Case study
Paychecks don’t tell all: Working towards gender pay equality through recruitment processes
SECTOR
Gender
PROJECT TYPE
Field Experiments
BEHAVIORAL THEME
Diversity| Equality| Incusion
OVERVIEW
Bridging The Pay Gap
At Busara we believe the pursuit of a diverse, equitable and inclusive workplace must start by looking within. We did some research to understand how we’re doing along the various aspects of diversity, including nationality, age, gender, ethnicity, parenthood, education, and mental health. Using this data, we will strengthen our DEI framework addressing internal inequities and considering our identity as a global organization. As part of our commitment to transparency and accountability, we have published our gender representation and pay gap statistics.
The Inside Scoop: Collected data and findings on gender pay research
The figures show that gender is represented equally across different positions, with women slightly outnumbering men. However, there is a gender pay gap for women earning 11.4% less in the mean and 4.8% less in the median. This gap is primarily driven by differences in director level pay, and is one that we are working to balance out as more women progress within the organization.
Below are some key takeaways
- Women’s median pay is 4.8% lower than men’s, despite equal pay practices for equal work.
- Gender differences in director-level pay primarily drive the pay gap, despite almost equal gender distribution in the director team.
- Efforts to diversify the workforce resulted in pay disparities at lower job grade bands within the director role compared to more senior staff in the same role.
- The pay gap is a short-term finding and that we commit to balancing out as women more progress within Busara.
