Buffer has been developed on the belief that transparency constructs trust, holds us accountable, and can push our industry forward. Our wages have actually been transparent since 2013, and for the fifth year in a row, we’re sharing our transparent pay analysis. In this report, we share the distinction between what men and women earn at Buffer.
We have come a long way in the last five years. Far from the ratio of 70 percent males and 30 percent women on the group when I first wrote this report, this year, we are close to 50/50. And at the time of this report, our management group is 8 individuals, five of whom are females.
Here are all of our numbers from our 2021 pay analysis, along with more on the positive effect that transparency has had on the gender pay space for us.
2021 Pay Analysis
Here’s what the unadjusted gender pay gap appears like at Buffer as of March 2021: Buffer team: 83 people
Typical salary for ladies: $123,707
Typical wage for guys: $131,923
Unadjusted percentage space: 5.46%
Note: We specify an unadjusted pay gap as we are comparing earnings in between all guys and all females at Buffer, no matter their role or experience level. An adjusted pay gap would be the earning space in between people who perform comparable functions. We have no adjusted pay space at Buffer as we utilize an income formula for all of our salaries.
About the numbers
For the 2nd year in a row, our space has gone down, and this year it went down significantly compared to in 2015.
We have actually been tracking the unadjusted gender pay gap at Buffer monthly since 2019. Here, you can see our development over the in 2015, where the space has actually gradually gone from 12.5 percent to 5.5 percent.
Compared to previous years Here’s a comparison of all of the years we have actually been running this pay analysis. You can likewise read each complete report at the following links: 2020, 2019, 2018, 2017.
Our gender pay gap has decreased from 15% to 5 % in the last 2 years– how did that happen?We’ve been
paying close attention to the gender wage space at Buffer considering that we initially began sharing transparent pay analyses, and we have actually been dedicated to reducing our space.
Transparency has been an important consider lowering our gender wage gap.
There have actually been many little shifts we have actually made along the way, however the most substantial aspect for us has actually been openness. Our company believe that openness creates accountability, and it’s clear from our example that openness can have a powerful influence on closing the gender wage gap.
Openness caused more learning.
Through being transparent, we’ve learned more about the gender pay space and have actually had the ability to keep making changes and modifications every year. In 2017, when we first ran the report, we didn’t understand much about equivalent pay. We also had a smaller sized team size with less teammates who determine as ladies and later on recognized that having one high-earning female on the group made our space lower in 2017, so our report wasn’t an accurate reflection of the year for us.In 2019, we had our highest yet gender pay gap– 15 percent– which came the year that we likewise increased the variety of women on our team.
The connection we saw is that when we employed more ladies that year, our gender wage space ended up being larger since many of those ladies were hired at lower experience levels. Nevertheless, we’ve seen that space gradually reduce for many years as more females joined the group, and more women have actually been getting promoted and making more general.
Transparency brought more attention to making this change.The act of reporting the gender wage gap every year has likewise brought more teams together to focus on how we can improve equivalent pay at Buffer. It’s not enjoyable to publish a report showing that our gender wage space is becoming worse every year, and several teams have actually been extremely inspired to enhance this number. Our Finance group began tracking gender pay information monthly instead of annually, and it provided us a clearer image of the impact that new hires and departures have on our overall space. Our People team likewise played a huge role in diversifying our employing pipeline over the years
to bring on more ladies in higher-earning positions. Our People group’s work is particularly outstanding thinking about that as a long-term focused business, we aren’t growing our group substantially year-over-year. Our group size was 72 colleagues in 2017 and is 83 colleagues now. The ratio of teammates who identify as males and females at Buffer has actually enhanced substantially. When we initially began reporting on equivalent pay, we were 70
percent males and 30 percent women at Buffer. That implied that any change to the variety of females at Buffer had a considerable influence on our gender pay gap, and it was much more most likely to fluctuate when females signed up with or left Buffer. Since then, our gender split has ended up being almost 50/50 with 44 men and 39 ladies on the team, and at the time of this report, our leadership team at Buffer is 8 individuals, 5 of
whom are ladies. We’re positive about this favorable downwards trend.Now, we can securely state that our 5 percent space isn’t a result of one high-earning individual on the Buffer group. This constant reduction of our gap over
the last two years is a result of many areas of work, and it isn’t going to change dramatically in one month. What’s next for equal pay at Buffer?We’re happy that our gender pay space is at 5.5 percent, much lower than the industry average. We’ll continue doing everything we’re doing and closely enjoying our gender pay space throughout the