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Small and medium enterprises (<keyword id="20086849" type="General" weightage="20" keywordseo="SMEs" source="keywords">SMEs</keyword>) are driving a major surge in <keyword id="21881529" type="General" weightage="100" keywordseo="job-applications" source="keywords">job applications</keyword> across key sectors, with more than 35 million job applications recorded in the first eight months of 2024, according to a report by jobs and professional networking platform apna.co. The growth is fueled by rising demand in sectors like BFSI (Banking, Financial Services, and Insurance), BPO (Business Process Outsourcing), and hospitality. The report highlights that the surge in job applications is largely for roles such as Sales &amp; Marketing Managers, Accounting Technicians, Telecallers, Back Office Executives, and Business Development Associates. These positions are critical for the expansion of businesses in these sectors, and the growing demand reflects a strong upward trend in hiring. "SMBs and MSMEs employ more than 110 million people, making them the backbone of our economy. Their success is crucial for our nation's journey towards achieving a USD 5 trillion economy," said Nirmit Parikh, Founder &amp; CEO of apna.co. Parikh emphasised that the demand for skilled workers in these sectors is expected to continue growing, creating vast opportunities for <keyword id="20019820" type="General" weightage="20" keywordseo="job-seekers" source="keywords">job seekers</keyword> across India. <h2>Major growth in Tier-2 and Tier-3 cities</h2>An interesting trend noted in the report is that over 55% of the total job applications for SMB roles came from tier-2 and tier-3 cities, including Jaipur, Indore, Ahmedabad, Lucknow, Kochi, and Bhubaneswar. As businesses expand into these cities, the talent pool is evolving to meet the growing demand, fostering a symbiotic relationship between employers and job seekers. Out of the 35 million job applications received, 14 million came from women, marking a 30% year-on-year increase in female participation. Women are increasingly taking on roles across diverse fields like finance, accounts, marketing, and graphic design, reflecting their rising involvement in the workforce. As SMEs and MSMEs continue to grow, the <keyword id="19972727" type="General" weightage="20" keywordseo="employment-opportunities" source="keywords">employment opportunities</keyword> they generate are set to further contribute to India’s economic goals, fueling progress toward the USD 5 trillion economy target. (With inputs from PTI)

Small businesses generated 35 million job applications till Aug 2024, 14 million were from women: Report

<keyword id="22865833" type="General" weightage="20" keywordseo="online-vendors" source="keywords">Online vendors</keyword> have generated 15.8 million <keyword id="19914922" type="General" weightage="20" keywordseo="jobs" source="keywords">jobs</keyword> in <keyword id="19895063" type="General" weightage="20" keywordseo="India" source="keywords">India</keyword>, including 3.5 million for women, with about 1.76 million retail enterprises participating in <keyword id="19990771" type="General" weightage="20" keywordseo="e-commerce" source="keywords">e-commerce</keyword> activity, says a report released on Wednesday. The report 'Assessing the Net Impact of e-Commerce on <keyword id="19898684" type="General" weightage="20" keywordseo="employment" source="keywords">Employment</keyword> and Consumer Welfare in India' was launched by Commerce and Industry Minister Piyush Goyal. "Plugging in data from our survey, we estimate that online vendors generate 15.8 million jobs, including 3.5 million jobs for women," the report prepared by Pahle India Foundation (PIF), a Delhi-based policy research institute, said. E-commerce, according to the report, has been a key driver of employment generation In India. On an average, online vendors employ 54 per cent more people and almost twice the number of female employees, compared to offline vendors. The report noted that two of the most widely-recognised contributions of e-commerce penetration in the retail sector are --growth in employment and improvements in consumer welfare. It said rather than displacing physical markets, e-commerce is expanding into new territories like tier 3 cities. "Our data shows that a higher percentage of Tier 3 city consumers spend more than Rs 5,000 per month on online shopping as compared to consumers from bigger cities," it said, adding this is the India consumption story, which enables the co-existence of physical and digital retail. The study analysed the impact e-commerce has had on employment and consumer welfare through a pan-India survey of 2,062 online vendors, 2,031 offline vendors, and 8,209 consumers of products from e-commerce websites across 35 cities in 20 states and UTs. According to the report, each e-commerce vendor on an average employs about 9 people, of which 2 are female, while each offline vendor employs about 6 people, of which only 1 is female. It pointed out that there was increase in employment across skill levels, including high-skilled (management, marketing), medium-skilled (customer service, operations), and low-skilled (warehousing, logistics, delivery) functions. The report said that the growth of e-commerce and accompanying digitalisation have fundamentally changed the skill sets and roles required in the industry. "Vendors have experienced improved business performance parameters since listing online, including higher sales and profits," it said. According to the report, 60 per cent and 52 per cent of vendors, respectively, state that their sales and profits have increased since the time they have started selling online. "Overall, more than two thirds of the online vendors interviewed experienced an increase in online sales value and profits in the past year," the report said, adding that 58 per cent saw an increase in both. Barring costs, it said vendors have seen a positive shift in all other aspects of business performance since they started selling online. The report said there is a strong business case for offline vendors to list on e-commerce platforms or pursue an omni-channel strategy. "E-commerce integration has accrued significant benefits to vendors from smaller cities and micro-enterprises," it said. The study also delves into how e-commerce has reshaped consumer behaviour, noting that consumers have shifted to online shopping for reasons that include convenience, product variety, and access. "A highly engaged consumer base is indicated by the fact that more than 50 per cent of all respondents to the survey spent more than two hours on e-commerce platforms a week, and that 70 per cent made a purchase via e-commerce in the last month alone," it said. Speaking at the event, former NITI Aayog Vice Chairman Rajiv Kumar said, e-commerce has revolutionized India's retail landscape. Ministry of Statistics and Programme Implementation(MoSPI) secretary Saurabh Garg lauded the government's initiatives expanding digital public infrastructure that have enabled the smooth expansion of e-commerce. SEE ALSO: <a href="https://www.businessinsider.in/business/telecom/news/reliance-jio-and-airtel-gained-over-3-million-subscribers-in-june-vi-lost-nearly-a-million/articleshow/112670406.cms">Reliance Jio and Airtel gained over 3 million subscribers in June, Vi lost nearly a million</a> <a href="https://www.businessinsider.in/tech/mobile/news/the-iphone-pro-models-will-be-made-in-india-for-the-first-time-this-year/articleshow/112653019.cms">The iPhone Pro models will be made in India for the first time this year</a> <a href="https://www.businessinsider.in/stock-market/webstories/orient-technologies-ipo-price-band-to-risk-factors-all-you-need-to-know/slidelist/112646237.cms">Orient Technologies IPO – Price band to risk factors, all you need to know</a>

