Gender is very important. The wage gap between men and women can be seen. There is expertise in the industry, but the benefits are quite different. Wage difference exists in any unit, but do you know that gender difference is also one of the important factors that cause wage difference? Actually, gender is very important. See the real chapter for the pay gap between men and women.

Gender is very important. See chapter 1 for the pay gap between men and women.

Top 1 Personal Financial Advisor

In the pay gap between men and women, private financial advisers are the biggest gap.

In this profession, a woman can only earn 665438+ 0.33% of her male colleagues, and only 40% of women in the United States are engaged in this profession. The median weekly salary of female employees is $65,438+0,004, while that of male employees is $65,438+0,637.

Top physicians and surgeons

The income of female internal surgeons is about 62.24% of that of male doctors, accounting for 37.42% of the total number of employees in this profession. The median weekly salary of female employees is $65,438 +0.246, while that of male employees is $2,002.

Top three securities, futures and financial services sales agents

In the field of sales agency of securities, commodities and financial services,

Women's income can only reach 65. 12% of men's income, and the number of female employees accounts for 35.32% of the total number of employees. The median weekly salary of female employees is $883, while that of male employees is $65,438+$0.356.

Top4 financial manager

The pay gap between men and women of financial managers is relatively small. Women can earn 67.44% of men's income, and more than half of the employees in this field are women. The median weekly salary of female employees is $65,438 +0, 127, and that of male employees is $65,438+0,671.

Top5 manager

Men are also more favored by employers in top management. The data report shows that the income of female senior managers can reach 69.96% of that of men, but only about 17.49% of women are engaged in this profession. The median weekly salary of female employees is $65,438+0,572, while that of male employees is $2,246.

Gender is very important. See Chapter II for the wage gap between men and women.

The most direct manifestation of gender differences in the workplace is the salary difference. The researcher chose two dimensions: position and industry, and found the following three points:

In 2022, the average salary of women in China was 6,497 yuan, 78.3% of that of men, and the salary advantage of men increased by 8.7 percentage points compared with 20 17.

In the past year, the gender pay gap in China has widened, which is more caused by the change of pay distribution structure than the improvement of men's overall pay advantage.

The increase in the wage gap between men and women in the high-income range is the main reason for the increase in the overall wage gap.

1. 1 The three major factors causing the salary difference are position, industry and working years.

The report shows that there are three factors that directly lead to women's lower pay than men's, and the ranking from high to low is position, industry and working years.

1. 1 position: the imbalance of gender ratio between high and low salary positions has widened the difference.

Job choice is the biggest factor leading to the wage difference between men and women.

Men prefer jobs with high work intensity and high salary returns such as technology and sales; However, women prefer balanced jobs with average work intensity and medium salary, such as administration, operation and marketing.

Before 2022 15, the proportion of women in other positions was generally below 30%, except for strategic consulting and securities analyst rankings 14 and 15.

At present, women account for less than 20% of positions related to artificial intelligence and big data such as machine learning, deep learning, image recognition and architects.

1. 1.2 industry: the difference between engineering and medicine is the biggest, and women dominate the education and training industry.

The explanation of gender pay difference by industry is second only to position.

At present, there are two main types of pay gap between men and women:

The first category is mining and smelting, engineering construction, decoration, chemical industry and other engineering manufacturing industries. In these fields, men have obvious advantages in labor participation rate and rank promotion because of their physiological advantages.

The second category is the technology industry represented by Internet, medical care and electronic communication. Compared with the former, the technology industry is less sensitive to the gender of job seekers, with higher fairness and an increasing proportion of women. However, because men in these fields are more engaged in high-paying jobs such as technology, the salary gap between the two sides is also large.

Although women are still in a weak position in most industries, there are also some industries where female workers occupy an advantage. These industries include: education/training, wedding/photography, and real estate agency. The average salary of women in education and training industry is 7% higher than that of men. In addition, the wage difference between men and women in catering, printing and packaging and consumer goods industries is less than 10%.

1. 1.3 years of work: the gender pay gap is widening with the increase of experience.

The gender pay difference of newcomers in the workplace is the smallest, and with the increase of working years, the pay difference gradually widens. For more than five years, due to multiple factors such as marriage, childbirth, family, etc., the rate of return on salary for women's working years is obviously lower than that for men, and this differentiation will be further accelerated with age.

1.2 education: significantly improve the rate of return on women's pay. The proportion of women with undergraduate and master's degrees has exceeded.

When the educational background is improved, the range of jobs that women can choose will be greatly broadened, which will quickly promote career development and income increase. According to the official data of the Ministry of Education of China, the proportion of female students in higher education has exceeded. From 20 10 to 20 16, for seven consecutive years, the proportion of female students with college and master's degrees has exceeded 50%.

The data shows that the average salary of women with master's degree or above is 68% higher than that of women with bachelor's degree or below, and 7% higher than that of men, which proves that education can bring qualitative changes to women's workplace competitiveness.

"ceiling" and "sticking to the floor": the promotion dilemma of women in the workplace

In modern society, the proportion of women holding senior management positions in various fields is always lower than that of men. On BOSS Direct Employment Platform 20 18, the number of female applicants for senior management positions such as CEO/ President/General Manager only accounts for 10.5% of the total.

2. 1 The influence of "ceiling" and "sticky floor" on women's promotion

There are two strange phenomena in career promotion: glass ceiling effect and floor sticking effect. The glass ceiling effect means that when a minority or a specific group continues to be promoted in a middle-level position, although they can see the top, they are blocked by an invisible glass ceiling, and no matter how hard they try, they can't pass through that glass; Sticking to the floor effect means that a few or specific groups are at the bottom of the organization all the year round, or even if they are promoted, their salaries are at the bottom, just like being stuck on the floor.

Glass ceiling effect and floor sticking effect are common in many countries, especially women. At the same time, women without higher education are more likely to face the sticky floor effect, while women with higher education are more likely to be troubled by the glass ceiling effect.

The researchers found that it is difficult for both men and women to get promotion opportunities within three years, but with the increase of working years, the difference of promotion opportunities between men and women gradually appears. Men with more than 3-5 years, 5- 10 years and 10 years of work experience have higher promotion opportunities than women10.5% and 12%. 36638.88666666666

2.2 Factors affecting women's promotion

According to the survey, when asked about "the main reasons that hinder women from getting promoted in the workplace", respondents believe that the top three most important factors are "female employees need to spend more energy to take care of their families", "women lack external resources and social support" and "women are not qualified for senior management positions".