Negotiation and executive gender pay gaps in nonprofit organizations

Finley, Andrew R.; Hall, Curtis M.; Marino, Amanda

doi:10.1007/s11142-021-09628-2

Cited by 7 publications

(6 citation statements)

References 42 publications

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“…The second reason is that women usually have less work experience than men because of various interruptions, such as childbirth, family issues, pregnancy, motherhood, and other related situations (Sihna, 2022). It is relatively hard to concentrate attentively on both work and family obligations for women, so one of these parts can be suffering (Finley et al, 2021). In most cases, their career becomes less necessary for female employees, so they often give up work over family values (Fisher & Ryan, 2021).…”

Section: Literature Reviewmentioning

confidence: 99%

Analysis of Gender Inequality in the Labor Market and Its Adaptation to the Conditions of Kazakhstan

Kireyeva

Kenzhealia

Васа

et al. 2023

EJEBS

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This paper examines to analyze the best world experiences for ensuring gender equality in remuneration and adaptation to the conditions of Kazakhstan. A literature review has shown that types of discrimination directly affect how women are represented in the labor market and explain why their career growth is slower than that of men. In the paper, it was decided to use a quantitative method by a detailed analysis of labor force surveys in countries such as Iceland, Finland, Norway, New Zealand, Sweden, Rwanda and Nicaragua for the period from 2010 to 2021. It draws upon the nation’s experience in its transition to a market-based economy and its impact on gender equality in the labor market. It further examines the challenges and opportunities that Kazakhstan has faced in its efforts to reduce gender inequality in the labor market, particularly with respect to wages, access to employment and labor regulations. The paper concludes by suggesting a set of interventions that Kazakhstan can pursue to reduce gender inequality in the labor market further and promote economic growth.

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Section: Literature Reviewmentioning

confidence: 99%

Analysis of Gender Inequality in the Labor Market and Its Adaptation to the Conditions of Kazakhstan

Kireyeva

Kenzhealia

Васа

et al. 2023

EJEBS

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“…They used salary information from IRS tax forms and the IRS's classification codes to group the organizations studied. Finley et al (2021) and Newton (2015) also use tax forms to obtain data for their studies of executive compensation.…”

Section: Data Collectionmentioning

confidence: 99%

“…There is extensive documentation of persistent and pervasive gender and race pay gaps in the U.S. workforce (Alkadry & Tower, 2011; Bertrand & Hallock, 2001; Blau & Khan, 2017; Finley et al, 2021; Jarrell & Stanley, 2004; Lee & Lee, 2021; L’Herrou & Tynes, 2020; Patten, 2016; Perryman et al, 2016; Weichselbaumer & Winter-Ebmer, 2005). Mason (2011) conducted a longitudinal study of adult wages from 1965 to 2007 and found entrenched racial and gender disparities in pay over the period examined.…”

Section: Compensation Diversity and Equitymentioning

confidence: 99%

“…However, Gray and Benson (2003) found that women executives were paid less than their men counterparts even when education, tenure, organizational size, performance, and affiliation were considered. Finley et al (2021) suggest that willingness to or the opportunity to negotiate compensation can account for gender wage disparities. Others also suggest that the ability to negotiate and success in negotiations contribute to pay gaps (Babcock & Laschever, 2003;Gerhart & Rynes, 1991).…”

Section: Introductionmentioning

confidence: 99%

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The Role of Gender, Race/Ethnicity, and Other Factors in Influencing Top Executive Compensation in American Environmental Nonprofits

