The views and opinions expressed in this blog are mine personally and are not necessarily representative of current or former employers.
As the election slugfest begins, we are going to hear more about gender issues, some related to compensation. Gender-based pay inequity is a fact in our culture. It is no different in the health IT world.
Findings from the HIMSS 2015 Compensation Survey and the 27th Annual Leadership Survey suggest that pay inequity exists. In analyzing the data several ways, we can see that women earn less than their male counterparts. Findings also conclude that women are harmed by many retention and recruitment practices and in fact are under-represented in healthcare IT executive and senior management roles.
I am not advocating that everyone be paid the same. Nor am I advocating that we take this on as a social justice issue. I am a believer in pay-for-performance and fair retention and recruitment practices. I don’t care about sexual orientation, race, or religion. What I do care about are values-based, data-driven results. That is what we must reward.
While I do not believe in reparations to cover for the sins of our fathers, it is the responsibility of leaders to ensure pay equality. Here are three things we must do to close the gap and eliminate the problem.
- Human resource collaboration. Start with your HR leadership and conduct research on your own staff. Ascertain the data to determine if inequity exists. If so, measure the gap and execute strategies to close it and ensure it stays shut. HR will also ensure compliance with all legal aspects.
- Evidence-based hiring and promotion. Ensure all hires and promotions are compensated commensurate with the position, not the gender. HR can help you monitor and look for any trends that can identify problem areas. Leveraging data provides an unbiased monitoring tool and makes it hard to hide the facts.
- Evidence-based adjustments. HR can run reports that can indicate if gender inequity exists with your current team. Again, I am not advocating paying everyone the same. There will be legitimate deviations based on tenure and performance and you can allow for this. An evidence-based data rich approach will remove a significant amount of bias and pushback. If you find a gap, you need to adjust salary to close the gap. Simple.
None of these steps will completely eliminate inequality in a hostile environment. If such an environment exists, you need to use the data to make leadership changes in your own ranks. I understand the gap is not always perfectly clear even with data, but you have to start somewhere. Data is a very good place to begin.
I will never understand why anyone would purposefully pay one gender more than the other when all things are equal. Real leaders will want to surround themselves with the strongest people possible and reward them according to performance, not genetics.