The United States is growing increasingly diverse. But, according to the National Center for Education Statistics, most faculty positions continue to be held by white professors.
This lack of diversity is even more obvious among faculty leaders, such as academic officers, vice provosts, and deans. According to a 2013 study by the American Council on Education, only 14 percent of senior leaders at four-year institutions were faculty of color.
“We need much more diversity in our academic leadership to reflect our diverse student body,” said Debra Franko, Northeastern’s senior vice provost for academic affairs.
Franko, along with colleagues at Northeastern and six other Boston area universities, has received a grant from the Alfred P. Sloan Foundation to help close this gap.
The group is building a leadership training program for minority faculty in science, technology, engineering, and math. The new program will be based on Northeastern’s Research and Leadership Development Initiative, which is a leadership training program open to mid-career faculty.
“It’s important for us to make intentional decisions to recognize faculty of color and to put them in positions where they have the opportunity to develop leadership skills,” said Jan Rinehart, the executive director of Northeastern’s ADVANCE Office of Faculty Development.
The program curriculum will be developed over the next several months by an oversight committee comprised of a diverse group of academic leaders from Northeastern, Boston University, Harvard T.H. Chan School of Public Health, Massachusetts Institute of Technology, Suffolk University, Tufts University, and the University of Massachusetts Boston. The first cohort, a group of 20 to 25 faculty from the seven institutions, is expected to start around May 2019.
“Our leadership program makes the most of the richness of Boston,” Franko said. “We have so many institutions of higher learning concentrated here. We don’t always capitalize on that.”
The goals of this program go beyond leadership training, said Rinehart. She and her colleagues want to help minority faculty connect with each other across institutions.
“If Boston can build a network and connect those isolated faculty members, then we have created a model for other densely populated cities,” Rinehart said. “They, too, could join as universities and lower this isolation and increase the visibility and academic success for their minority faculty.”
Portrayal matters in film and TV, and Canada hasn’t made such an incredible showing with regards to with it. That is one end that left Next Gen: Catalyst for Change in Canadian Storytelling, a two-day meeting facilitated by Sheridan College in association with the Toronto International Film Festival (TIFF) from November 2 to 3.
The gathering planned to give a space to talking about how media researchers and teachers, and also the film and broadcast business, can more readily encourage and bolster differing Canadian narrating. The primary day at TIFF’s Bell Lightbox in downtown Toronto concentrated on rising youthful makers, while the second day at Sheridan’s Oakville grounds included workshops, boards and roundtables focused on media training.
“Schools are regularly not a piece of the network of grant and research that colleges are, thus we were extremely excited to see that different colleges needed to come and be a piece of it,” says Kathleen Cummins, an educator in the workforce of activity, expressions and plan at Sheridan who co-composed the occasion with Sheridan’s Ronni Rosenberg and Maija Saari.
Sheridan has a long history in getting ready alumni for the film and broadcast business – first as a professional school and now with its particular four-year lone wolf’s program. Its workforce is a blend of industry experts with many years of experience and prepared, PhD-holding researchers – a blend that reached out to meeting moderators and registrants.
“Each [side] has diverse objectives and plans,” Dr. Cummins says. “In any case, what we met up on was connecting with youngsters, youthful makers and understudies in a way that makes them feel they have a voice and they additionally have a future.” Dr. Cummins herself exhibited a paper on “Destabilizing the Film Canons of “Old Dinosaurs,” which concentrated on her examination with Sheridan partner Maureen McKeon on the encounters of ladies in the school’s film program.
“We were stunned by the way that the discoveries in STEM around sexual orientation portrayal are fundamentally the same as our discoveries from the film and media business,” Dr. Cummins says in regards to the progressing venture. The acknowledgment made her begin constructing a course schedule in her history of film class that was more agent of the understudy body.
The topic of portrayal proceeded all through the meeting. For instance, columnist Jody Anderson introduced “Assorted variety versus Inclusivity in J-School and Beyond,” a discussion that nitty gritty her and her partners’ encounters with bigotry as understudies in the news-casting program mutually offered by Centennial College and the University of Toronto. She additionally gave a rundown of ways postsecondary foundations and the business can accomplish more to be comprehensive.
