Measuring the gender pay gap: the complexity of HR metrics
Coron, C.
C Coron - Employee Relations: The International Journal, 2021 - emerald.com
Summary
The research paper "Measuring the gender pay gap: the complexity of HR metrics" by C. Coron (2021) addresses a gap in the existing literature on HR metrics by exploring the inherent political issues in their definition and interpretation, particularly concerning the gender pay gap. The author highlights that while the sociology of quantification framework emphasizes the need for agreement among stakeholders on HR metrics, this aspect is often overlooked in current discussions. The central aim of the study is to provide a more comprehensive understanding of how appropriate HR metrics are defined and interpreted within organizations, using the gender pay gap as a specific case. The methodology employed in this research involved a qualitative case study conducted within a French company. This approach included both interviews with various stakeholders and participant observation, allowing for an in-depth exploration of the dynamics and disagreements surrounding HR metrics in a real-world organizational context. This qualitative design enabled the author to uncover the nuances of how different groups perceive, prioritize, and utilize data related to gender pay equity. Key findings demonstrate that while HR metrics are indispensable for evidencing the existence of pay inequalities, their application and interpretation are fraught with conflict. Disagreements frequently emerge among management, unions, and gender equality referents regarding which metrics are most appropriate and how they should be utilized. For example, the choice between using average or median earnings to calculate the gender pay gap can significantly alter the perceived size and interpretation of disparities, reflecting underlying methodological assumptions. The study concludes that moving beyond predominantly positivist and normative views, it is crucial to acknowledge the political dimensions of HR metric definition and usage. The research stresses the importance of involving a wide array of actors, including managers, unions, and employees, throughout the entire process of measuring and addressing the gender pay gap to foster greater agreement and effectiveness.
Key Findings
- * HR metrics are essential tools for demonstrating the existence of gender pay inequalities within companies. * Significant disagreements often arise among management, unions, and gender equality referents regarding the appropriate HR metrics for measuring the gender pay gap and how these metrics should be used. * The choice of specific metrics, such as average versus median earnings, can substantially influence the interpretation and perceived scale of gender pay disparities. * The process of defining and interpreting HR metrics for the gender pay gap is inherently political, requiring attention to stakeholder perspectives rather than a purely technical approach. * Effective measurement and addressing of the gender pay gap necessitate the active involvement of a diverse range of internal actors, including managers, unions, and employees.