Men (44%) are more likely to receive a bonus than women (29%), according to new findings.
Compounding this inequality further, women are more reliant on their bonus than men (37% compared to 27%).
Three quarters of male employees who receive an annual bonus expect to retain that additional remuneration this year. Only two thirds of their female colleagues feel the same.
Speaking to HR Grapevine, John Ingham, a Careers and Workplace Expert at Glassdoor, suggests what can be done to rectify the situation: “I would suggest there are a number of issues behind the findings, but the main one is that there are likely to be some real and problematic differences between the way bonuses are applied for men and women.
“At its heart, rectifying the situation means dealing with these differences, often by limiting the potential impact of peoples’ unconscious biases through better reward processes and governance. External gender pay gap reporting from next year should help employers focus on this issue too. However, we also believe that much of the opportunity to improve the situation lies in improving internal transparency.
“In particular, we should recognise that it is a perception of the way that bonuses are applied, rather than what may be the actual reality, which is most important from a business perspective.
“If women don’t believe they’re going to be receiving a bonus, then employers are missing out on the benefits for increased performance and retention that they’re trying to achieve through these programmes.
“Resolving this is about helping people fully understand their potential bonuses, and what they need to do to achieve them, and ensuring that women in particular understand that they are being treated equally within the workforce.”
Ingham also said why he thought 32% of workers were worried about redundancy in the upcoming six months: “[This] may be due to organisations feeling more confident to embark on large scale change programmes, with generally positive impacts for their workforces, but also with some the potential for redundancies for smaller numbers of employees.
“Here there is more opportunity to assuage people’s fears, communicating positive messages about growth, involving people in decisions to rebuild trust, and focusing on building the employer brand, helping people feel more confident that they’re working for a company which does treat its people well.”
The findings are from Glassdoor's UK Employment Confidence Survey.
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