Many men and women in the U.S. hold the exact same job, but receive very different salaries.

The White House has stated that full-time working women earn 77 percent of their male counterparts’ salaries, meaning they’d have to work an extra 60 days each year to take home the same size paycheck.

An overwhelming 77 percent of women and 63 percent of men believe changes need to be made to achieve equality in the workplace, according to a study conducted by the Pew Research Center. Make that change start with your company by resolving to put a stop to income inequality once and for all.

5 Ways to End Income Inequality at Your Company

Get started on your plight to banish income inequality by incorporating the following five practices into your organization:

1. Publicize Salary Information: Traditionally, salary details are kept under lock and key, meaning two people with the same job could be taking home vastly different paychecks and have no idea. If salary information was shared with everyone in the department, people could know if they’re being properly compensated. Putting all the information on the table paves the way for fairness and equality.
2. Eliminate Salary Negotiations: It’s no secret that many women are uncomfortable negotiating their salary, so even the score by eliminating it altogether. Reddit CEO, Ellen Pao, took this step in an effort to reduce the salary gender imbalance at her company. If a candidate isn’t satisfied with the salary you offer, simply move on to the next.
3. Employ the Use of Analytics: Use real-time analytics to base pay on performance and tenure, rather than gender. It’s fair to compensate those who are outshining their peers, so this is a great way to reward those who are truly doing the best work for your organization.
4. Provide Flexible Working Conditions: Women’s careers are often stalled because they need jobs that offer a balance between work and family life. Consequently, men are given the high paying positions that require more hands-on time and women are left behind in their dust. Combat this by cross-training employees and implementing better systems to allow flexibility for everyone.
5. Offer More Maternity Leave: Companies in the U.S. are seriously lacking in comparison to other countries when it comes to maternity leave. Many women feel forced to quit their jobs, because they don’t have enough flexibility during their first few months of motherhood. As a result, they’re forced to put their careers on hold and accept lower salaries when they return to the workforce. By offering longer maternity leave and/or more flexible terms during the first few months back, you can help solve this issue.

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