International Equal Pay Day 2024 serves as a critical reminder of the continued disparities in pay across genders and professions. To truly champion equal pay, businesses and leaders must consider the broader picture of workplace equity, fairness, and inclusion. Today, Women Love Tech is proud to platform the following four women – all working tirelessly to bridge the gap and promote gender equality in their respective fields. From advancing pay transparency to creating more inclusive workplaces, their contributions offer insight and inspiration for driving change.
Solai Valliappan, General Partner at Scale Investors
Solai Valliappan is passionate about advancing transparency in compensation – particularly when it comes to Employee Stock Ownership Plans (ESOPs). These stock options, commonly offered by startups, are an important aspect of employee compensation. However, the lack of standardised information about how ESOPs are distributed creates uncertainty for employees, making it challenging for them to make fully informed decisions about their financial futures.
In a similar vein to the movement for salary transparency, Valliappan believes that open conversations about ESOPs would empower employees and level the playing field, especially in the male dominated tech industry. Investment allocators in venture capital – VC firms and family offices – are well-positioned to lead this change. By examining their own data and initiating discussions within their organisations, they can set a precedent for more equitable approaches to ESOP distribution.
Valliappan’s work at Scale Investors has already contributed to initiatives like Equity Clear, which tracks gender data across the investment pipeline. By making gender data reporting a priority, Valliappan is helping to create a future where fairness, transparency, and inclusivity are not just ideals but standard practices.
Barbara Matthews, Chief People Officer, Remote
For Barbara Matthews, achieving pay equity is a non-negotiable component of business success, especially for global teams. As Chief People Officer at Remote, Matthews understands the complexity of navigating pay equity across different regions, cultures, and legal frameworks. With teams spread around the globe, companies must carefully balance location-based pay scales with ensuring equal compensation for all employees, regardless of gender, race, or nationality.
One of the first steps companies should take is conducting a payroll audit to identify disparities. While cost-of-living adjustments and market-rate benchmarking are valid strategies, they must be approached with caution to avoid reinforcing existing inequities.
Matthews highlights the importance of transparent compensation policies that provide clarity to employees, fostering a culture of trust and inclusivity. At Remote, pay equity is integral to their mission of creating equal access to employment opportunities in the global economy. For Matthews, equal pay is not just a legal obligation – it’s key to building a thriving, diverse, and motivated workforce. Her work champions the belief that companies that prioritise pay equity will ultimately see better recruitment, retention, and financial performance.
Dionne Woo, Chief People Officer, SiteMinder
Dionne Woo brings a broader lens to the pay equity conversation by advocating for a more holistic approach to gender equality. While addressing the gender pay gap is critical, Woo argues that companies must also consider metrics of gender peer equity – a concept that goes beyond salary. By examining the distribution of roles, opportunities for career progression, and workplace culture, organisations can uncover the deeper, structural issues that perpetuate gender inequities.
In the tech industry, where the gender imbalance is stark, addressing the gender pay gap alone may offer an incomplete picture. Woo believes that tackling the root causes of gender inequality requires looking at all aspects of employment, from hiring practices to leadership representation.
STEM industries, where men often outnumber women, provide fertile ground for testing new approaches to gender peer equity. By expanding their focus, companies can create more meaningful, long lasting change. Woo’s leadership at SiteMinder ensures that gender equity remains a priority, fostering an environment where both women and men can thrive.
Nithya Das, Chief Legal and Chief Administration Officer at Diligent
Despite the growing emphasis on ESG (Environmental, Social, and Governance) goals, pay inequality remains a pressing issue. Das emphasises the role of boards in advancing gender pay equity, highlighting that leadership sets the tone for the entire organisation. With Australia’s gender pay gap still prevalent – 62% of employer median pay gaps are over 5% in favour of men – boards need to take responsibility for creating fair and inclusive workplaces.
Boards with diverse representation are more likely to prioritise HR initiatives that promote pay equity, according to research from Diligent. For Das, achieving pay equity starts with transparency – conducting pay audits and gathering accurate data that enables organisations to identify and address disparities. By aligning pay equity with ESG goals, companies not only ensure compliance with equal pay regulations but also create a strong reputation as an employer of choice.
Finally, Das champions the idea that prioritising pay equity helps retain top talent, enhances brand reputation, and builds stronger, more innovative businesses. Ultimately, it’s about ensuring that fairness is built into the company’s foundation, from the boardroom to the front lines.