“Ethnic minorities are advised to oblige or change themselves with the end goal to have a similar space,” Ms. Anderson clarifies. Rather, the individuals who control these spaces must attempt to grasp the inexorably differing gathering of individuals entering the field – and in excess of a shallow way. “We should be here for our extraordinary thoughts. It’s not just about us being Black, Indigenous, eccentric or whatever; it’s tied in with having more thoughts and points of view spoke to.”
Dr. Cummins includes that “it’s extremely essential for youngsters to students to feel that they have a place in the classroom and that they have a place in the field. When they don’t see themselves [in media] they really encounter sentiments of rejection.” Feeling unwelcome or prohibited, she notes, at that point impacts “how well somebody does in a program, how well they perform in a field and on the off chance that they even remain in that field.”
UNC’s Carolina Association of Black Journalists means to expand the perceivability and plan underrepresented understudies for professions in news coverage.
“Our aphorism is ‘Without assorted variety, there is no brilliance,'” said Trevy McDonald, educator in the School of Media and Journalism and one of the two staff guides of CABJ.
The media business is less assorted than numerous others, as per look into directed by Pew Research Center. More than 75 percent of workers in a newsroom are non-Hispanic whites, contrasted with 65 percent of all U.S. specialists. Sixty-one percent are guys, contrasted with 53 percent of all U.S. specialists.
CABJ, which is the UNC section of the National Association of Black Journalists, is attempting to differentiate the field of media and news coverage.
“We are in a place in our general public where the business has certainly changed,” McDonald said. “When I consider me an understudy 30 years back, you sort of needed to have practical experience in one territory, and I feel that one thing that we do well at this school is show understudies multi-stage. It is imperative that accounts are being shared and that the roads are open for non-white individuals and underrepresented minorities.”
Competitive companies, organizations and government agencies know that diversity matters. Why? The demographics of the nation must mirror the workforce.
Why diversity? It’s the customer; it’s the worker; thus, it must be the executives.
Research shows that organizations that unleash the potential of diverse talent innovate faster and see better business results. It starts by attracting proven talent with diverse perspectives, experiences and contributions, then building and nurturing an environment where everyone can do their best work.
Diversity and inclusion (D&I) efforts are underway at three prominent executive search firms, reflecting both their clients and the workplace they serve to populate: Caldwell, Korn Ferry and Heidrick & Struggles:
Caldwell Launches D&I Advisory Council
At Caldwell, the search firm has just launched a D&I advisory council, aimed at providing strategic insight, external accountability and expert guidance to Caldwell clients in developing diversity & inclusion strategy and programs, and aligning goals, people and processes.
WASHINGTON — In what is now the most various Congress is presently considerably more so as Tuesday’s races penniless boundaries of race and sexual orientation.
Out of the blue, a couple of Native American congresswomen are made a beeline for the House, notwithstanding two Muslim congresswomen. Massachusetts and Connecticut will likewise send dark ladies to Congress as firsts for their states, while Arizona and Tennessee are getting their first female representatives. Also, the country will see its first straightforwardly gay man chosen senator, in Colorado.
The comprehensive midterm triumphs look good for future decision cycles, said Kimberly Peeler-Allen, fellow benefactor of Higher Heights for America, a national association concentrated on electrifying dark ladies voters and choosing dark ladies as hopefuls.
A portion of Tuesday’s dark female pioneers, similar to Illinois medical caretaker and Democrat Lauren Underwood and Connecticut educator and Democrat Jahana Hayes, were first-time hopefuls. Others, similar to Massachusetts’ Ayanna Pressley, were political veterans. Most were viewed as longshots.
Additionally, in the House, Democrats Ilhan Omar of Minnesota and Rashida Tlaib of Michigan will be the principal Muslim ladies to serve in Congress. New Mexico Democrat Deb Haaland and Kansas Democrat Sharice Davids were chosen the initial two Native American ladies to serve in Congress.
Democrat Mike Espy, who will confront Mississippi Republican Rep. Cindy Hyde-Smith in a December spillover, could turn into the state’s first dark representative since Reconstruction.
