RESEARCH TRIANGLE PARK – The gender pay gap in tech is alive and well.
In North Carolina, the differential for women’s compensation is around $5,627 less than men, according to a new study by Dice, a career hub for tech professionals.
That’s slightly higher than California ($5,369), Florida ($5,001) and South Carolina ($4,968).
In fact, the report notes significant pay and benefit discrepancies in technology across the board – in occupations, regions and states.
Take, for example, a female data architect. She makes $13,000 less than males in the same role, according to the report.
Female software engineers and data engineers also get the short end, reportedly making $9,000 less than their male counterparts.
Looking at the data on a state level, the salary differential shows men earn more than women, even when controlling from education, experience and occupation.
In Utah, the differential is a whopping $16,871.
Minnesota is the only state where female technologists are paid more than males ($4K more annually).
“The technology field continues to struggle to offer equal pay and applicable benefits to women. When employers work to build a fairly compensated gender-diverse workplace, they inevitably create a more positive work culture with a wider range of ideas and creative solutions to address business needs and challenges,” said Michelle Marian, CMO for DHI Group, the parent company to Dice, in a statement.
“In publishing our report, Dice aims to foster important conversations to aid in eliminating compensation and benefit inequity across tech occupations.”
Erin Miller, PrecisionHawk’s Vice President of People, said she wasn’t surprised by the data.
“From my perspective, the reason the technology industry continues to struggle to close the pay gap is all about gender diversity in roles of influence. Until there are more women, of all color, not just white women, in executive and board level roles, this gap will not close,” she told WRAL TechWire.
“Until CEO’s put pressure on other leaders to ensure pay equality, it won’t change. It has to be supported from the very top and cannot just be a Human Resources/People initiative.”
To complete this analysis, Dice combined survey data from its 2017-2019 Dice Salary Reports, with supplementary panel data collected for 2019 salary data. Supplemental panel data was obtained to create a more balanced male/female sample size within key markets in 2019 which allowed for hypothesis testing within those markets. The research was conducted by Cypress Research Group.
