Salary of women: 4 theses on women in leadership positions



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An important aspect, which often does not receive the necessary attention when it comes to women and their salary: women, especially in Germany, are much less likely to be in management positions and earn less. Is this on the glass ceiling or on the women themselves? And what can they do better?

Salary of women: 4 theses on women in leadership positions Salary of women: 4 theses on women in leadership positions

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Here writes for you: Simone Janson is a publisher, German Top20 blogger and HR communication consultant. Profile

Long-running topic women and salary

Overview

The topic of salary and women is not new. Years ago, an online survey of the WSI tariff archive in the Hans Böckler Foundation, based on some 63.000 questionnaires, came to the following conclusions:

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Employees under 24 received an average of 7,8 percent less than their male colleagues. For the age group between 25 and 34 years, the difference was already 17,5 percent. The greatest gap in the women gaped over 55: Here, women earned about 26,7 percent less.

The pay gap also varied by sector or region: for example, one accountant received about 825 € less per month than her male counterparts. For technical draughts the gap was "only" 239 €. And in East Germany the differences were smaller than in the West. At that time, Germany was at the EU-wide level, and studies by the European Commission even ranked fourth last: Only in Estonia, Cyprus and Slovakia is the salary gap between the sexes even greater.

The situation today? Hardly any better!

Overview

And today? Today, the situation looks little better. And that despite the fact that we now have a 30 percent women's quota on the boards of listed companies Company to have. So showed recently a study by Glassdoorthat Germany is almost at the bottom of Europe in maternal salaries:

The Gender Pay Gap compared to the averagely better-earning men is scarcely 23 percent higher for women with at least one child than for childless women. Only Ireland is even worse off. And Compensation Partner recently came even to a gender pay gap of 25 percent.

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More women in leadership positions: 4 theses

Overview

What helps? More women in leadership positions! On the one hand, this helps with the salary, top managers make it: Those who do a lot should also be paid accordingly. On the other hand, women in management positions could also implement appropriate regulations. Why do not enough women come into leadership positions? Are they ultimately responsible for the problem? For this purpose, I have made the following 4 theses on common positions in the discussion:

  1. False Modesty: Too often, women prefer to wait for their promotion in a quiet room. So the boss does not realize how much woman is doing for the company. Quietly hoping for a salary increase brings little. Rather, one must underpin his achievements with good arguments. However, the reasons for the modesty are often deeper: in education, for example, in social models and role clichés. How deeply anchored in the heads even male supervisor, it quickly shows, when women actually just demand more times - then they are quickly stamped as Bossy. Men, on the other hand, like to overestimate themselves, claiming that women are inherently more self-critical and more prone to understatement. The best would be there but the golden mean, right?
  2. False role models: Women take care of looks and figures, men take care of important things - that's the cliché. A look at Instagram, Facebook or television shows me again and again that unfortunately this argument seems all too true. But: Such role models are made and promoted targeted, for example, by marketing strategists who want to sell their products or media, in the first place so-called women's magazines, but also by the role models themselves, which take over these stereotypes without reflection. And how should young girls feel motivated to become managers, politicians or engineers when the dream job of pop star is not as sexy-er and more desirable?
  3. No strategy: Women are often fond of un-strategic behavior: Men like to keep information back, or when they have something. Women prefer to cultivate their team and work for their colleagues. Not infrequently I hear of women who have become self-employed, that the power games in the enterprise are too stupid. I am afraid it is more like that women often behave so strategically (and to the female strategy, it is necessary to remain polite too, according to education) that no one notices, at least not the men. After all, the woman wants to be a good one and: enforce their will. Power games are not too stupid for women, they also play them, only much more subtle. However, what is too stupid for many women is the imposing posturing and chatter often associated with power games in men. Since then woman thinks then like "in time you could create so much meaningful ..."
  4. The part-time trap: Of course, women pay more attention to flexible working hours and part-time work - after all, they still have to bear the lion's share in raising children. However, I have never understood why it is better for a career to hang out in the office all day, half of it probably unproductive, instead of being demonstrably well organized and spending the day with other things as well. Actually, organizing well should be an important Karrie factor - right? In fact, in the male-dominated, hierarchical career world, it is still more important to be seen by the boss. Luckily, this is slowly starting to break because even men want to spend time with their children and the working world will have to adapt to it automatically. Unfortunately, such a cultural change takes time.


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