Women in Tech Losing Pay as They Gain Experience: Study

Women in tech lose pay as they gain experience, suggests new data from Hired.

Yes, that seems a bit counterintuitive—in theory, pay should equal out as employees of all genders gain experience. But according to Hired’s dataset, women with between 13 and 14 years of tech-industry experience receive (on average) 92 cents for every dollar offered to a man for the same professional position; that’s a significant decline from the 98 cents offered women in entry-level positions (i.e., zero to two years’ worth of experience).

For black, Latina, and LGBTQ women, that gap widens even further. “Exacerbating this is the fact that salary requests tend to be based on current salary,” Recode wrote in its analysis. “That means that if, say, a woman doesn’t receive the same promotions and raises as her male counterparts, she will ask for less than men in each subsequent position, compounding the salary disparity over time.”

Hired drew its data from 420,000 interview requests and job offers; some 10,000 companies participated, along with 98,000 job candidates.

Hired’s findings follow on the heels of PayScale, which released data showing that women in the early stage of their careers will earn 81.8 percent of their male counterparts—a percentage that drops to 76.4 percent by the time those women hit their 30s and 40s. By the age of 45, women are earning 69.1 percent of their male colleagues.

“Men and women enter the job market at similar, junior levels,” PayScale suggested. “However, women over age 30 are more likely than men to remain in those individual contributor positions. In the age group over 45 years, 59 percent of women are in still individual contributor positions versus 43 percent of men.”

In other words, much of this pay gap is due to the number of women executives versus men. While many tech companies are attempting to correct this imbalance by adjusting their hiring pipeline and retention practices, there are clearly issues that still need to be addressed.

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