Ensure against gender pay gaps.
Are you paying your employees fairly? The 2013 Xactly Insights™ Gender Study of Sales discovered quite a few pay discrepancies. Without the deep dive into the numbers, how can companies ensure they’re compensating without gender favoritism? With women making less across the spectrum regardless of their career paths, it’s time for every employer to take a holistic look at their compensation model to ensure they have no gender pay gaps.
The Pay Gap
Research from The American Association of University Women (AAUW) reveals that women often live in the pay gap starting from their first paycheck.
The Pay Gap
THE TRUTH ABOUT
Men and Women at Work
Xactly Insights revealed women perform better and are more loyal than their counterparts.
Women generally outperformed men, when measured by quota attainment.
On average, however, men receive higher commission rates than women.
Women also receive lower total variable and base pay, on average.
Women stayed in their roles for longer than men by nearly 1 year.
Female-led teams included equal numbers of men and women, while male-led teams heavily favored hiring men.
FEMALE LEADERS ARE MORE EFFECTIVE
Despite earning less, female leaders are generally more effective, according to research by Zenger Folkman consultancy group.
OVERALL LEADERSHIP EFFECTIVENESS
LEADERSHIP EFFECTIVENESS, BY FUNCTION
COMPENSATION BASED ON PERFORMANCE
Every organization can benefit from a thorough analysis of its compensation plan. Creating a fair and accurate plan can both build a culture of productive employees and reduce the gender pay gap.
*About 1/3 of the gap is unexplainable by factors such as field of study, industry, and occupation.
Xactly Insights studies are based on aggregated and anonymized data. Nothing in Xactly’s Gender Study of Sales should be considered to show that any earnings differences exist at any individual company or the cause of any earnings differences reported.