{ "media_type": "text", "post_content": "How does the gender pay gap conversation go in an industry like consulting? What variables do we control for? Do we say, in a given company, females with title X should get paid the same as males....", "post_id": "5cd37b9396d8da001dfcc9b7", "reply_count": 5, "vote_count": 1, "bowl_id": "58f0df008ad7250010f8c590", "bowl_name": "Compensation", "feed_type": "bowl" }

How does the gender pay gap conversation go in an industry like consulting? What variables do we control for? Do we say, in a given company, females with title X should get paid the same as males....

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We have standard salaries by title/tenure in role and titles very closely track overall tenure. There’s some flex on bonus but I’d be shocked if there is a gender gap there. So the conversation comes down to attrition, voluntary or otherwise. Do we create opportunity for and promote women at the same rate (unlcear)? Do we (and society) create an environment that is equally conducive to sustainability for women as it is for men (absolutely not)? So the gender gap for us is mostly folks who are still here vs folks who aren’t

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... With title X regardless of prior experience, current capability/practice, etc? The debate for me is easier to grasp in a less complicated industry (like fast food service). Well-thought out opinions or viewpoints? Not looking for a political debate here.

Big law firms offer an excellent model. All salaries are public and change by year, no matter what. Google them, seriously

I don't understand your question. Equal pay for equal work. Your previous experience and capabilities place you at a certain level within consulting, and promotion criteria should be applied in the same way regardless of whether you're a man or woman. So yes, a female manager should be compensated roughly the same as a male manager given the same performance.

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