Home Marketing How did we reduce the gender pay gap from 15% to 5.5%

How did we reduce the gender pay gap from 15% to 5.5%

Buffer has been built on belief transparent Build trust, hold us accountable, and can drive our industry to thrive. Ours salary has been transparent since 2013, and for the fifth year in a row, we are sharing our transparent payments analysis. In this report, we share the difference between what men and women earn at Buffer.

We have come a long way over the past five years. This is far from 70% male and 30% female on the team when I first wrote this reportThis year, we are close to 50/50. And at the time of this report, our leadership team consists of 8 people, of which 5 are female.

Here are all of our figures from our 2021 salary analysis, along with more information on the positive impact transparency has on the gender pay gap on us.

Salary analysis in 2021

Here’s the sex-adjusted pay gap in Buffer as of March 2021:

Buffer team: 83 people
Female: 39
Male: 44

Average salary for women: $ 123,707
Median salary for men: $ 131,923
Unadjusted percentage gap: 5.46%

Note: We specify the unadjusted pay gap because we are comparing income between all men and all women at Buffer, regardless of their role or level of experience. The adjusted wage gap will be the income gap between people performing similar roles. We don’t have an adjusted payout gap at Buffer because we use it salary formula for all of our salaries.

About the numbers

For the second year in a row, our gap has decreased and this year it has decreased significantly compared to last year.

We have been tracking the gender unadjusted pay gap at Buffer monthly since 2019. Here you can see how we have progressed over the past year, as the gap has gradually decreased from 12.5. % down 5.5%.

Compared to previous years
Below is a comparison of all the years we have run this salary analysis. You can also read each full report at the following links: Year 2020, 2019, 2018, 2017.

Our gender pay gap has decreased from 15% to 5% in the past two years – how did that happen?

We’ve noticed the gender pay gap at Buffer since we first started sharing transparent pay analysis, and we’ve pledged to reduce our gap.

Transparency is an important factor in reducing our gender pay gap.

There have been many small changes we’ve made along the way, but the most important one for us is transparency. We believe that transparency creates accountability and from our example it is clear that transparency can have a strong impact on narrowing the gender pay gap.

Transparency leads to more learning.

Through transparency, we understand more about the gender pay gap and are able to continue to make changes and adjustments each year. In 2017, when we first ran the report, we didn’t know much about equal pay. We also had a smaller group size with fewer women and then realized that having a high-income woman in the group kept our gap lower in 2017, so our report Is not an exact reflection of the year for us.

In 2019 we have the highest pay gap but by gender – 15% – and that’s the year we also increased the number of women in our group.

The correlation we see is that as we hire more women that year, our gender pay gap becomes larger because more of the women are hired at a lower level of experience. However, we have seen that gap gradually decrease over the years as more women join the group and more women get promoted and earn more.

Transparency has attracted more attention to making this change.

The act of reporting annual gender pay gaps has also brought more groups to focus on how we can improve equitable wages at Buffer. It’s unhappy to release a report showing that our gender pay gap is getting worse each year and that some groups have been very motivated to improve this figure.

Our Finance team started tracking monthly rather than annual gender pay data, and it gives us a clearer picture of the impact of hiring and departure on their overall distance. I.

Our Human Resources team has also played a huge role in diversifying our hiring process over the years to attract more women into higher-paying positions. The work of our Human Resources team is especially impressive considering that long-term focus companyWe haven’t grown our team significantly year by year. Our team size was 72 teammates in 2017 and now 83 teammates.

The proportion of men and women at Buffer has improved significantly.

When we first started reporting on equity, we had 70% men and 30% women at Buffer. That means any change for women at Buffer has a significant impact on this number, and it’s more likely to fluctuate when women join or leave Buffer.

Since then, our gender divide has become close to 50/50 with 44 men and 39 women in the group, and at the time of this reporting our leadership team at Buffer is eight. Five of them are women.

We believe in this positive downtrend.

Now, we can safely say that our five percent gap was not the result of a high income person in the Buffer team. The gap between us has consistently decreased over the past two years as a result of many areas of work and it will not change significantly in a month.

What’s next for equal pay at Buffer?

We pride ourselves that our gender pay gap is at 5.5%, well below the industry average. We will continue to do everything we do and keep a close eye on our gender pay gap throughout the year. We will continue to work so that we do not have a gender-free pay gap and focus on overall diversity in our recruitment. We also hope that our journey can help others looking to address the gender pay gap.

If you know of other companies that publicly share your gender pay gap or if you want to share your pay gap publicly, please contact. We are happy to chat!

Do you want to work at a company with a transparent salary? We are recruiting, take a look at our open roles!



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