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The Gender Wage GAAP

In this edition of the newsletter, we’re diving into the data on gender equality based on self-reported earnings on the website.

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Now for the analysis

Before I jump in, it’s not lost on me how many different ways there are to look into this and to perform the analysis. Gender pay equality can be a very complex issue, and if any institutions would like to look through the data as well, I would invite them to contact me to discuss.

I analyzed the data by looking at base salaries from firms in the United States only. To keep the sample sizes large enough, I excluded data where respondents had selected gender options other than female / male. This ended with a sample size just over 6,000. I then compared average salaries for men and women at each level and the percentage of overall respondents that were female.

Looking at all US firms, here were the results:

• 38% of Analysts were female and they were paid on average 0.5% less than their male colleagues

• 42% of Senior Analysts were female, and they were paid on average 1.9% less

• 39% of Managers were female, and they were paid on average 4% less

• 43% of Senior Managers were female, and they were paid on average 1.4% less

• 35% of Directors were female, and they were paid on average 11.7% less

• Partners were excluded as the sample size was deemed to be too small

When recreating this analysis but filtering for Big 4 firms only, here are the results:

• 38% of Analysts were female and they were paid on average 0.8% less than their male colleagues

• 43% of Senior Analysts were female, and they were paid on average 2.4% less

• 39% of Managers were female, and they were paid on average 5.3% less

• 42% of Senior Managers were female, and they were paid on average 0.2% less

• 34% of Directors were female, and they were paid on average 17% less

When looking at an aggregate of all levels below partner, women were paid on average 1.8% less than men. In the Big 4 firms, this gap widened to 2.5%.

Also when looking at the data above, I found it seemed to indicate women having a bit of a bottleneck at the Senior Manager level. It seemed like their percentage of the population increased at the Senior Manager level before dropping significantly at the Director level.

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