Sample Data. For Demonstration Purposes Only

The Advancement & Compensation Metric – San Diego

The Advancement and Compensation Metric (ACM) weighs organizational practices, as reported through the HR survey, against employee perceptions of fairness. Key indicators include gender representation in leadership, salary comparisons between groups, hiring practices, raises/promotions, and access to tools for career success including support from supervisors for advancement opportunities.

Scores between 80 and 94 (yellow) call on leadership to increase their efforts to address gender equity barriers. Anything at 79 and below (red) warns that lower levels of gender equity exist.

Your Results

San Diego’s ACM score of 60 calls for greater attention by employers to their pay. The Kim Center’s broad pay analysis indicates that men overall earn 40% more than women, and white employees overall outearn employees of color by 20%.

Numerous factors account for these discrepancies. While unequal pay is a factor, access to the pipeline is a more significant barrier to women of color.

Advancement & Compensation

Advancement & Compensation Insights

Women of color and LGBTQIA employees need greater pipeline access to equalize salaries in San Diego
Insight 1

Focus on pay equity is diluting attention to the need to provide women of color and LGBTQIA employees with greater access to the pipeline in San Diego.

Advancement & Compensation Principles

The Kim Center recommends the following principles for equitable Advancement & Compensation. If your most recent GenderLEAP Assessment indicated that a principle is being embraced, you'll see a green check next to it. If your Assessment indicated challenges with a principle, you'll see a red X. Click on each principle to learn more about its role in achieving gender equity so you can affect the most change.

Gender Equity PrinciplePrinciple Met
The organization upholds a consistent pay structure for all positions, ensuring fair pay across all groups.
Supporting Research and Practice