New Hampshire sent its first transparently gay part to Congress in Democrat Chris Pappas. Furthermore, Angie Craig turned into the primary straightforwardly strange individual chose to Congress by Minnesota. Craig, a lesbian, unseated GOP Rep. Jason Lewis, who had contrasted gay individuals with attackers and pushed an enemy of gay stage.
Tammy Baldwin, a lesbian who turned into the first out U.S. representative in 2013, kept her Wisconsin situate. Arizona Democratic Rep. Kyrsten Sinema, an outswinger, was in a race that remaining parts undecided. Notwithstanding who wins, the state will choose its first lady to serve in the Senate as Republican Martha McSally faces Sinema. Additionally, in the Senate, Republican Marsha Blackburn will turn into Tennessee’s first lady congressperson.
Out of the blue, the Victory Fund stated, four senator hopefuls spoke to the LGBT acronym: Democrat Lupe Valdez, a lesbian; Democrat Jared Polis, a gay man; Democrat Kate Brown, an androgynous lady; and Democrat Christine Hallquist, a trans lady. In Colorado, Polis turns into the principal transparently gay man chosen representative in the United States. Furthermore, Brown, who turned into the primary straightforwardly strange U.S. senator in 2015, was re-chosen in Oregon.
Congress will likewise have its most youthful ever female part: Alexandria Ocasio-Cortez, 29, won in the vigorously Democratic New York City area where she beat Rep. Joe Crowley — an individual from House Democratic administration — in an essential recently, CNN revealed.
A week ago the Women’s Media Center held their yearly Women’s Media Awards, which perceived and regarded amusement changing ladies pioneers for their exceptional work in propelling ladies’ portrayal in the media.
On celebrity central, I had the chance to solicit numerous from the prominent participants and honorees—including Jane Fonda, Gloria Steinem, Maxine Waters, Katie Couric, and the sky is the limit from there—to explain to me in their very own words why it’s so critical to have ladies’ voices in the media. Their reactions were loaded up with a feeling of desperation and assurance, presumably filled by the minute we are in where the press has been under assault and ladies’ political assembly is at an unequaled high.
For what reason do we require more ladies in media?
They recount stories in an unexpected way
Soledad O’Brien—three-time Emmy winning stay, CEO of Starfish Media, and past Women’s Media Center honoree—facilitated the occasion. “As a writer, I know how basic announcing and information are,” she said. “Who recounts the story is just as imperative as what the story seems to be—and frequently the previous decides the last mentioned.”
It’s essential for majority rule government
Jane Fonda, who helped to establish WMC in 2005 with Gloria Steinem and Robin Morgan, let me know, “Something transformative is going on. Ladies’ voices, ladies’ accounts, ladies’ existence, and ladies’ stories could easily compare to ever on the grounds that, to be honest, in case we will take care of the issues, ladies need to lead the way. We’re not looking at making a matriarchy. We’re looking at making a majority rules system… . On the off chance that our story is forgotten then men lose, and additionally ladies. We as a whole must be fearless and battle for an autonomous media that comes clean.”
Robin Morgan likewise talked about popular government: “There are truly two factors in this nation on which vote based system itself depends: one of those components is a free solid press, and the other factor is the rising obvious political power of ladies, the two of which we are finding in this nation. What’s more, the Women’s Media Center stands comfortable crossing point.”
Ladies should be reflected not deleted
Gloria Steinem accentuated what an essential job media plays in forming our way of life, which makes the equivalent portrayal of ladies in media even more vital: “If ladies’ voices are not in the media, at that point ladies progress toward becoming deleted from society and culture. It’s urgent that the media report and reflect, not hide and misshape.”
Julie Burton, leader of the Women’s Media Center, concurred, saying: “Media is the most essential and amazing power we have. It characterizes us. It discloses to us our identity. It reveals to us our job in the public arena. It discloses to us what is important, it reveals to us who matters. It additionally reveals to us who has control. Each picture you see, each story that you read, each casing that a proofreader puts into a film shakes the story, and if ladies and minorities are not delegating in those accounts, it makes us not an agent in the public eye.” For this reason, Burton clarified, the Women’s Media Center is attempting to “put 50 percent of the narratives in the hands of ladies and to make ladies 50 percent of the specialists who are cited.”
