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Hi fishes, I declined the offer from Pwc AC bangalore on July 28th by sending an email to HR, communicated the same to us_pwc_ac_bangalore_recruitment_services@pwc.com. But I keep getting these emails to complete pre-hiring formalities and daily reminders for the same. How can I make them update the status in system? Also are there repercussions of rejecting an offer. I rejected 3 days after acceptance. PwC Pwc AC
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Of you have any friends who can fit for this position than ease share resume on info@bookleey.com.
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At the last three places I’ve worked I’ve added a gender column to my org’s comp spreadsheet, sorted ascending and regardless of what job title I filter to the women’s names are always first. And then I show it to HR, ask why, especially when looking at performance ratings, and start working on getting people (women) to where they should be.
You are a HERO!
Absolutely! I have worked hard to increase pay for all, but especially ensuring that I have increased salaries for women and people of color!!
I pay them more. They are ALL harder-working and smarter than ALL the men. Seriously.
I'm a female and get paid highest on my team. But I do have more skillset as well
What skills do you have and how do you know how much you are paid?
I don’t have control over salaries in my position but if I did I would pay equally. I also think I am paid quite highly for my current role, but I know if I was a man (and white) with my same experience and skill set I would have been brought in at a higher level.
Mentor
I don't have control over starting salaries, but when people get promoted, unless there is a valid reason for someone to have a different number, they go to the same new number as everyone else. So we had 3 new senior directors (I'm actually an MD now), two women and one man, and they all now make the same.
I’m paid highest of any of my peers. I worked for years with a huge wage gender gap. They did nothing and I just moved on. If I saw it I would rectify it. I have 7 directs and the women are higher than the men except for 1 and it’s all because of their years of experience and in 2 cases regionally dictated. I would make them equal if I saw a gender based disparity.
In general, I try to focus on performance as the driver. My company has a lot of metrics and inputs from project leads that make is possible to make fair and objective decisions.
We have general salary bands, so if someone is lower in the band and a strong performer I will work to give them a larger increase, regardless of gender. Sometimes this is men, but more often it has been women. And I think the primary driver of that is based on what people ask for when the start. Companies will ALWAYS be happy to give someone an offer lower in a band if they don’t ask for more. So, rule of thumb, ALWAYS ASK FOR MORE. If they want you, then the worst case is they will offer you less if your ask is truly above their ranges.
A long time ago when I owned a company (with an older male business partner) we were looking to make an offer to a female developer, and we had a number in mind. When we asked what she was looking for, it was WAY less. We still gave her an offer that was more than what she requested, so it felt totally fine at the time, but it was lower than we would have gone and consequently put her a little lower than men in the same role. I think about this and regret it, but I was young…and businesses always have a bottom line they are thinking about.
There is no gap for male or female in the same role at my company, and I believe that’s generally the research for most jobs.