VideoDavid M. Katz, CFO.com | US
March 7, 2008
- Pay Parity for Underlings
The article details results of a survey on the perception of parity in pay for female CFO's, as compared to male counterparts. The article provoked thoughts in several areas in which it did not venture. Has a survey or study ever been done which examines parity, or the perception thereof, of those working under a female CFO versus a male CFO? It would appear to me that if the leader of an area believes she or he was undercompensated, the leader would be less likely to push for higher pay for staff members. If a person is (or believes he or she is) undercompensated, most likely the person would believe it was beyond their capacity to change the situation. I believe such a person would be less likely to challenge Human Resources, etc. to help assure highly competitive or more desirable pay for staff. Also, such a person would more likely judge competitive pay relative to their own compensation. I recall one situation in which a director had to pay a new hire more than the director was being paid in order to get the best candidate for the job. What a wake up call for management! Although compensation may not be the controlling issue to a new employee, it is surely in the top five issues. What are the implications and hidden costs, e.g. retention and the ability to compete for top-flight personnel, if a department is headed by someone who is, or perceives oneself to be, undercompensated?
Posted by Hendrix David | Mar 17, 2008 10:54 PM ET