It’s a matter of decent variety
Prestigious columnist Katie Couric revealed to me why having decent variety in media is so basic: “Media ought to reflect America, and we’re a gigantic assorted interwoven of individuals in this nation with various beneficial encounters, alternate points of view and with contrasts financially, topographically, ethnically, religiously. We have distinctive races, diverse sexual orientations, distinctive sex distinguishing proof. So I imagine that with the end goal to recount the narrative of America, you need to give all Americans a chance to be the storytellers.”
One of the honors of the night went to Lisa Borders, the principal President and CEO of Time’s Up and Retiring President of the National Women’s Basketball Association (WNBA), who got the WMC Carol Jenkins grant for the bunch ways she has brought solid, influential ladies into the spotlight, including being a backer for ladies competitors to give them physical and monetary open doors that were once accessible just to men. She let me know, “Media has a focal job, so it’s endless supply of us to ensure that we are sharing positive messages, and when we see the negative messages that we denounce them. It’s essential that we stand up all the time.”
Fringes proceeded to state, “Ladies are in excess of 52 percent of the populace in the US and in addition universally. Our voices ought to be esteemed. We can’t have people speaking to the nation without speaking to ladies. Empirical information illustrates, especially for organizations, that when you have an assorted authority group and different groups as a rule, that organizations perform better. So in the event that you need to ensure everybody achieves their maximum capacity, organizations, individuals, networks, nations, and landmasses have the right to have ladies at the table achieving our maximum capacity.”
Ladies bring an alternate state of mind
Abigail Disney—Emmy-winning chief and maker, giver, CEO and leader of Fork Films, originator of Level Forward—was given the WMC Pat Mitchell Lifetime Achievement Award for her documentaries and movies that have propelled ladies’ jobs in general society circle concentrating on social issues and spotlighting phenomenal individuals who talk truth to control.
Disney feels that ladies bring inventiveness and better approaches for speculation to the table, which benefits society all in all. She let me know, “We have to make valuable discussions. We have to make out of the huge profound opening that we’ve uncovered from underneath the absence of imagination. Struggle and viciousness and animosity and an extremely old-school method for understanding things have quite recently burrowed us more profound and more profound and more profound, so we require freshness and novelty and different mindsets,” she noted. “I used to think it was imperative [to have ladies in media] on the grounds that it was uncalled for. Presently I comprehend it’s imperative since it on a very basic level makes an alternate domain. Ladies bring an extremely imperative diverse method for understanding things. They have discussions longer, they are better on an agreement, they fabricate connections—and these are the things that make manageable, feasible quiet social orders.”
The media still covers ladies government officials in an unexpected way
Co-Chair of the Women’s Media Center and TEDWomen custodian Pat Mitchell disclosed to me how having more ladies in media will help in ensuring media inclusion of ladies lawmakers is equivalent to a man’s inclusion. She stated, “I recollect the Hillary battle and what number of individuals who didn’t vote in favor of her didn’t vote in favor of her due to what they read or found in the media. So you should simply take a gander at the results of the races to recognize what a mind-blowing sway the media has. So on the off chance that we realize it has that negative effect, and that it frames pictures, it shapes impressions, it shapes suppositions, and I trust it shapes cast a ballot. There’s simply no inquiry concerning it.”
Mitchell included, “regardless I’m angered when I perused the paper and read the manner in which ladies competitors are as yet depicted and their battles are trivialized. It’s shown signs of improvement this year on account of the sheer volume, however, I figure it will take the media simply leveling the ground, treating each applicant the equivalent, and once that occurs, ladies competitors will develop as the solid, keen, vital pioneers that they are.”
