend Ask for It, a highly-accessible boutique coaching firm that teaches negotiation and conflict management skills to women.

4) Push for More Daddy Time Off

Research indicates if male workers received paternal benefits similar to existing maternal ones, then women would be less likely viewed as gaining benefits that aren’t available to men and this will translate to a level playing field and filter through to pay.

The Peterson Institute and EY analysis showed that where more women were in leadership roles, fathers were offered up to 11 times more paternity leave days. Those companies with more generous paternity leave policies were also better at developing and building a pipeline of strong, female talent.

If firms were to give access to 16 weeks paid paternity leave to both men and women, then there’s less reason for women to feel, or be seen as though they’re reaping a reward while they start a family, a reward that isn’t also available to men.However, simply having that policy alone, isn’t good enough.

Everyone must be open to creating a culture where it’s ‘normal’ to use that paternity leave policy – men and women. As men, you can help make it clear that taking parental leave fits with your core values, culture, and beliefs. If you’re in a leadership role, it’s important to demonstrate that paternity leave will never be a barrier to promotion for a woman, or a man.

In short, more men should support equal parental leave and take it when they have that option.

5) Nudge Them to Click Apply

How often do you hear of a male colleague, friend or family member tell you about a job they’ve applied for that sounds pretty far away from their current role? Likely, more often than you’ve heard women say so, that’s for sure. That’s because men typically apply for a job when they meet only 60% of the qualifications, but women apply only if they meet 100% of them.

The ‘Imposter Phenomenon’ is something that women are uniquely predisposed to feel. Despite all their hard work, qualifications and achievements, they’re still more likely to feel they don’t deserve a top job they’re offered, or to negotiate for a higher salary during promotion discussions.

Now, as a Recruiter and Job Search Advisor, I’m not advocating that it’s right to encourage women to apply to job that doesn’t align to her skillset, all willy-nilly. But, I do encourage you to encourage your female counterparts to take more risks by clicking apply on those roles which seem slightly out of reach.

Right now companies are more focused on increasing diversity more than ever before, and what’s more, when a resume is received, it lands in the applicant database, and becomes viewable by all of the recruiters working to fill roles in the organization.

And that means, if not that role, maybe another. If you know a woman looking for a new job, encourage them to stay open to the possibilities. Tell them they don’t have to have to check every item on the qualifications list. Tell them what you do, which is, go for it.