WICT’s Path to Equality

While 2016 isn’t a release year for WICT’s annual PAR employment survey, the organization has put together a Path to PAR gender diversity report that offers additional findings from the 2015 PAR survey and showcases best practices on diversity and inclusion.

First, a refresher on some of the highlights from the latest PAR study, which examines pay equity, advancement and resources for women in the cable telecommunications industry. It found that there seems to be an effort to promote women, as the promotion rate for women was higher than men in professional and manager levels, although rates were lower for women at the staff level. The hiring rate of women surpassed men at all tiers in 2015. Compared to the average North American company, the telecommunications industry has higher percentages of hiring and promotions of women, according to consultant Mercer. One downside, according to the report, is that women are leaving the industry at higher rates than men.

Path to PAR notes that emphasizing gender diversity in the hiring process, thus hiring more women, can have real benefits for employers. One McKinsey study from 2015 said gender-diverse companies are “15 percent more likely to outperform their competition and ethnically diverse companies are 35 percent more likely to do the same.” Another study found that teams with more female members than male performed better than teams with male majorities. Another national trend the Path to Par report says to look out for is about promotion. The Women in Workplace 2016 study, a partnership between LeanIn.Org and McKinsey & Co, found that for every 100 women promoted to manager, 130 men are promoted.

Women still have to overcome personal challenges that prevent them from reaching top-level positions. According to the Women in Workplace report, “women who negotiate for a promotion or compensation increase are 30 percent more likely to be perceived as bossy, aggressive or intimidating than their male colleagues.” In addition, women reported fewer engaged interactions with their senior leaders, which people view as essential to getting promoted, than men.

The Path to PAR report uses outside research, along with its findings from the PAR Survey, to compound insights and provide suggestions for how to continue diversifying the telecommunications industry. The next PAR Report will be released next year.

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