Ladies’ voices should be heard
Congresswoman Maxine Waters, who acknowledged her new position on the Women’s Media Center’s Board of Directors at the occasion, stated, “The media is vital, and [Trump] is endeavoring to decimate the media. He’s undermining the media telling the general population that the media is the foe of the general population. That is to a great degree perilous and we know why he is utilizing those strategies since he doesn’t need the media to come clean about him. Furthermore, to the degree that he can hinder your message, at that point he will do that with the goal that he can be heard. We can’t give that a chance to occur.”
“Ladies’ Media Center is critical on the grounds that in addition to the fact that they support us having our voices heard and being at the table and having the capacity to settle on choices about the bearing of this nation, however, I think perhaps without precedent for quite a while ladies are understanding that we do have control, we have to figure out how to practice it, and obviously we require the media with the end goal to give us the stage.”
How can Canada and its media learn from the United States’s mistakes and avoid the hyper-partisanship that has plagued the country?
That’s what three distinguished journalists covered at “Journalism in the Age of Hyper-Polarization,” a panel hosted by McGill University on Oct. 30. The main topics covered included fringe groups, trust, and remaining objective and unbiased as a journalist.
The panelists agreed there can be no overarching solutions to these problems. However, they stressed throughout the event that Canada is relatively free of this partisanship for now.
The first topic discussed was the proper way to cover fringe groups. Philippe Gohier was the authority since he is the editor-in-chief of Vice Quebec, a publication that has covered the province’s political fringes since 2016. He argued that fringe groups should be covered, but with context. The panel also asked the question: how can journalists contextualize fringe groups that have been legitimized? They cited U.S. President Donald Trump’s reaction to the Charlottesville incident, in which he condemned violence “on both sides” as an example of this phenomenon. The panel had no overarching solutions, saying it’s variable case by case.
Jennifer Ditchburn, award winning journalist and editor-in-chief of Policy Options, led the conversation on trust. She said journalists ultimately have the final say in writing and publishing a story, but choosing not to cover something may harm their credibility. Mark Lloyd, a panelist and professor of professional practice at McGill’s Max Bell School of Public Policy, added that “Journalism is imperfect; it’s called the first draft of history for a reason.” All the panelists agreed that readers have a responsibility as well: never get your news from one source, and popularity is not equal to trust.
Regarding objectivity, the panelists challenged the traditional strategy of giving equal coverage to both sides of the political spectrum. They referenced the 2016 U.S. election, arguing that Hillary Clinton’s email scandal shouldn’t have been given equal coverage to the other camp’s numerous scandals. Ditchburn said that equal coverage may not be a fair way of reporting on such issues.
Overall, the message was of hope and cautious optimism. Panelists agreed that media consumers must do their part by consuming a diverse diet of sources. They also stressed that reporters need to continue to inform the public in a diverse and objective way. To the panelists, most of these problems have no overarching fix, or any fix at all. But for the sake of Canada, they stressed that everyone must do their part.
If you’ve ever sat through an interminable, self-congratulatory industry awards program, you’ll be pleased to know that the 2019 Advancing Diversity Hall of Honors is definitely not like that.
The awards recognize and honor best practices for advancing diversity and inclusion, and were created last year by one of the advertising and media industry’s best-known thought leaders, Jack Myers. They’re produced by Myers’ AdvancingDiversity.org, and will be held January 9th in Las Vegas at the Consumer Electronics Show—specifically at the ARIA Hotel Conference Center, where more than 400 CES attendees are expected.
The 2019 Advancing Diversity Hall of Honors take a fresh approach to awards programs. In an experiential format created in 2014 by the Sundance Institute and the design and consulting firm IDEO called “Creative Tensions,” a moderator leads 100% of the attendees in exploring attitudes, conflicts and challenges. The objective is to find a path to the middle in solving common problems. At the Advancing Diversity Hall of Honors, the honorees themselves will serve as catalysts—or provocateurs—in the group discussions.
Eight executives in media, marketing and advertising are being inducted, including:
Madonna Badger, CCO and Founder, Badger & Winters, for gender equality in advertising.
Kat Gordon, Founder of the 3% Movement.
Alma Har’el, Director and Founder of #FreeTheBid.
Pam El, CMO of the NBA, for gender and diversity leadership.
Bob Liodice, CEO, Association of National Advertisers, for its Alliance for Inclusive and Multicultural Marketing.
