More women are speaking out about workplace discrimination and the pay gap in light of the #MeToo and Time’s Up movements — but men don’t seem to be paying attention to issues afflicting their female counterparts.
More disparities are being found favoring men, even as more women are reporting inequalities, according to a new survey from LinkedIn and CNBC. The two companies surveyed 1,010 men and women working in the entertainment and finance industries on work discrimination issues.
When asked if women and men are paid equally while working at the same level, 52% of men answered yes, compared to only 26% of women. The survey also found 57% of the men polled believe women are promoted at equal rates as men; only 30% of women agreed with the statement.
Still, when it comes to awareness of workplace issues impacting women, men in the entertainment industry are more enlightened than men working on Wall Street. Nearly three-quarters of men in the financial sector said there’s no gender pay gap, according to the survey conducted last month. When it came to promotions, 74% of Wall Street men said women are promoted just as frequently as men; 37% of Wall Street women agreed with them. Meanwhile, in Hollywood, more than half of men and nearly 80% of women say they see women facing obstacles when it comes to job advancement.
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For those who saw the discrepancies between men's and women’s wages and promotion opportunities, a couple of solutions emerged from the LinkedIn/CNBC survey: Half of the men and women polled said more female leadership and a supportive corporate structure would crack the glass ceiling.
The survey did find one workplace issue men and women agree on — that it’s difficult for women to report workplace harassment. Still, more women (76%) than men (63%) said reporting inappropriate behavior in the office is challenging for women.
This data dovetailed with a
HR professionals told SourceMedia that changing workplace culture (75%) and increasing commitment from upper management (69%) were the keys to curbing sexual harassment.
“We need a rules-plus approach — organizations need policies and training, but it is the education piece that creates culture change,” Johnny Taylor, president and chief executive of the Society for Human Resource Management, told EBN earlier this month. “When you have employees who know how to define, identify and report sexual harassment, everyone can work together to root out sexual harassment in the workplace.”
