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U.S. female executive update: How should these relevant stats be regarded?

| Mar 16, 2021 | Workplace Discrimination

Head of human resources is good, right?

But a title like executive vice president, global director or chief financial officer might be better.

That is strongly inferred in a recent Reuters article spotlighting a debate in the employment realm that is marked by a distinct glass-half-full-versus-half-empty quality.

To wit: Are America’s upper-tier female executives making steady upside gains on the proverbial corporate ladder? Or are most of them instead continuing to hit the oft-cited “glass ceiling” that is prominently referenced in the employment sphere?

The evidence seems to be a bit mixed from an empirical standpoint. Commentators with positive views can point to some encouraging numbers. Conversely, though, pronounced negativity continues to exist, marked by a conclusion that women’s workplace status and prerogatives continue to be limited when compared with male-linked outcomes.

What does vetted research conclude re female executive pay?

That above header question is one that has been closely considered by researcher/author Jackie Cook. Her in-depth study of wage realities and trends concerning American female executives offers up a number of interesting findings, including these key takeaways:

  • 3% increase among highest paid women in the corporate sector over the past four years
  • Companies’ tendency to place promoted top-tier female employees in jobs that have historically been deemed less essential than those routinely assigned to male counterparts
  • Small fractional jump over recent years in women named to “executive officer” positions

Candidly, the first and third of those bulleted notations seemingly spell upside news and continuing progress for female executive. A closer look at relevant statistics arguably reveals something else, though.

This, for instance: Even with spiked pay factored in, corporate America’s top women employees presently earn only 84.6% of what their male peers make. Despite “progress,” the realized 15%-plus wage gap stands out as glaring.

So too does the greater increase in female corporate board positions. There may be more women participating in key inner-office matters, but the overall total continues to be miniscule. Cook’s data point to just 12% of executive-level positions being held by women.

Taking proactive action in a gender discrimination matter

Strong and long-established federal laws enact potent safeguards for workers in Indiana or elsewhere who are discriminated against on many grounds, including their gender. A proven and empathetic pro-worker employment law attorney can provide candid guidance and diligent representation in any case involving curtailed workplace rights.

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