Gender, Pay, and Promotion in the US Federal Workforce
Interesting original research by Maria Droganova on the historical differences in pay in the US Federal Government (civilian) workforce and how it is impacted by the gender of leadership. I found the significant impact of supervisor gender to be most interesting. From a manager/leader side it is a strong indicator that unconscious bias is real, and we must actively manage against it in how we manage. From the worker side, it might indicate that you should target having a same-gender manager to maximize rewards. I find that in offices where all supervisors are men, male wages are on average 10.6% higher than female wages. In contrast, in offices where all supervisors are women, the wage gap in favor of men disappears and becomes 3.2% in favor of women due to a 7.1% increase in female wages and a 6.7% decline in male wages. Also, the gender of an executive (a higher level supervisor) has a lesser impact on wages than the gender of regular supervisors. However, the gender of an executive has a greater impact on wages of supervisors than on wages of non-supervisors, which is consistent with the theory of mentorship. On a personal note, I’ve not found this to be my experience. Having had significant time under both male and female direct managers. My experience is just anecdotal and anecdotal doesn’t mean much, always look to the research. ...