Archive for February, 2017

Gender Pay Gap

The American Association of University Women (AAUW), headquartered in Washington, DC, is the nation’s leading voice promoting equity and education for women and girls. The organization fights to end wage discrimination and open doors for women in the workplace. Job creation and economic opportunity are critical issues for women, many of whom continue to struggle with economic insecurity and wage discrimination. Despite civil rights laws and advancements in women’s economic status, workplace discrimination still persists. Typically, women who work full-time take home about 80 cents for every dollar a full-time male worker earns. Over a lifetime (47 working years), the total estimated loss of earnings of women compared with men are $700,000 for a high school graduate, $1.2 million for a college graduate, and $2 million for a professional school graduate. AAUW’s report Graduating to a Pay Gap: The Earnings of Women and Men One Year after College Graduation found an unexplainable 7% difference in the earnings of male and female college graduates one year after graduation, even after accounting for many factors, including college major, occupation, industry, sector, hours worked, workplace flexibility, experience, educational attainment, enrollment status, GPA, college selectivity, age, race/ethnicity, region, marital status, and motherhood. Clearly, the…

Why Industry Salary Surveys Matter

You may love your job working in a professional or trade association—or any other nonprofit organization for that matter—but that doesn’t mean that you don’t have to pay your bills on time. So when those salary survey participation offers and the subsequent reports show up in your inbox, it’s a pretty good opportunity to learn something. Most employers want to pay their staff competitive wages. The cost of training can be high, and turnover is rough on everyone. Knowing what the competition is paying for similar jobs is important to attracting and retaining happy staff. Understanding the bucks and perks being offered down the street can help you when it comes time to negotiate a compensation package—whether it’s yours or that of an employee. So a little homework is in order, and the 2016-2017 Association Salaries, Staffing & Trends Report from PNP Staffing Group is a good place to start. Ranjita Chattopadhyay is a writer for Paycheck India. And although you may not be contemplating a move to India, he didn’t mince words about the value of employees, employers, and candidates reading salary reports. In his article about the importance of salary surveys for the employee and employer, Ranjita summarily…

4 Ways to Show Your Boss that You Love Your Job

1. Show appreciation. There’s nothing wrong with thanking the boss for the opportunity to work with the company, or providing input on the organization. Most employers appreciate feedback about the company’s culture and welcome suggestions for how to improve. 2. Ask how you can help. The #1 complaint that marriage counselors hear is, “she/he should do (whatever) without me having to ask”. Oddly enough, this translates into the workplace too. Don’t wait around waiting to be told what to do. Better yet, bring a solution to a problem that you’ve identified. A well-timed offer can do wonders for your career, and, it lets the boss know that you have the organization’s best interest at heart. 3. Conduct your own performance review. Honestly evaluating your own job performance speaks volumes about your work ethic and aspirations. It also shows that you care about your impact and role within the company. 4. Say good things about the company. Employees are the best brand ambassadors a company can have. Share positive experiences when networking, and if you are in a position to refer business into the company, do it.

4 Ways to Show Your Staff You Love Them

1. Get rid of the bad attitudes. Employees want to love their job. Having negative attitudes, or worse yet, bullies in the workplace, can destroy your culture. If you’ve done all you can to coach a less than favorable employee with an attitude, fire them. 2. Give paid sick days. People get sick. If your employees feel like they have to come to work sick because of their workload, it’s going to exacerbate the problem by spreading germs. Not to mention, it means you have a process problem. Consider cross-team training and/or having experienced temp staff on call when you need them. 3. Help everyone feel valued. Help your team members see the value they bring to the organization, and make sure they know you see it too. When you create a culture based on respect and individual value, it helps you, your team, and your bottom line. 4. Provide opportunities. Engage team members in finding solutions instead of simply providing directions. Trust them with challenges, and let them make decisions that matter. High performers are more likely to stay with you if there is room to grow.