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Will Millennials Instate Meritocracy Into Procurement?


07-Dec-15 15:43
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Benchmark your company’s performance in achieving pay equality by taking part in the Procurement Leader’s Salary Survey 2016.

 

Unfortunately, people can be treated differently in the workplace regarding factors that aren’t actually relevant to their performance. Age, race and other defining aspects of a person can often dictate salary levels, access to certain careers and pathways to seniority.

 

Gender is a classic example of how people can be overlooked for an aspect of their existence beyond their control.

 

Procurement Leaders’ Salary Survey 2015 showed that, on average, women earned 25% less than their male counterparts performing equivalent jobs. However, there was quite a differential between junior and senior salary differences:

  • For buyers, there was only a 1% difference between male and female salaries
  • Female global category managers earned 8% less than males
  • At senior director level, women earned 39% less than their male equivalents

Does this mean that younger procurement professionals are more willing to try and champion their worth among colleagues? Or are companies increasingly realising that talent can come in any shape or form, and retaining staff means treating their top performers equally – regardless of who they are?

 

Don’t miss out on this opportunity to see how you or your company fares in the stakes of pay equality – take the Procurement Leaders’ Salary Survey 2016 and receive a full copy of the results on 4 January 2016 – just in time for those annual reviews.

 

This article is a piece of independent writing by a member of Procurement Leaders’ content team.


Grace Simms Grace Simms is a Research Analyst for indirect category intelligence at Procurement Leaders, with specialism in facilities management and marketing categories. Grace has previously come from a scientific academic background, directly lending itself to research development and analysis.

 
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