A surprising finding here - that doesn’t match what I would have expected - is how Engineering is compensated 90% in cash. I would have assumed equity is pretty heavy for software engineers, especially in senior and above positions.
I do wish there were more takeaways to what seems to be data confirming these:
1. Compensation is going up, and especially software engineering compensation.
2. Startups are starting to compete stronger on cash compensation (thanks to a strong funding environment, and the market).
3. Remote work is slowly eroding regional differences in the US (and, as a note, globally, as well).
Sadly, there’s no data on remote work here, nor is there anything on what % the market moved up the last year in various disciplines. At least for engineering, the past year has been a major jump upwards in compensation.
FAANG and similar jobs are equity heavy, but standard engineering employment is often more cash-heavy.
Working outside of FAANG, my base comp was significantly higher than FAANG base comp, but of course the total comp at FAANG would edge out my total non-FAANG comp.
This is from Europe, but I think it's true in the US as well. Software engineers at large tech companies and venture funded startups get paid a lot, including equity. Software engineers at consultancies or doing internal development at businesses with several thousand employees are on a different salary scale.
> our gender gap data shows that companies are still struggling to offer their female and BIPOC workers equal pay for equal work
Does this data account for levels or years of experience? For example, if there are more junior-level women in the industry than senior-and-above level women, then of course you'd expect women to earn less, percentage-wise.
If it's not accounted for, then the quoted statement seems false.
Similarly, how come asian workers are left out in the following statement:
> With a broad stroke, male and White/Caucasian workers simply earn more than their counterparts.
It seems asian workers earn even more so it's weird how only white/caucasian is called out.
The ethnicity graph in that section begins with, "Asian and White/Caucasian workers see similar annual pay".
How you present data is important and I'm wondering why it's not presented there.
In my experience in tech, staying at the same company (long-tenured) is the best way to ensure you are underpaid. They seem to allude to that with:
> The “Great Resignation” may present an opportunity for long-tenured, underpaid workers to find competitive pay elsewhere.
If my understanding is correct then that doesn't account for what I'm calling experience or level.
Tenure just refers to how long someone has been with a specific company, not how long they've been in the industry.
So it's suggestive of _something_ bad that the pay gap increases with tenure for many categories of job, but it's not at all conclusive.
This post shows an average in every region more than double that. It's not a representative sample. The charts are pretty but I don't think this analysis has any value.
says "People 15 years old and over beginning with March 1980, and people 14 years old and over as of March of the following year for previous years." seems it would be reduced by full-time students, retired people earning Social Security, etc.
> This post shows an average in every region more than double that.
says "this report reveals some of the rapidly changing dynamics in how companies of all sizes are compensating their employees." seems it only includes employees and thus would not include students, retired, etc.
Selection bias. Household income percentile is based on all households. Salary distribution excludes people who are not employed.
She said that, if we take an average male and female that have no skills whatsoever, male can still be a coal miner or do a construction job or be a mover better.
This means male inherently has higher earning potential. It makes sense that male earns higher.
As a side note, I appreciate she talked about this at work openly. As a male, I am scared to discuss such a thing at work.
Prostitute is highly frown upon socially and morally around the world... It is also often illegal in many parts.
I agree that it's often been awkward to talk about my compensation at work, though I continue to try if only to make such disparities more clear.
The article shows pay gap, and I offered one of the possible reasons that contributed to pay gap.
How is it not related?
They can be a construction worker or mover.
Those things show how prices/wages could be linked across industries through opportunity cost of the laborer. It doesn't suffice to explain how a sex pay gap could emerge. If hiring men were more expensive (because they have greater opportunity costs), then just don't hire them--hire the women, or whomever is willing to accept the wage you're willing pay for the particular labor services desired.
This should nontrivially impact the average salary.
Edit: In S/W that might not matter at all, but some business functions hours might matter. More data the merrier.
I would be cautious when reading these kinda charts from non-scientific community.
Who knows what kind of biases are lurking there at data collection and interpretation level
Why does this sentence leave out Asian workers, when the Asian workers' bell curve actually skews towards even more pay than White/Caucasian workers'?
Alternative is that Asians are a minority in the US, being 6% of Americans, while White people are 60%, and so it is more interesting for talking about this larger group.
Interesting stuff for future perhaps: foreign vs. domestic; and breaking out Chinese + Indian at least for Asian.
Is this startups? All companies? Are food processors and cement producers and machine shops included here?
Hard to know how much you can trust the results with a small and biased sample like this.
