Diese Präsentation wurde erfolgreich gemeldet.
Die SlideShare-Präsentation wird heruntergeladen. ×

Presentation for ajp final draft

Anzeige
Anzeige
Anzeige
Anzeige
Anzeige
Anzeige
Anzeige
Anzeige
Anzeige
Anzeige
Anzeige
Anzeige
Wird geladen in …3
×

Hier ansehen

1 von 13 Anzeige
Anzeige

Weitere Verwandte Inhalte

Andere mochten auch (15)

Ähnlich wie Presentation for ajp final draft (20)

Anzeige

Presentation for ajp final draft

  1. 1. 2012 Jewish Communal Compensation Survey Key Findings Avi Herring, Justin Rosen Smolen, Tamar Snyder, Mordecai Walfish, Ruthie Warshenbrot, and Naomi Korb Weiss
  2. 2. Methodology  Survey distributed using “snowball” method— list servs, Facebook, etc.  Received 1,651 useable responses  Survey uses a “non-probability sample”
  3. 3. Demographic Information  Age ◦ 49% under 32  Gender ◦ Female—73% ◦ Male—27%  Geography ◦ New York—31% ◦ Washington, DC—9% ◦ Boston, Los Angeles, Chicago—5% each  Education ◦ 66% have at least Masters degree
  4. 4. Basic Salary Information  Mean: $66,044  Median: $56,000  Bottom 25%: <$40,000  Top 25%: >$82,000  Top 1%: >$200,000
  5. 5. Disparity between Top and Bottom Salary by Position in Organization $120,000 $99,085 $100,000 $89,512 $89,214 $85,000 $80,000 Salary $62,185 $60,000 $57,000 Mean $37,048$37,000 Median $40,000 $20,000 $0 Experienced COO CEO Entry Level Professional Position in Organization
  6. 6. Education Pay Gap Salary by Education Level $100,000 $92,745 $90,000 $85,000 $80,000 $70,000 $68,152 $60,000 $60,000 Salary $51,806 $50,000 $45,000 $40,500 Mean $40,000 $37,109 Median $30,000 $20,000 $10,000 $0 Bachelors Rabbi/PHD/Other Terminal Degree High School Masters Education Level
  7. 7. Gender Pay Gap: Basic Information Salary by Gender $90,000 $83,388 $80,000 $72,250 $70,000 $59,654 $60,000 $52,000 Salary $50,000 Mean $40,000 Median $30,000 $20,000 $10,000 $0 Male Female
  8. 8. Gender Pay Gap: Controlling for Age Median Salary by Age and Gender $140,000 $121,000 $120,000 $100,000 $80,000 Salary $65,000 $60,000 $55,000 Male $48,000 Female $40,000 $20,000 $0 23-37 53-62 Age of Employee
  9. 9. Gender Pay Gap: Controlling for Education Median Salary by Education Level and Gender $100,000 $90,000 $90,000 $79,000 $80,000 $80,000 $70,000 $60,000 $54,500 $57,500 Salary $50,000 $44,000 $45,500 $40,000 $33,000 $30,000 $20,000 $10,000 Male $0 Female
  10. 10. Regression Findings  Holds many important variables constant at once to isolate impact of specific variables.  Impact of: ◦ Living in New York: +$10,900 ◦ Negotiating your salary: +$6,317 ◦ Master’s degree (compared to BA): +$6,052 ◦ Working in Foundation: +$29,429 ◦ Being a woman: -$8,679
  11. 11. Why the Gender Salary Gap?  Men work longer hours & highest education levels  Men are more likely than women to negotiate their salaries  Women less likely to pursue top- paying positions because of inflexibility  Subconscious, and sometimes conscious, gender discrimination
  12. 12. From Research to Action Question: If money and time were not an obstacle, how would you address these issues: 1) lack of transparency, 2) gender disparity, and 3) discrepancy between executive and lower/mid-level salaries. How would you tackle these issues on a personal, organizational and cultural/communal level?  Think—5 minutes  Pair—10 minutes  Share—15 minutes
  13. 13. Guiding Questions  Would this idea better position someone in the job market?  Would this idea work in your institution?  Would this work in another institution?  Have you seen it executed effectively?  Who are the stakeholders who would have a vested interest in your ideas?  Are there potential allies who would support this idea in your institution or in the greater community?  Any there people who may be resistant to this idea? How can you [or how can we] engage them?  Is there a way to expand your idea to be broader and more comprehensive? Would that be beneficial?  Is this idea a bit too broad? How could you make it more focused?

Hinweis der Redaktion

  • 1. Non probability sample--meaning that we cannot generalize from our sample to larger population of Jewish communal professionals. However, survey complements findings from Steven M. Cohen’s “Profiling the Professionals” in 2010.
  • --Age—survey skews young--In terms of gender and education, very similar to SMC--Education—highly educated population
  • Major differences
  • There are several possible interpretations for this finding. It is possible that these younger professionals truly represent a different “cohort” and that as they gain more experience, the overall gender pay gap could narrow. However, it is also possible that this narrowed gap is a “lifecycle” phenomenon—when these younger professionals advance in their careers, they will begin to exhibit the same large gender pay gap as currently exists.
  • --High school—not enough cases to be meaningful--gap widens significantly among those with Masters degree. There are the greatest variations in salary among those with masters degree, but unclear why the gap then narrows among those with a terminal degree.
  • --SMC found a $20,000 gap between men and women, holding everything constant--Even taking our more conservative number, that’s almost a $350,000 difference between men and women over a 40-year career
  • 1. True, but regression controls for both of these2. Men vs. women negotiating in our survey was only slight—54% vs. 48%.

×