It’s important to understand how pay differs across men and women at your company so that you can take action to improve it – and to prepare for gender pay gap reporting (if you aren’t already mandated to report).

Ravio’s compensation benchmarking platform enables you to easily view insights on gender diversity at your company:

• Median gender pay gap
• Representation of women

For both of these metrics, you can access an overall figure for the company as a whole, as well as seeing how this differs across different job roles and job levels.

Plus, you can also benchmark those figures against your competitors and the wider market to see how your progress compares to others.

The Northzone Impact and ESG report includes the overall average pay gap for European tech companies – a 23% unadjusted median* gender pay gap. Looking at the data in Ravio’s platform, this also differs slightly across different HQ locations, for example:

*Ravio uses the median gender pay gap because it is less prone to outliers.

Alongside this, Ravio’s data shows that the representation of women in leadership positions is also very low. Women in European tech companies hold:

Coupling this with the gender pay gap highlights that gender diversity remains a big issue in the sector.

And the problem seems to be largely down to the gender pay gap between new hires. Ravio’s data shows that men and women have similar rates of promotion each year (around 7%) and pay increases (around 14%) – so much of the issue must be there from the start of their employment.

Why is this?

There are many possible factors, including:

• In some job families women are underrepresented throughout education and university courses (for instance women in STEM) – well before the job hunting and hiring process. This means that diverse hiring is difficult for these roles, because the talent pool is small. There are systemic issues that need addressing in terms of equality in education and career aspirations to ensure there is equal representation in hiring.
• Gender diversity is often not a priority for start ups, who are focused on staying afloat, generating revenue, and growing the business
• Men have more opportunities to join start ups in the very early stage, and therefore occupy those senior leadership roles from the very beginning