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Does sexism exist in marketing?

17 Feb 2017 by Kathryn Gallan

In recent years there’s been much written about the gender divide in the workplace.

From the ground breaking ruling where Birmingham City Council lost their case for inequality in pay to Marketing Week’s Survey on how men and women are remunerated, so we wanted to put our own, regional spin on it.

Our database of marketers is made up of approximately 55% women and 45% men. This varies based on the type of specialism. For example, data marketing is predominantly male (66%) whereas general marketing is predominantly female (61%). There are certain roles where there isn’t a predominant gender such as content development and PR, so we decided to look at how remuneration was broken down based on the type of skills a marketer has.

This table shows the approximate number of people by job category and salary.








Is the gap closing quicker in the Midlands?

Marketing Week’s recent survey showed a pay difference of 22.4% between men and women whereas our overall data shows the gap regionally is closing but is still significant, with an average difference in earnings of 16%. Our data threw up some interesting dynamics such as marketers who work predominantly in data.  With 66% of data managers and those working in analytics being male, interestingly in this area, the women out earned men by £3300. We’ve tried to look at reasons for the variation such as years of experience, however we can’t identify any correlation with factors such as qualifications, years of experience or working hours.

What was most surprising when reviewing the data over the last 12 months was that the salary gap has been closing over that period with men earning around £1450 more. One of the reasons is potentially the almost equal gender split but also because women are now negotiating harder whereas in the past we saw men pushing for much bigger salary increases when moving from job to job.

The gap could also be closing following new legislation due to be introduced in April this year, which means that large companies, with over 250 employees, will be forced to reveal their pay gap.

HR Professional Laura Fletcher told us that “salary inequality does exist but is becoming less of an issue. The government introduced legislation where large companies have to report on salaries and if there’s significant gaps, provide narrative on what they’re doing to close it”.

What do you think about the differences in salaries? Have you found out that your colleague has been paid more with the same level of experience? How did you address it?

We’d love to hear your stories about how you’ve addressed this within the workplace.  

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Kathryn Gallan
A member of the 10,000+ interview club, Kathryn has worked in marketing and digital recruitment longer than anyone in the region. Key figures take her recommendations so being part of her trusted network is essential for a career savvy marketer.

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