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Ensure against gender pay gaps.

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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.

ACKNOWLEDGING

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.

$0
80%

The Pay Gap

100%
$0

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.

70%
  

67%
  

On average, however, men receive higher commission rates than women.

 

4.1%

 

4.8%

Women also receive lower total variable and base pay, on average.

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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

55%
52%

LEADERSHIP EFFECTIVENESS, BY FUNCTION

Sales

67%
63%

General Management

57%
53%
0%
0%
0%
0%
0%
0%

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.

Transform your business through the power of incentives.

Sources: www.xactlycorp.com I aauw.org I zengerfolkman.com

*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.

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