Blog Layout

Bridging the Pay Gap Starts with You

Greer Campbell • Sep 25, 2023

There is no question that a racial and gender pay gap exists and persists across all industries in the United States. Slowly but surely small steps have been taken to close the gap, but nonetheless, the gap remains. This can be very frustrating for professionals in HR and job seekers that want to make a change, but don’t always have the power to do so.


Change does not always have to be the responsibility of major organizations and officials. Change begins with you. Below, we have listed various ways you yourself can close the pay equity gap and start making changes in your organization.


Let’s Start with Stats

In 2023:

·     White women make $0.73 for every dollar a White Man makes.

·     Black women make $0.64 for every dollar a White Man makes.

·     Latina women make $0.54 for every dollar a White Man makes.

·     Native American women make $0.51 for every dollar a White Man makes.


In 2020, Men ages 45-54 were paid 30 percent more than women of the same age.*


What Can You Do?

Diversify your Executive Level Hiring

The pay gap is contributed by “occupational segregation”, meaning that women and women of color are strongly represented in lower paid positions and industries, with little to no internal growth, including caregivers, education, administration, and more.


Considering and hiring women and women of color in executive opportunities will close the pay gap significantly, especially internally for your organization. Statistics show that a diverse team at the executive level leads to increased productivity, perspectives, and positive moral.


Job Seekers: Do Your Research

If you are in the market for a job, make sure you conduct your research on what level and compensation your skill sets and experience require. Knowing the market and industry hiring trends before you get into the interview stage of negotiations will greatly assist in communicating your expectations and advocating for the treatment you deserve.


HR Departments: Cultivate an Inclusive Organization

To diversify your organization, it’s essential that your hiring process is inclusive, and your company culture reflects one that will retain diversity. Ensuring your interview questions and qualifications are equitable and representative of all backgrounds will bring a broader slate of talent and provide confidence in job seekers that your organization is committed to engaging multiple perspectives. Having internal resources and diverse representation at the executive level will lead to better retention diverse perspectives, and in turn lead to a more diverse executive team.

Change starts with you and your team. If you are still hesitant on what you can do, contact DT@diverse-talent.com to set up a consultation and discussion.



Statistics found via Pew Research Center, Article by Eileen Patten.

Mid-Year Business Update

By Greer Campbell • 04 Sep, 2024
The job market, quiet quitting, uprise of the digital age, and the decline of DEI? The professional world moves quickly, and it’s easy to get lost in the conundrum of new news. Here is your mid-year update. AI is Updating…Surprise Surprise Generative AI is updating their experience from transactional to a more personal approach. Individuals use of the internet will change, implementing 2-way conversation and solution focused models allowing users to get a more catered response. These updates will grant users a deeper understanding, and companies a more “human-like” vision of the brand. The New Future of Planning The concept of tradition has been molded, shifted, and completely torn apart in the past decade. Most of these shifts are seen as positive, yet some pose greater challenges than not. The rise of cost of living and cost of consummation has individuals adjusting their priorities. The global pandemic also threw a wrench in the ways of planning, pushing organizations to shift focus on fluidity and flexibility to ensure retention and growth. The Not So Quiet Quitting Quiet Quitting is a term that has been frequently thrown around since the pandemic. Commonly coined by social media, the act of quiet quitting refers to an employee doing the minimum requirements of their job, lacking effort, creativity, and excitement. According to a Gallup survey of workers taken in June 2022, quiet quitters make up at least 50% of the U.S. workforce. This act can be avoided by managers and organizations through regular check ins, employee surveys, and attention to creating a work-life balance. Technology in 2024: Helpful or Overwhelming? Tech advances are happening so rapidly, many feel that it’s become almost impossible to keep up. The advancement of technology is meant to make life easier, however some feel it’s doing the opposite. In addition to user error, technology is also playing a major part in mental health deterioration and wellbeing. The battle for attention, the pull of creativity, and most importantly – the brain rot. Are we letting this go too far?

Interview Questions Your Team Should Avoid

By Greer Campbell • 04 Mar, 2024
Growing your organization requires the right team. Hiring the right team requires the right approach. Vetting and getting to know potential hires is key to building an effective culture. Interviewing candidates is your first chance to understanding applicants, their skill sets, their professional goals, and more. But just as you are vetting applicants, they are vetting you. The interview process allows applicants to gain a better understanding of your organization’s goals, culture, and needs. Setting the right example and perspective on your company begins with your interviews. One wrong or controversial question, and that could break a potential beneficial business relationship. See below for examples of questions to avoid asking candidates in interviews, and why. Are you planning to start a family soon/Are you planning to expand your family soon? While this seems like an obvious conflict, many companies are still asking this to potential employers. This makes the applicant feel like that would make or break their candidacy. Mothers and fathers in business want to feel support from their employer, an unspoken sense of support. Starting a family or having a family does not dictate a candidate’s professional abilities, therefore there is no reason to ask. What are your religious, political, and sexual stances? Again, these are personal attributes that do not affect a candidate’s ability to perform professionally, therefore can be seen as inappropriate and reason for termination of consideration for candidacy. Where are you originally from? While on the surface this may seem like an innocent question, it is illegal under Title VII of the Civil Rights Act of 1964 making it illegal to discriminate against someone on the basis of national origin. If you ask, you could be accused of discriminating against them. You can, however, ask if the candidate will be able to report to the position location required by the job opening. How old are you? It is illegal to ask someone’s age, you are only allowed to confirm the candidate is of legal age to work full time, being 18 years old. What salary did you make at your previous role? Many states have implemented a salary transparency law, enforcing job postings and descriptions must portray the salary range for the position. Even if your state does not have this law, it is safe to avoid asking a person’s salary history. Instead, share the salary range and confirm the candidate’s expectations are within the range. As the market continues to be competitive and ever changing, engaging a 3 rd party service like Diverse Talent can greatly benefit in finding your organization’s right fit based on our industry expertise.
Show More
Share by: