Results indicate that the gap may be closing over time, but only additional years of data will be able to verify if this is a trend or a one-year anomaly. The demographics of the typical male and female respondents are strikingly similar. Among middle managers, the largest data cohort and the group reporting the largest pay gap, there are no demographic factors that account for the difference. Although men in this category report having a higher percentage of advanced degrees, women report a higher percentage of top performance ratings. When comparing men and women with the same level of education and the same job tenure, the pay gap persists.
Senior officers do show that women earn more than their male counterparts.
Survey respondents report tremendous change in positions and employers in the last three years. The majority of both male and female respondents have been with their employer and in their current position for three years or less. Female respondents report that their promotions tend to be from one major job category to the next, while male respondents are more often promoted within the same major job category. In anecdotal comments provided by many respondents, women recognize that opportunities for advancement exist. However, women also frequently express concern that the companies they work for are not hospitable to employees with children.