Women in Climate (WiC) network
Women in Climate (WiC) network
Posted by Bryony Hobden
15 August 2024The latest Women in Climate Network event centred on the ongoing issue of the gender pay gap. We had the pleasure of an in-person/hybrid event, with a packed room at the University of Exeter and others from the met office joining online! The discussion highlighted a variety of challenges and personal experiences shared by participants.
There was a consensus that many departments remain gender-unbalanced, contributing to disparities in pay and distribution of department duties.
The importance of transparency in pay and promotion processes was emphasized, with several participants advocating for increased awareness and openness about pay scales to help address inequalities. Mentorship was also identified as a crucial support mechanism, especially in helping women navigate negotiations for better pay and promotions, helping them to recognize when they have been exceptional, and making the case for promotion.
The issue of unrecognized work was another focal point, particularly for PhD students who are often expected to engage in voluntary activities like outreach, which are not compensated or acknowledged in career progression. This challenge is exacerbated in underrepresented fields, where women frequently find themselves taking on extra tasks to compensate for the lack of recognition. Additionally, participants noted that committee and outreach work, often falling disproportionately on women, even more so for women of colour, tends to be undervalued in promotion considerations. This imbalance in workload can significantly contribute to the gender pay gap, as time spent on these activities detracts from other career-advancing opportunities.
Part-time work was discussed as a significant factor contributing to the gender pay gap, particularly for women who are primary caregivers. Many shared that part-time roles often come with full-time responsibilities, particularly during term time and peak periods like exam marking, resulting in unequal workload distribution and unfair pay. The challenge of securing promotions while working part-time was also highlighted, as was the lack of senior role models and mentors to advocate for exceptional work.
Participants were encouraged to be assertive in asking for pay increases and to be selective about the extra responsibilities they take on, recognizing the importance of prioritizing tasks that align with their career advancement. The event concluded with a call for alliesâespecially those not directly affected by these issuesâto actively identify and challenge biases, ensuring these critical conversations continue to be highlighted and addressed.