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Gender Pay Gap in Marketing (Part 2)

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Gender Pay Gap in Marketing (Part 2)

Karen Lloyd Marketing, Salaries

Last week, we introduced the first in our 3 part look at the gender pay gap in marketing with BrewDog's innovative and disruptive campaign "Pink beer for the girls".  This week, we look at the current situation in marketing, whether you are in B2B, or B2C we find that on the whole women are still being paid less than their male counterparts.

The gender pay gap within B2C

Marketing Week’s Career and Salary Survey 2018 found that female Marketers earn less than men in every sector and every role, except at Assistant level.  The largest pay gap was evident in the health and pharmaceutical industry where it stood at a whopping 41%, whereas Charity and Not for Profits were doing the best at 14%, the lowest of all the sectors.

Seniority has less of an impact, with men at Marketing Manager level earning an average of 10% more, whereas at Board Director level it increased to 22%.  On the other hand, working as a Marketing Assistant is the only time in her marketing career that a woman will earn more than a man, an average of 10%.

Some progress is being made in comparison to last year, with the gap narrowing for junior Marketing Executives, Junior Marketing Managers and Directors.  However, we did see a widening at Board Director level and team Marketing Managers compared to 2017.

The gender pay gap within B2B

B2B’s Marketing Salary Survey 2017 shows a more complex picture for the B2B marketing professionals.   Similarly to B2B, men consistently earn more than women across all senior levels.  The only exception is at what B2B Marketing defines as non-management roles, with women earning on average 3.2% more than men.

Generally, the industry trends are similar, although Financial Services in B2B sees women earning 3.9% more on average than men.  This is dwarfed however by the gaps in Technology (a whopping 65%) and IT/Telecoms (53.1%).

Where does the gap come from?

The situation of how the gender pay gap has arisen is a complex one.  There are many factors at play, many of which are societal, and I think it is too simplistic to assume that businesses actively seek to pay men more than women.

Next week I take a look at what I believe to be the most notable causes and relate some of our experiences in recruiting for some of the South East's leading brands.