Buffer has been built on the faith that transparency builds trust, holds us accountable, and can push our industry forward. Our salaries have been transparent since 2013, and for the fifth year in a row, we’re sharing our transparent fee analysis. In the present working paper, we share the difference between what men and women give at Buffer.
We have come a long way in the last five years. Far from the ratio of 70 percent “mens and” 30 percentage women on the team when I firstly wrote this report, this year, we are close to 50/50. And at the time of their respective reports, our leadership team is eight people, five of whom are women.
Here are all of our numbers from our 2021 salary analysis, along with more on the positive impact that transparency has had on the gender pay gap for us.
2 021 Pay Analysis
Here’s what the unadjusted gender pay gap looks like at Buffer as of March 2021:
Buffer team: 83 people Women: 39 Men: 44 Average wage for women: $123,707 Average wage for men: $131,923 Unadjusted percentage gap: 5.46% Note: We specify an unadjusted salary crack as we are comparing earnings between all men and all women at Buffer, irrespective of their persona or experience level. An adjusted pay crack would be the earning gap between people who perform similar roles. We have not yet been adjusted fee crack at Buffer as we use a salary formula for all of our salaries. About the numbers For the second year in a row, our gap has gone down, and this year it went down significantly compared to last year. We’ve been tracking the unadjusted gender pay gap at Buffer monthly since 2019. Here, you can see our progress during the past year, where the crack has gradually gone from 12.5 percentage down to 5.5 percent.
Our gender pay gap has gone down from 15% to 5% in the last two years — how did that happen?
We& apos; ve been paying close attention to the gender wage gap at Buffer since we first started sharing transparent fee investigations, and we& apos; ve been committed to lowering our gap. Transparency has been a critical factor in lowering our gender wage crack. There have been many small-time switchings we& apos; ve made along the way, but the most significant factor for us has been transparency. We believe that transparency creates accountability, and it& apos; s clear from our example that clarity can have a powerful impact on closing the gender wage gap. Transparency led to more learning. Through being transparent, we& apos; ve learned more about the gender pay gap and have been able to keep stirring changes and adjustments every year. In 2017, where reference is first extended review reports, we didn& apos; t know much about equal salary. We likewise had a smaller team size with fewer teammates who identify as women and later realized that having one high-earning woman on the team built our crack lowest in 2017, so our report wasn& apos; t an true reflection of its first year for us.In 2019, we had our highest yet gender pay gap — 15 percent — and that came the year that we also increased the number of women on our squad.
The correlation we discovered is that when we hired more females that year, our gender wage gap became large because many of those women were hired at lower experience levels. However, we& apos; ve seen that gap slowly decline over the years as more girls joined the team, and more wives ought to have getting promoted and earning more overall. Transparency delivered more attention to making this change.The act of reporting the gender wage gap every year has also delivered more squads together to focus on how we can improve equal salary at Buffer. It& apos; s not fun to publish a report showing that our gender wage gap is getting worse every year, and several squads have been highly motivated to improve this amount. Our Finance team started tracking gender pay data monthly instead of yearly, and it gave us a clearer picture of the impact that new hires and departures have on our overall gap. Our People team also played a huge role in diversifying our hiring pipe over the years to bring out more women in higher-earning outlooks. Our People team& apos; s work is especially impressive is of the view that as a long-term focused company, we aren& apos; t growing our squad significantly year-over-year. Our team size was 72 teammates in 2017 and is 83 teammates now. The ratio of teammates who determine as men and women at Buffer has improved significantly. When we first started provides information on equal pay, we were 70 percent “mens and” 30 percent women at Buffer. That means that any change to the number of women at Buffer had a significant impact on our gender pay gap, and it was much more likely to fluctuate when women joined or left Buffer.
Since then, our gender divide has become nearly 50/50 with 44 “mens and” 39 women on the team, and at the time of this report, our leadership squad at Buffer is eight people, five of whom are women. We& apos; re self-confident about this positive downwards trend.Now, we can safely say that our five percent crack isn& apos; t a result of one high-earning person on the Buffer team. This consistent decrease of our gap over the last two years reflects the results of many areas of work, and it isn& apos; t going to change drastically in one month.
What& apos; s next for equal pay at Buffer?
We& apos; re proud that our gender pay gap is at 5.5 percentage, much lower than the industry average. We& apos; ll continue doing everything we& apos; re doing and closely watching our gender pay gap throughout the year. We& apos; ll continue working towards no unadjusted gender pay gap and focusing on diversity overall in our hiring. We& apos; re also said he hopes that our expedition offers an opportunity to others looking to tackle the gender wage gap. If you know of other corporations sharing their gender wage crack publicly, or if you& apos ;d like to share yours publicly, send us a tweet. We& apos ;d be happy to chat!
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