Executive Commentary
Gender Parity: How to Follow Through
Sarosh Mistry
Sarosh Mistry
Fortune 500 Chair at Sodexo North America, CEO Worldwide Homecare, Board Member

I have a daughter and not once during her young life have I thought she deserves less because of her gender. Not at home, in the classroom or on the playing field. The idea seems ludicrous.

But something happened as previous generations of daughters grew up and joined the workforce. In ways subtle and overt, they began being paid less than their male counterparts.

As we close out Women’s History Month, this is a phenomenon worth thinking about.

Today, women in the U.S. annually earn about $11,000 less than men. They represent about half of entry level professionals but less than a quarter of C-suite posts. In S&P 500 companies, female CEOs account for 5% of the list.

The persistent gap is undeniable. It continues in the face of copious research that  makes the business case for gender balance.

To those of us in the business world and, especially in positions of leadership, I say, let’s change it.

The first step is to commit to change. The second is to follow through.

For the follow-through, a resource worth a look is Paradigm for Parity. It’s a coalition of leaders from more than 100 major companies, including mine, who have pledged to close the pay gap among corporate leadership.

Clearly, gender pay disparity is not limited to leadership ranks. But “The movement toward true gender equality at every level of an organization starts at the top,” David G. Nord, Hubbell Inc. CEO said in signing the pledge.

Paradigm has set out five steps that can lead to progress:

  • Eliminate or minimize unconscious bias in the workplace;
  • Significantly increase the number of women in senior operating roles;
  • Measure targets and maintain accountability by providing regular progress reports;
  • Base career progress on business results and performance, rather than physical presence in the office;
  • Provide sponsors, not just mentors, to women well positioned for long term success.

Taking these steps will improve every workplace while, at the same time, getting us closer to true pay parity.

Many of us spent this last month honoring female leaders of the past.  We can continue celebrating them by clearing the path for female leaders of the future.


View original post on LinkedIn

Leave a Reply

Your email address will not be published. Required fields are marked *

You may use these HTML tags and attributes: <a href="" title=""> <abbr title=""> <acronym title=""> <b> <blockquote cite=""> <cite> <code> <del datetime=""> <em> <i> <q cite=""> <s> <strike> <strong>

Your personal data may be processed by Sodexo to deal with your contact request. This personal data is processed based on the legitimate interest of Sodexo of sharing information about its services. This personal data is processed by the authorized individuals in the Sodexo group and may be disclosed to external service providers, including from countries which are not considered as having an adequate level of protection. In the event that external service providers are engaged, contractual arrangements are made to ensure that such service providers comply with the strict privacy rules applicable and put in place appropriate safeguards to ensure an adequate level of protection. In accordance with the applicable law, you can exercise your data protection rights. For more information, please see the Privacy Policy.