I notice that pay transparency seems to be a key subproblem here. If we just knew how salary was distributed in these organizations, then we preeety much know how power is distributed. It would simplify the auditing pretty drastically.
There are pros and cons to pay transparency (I’m mostly pro, but I do fear that envy is a bigger problem in the US than in Scandanavian countries where transparency is working well). But I’m not sure that’s the key subproblem.
I’d expect it’s cultural devaluation of women that’s the key subproblem. Even where women aren’t a small minority, there’s an amazing double-standard about appearance, presentation, and discussion style throughout most US and UK (and I presume elsewhere, but I know less about that) businesses.
This is an interesting topic that I believe further and impartial ESG analysis would be of great use
I notice that pay transparency seems to be a key subproblem here. If we just knew how salary was distributed in these organizations, then we preeety much know how power is distributed. It would simplify the auditing pretty drastically.
There are pros and cons to pay transparency (I’m mostly pro, but I do fear that envy is a bigger problem in the US than in Scandanavian countries where transparency is working well). But I’m not sure that’s the key subproblem.
I’d expect it’s cultural devaluation of women that’s the key subproblem. Even where women aren’t a small minority, there’s an amazing double-standard about appearance, presentation, and discussion style throughout most US and UK (and I presume elsewhere, but I know less about that) businesses.
there are so many benefits to pay transparency beyond this issue as well however it is heavily stigmatized (at least in more traditional companies).