Pay gaps between men and women still exist
According to 24/7 Wall St. research of the Bureau of Labor and Statistics, there are 10 jobs with the widest pay gaps between men and women. Although the gender wage gap has narrowed since 1979 when women made roughly 62 percent of what men earned compared to 2012 when the wage was roughly 81 percent of her male counterpart.
First, let us consider the jobs with the widest pay gaps, then explain why some sectors still experiences such a dramatic difference in pay between the genders.
Top 10 widest pay gaps
The following 10 careers have the top 10 widest pay gaps between men and women:
- Claims adjusters, appraisers, examiners, and investigators – women make 69.3 percent of what men earn
- Inspectors, testers, sorters, samplers and weighers – women make 69.2 percent of what men earn
- Security, commodities, and financial services sales agents – women make 69.1 percent of what men earn
- Marketing and sales managers – women make 67.7 percent of what men earn
- Physicians and surgeons – women make 67.6 percent of what men earn
- Education administrators – women make 67.2 percent of what men earn
- Personal financial advisors – women make 66.3 percent of what men earn
- Real estate brokers and sales agents – women make 66.0 percent of what men earn
- Retail salespersons – women make 64.3 percent of what men earn
- Insurance agents – women make 62.5 percent of what men earn
Why do these pay gaps persist?
Many will look at this list and instantly have a knee jerk reaction and consider the workforce to be sexist. Not only is that not helpful because it undoes the gains women have made in the workforce in our lifetime, implying they only got a break because they had a non-sexist boss, but it is not helpful because it is not the actual reason that these pay gaps persist.
The truth is that top executives get paid more, and more men than women are in the C-suite. Above is the pay gap illustrated by industry, but consider where women happen to be on the totem pole at companies, according to the Wall Street Journal:
- Graduate entry level – 53 percent female, 47 percent male
- Director level – 35 percent female, 65 percent male
- Senior level – 24 percent female, 76 percent male
- C-suite – 19 percent female, 81 percent male
Take for example real estate, which has far more women than men. Why would men be paid more if they are fewer in numbers? They’re more often the brokers, the leaders, the executives. Is that sexist? Nope. Men are groomed from a young age to take risks and to assumptively lead, and until recent generations, women were programmed to support and play it safe – consider it left over philosophies from the cave man era. But things are changing – with Millennials, the pay gap is far smaller, with women earning 82 percent of what their counterparts make. That still sucks, but it’s called progress.
So are you blaming women?
Absolutely not. While we can focus on the crappy pay gaps, we can also realize that things are changing quickly – there are now more women in college than men, more women at the top than in history, and several industries are waking up to the fact that female leaders can actually increase a company’s chances of success, but several challenges remain in paving the road toward equality, and women have to pave it for themselves.
While things are changing, more than half of Millennial women say they proactively manage their career, yet only 45 percent asked for a raise. Almost all of their male counterparts do, so many women still don’t ask for a raise or promotion, problematic for a world where the ladder exists but must be climbed. Studies show that nice people earn less at work, and women are still culturally expected to be nice, whereas men are not.
Things are changing, but folks, this is a big huge giant ship that is being turned. The pay gap persists because men are at the top of the ladder, but that’s changing. Quickly.
This web platform for cannabis is blowing up online distribution
(BUSINESS NEWS) Dutchie, a website platform for cannabis companies, just octupled in value. Here’s what that means for the online growth of cannabis distribution.
The cannabis industry has, for the most part, blossomed in the past few years, managing to hit only a few major snags along the way. One of those snags is the issue of payment processing, an issue compounded by predominantly cash-only transactions. Dutchie, a Bend, Oregon company, has helped mitigate that issue—and it just raised a ton of money.
Technically, Dutchie is a jack-of-all-trades service that creates and hosts websites for dispensaries, tracks product, processes orders, keeps stock of revenue, and so much more. While it was valued at around $200 million as recently as summer of 2020, a round of series C funding currently puts the company at around $1.7 billion—approximately 8 times its worth a mere 8 months ago.
There are a few reasons behind Dutchie’s newfound momentum. For starters, the pandemic made cannabis products a lot more accessible—and desirable—in states in which the sale of cannabis is legal. The ensuing surge of customers and demand certainly didn’t hurt the platform, especially given that Dutchie is largely responsible for keeping things on track during some of the more chaotic months for dispensaries.
Several states in which the sale of cannabis was illegal also voted to legalize recreational use, giving Dutchie even more stomping ground than they had prior to the lockdown.
