01 Oct Western Management Group Compensation Survey Results: Noteworthy Findings on the Gender Pay Gap & More
Although they have conducted compensation surveys since the 1970s, Western Management Group (WMG) has never collected gender data in the U.S. In recent years as the gender gap issue gained prominence, CEO Tim Schwarzer instructed survey directors to ask groups if they would be willing to submit gender data. Their response was a resounding “no,” but in 2017, WMG decided to include gender as a voluntary data element in the Marketing Compensation Survey. Below, we explore these and survey findings.
Marketing Compensation Survey
The WMG Marketing Compensation Survey is a cross-industry nationwide survey focusing on the marketing function. As stated previously, the provision of gender data was completely voluntary in 2017. Of the 286 participating companies, 174 (61%) elected to provide gender data. The findings showed that of the gender data provided, 62% of incumbents were female. While the data revealed an 81% “raw” gender pay gap, when adjusted, the gap was 91%. Interestingly, the gap was most significant at the executive level: the titles of top marketing research executive, top corporate marketing executive, and top customer service executive had adjusted gender pay gaps of 78%, 75%, and 73%, respectively. Gaps were smaller among first- and higher-level manager positions, and in some individual contributor positions, women actually earned more than men.
Wine Industry Compensation Survey
The WMG Wine Industry Compensation Survey is a cross-functional nationwide survey focusing on the wine industry. In 2018, provision of gender data was completely voluntary. Of 114 participating companies, 102 (89.5%) provided gender data. Of the gender data provided, 38% were female. Findings show that the raw gender pay gap was 97.4%, while the adjusted gap was 96.9%. Across the industry, there are many positions in which women earn more than men, including individual contributor titles such as customer service representatives. Again, the most significant gaps occur at the executive level: the adjusted gap was 76% for Chief Executive Officers, and 59% for Chief Operating Officers. Additionally, the percentage of women in these roles was low compared to men, at 18% and 11%, respectively.
Government Contractors Compensation Survey
The WMG Government Contractors Compensation Survey is a cross-functional nationwide survey focusing on Federal Government contractors, including the Department of Defense, NASA, Executive Branch, and scientific research. As with the aforementioned surveys, provision of gender data was voluntary in 2018. Of 210 participating companies, 139 (66.2%) provided gender data. Of the gender data provided, 27% of incumbents were female. The data shows a raw gender pay gap of 88.1%, with an adjusted pay gap of 92%.
Professional Association Custom Survey
In a 2017 WMG custom survey performed for a professional association, data was collected regarding compensation, education, skill, and job responsibility of 1,080 members. Per the association’s request, the survey also collected gender data. The association’s membership is 80% female. The survey findings revealed a raw gender pay gap on median total compensation of 68%, which showed no distinct pattern across location, age, experience, or education. Before the association allowed the report to be released, it requested all references to pay by gender to be removed.
HRsoft is the trusted global leader in compensation management software whose COMPview solution is proven to control and simplify the full process and allocation of merit, bonus and equity awards to drive manager and employee engagement.