Build a Tribe and Shrink the Gender Pay Gap

Build a Tribe and Shrink the Gender Pay Gap Build a Tribe and  Shrink the Gender Pay Gap   Do you think a  company with more women in leadership positions is  more  likely  to  offer employees equal pay and have  less  issues with  the  gender pay gap? It  seems like  a natural assumption,  right? However, researchers at Oxford University found the opposite to be true in a recent  study.     The researchers believe  one reason  this discrepancy  exists  is  because  many  company cultures  still make it hard for  women to feel powerful enough to affect change  â€" something most women likely have anecdotal evidence to back up. My colleague,  Vicki Brackett, author of  The Leadership Toolbox, has spent over twenty years helping organizations overhaul  company structures  and toxic cultures  that  are  poisoning their leadership and preventing growth.  Neither of us are  surprised by the Oxford study, because it is something that  we both have  witnessed in organizations and  hope  to change.     There  is  Power in Numbers     In order to make equal pay a priority in an organization, Brackett says female leaders need to  adopt  an  â€œold boys club” mentality, without the negative attributes. “If you are a woman in a leadership position and you  are making changes, don’t go it alone.” She recommends collaborating with other women, especially in other divisions. “Create a think tank where you can all come together and brainstorm ideas that will improve the company.”   “Identify gaps in the organization and develop a game plan for addressing and plugging the  gaps,” shares Brackett.  â€œBy developing a systematic approach to problem solving and building visibility and momentum, your team will become known in the organization as a catalyst for change.”   Women,  Stand  Up and Stand  Out     Vicki and I violently agree that one of the  best ways  to gain recognition and  be paid equitably  for performance is to be recognized as a problem solver.  Additionally, positively impacting  revenue, products, services, productivity gains, customer satisfaction,  and loyalty will help women gain visibility and  elevate their positions of power.  As more women move up in the organization, they can impact  the  upward mobility and compensation  for other women.   Building a safety net of support by enlisting the endorsement of other leaders in the company  is key to becoming a change agent. One  recommended technique  is to  approach the Chief of People or SVP of Human Resources to get backing for programs that will build personal visibility and benefit the  company.  Brackett  suggests,  â€œYou can pitch a  newsletter or blog  that  recognizes both men and women who  are adding to the success of the organization or suggest hosting speakers on trending topics that are important to the company.”     Change the Culture     Women can demand more compensation but if the company system doesn’t support equal pay, then building a collaborative, productive and sustainable group that helps identify and plug gaps within the organization will help with visibility.  Building an internal  community  with a significant number of people  who  support women’s initiatives can help  perpetuate  change.     In close,  don’t expect change overnight.  Women are powerful â€" especially in numbers.  So,  take time to  build your tribe. And,  remember: Any kind of change takes  determination and a thick skin.  Leadership is not for the faint of heart.   Join Dana Manciagli’s  Job Search Master Class ®  now  and get the most comprehensive  online  job search system available!