Type of Gap: ...between male and female salaries
In the footwear manufacturing business women tend to be much lower paid than men as they tend to be "preparers" rather than "assemblers" like men.
Type of practice: Measurement & target setting
We created a unique preparation system that has quality at its core whereby women can elevate their pay, thereby earning wages comparable to men.
In addition, we also place a high value premium on high quality sewing, an area that typically attracts women but is usually looked at as piece or commodity work. Because we produce a premium product, we look at sewing as a high value position and thus have wages that are commensurate with this. We thus turned a job that typically attracts women but that was low paid into a highly paid position, by focusing on the value of the work to the final product.
We have also placed a focus on elevating women into management roles that require unique skills sets and thus get payment equal to mens.
We measure the success of these initiatives by the remuneration achieved by our female staff.
Viewed as a core principle of the company, this initiative is ongoing.
With a little business creativity we were able to create wage parity within a sector that typically is devoid of that. Having a greater percentage of higher paid women on staff also translates into happier workers, better productivity and a better community.