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|Articles - May 2014|
|Monday, April 28, 2014|
BY APRIL STREETER
The data-crunching company PayScale predicts that the gender pay gap between men and women will continue to close as millennials comprise more of the active workforce. Millennials, as numerous sources have documented, are all about equality, and by 2015 will be 36% of the working pool, according to U.S. Census data.
Yet the forces that keep the pay difference between the sexes in place are subtle and pervasive — and sometimes surprising. Currently, Oregon’s gap is just a touch smaller than the national gap, with Oregon employers paying women approximately $.79 for every dollar men make. In a few spots, such as Nevada and Vermont, women earn around $.85 for every dollar males earn. In the nation’s capital, that figure rises to $.90 cents to women for each dollar men pull in.
The gender pay gap is figured using Census data, and the national median figure for the gap has women making 77% of what men do. The national gap has closed slowly — just 2.3% in the past five years.
Perhaps the influx of millennials, in addition to more men getting out of the workforce and more and better-educated women getting in, will hasten the close. Yet when drilling down into pay-gap stats, there’s a significant number of cities in the United States where the gap is actually increasing, and Oregon’s capital city of Salem is one of them. In its list of the top 25 cities where the gender pay gap is widening, financial site NerdWallet reports Salem was number 23. Salem’s gap increased 12% in the years between 2007 and 2012.
“I’m flummoxed,” says Marcia Kelley, director of the Salem branch of the American Association of University Women (AAUW). AAUW has kept track of the pay gap since 1913. “Salem is conservative in a lot of ways, so I might guess it is the nature of businesspeople in this town, combined with the economic doldrums.”
Other factors increasing the gap in a region can be rapid growth of a sector that hires more males, such as engineering jobs in high tech. But when all factors are smoothed out, about 25% to 40% of the gap is estimated to be gender bias.
The gender pay gap is also industry dependent. With unionized jobs, according to Mary Ann Naylor of the nonprofit organization Oregon Tradeswomen, the Equal Pay Act of 1963 has helped close the gap. In other fields, especially law and finance, the gap stubbornly persists.
Attorney Brenna K. Legaard says she has felt that gap in her own career; so have her female colleagues. “In my experience, the pay gaps weren’t a direct result of explicit bias,” Legaard says, “but rather the result of the stew of cultural issues that can make law particularly challenging for women.”
Legaard recently joined Portland-based firm Schwabe, Williamson & Wyatt, and she says the decision was partly driven by a quest for better compensation. “I’m no wallflower, but it was very difficult for me to speak up and tell my management that I was underpaid,” she says.
She eventually did, and upon realizing that there were larger issues that would not be resolved, she started looking. Legaard worked with a recruiter who advised her not to participate directly in salary negotiations for her new position.
That advice flies directly in the face of AAUW’s recommendations, which is that women learn how to become skilled at salary negotiation. In addition, legislation like the Paycheck Fairness Act, although blocked by Senate Republicans in April, can help to push more companies to do salary audits and foster equal pay.
Cultural factors are even more difficult to change. After her recruiter’s advice, Legaard is a little rueful. “[It] goes to show you that even if women feel comfortable asking for more money, asking will still cost them an interpersonal penalty, and as most of us are not fools, on some level we know that … so my recruiter’s job is safe.”
Monday, July 13, 2015
BY SAM BLACKMAN
Storyteller-in-chief with the CEO and co-founder of Elemental Technologies.
Monday, August 03, 2015
BY JASON E. KAPLAN | STAFF PHOTOGRAPHER
You may have noticed the photos of our rural health innovators departed from the typical Oregon Business aesthetic.
Thursday, August 13, 2015
BY JACOB PALMER | DIGITAL NEWS EDITOR
Portland-based startup ImpactFlow recently announced a $5.7 million funding round. CEO and co-founder Tyler Foreman talks about matching businesses with nonprofits, his time at Intel and the changing face of philanthropy.
Friday, July 10, 2015
BY GREGG MORRIS
Rita Hansen aims to scale natural gas vehicle innovation.
Wednesday, August 19, 2015
BY KIM MOORE
A conversation with Chris Maples, president of the Oregon Institute of Technology.
Thursday, August 20, 2015
BY JOE CORTRIGHT
We get the education we deserve.
Monday, July 13, 2015
BY KIM MOORE
Revenues in Oregon's private, for profit sector maintained solid growth as the economy continued to rebound.
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Transforming the culture of Oregon’s educational leadership.
The Board dismissed a petition related to efforts to unionize the Northwestern University football team.
Every once in a while we receive a letter in the (fictional) mailbag that is tough to describe and quite compelling. This week, Isabel, the new HR manager at LabCo (and someone who is new to HR), wants to know whether she may fire the owner’s son for having an Oregon medical marijuana card. In passing, Isabel also makes a number of alarming admissions about her motivation. Here is Isabel’s nerve-racking question and our response to it.
Oregon Sick Leave is here, and changes to the federal white-collar worker regulations are on the way. This workshop will prepare you for both. We invite you to participate in an interactive discussion on how to start planning now for the future impact on your operations and finances.
Presented by OEN + CENTRL + YESpdx.
This Roundtable will cover numerous issues under the employer "shared responsibility" rules of the Affordable Care Act, including how to track the "full-time" status of variable-hour employees, temporary or seasonal employees, and employees who experience a change in status or a break in service. Additionally, we will provide a brief overview of Code sections 6055 and 6056, which require most mid-sized and large employers to submit their first information reports to the IRS in early 2016 regarding the health insurance coverage being offered to employees. We invite you to participate in an interactive discussion on how to prepare for the future impact of the shared responsibility rules on your operations and finances.