From November 4 at 9:10 a.m., women work for free until the end of the year. This is indicated by a calculation established by the feminist media the glorious. Technology is no exception to the rule of wage inequality. With equal skills and positions, there is a salary difference of around 20%, depending on a study conducted by the 50inTech organization.
“It is a sector in tension”, tells Tech&Co Isabelle Collet, researcher in educational sciences at the University of Geneva and author of The forgotten digital (Ed. Le Passeur, 2019). This finding is confirmed by the study carried out by 50inTech, which works to the inclusion of women in technology. Conducted in June 2022, it shows that the pay gap between men and women in this sector has increased to 19.6% versus 15.8% for all sectors combined. “Calculated on a European scale, this figure is also valid in France,” explains Caroline Ramade, founder of 50inTech.
In the technological field, the management committees are made up of 30% women, according to this same study. For Isabelle Collet, the problem of the salary gap is not so much when hiring “but during the career when it comes to reaching positions of responsibility. Within the company, women are usually directed to additional branches such as marketing, communication , which are less paid positions. The sector has difficulties integrating women in the long term”, continues the researcher.
Glass ceiling, very slow career development, one in two women leaves the sector after 8 years. “There is social censorship. It is our responsibility, in foundations like ours, to create the optimal conditions for women to enter and remain in the technology sector without all the weight falling on them,” says Peggy Vicomte, general delegate of Femmes@Numérique .
On this point, Caroline Ramade prefers to insist on salaries: “women are not in the habit of negotiating their starting salary and recruiters have a bad habit of asking for remuneration for previous positions”.
Although the cryptocurrency sector is particularly affected, others are beginning to be an exception, such as artificial intelligence, according to Isabelle Collet. Proof that devices are being installed and that the sector is moving.
“You have to count, measure and establish diagnoses of each company to have a global vision,” defends the researcher. In France, the Egapro index requires companies with at least 50 employees to measure pay inequalities and companies with at least 1,000 people to publish any differences in representation among their top executives.
For Caroline Ramade, four levers are possible to promote equality between men and women in the technology sector and reduce the salary gap: “establish salary compensation, establish salary tables, negotiate salary upon entry and strengthen parenting arrangements.”
Source: BFM TV
