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
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.
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.
Comments
“I’ve been passed over five times for a promotion, even though I’ve been here for 25 years and my manager is always telling me how valuable I am.”
“It’s a complete mystery how people get promoted here, but I notice it’s always more white men.”
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 Principle | Principle Met |
|---|---|
The organization upholds a consistent pay structure for all positions, ensuring fair pay across all groups.Supporting Research and Practice | The organization upholds a consistent pay structure for all positions, ensuring fair pay across all groups.
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Gender Equity WIki