We are now living with covid-19 for almost a full year. Locking down is no longer a novelty, and any assumptions I might have had about why the global pandemic would affect women have been thoroughly pushed to the gutter. When we were initially told to work from home, my initial thought was one of hope. If then both adults, and obviously then I am referring to households with two working caregivers, weren’t leaving, then probably this would recalibrate the household work and childcare tasks? Which we would notice a change as now both took these tasks upon themselves equally.

Well I was wrong.

The pandemic far from being a good equalizer has burdened women not only out of the workplace but is also impacting them more substantially. As noted by the World Economic Forum’s publication Women in the Workplace 2020, at the end of 2020, tens of millions of females were pondering leaving the workplace permanently.

Elsewhere, a British publication found that females were 150% more likely than fathers to have either lost their employment or resign since the lockdown began. Minorities and females of color are even more highly affected. The report stated that “compared with females overall, Latinas are more likely to be concerned about firings and furloughs. Additionally LGBTQ+ females are almost 200% as likely as workers overall to claim mental health as one of their largest challenges during the pandemic.”

One of the main issues for the dramatic employment loss numbers? McKinsey’s study discovered that women’s employment are 180% more vulnerable to the pandemic than men’s. A reason for this is that many women are working in markets decimated by covid-19. The hospitality industry employs more women than men.

It’s not just in the economic arena that women are suffering. Information from the UN reveals an increase in calls to domestic violence phone banks around the globe.
Why payroll parity is more important than ever

However, there is another issue at work here. Many times the primary reason a female is the one to give up her job is entirely economic. Who earns more money? When both parties are employed, it is common sense for the person with the higher income to remain in their employment and the other person to resign. Here’s where the issue begins since, as we all are aware, the amount of earnings inequality is overwhelming.

According to the most current data, in 2020, females make merely $0.81 for every dollar a man made. The controlled gender pay gap, that considers metrics such as job title, length of experience, vertical, and geography, found that women make $0.98 for every $1 a man earns. While inside this controlled information, the largest gap is between the earnings of African American females and white males. As disclosed in the report, African American females are paid $0.97 for every dollar a white man with equal qualifications makes.

At initial observation, this seems to show that the difference in earning power is relatively minimal when you show like with like. However, it’s more subtle than that, and that is why it needs our attention. While men and women on the equal level may receive similar compensation, the problem is that there is empirical evidence that men get advanced at a faster pace than women. The further up the ladder the higher the salary, and there lies the challenge. This is why it is not just the salary that we should consider ? by calculating presumptive raises given over a 40-year career, women stand to lose $900,000 on across over a career.
 https://ctxt.io/2/AABQ7Xc6Fg shows that when females have kids it adversely affects their payroll potential. The so-called “Motherhood Penalty” leads to working mothers being seen as less committed to their employment and needing a more accommodating schedule. Statistics reveal that the pay gap is substantially higher for women with kids.
Why payroll data may enhance visibility about gaps in your organization

Whilst numerous factors add to pay inequities, one of the ways to control it is by finding where the gaps are and then seeking to bridge the void. Many companies are unaware that there exists is a difference. Part of the problem is lacking the data, a lack of knowledge around existing pay scales. In a 2020 publication, we see that more than half (56%) of respondents said their organizations don’t have an official process to address pay equity, whilst 70% do not use payroll structures to manage payroll.

To battle this data disparity, and as part of their work for customers who are located in the UK, Immedis developed a standard report that clearly reveals the way an organization pays its workers based on gender and age.

By analyzing the issue, organizations can make informed decisions regarding how to change and acquire pay parity.
In addition to the country by country data, Immedis also offer international data for Gross and Net payroll.
Why it is critical to study data

Apart from the point that it’s a lawful mandate in the United Kingdom, there is also the inherent bias existing towards tangible evidence. 
In closing, people want proof. Without data and comprehensive analyzing, it’s easy to take for granted that everything is fine and that you are doing the right thing for your workers. From the information, organizations can get a better understanding about how they are paying their workers and if there are any glaring differences, which they can then address.



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