Gender Discrimination on Pay Exposed Meta
A gender discrimination on pay exposed meta in gender diversity goal. The pay gap discrimination affected both hourly workers and salaried employees at Meta Inc. However, the company also pays out smaller bonuses to female employees.
Gender Discrimination on Pay Exposed Meta
A gender discrimination on pay exposed meta diversity goal. A recent report reveals that women working at Meta Inc., an American multinational technology conglomerate based in Menlo Park, California (formerly known as Facebook), are paid significantly less than their male counterparts.
A report on pay equity in the UK and Ireland revealed that women working for Meta are paid less than male employees.
The report revealed that the pay gap discrimination affected both hourly workers and salaried employees at Meta Inc. However, the company also pays out smaller bonuses to female employees.
As Meta Inc. is an American company and most of the employees are in the United States, where pay gap disclosures are not required, the company has around 3,000 workers in Ireland and about 5,000 in the UK, which are approximately 10 percent of its current global workforce.
Yet, a new round of layoffs is expected soon at Meta Inc.
According to the report, women working across Meta in Ireland were paid on average 15.7 percent less than men at the company. The latest report on Meta’s pay gap, released in December 2022, is part of a new law in the country. The average bonus for women was 43.3 percent lower than those that went to men.
In the UK, the pay gap is smaller but still prevalent. A report from last year sharing details of pay data from 2021 shows the average woman being paid 2.1 percent less than the average man. The average bonus for women too showed a substantial dip, with women getting a 34.8 percent lesser bonus than men.
The pay gap at Meta in the UK is actually worse than it was when the company first started reporting figures in 2018. At that time, women were paid on average 0.9 percent less than men, although their bonus pay was 40 percent less. The base pay at Meta often starts around $150,000 a year, so a woman earning that much in Ireland can expect that a man is making about $23,000 more than her. A woman in the UK can expect a man to make about $3,000 more.
Meta has been striving towards a more diverse workforce for several years, with the goal of having half of its global workforce composed of women and individuals from underrepresented groups.
However, the company couldn’t achieve this goal so far, with its most recent diversity report showing that women only make up 37 percent of the workforce, up only one percent since 2018.
Meta Inc., in order to reach its diversity goal by 2023, has now pushed back the timeline to 2024.
Despite this, a spokesperson for Meta claims that the company regularly conducts pay equity analysis and has pay equity across genders, globally and by race in the US for people in similar roles, after accounting for factors such as location, role, and level.
Furthermore, the reports show that the company still faces a pay gap issue. The root of the problem, according to Meta, is the low representation of women in technological roles.
In Ireland, although the workforce is almost equally split between men and women, men hold a larger share of high-level and tech-focused jobs. As these roles are typically higher paying, the pay gap is more pronounced. Likewise, other rewards, such as bonuses and equity awards, are comparatively greater for these job positions.
In the UK, Meta admits to having an ongoing problem of unequal representation in its ranks. The majority of its workforce is dedicated to engineering, with a larger number of men working at the company overall, particularly in senior technical roles. The company claims that the talent pool for these roles continues to be predominantly male.
As the conclusion of the pay gap report, women working for Meta in the UK and Ireland are being paid less than their male counterparts, with the company also struggling to meet its diversity goals.