Dutchie also recently took on 2 separate companies and their associated employees, effectively doubling their current staff. The companies are Greenbits—a resource planning group—and Leaflogix, which is a point-of-sale platform. With these two additions to their compendium, Dutchie can operate as even more of an all-in-one suite, which absolutely contributes to its value as a company.
Ross Lipson, who is Dutchie’s co-founder and current CEO, is fairly dismissive of investment opportunities for the public at the moment, saying he instead prefers to stay “focused with what’s on our plate” for the time being. However, he also appears open to the possibility of going public via an acquisition company.
“We look at how this decision brings value to the dispensary and the customer,” says Lipson. “If it brings value, we’d embark on that decision.”
For now, Dutchie remains the ipso facto king of cannabis distribution and sales—and they don’t show any plans to slow down any time soon.
Ford adopts flexible working from home schedule for over 30k employees
(BUSINESS NEWS) Ford Motor Co. is allowing employees to continue working from home even after the pandemic winds down. Is this the beginning of a trend for auto companies?
The pandemic has greatly transformed our lives. For the most part, learning is being conducted online. At one point, interacting with others was pretty much non-existent. Working in the office shifted significantly to working remotely, and it seems like working from home might not go away anytime soon.
As things slowly get back to a new “normal”, will things change again? Well, one thing is sure. Working from home will be a permanent thing for some people as more companies opt to continue letting people work remotely.
And, the most recent company on the list to do this is Ford Motor Co. Even after the pandemic winds down, Ford will allow more than 30,000 employees already working from home to continue doing so.
Last week, the automaker giant announced its “flexible hybrid model” schedule to its staff. The new schedule is set to start in the summer, and employees can choose to work remotely and come into the office for tasks that require face-to-face collaborations, such as meetings and group projects.
How much time an employee spends in the office will depend on their responsibilities, and flexible remote hours will need to be approved by an employee’s manager.
“The nature of work drives whether or not you can adopt this model. There are certain jobs that are place-dependent — you need to be in the physical space to do the job,” David Dubensky, chairman and chief executive of Ford Land, told the Washington Post. “Having the flexibility to choose how you work is pretty powerful. … It’s up to the employee to have dialogue and discussion with their people leader to determine what works best.”
Ford’s decision to implement a remote-office work model has to do in part with an employee survey conducted in June 2020. Results from the survey showed that 95% of employees wanted a hybrid schedule. Some employees even reported feeling more productive when working from home.
Ford is the first auto company to allow employees to work from home indefinitely, but it might not be the only one. According to the Post, Toyota and General Motors are looking at flexible options of their own.
Unify your remote team with these important conversations
(BUSINESS NEWS) More than a happy hour, consider having these poignant conversations to bring your remote team together like never before.
Cultivating a team dynamic is difficult enough without everyone’s Zoom feed freezing halfway through “happy” hour. You may not be able to bond over margaritas these days, but there are a few conversations you can have to make your team feel more supported—and more comfortable with communicating.
According to Forbes, the first conversation to have pertains to individual productivity. Ask your employees, quite simply, what their productivity indicators are. Since you can’t rely on popping into the office to see who is working on a project and who is beating their Snake score, knowing how your employees quantify productivity is the next-best thing. This may lead to a conversation about what you want to see in return, which is always helpful for your employees to know.
Another thing to discuss with your employees regards communication. Determining which avenues of communication are appropriate, which ones should be reserved for emergencies, and which ones are completely off the table is key. For example, you might find that most employees are comfortable texting each other while you prefer Slack or email updates. Setting that boundary ahead of time and making it “office” policy will help prevent strain down the road.
Finally, checking in with your employees about their expectations is also important. If you can discuss the sticky issue of who deals with what, whose job responsibilities overlap, and what each person is predominantly responsible for, you’ll negate a lot of stress later. Knowing exactly which of your employees specialize in specific areas is good for you, and it’s good for the team as a whole.
With these 3 discussions out of the way, you can turn your focus to more nebulous concepts, the first of which pertains to hiring. Loop your employees in and ask them how they would hire new talent during this time; what aspects would they look for, and how would they discern between candidates without being able to meet in-person? It may seem like a trivial conversation, but having it will serve to unify further your team—so it’s worth your time.
The last crucial conversation, per Forbes, is simple: Ask your employees what they would prioritize if they became CEOs tomorrow. There’s a lot of latitude for goofy responses here, but you’ll hear some really valuable—and potentially gut-wrenching—feedback you wouldn’t usually receive. It never hurts to know what your staff prioritize as idealists.
Unifying your staff can be difficult, but if you start with these conversations, you’ll be well on your way to a strong team during these trying times.
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