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We are now existing with covid for nearly a full 12 months. Locking down is no longer a novelty, and the assumptions many may have had regarding how the global pandemic would affect females have been thoroughly pushed to the curb. When we were initially told to work from home, our first thought was one of hope. If now both parents, and obviously here I am referring to homes with two working adults, weren’t leaving, then probably this will reorient the household work plus childcare responsibilities? Which we would see a change as then each took those tasks upon themselves equally.Well I was wrong.The pandemic nowhere near becoming a fair equalizer has forced women not only out of the workforce but is additionally affecting them more substantially. As observed in the World Economic Forum’s publication Women in the Workplace 2020, at year end of 2020, tens of millions of women were considering leaving the their jobs for good.Elsewhere, a U.K. publication observed that females were 150% more likely than fathers to have either lost their employment or resign since the lockdown started. Minorities and women of color are even more negatively affected. The report observed that “associated with women in the workforce, Latinas are more likely to be concerned about firings and furloughs. And LGBTQ+ females are almost 200% as likely as colleagues overall to observe mental wellness as one of their biggest issues during the pandemic.”One of the primary issues for these dramatic employment loss numbers? McKinsey’s analysis discovered that women’s jobs are 1.8 times more at risk to the economic crisis than men’s. One cause for this is that so many females are working in verticals gutted by covid-19. The hospitality sector employs more women than men.It is not just in the economic area that females are suffering. Data from the UN reveals an increase in reports to domestic violence phone banks across the globe.Why payroll equality is more important than everYet, there is an additional issue at play here. Often the main reason a woman is the one to give up her employment is purely economic. Who makes more payroll ? When both parties are employed, it makes sense for the person with the higher income to stay in their job and the other one to resign. There is where the issue starts because, as we all are aware, the level of earnings inequality is overwhelming.Observing the most current data, in 2020, females make only $0.81 for every dollar a man was paid. The managed gender payroll gap, which considers factors such as job title, length of experience, industry, and geography, discovered that women earn $0.98 for every $1 a man earns. While within this controlled data, the largest gap is between the earnings of African American females and white males. As disclosed in the publication, African American females make $0.97 for each dollar a white man with the same qualifications makes.At first glance, this appears to imply that the differential in earning ability is relatively minimal when you show like with like. But, it’s more subtle than that, and that’s why it needs our focus. While men and women on the same experience may get similar pay, the issue is that there is strong evidence that men get advanced at a quicker pace than women. The higher up the ladder the higher the salary, and there lies the challenge. This is why it is not merely the salary that we should consider – by determining presumptive raises given across a 40-year career, women will lose $900,000 on across over a career.Studies show that when females have children it negatively affects their earning potential. The so-called “Motherhood Penalty” leads to working mothers being thought of as less devoted to their employment and requiring a more accommodating schedule. Statistics show that the pay gap is significantly higher for women with children.Why payroll analytics may enhance awareness regarding gaps at your businessWhile numerous factors add to pay inequities, one of the manners to handle it is by finding where the gaps are and then trying to bridge the void. Several employers are unaware that there exists is a difference. Part of the issue is lacking the information, a lack of knowledge regarding existing pay scales. From a 2020 publication, we see that more than half (56%) of respondents claimed their employers do not have a formal process to control pay equity, while 70% do not use payroll structures to manage pay.To battle this data gap, and as part of their work for customers who are located in the UK, Immedis developed a standard report that plainly reveals the way a company pays its employees based on gender and age.By measuring the issue, companies could make informed decisions regarding how to change and acquire payroll parity.As well as the country by country data, Immedis also provide global data for Gross and Net pay.Why it is important to track dataAside from the point that it is a legal mandate in the UK, there is also the inherent bias we have towards tangible evidence. In short, people want proof. Without reports and comprehensive visualizations, it’s easy to assume that all is fine and that you are doing the right thing by your employees. From the data, organizations can get a better knowledge of how they are paying their workers and if there are any glaring differences, that can be addressed.