Ricardo Marques, Anheuser-Busch InBev group vice president of marketing core & value brands, for Budweiser’s diversity & inclusion campaigns.
Marc Pritchard, chief brand officer, P&G, for diversity leadership.
Diego Scotti, CMO, Verizon, for its AdFellows Initiative.
The program is followed by the Inclusive Talent Job Fair, with recruiters from the world’s biggest agencies, tech companies and media brands. It’s designed to be a natural complement to the awards—honoring diversity in the workforce, and creating opportunities for those entering the field.
“It’s important to me for MediaVillage to be a leader in gender diversity, and to be at the forefront of advancing the industry and getting out ahead of recognized trends,” Myers says. “One of the biggest and most important trends was understanding the need to attract a diverse talent pool, and our industry is underperforming.”
Diversity remains a challenge in media and advertising, Myers says, because like other industries, it’s relationship driven—people tend to hire people like them, from the same colleges and social circles. “And it’s New York and Los Angeles centric,” he adds. “The cost of living is high. Salaries are historically low. A lot of young people have not been able to make a go of it. Talent acquisition has been reasonable, but talent retention has been terrible.”
In addition to the value of diversity to the industry overall, Myers says, he saw the awards initiative as an important business opportunity. “We’re investing in it, it’s good business for our industry and for our clients to have a voice in the diversity conversation,” he says.
Both events are owned by AdvancingDiversity.org parent MediaVillage, a membership-based research and marketing-communications organization founded by Myers for advertising and media companies and professionals.
This year’s recipients join the 2018 inductees, including from the Advertising Council (Lisa Sherman); Crowdfunding Roadmap (Ruth Hedges); Ernst & Young (Megan Hobson and Hiren Shukla); Interactive Advertising Bureau (Randall Rothenberg and Megan Hauck); Interpublic Group (Michael Roth and Heide Gardner); Nielsen (Angela Talton); Springboard Enterprises (Kay Koplovitz); and Unilever (Aline Santos).
Media and Diversity: What exposure can do
Recently for the Washburn Review, I was tasked with watched “Welcome to Waverly,” a new Bravo docuseries that follows the adventures of seven diverse urbanites in Waverly, a tiny town in Kansas with a demographic that hasn’t changed in centuries. However, I wasn’t able to access the show because I don’t have a TV service provider. This is not a review of the show, but I will use the show’s premise as a segue to my opinion about diversity and how media exposure of small town culture to the larger world and vice versa can bring about the kind of diversity societies and institutions should pine for. I will focus mainly on affirmative action and diversity fatigue.
From what reviews I have read online, it seems that Bravo has brought a refreshing, nuanced tone to their show that other reality shows don’t seem to have. They have cut down on the drama, the episode-spanning spats and the melodramatic reactions that would have usually come with shows about people living together. The reaction from the Waverly locals are muted and respectful. There are jabs here and there, but they are limited. The reviews laud the less divisive presentation of America. Here’s the thing, Waverly hasn’t directly felt the effects of systematic and internalized racism, sexism or other discriminatory practices that plague society.
While the show deserves praise for not sensationalizing events, it may fall victim to not diving deeply enough into the issues of diversity that big cities deal with directly, such as affirmative action, identity politics or brash inclusion initiatives.
Then again, big cities haven’t shown much progress in dealing with those issues. For example, taking affirmative action comes with a slew of problems. I understand the urge to instill programs in offices and colleges. However, I think it only serves as sort of a compensation, a short-term solution to a problem that has its roots in historical and social contexts. The idea of greater representation is nice, and no one disagrees that diversity is a good thing, but it can be ineffective when the root of the problem is not examined.
Representation without deeper understanding is just like a veil covering the darker underbelly of racism or sexism. In fact, poorly executed inclusion initiatives have shown to induce diversity fatigue in employees and managers. This occurs when people feel so much responsibility for instilling and maintaining diversity that they simply become tired of it. As employers and managers attempt to tackle diversity, they are always going to run into the root causes of the issue, which is too much for any one person to handle.