Taylor

2022

American Behavioral Scientist

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The article reports the findings of a pathbreaking national study that examines executive compensation in American environmental nonprofits. This article seeks to accomplish two goals: (1) examine the gender disparities in the pay of chief executive officers (CEOs), executive directors, and presidents in environmental organizations; and (2) analyze the ethnic/racial differences in the wages of the top executive in said nonprofits. The study uses financial information from Internal Revenue Service Form 990 to examine top executive salaries in 2,703 organizations. The author collected data from tax forms filed between 2018 and 2020. The article examines how gender and race/ethnicity are associated with compensation. It also analyzes how region, organizational type, urbanization, organizational revenue, staff size, the board size, the receipt of bonuses and incentives, the size of the bonuses/incentives, and the size of the base wages are related to overall compensation. Men occupied 51.2% (1,383) and women 48.8% (1,320) of the top executive positions in the organizations studied. Whites dominate the CEO position, that is, 92% or 2,488 of the CEOs were White, and 8% (215) were people of color. The study found significant gender pay gaps. While the median compensation for men was $117,468, it was $88,568.50 for women. Hence, women CEOs earned 75.4% of what men were paid. There was also an ethnic/racial pay gap. The study found that White CEOs earned a median income of $102,801. The median wage for Asian CEOs was 97.6%, Black CEOs was 96%, Latinx CEOs was 80.8%, and Native American CEOs was 73.4% of what White CEOs earned. White men obtained the highest median compensation of all gender, and racial/ethnic groups studied. The total compensation also varied by region, organizational revenues, organizational type, level of urbanization, staff size, board size, receipt of bonuses and incentives, the size of bonuses/incentives, and size of base wages. The size of the organization’s revenue, whether a CEO received bonuses/incentives, region, the CEO’s race/ethnicity, the CEO’s gender, and size of the staff were significant factors in the multivariate regression model.

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“…There is evidence that in some STEM fields-such as conservation archaeology in the U.S.-men earn up to 30% more than women; a higher gender pay gap than the U.S. national average (Davis, 2019). Gender salary discrepancies are highest in settings conducive to individual negotiating (Finley et al, 2021), and women are particularly disadvantaged in terms of pay negotiations when there is limited transparency around pay (Bennedsen, 2019). Women also experience a wage penalty for motherhood, circumstances that continue throughout their careers (Gangl and Ziefle, 2009;Gough and Noonan, 2013).…”

mentioning

confidence: 99%

Gender bias and inequity holds women back in their conservation careers

James

Fisher

Carlos-Grotjahn

et al. 2023

Front. Environ. Sci.

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The planet is facing climate and biodiversity loss crises that impact all of humanity and yet globally, women remain underrepresented in leading solutions to these urgent conservation challenges. As one of the world’s largest conservation non-profit organizations, The Nature Conservancy (TNC) provided a large case-study for understanding inequity for women in the conservation sector. In 2018, all 1,789 conservation and science staff at TNC were surveyed to understand how they are able to develop their careers and contribute to conservation research and decision making. Of the 904 responses (490 men and 414 women), results show that men influence conservation and science decisions more than women; women face multiple barriers across their conservation careers due to gender bias; women experience sexual harassment and discrimination, as well as fear retaliation more than men; and men reported the sector as a more equitable and favorable place for women than women themselves experienced. Our data demonstrates that gender equality (equal representation of men and women) does not automatically mean that women no longer face systemic inequity and that intersectional issues such as race, location and caring responsibilities can all make it even more difficult for women to excel. Respondents drew from experiences across their conservation careers, to suggest how the conservation sector could address these issues. Based on our findings, we recommend practical ways the conservation sector can improve gender equity, including via workplace and cultural change measures, as well as changes to recruitment, pay transparency, and career development policies.

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Negotiation and executive gender pay gaps in nonprofit organizations

Cited by 7 publications

References 42 publications

Analysis of Gender Inequality in the Labor Market and Its Adaptation to the Conditions of Kazakhstan

Analysis of Gender Inequality in the Labor Market and Its Adaptation to the Conditions of Kazakhstan

The Role of Gender, Race/Ethnicity, and Other Factors in Influencing Top Executive Compensation in American Environmental Nonprofits

Gender bias and inequity holds women back in their conservation careers

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