The Gender Wage GAAP

Did an analysis on
big4transparency.com data regarding gender pay equity and was surprised by the differences I saw. Analysis was done using US firm data with just over 6,000 data points used. It shows gender pay equity is still very much an issue in accounting

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How did you factor in time (those 6000 data points were submitted by people over the course of 2/3 years since the site was created) and also how did you factor in multiple submissions when it is anonymous (the same individuals submitting their updated salaries year over year as time moves on).

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The oldest data in here is from August 2021.

I’ve got no way to adjust for multiple submissions when people change jobs, there’s no unique identifier in the data

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How does this analysis take into account the fact that more men major in accounting than women? Wouldn’t you expect more men to be in any given role or position? What would this look like if done in the education field or medical field?

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This is total garbage. First off, differences of less than 1 or 2% don’t indicate that gender pay equity is “still very much an issue”.

At the lowest levels, there can be differences in pay, including starting salaries, depending on school, degree, location, LOS and firm.

Your “analysis” assumes that all are rated the same. And everyone is doing the same work, same years of experience, etc. Major flaws.

Your largest discrepancy is at the Director level. That title means different things across the firms, including the B4. A director in PwC is not the same as a director at D, BDO, etc. Also, without knowing years of experience at that level you can’t simply infer that person A makes less than person B based on gender. That’s simply not logical.

A swing and a miss.

likesmart

males have a tendency to over-report on income.

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FA - i mean *especially* anonymously…

source: i just asked all my male friends. n=1,000. i’m a popular guy. everyone loves me.

I don't find it very useful without knowing additional info such as experience in hours worked and working arrangements (FT, PT, Seasonal).
The pay difference follows what I have seen throughout my career - more even pay rates at the junior levels and more discrepancy at the senior levels. Why? Because, in my experience, I have observed that the vast majority of employees who take time away from their career have been female - often for their own families or for elder care. Sometimes the time away is a few months (one or more times) and sometimes it was years.
A scenario which illustrates the dangers of looking at flat data like this is being seen today. There are a lot of hurt feelings among junior staff right now as they watch new hires come on board making as much as they are- after 2 years on the job. Should an existing employee who has worked for the employer for 2 yrs make the same or less than someone who does not have that experience? Generally no - and labor markets like the one we are experiencing today are keeping firms, and particularly labor/HR professionals, scrambling to make adjustments for scales and benefits in an effort to address this.
Stats like this plays on emo without the background info to support that the basis of the price (wages) are, indeed, for the same good (labor).
The emergence of more WFH opportunities may impact this going forward, particularly in fields where such work can be performed remotely.

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How did you factor in location? Such large differences between LCOL to HCOL locations have to be a challenge for the data.

Interesting that the most meaningful differences are at manager and director levels.

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I think that's mostly a fair assumption for COLs.

I know the positions mean something different at each firm, for example a manager at a B4 is not the same as a manager at a mid tier. Same for director between the firms. I think we've also got to be missing something about YOE as first year SMs aren't going to be making the same as lifetime SMs, for example. There's got to be some other factor not being considered that's leading to the meaningful differences in your first past at M and D levels.

Another poster pointed out that ~1% differences aren't really meaningful, which I agree with, unless firms go to a "cohort" like model you're always going to have something like that.

Is that statistically significant though?

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I think the similar populations item is pretty debatable, especially at the director level for reasons others have pointed out, but that’s not even something to debate until you see if it’s statistically significant.

For some reason I have a pretty strong suspicion these are less than 2 standard deviations apart.

I’m going to take this with a grain of salt because I don’t know how you factored in the following:

1) COL
2) Different LoS
3) Years of Experience
4) Age of Data
5) Comparing Firms who may have more women or men in a particular LoS
6) Comparing Firms that general underpay or overpay in particular LoS
7) Did you take out transfer hires? Or Outliers?
8) Certifications

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Its for a population across all of the US, so assumed an even distribution for COL.

LoS maybe wouldve been worth isolating, I might check tonight if I run this for strictly audit if it looks similar.

The rest is basically just trying to get industry averages. Taking a picture of the data of PA as a whole, not trying to get into specific firm levels.

Also there was a comment somewhere about men job hopping more which is a really interesting thread. I did a previous analysis about external hires being paid a lot more than internal promotions, so if there was some dat on men actually moving around more that would also be a possible factor.

immaterial

funny

How many big 4 firms call their recruits analysts? Only one I know of is Deloitte lmao.

Jesus, havent had my coffee yet

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Fake news

All the women salaries being lower doesn’t matter. It’s CT so just move on.

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