One thing that the show does right to solve these problems is that it gives exposure to the lives of small-town people. Of course, it could do more to add to the character of the town, but this could be a first step toward opening citizens up to the idea of diversity.
Media still holds a lot of power today, and shows like this may change the way people view each other. After all, education is crucial in battling oppression. There are possible missteps, though, that should be considered. Often, even with the best of intentions, show makers may present a group in such a way as to give way to negative interpretations. This happens because of the inherent bias of lack of financial backing that might prevent the people working on the show from covering a topic from all angles. I just hope that “Welcome to Waverly” has done that.
SCOTTSDALE, Ariz., Nov. 2, 2018 /PRNewswire/ — GoDaddy Inc. (NYSE: GDDY), the world’s largest cloud platform dedicated to small, independent ventures, today published its annual diversity and salary parity data. The data shows that GoDaddy continues to pay men and women in similar jobs at parity across the company, its efforts to increase the number of women in senior leader positions is producing strong results, and there is still progress to be made in order to create a more diverse workforce.
“GoDaddy serves an incredibly diverse customer base and we want to create a workforce that is equally diverse,” said GoDaddy CEO Scott Wagner. “I’m very proud of where GoDaddy is on pay parity today and also the progress we’re making to close gender and ethnicity gaps. That said, there’s still a lot of work in front of us for broader gender and ethnic diversity. We are focused on reducing unconscious bias – across gender, race and background – to ensure we create equal opportunity across the company for everyone.”
GoDaddy Salary Data
The 2018 salary data shows that GoDaddy is paying men and women at parity across the company, when comparing men and women in like roles.
To provide a more comprehensive look at pay equity at GoDaddy, for the first time this year’s report examined total rewards including base salary, target bonus and stock grants. Historically, GoDaddy salary data focused solely on base salary. In addition, GoDaddy is now using salary average vs. salary median when comparing men and women and minorities in like roles. GoDaddy believes analyzing salary average is a more accurate and inclusive look at pay equity as it accounts for all salaries, including outliers, who otherwise would be excluded in analyzing median pay.
The 2018 salary data shows that when you look at the total population across the company, women make the same amount as men. In the technical ranks, women make two cents more on the dollar than men. Women in non-technical roles make one cent less than their male counterparts, and women in leadership roles now are at pay parity with men in like roles.
The salary data shows that ethnic minorities make two cents more on the dollar than their non-minority counterparts, and in technical ranks, make five cents more on the dollar than their non-minority counterparts in like roles.
We’ve provided two sets of charts below to illustrate 2018 GoDaddy salary data vs. 2017 GoDaddy salary data using the new methodology (total rewards and average salary). The second set of charts compares 2018 GoDaddy salary data using last year’s methodology (base pay and median salary).
The 2018 data shows GoDaddy has increased the total population of women at the company, from 26 percent to 29 percent of the total workforce. Women comprise 35 percent of non-technical positions at GoDaddy, up from 31 percent in 2017, and women makeup 19 percent of technical positions, which is flat versus 2017.
Over the past two years, women in senior leadership positions at GoDaddy has increased seven percent to 33 percent overall. This year, 50 percent of promotions for vice presidents and above at the company were women. These positive gains result from a system introduced in 2016 that proactively identifies qualified women, and other qualified candidates, who should be considered for promotion so that no one is overlooked during reviews.
“GoDaddy doesn’t treat diversity and equal pay as one-off programs – they are woven into our people process and company culture,” said GoDaddy Chief People Officer Monica Bailey. “We aren’t afraid of transparency and highlighting our areas to improve because we know doing so makes our industry stronger by learning from one another. We’re committed to making steady progress and won’t stop because the work of reducing bias and ensuring fairness for all employees is never done.”
GoDaddy powers the world’s largest cloud platform dedicated to small, independent ventures. With 18 million customers worldwide and 77 million domain names under management, GoDaddy is the place people come to name their idea, build a professional website, attract customers and manage their work. Our mission is to give our customers the tools, insights and the people to transform their ideas and personal initiative into success. To learn more about the company, visit www.GoDaddy.com.
Source: GoDaddy Inc.