Online vendors generated 15.8 million jobs in India: e-commerce report

<ul><li>A married woman’s employability is linked to a mother-in-law’s employment status, husband’s salary and so on, as per a new report.</li><li>For underprivileged <keyword id="121387" type="General" weightage="20" keywordseo="rural-women" source="Orion">rural women</keyword>, there is no marriage and motherhood penalty when it comes to employment.</li><li>Most such women, however, turn into contributing family workers in agriculture and work for subsistence.</li><li>In districts where women have high paid jobs, there are also more cases of domestic violence. </li></ul>One generation leads the other and that’s true in the case of women and their employment status in India. An unemployed mother-in-law can bring down the employability of a married woman and vice-versa, according to the ‘State of Working India 2023’ report by <keyword id="125797" type="General" weightage="80" keywordseo="azim-premji-university" source="Orion">Azim Premji University</keyword>. Proving that there is an inter-generational effect on gender norms, the report says that a married woman living in a household with an unemployed mother-in-law is less likely to be employed — 20% less likelihood in urban areas, and 30% in rural areas. This is in comparison to households without a mother-in-law. “However, if the mother-in-law was present and employed herself, this is associated with a higher likelihood of women’s participation to the extent of 50% (rural) to 70% (urban) more than households with no mother-in-law present,” the report released on Wednesday said. The husband and his earnings The story of women and employment in India is far from a straight line – many factors including marital status, economic status and motherhood – all have a direct impact on it. For married women especially, the husband’s salary is seen to have a direct impact. The report finds that husband’s income has a U-shaped effect on women’s employability. “A common gender norm is the “male breadwinner” norm, i.e. husbands are considered the primary earners with wives contributing to household income only if necessary,” the report says. In households where the husband’s earnings are high, the probability of the wife being employed is low, controlling for individual and household factors. But it’s not a straight line. After the husband's salary crosses ₹40,000 per month, women’s employability increases, especially in urban areas. “This U-shaped pattern could result from a change in norms with rising incomes or it could also be due to the fact that such husbands are matched with higher educated wives who have preferences as well as opportunities to access better paid work,” the report says. What’s the price of a job? In the case of rural women, marriage and motherhood only improves their employment. However, that’s associated with the fact that they turn into contributing family workers in agricultural work or find or find self-employment. “Thus, for women in the informal economy, rather than a marriage or motherhood penalty for employment, we find the reverse. But the absence of a penalty may not be a positive outcome since it likely reflects a compulsion to work for subsistence,” says the report. But are women happier with more employability? There is no straight answer for this question as well because there is data to show that districts that report high rates of working women also show women saying that they make their own healthcare decisions, own large assets or meet relatives. Yet, independence comes with a painful price for working women – as districts with higher percentages of women with paid working jobs also report higher domestic violence. “The suggested mechanism is that working women are more likely to face partner violence due to challenging of established gender norms,” the report says.

Saas, bahu aur naukri: The inter-generational effect on gender norms

America's young men aren't working. Well, <a target="_blank" href="https://www.businessinsider.com/us-men-working-less-recessions-employment-productivity-2024-4">a smaller share of them are working</a>, anyway. As of April, about 86% of prime-age men — meaning those between 25 and 54 — were employed, a significant drop from the 1950s and 1960s, when that number was often closer to 95%. And 52% of men 16 to 24 were working, compared with well above 60% decades ago.There are plenty of explanations for what might be going on — perhaps it has to do with recessions or disabilities or <a target="_blank" href="https://www.businessinsider.com/young-men-working-less-no-college-degree-student-loan-debt-2024-5">wages not being high enough</a> to draw them in. There is an equally robust number of proposed solutions to this conundrum: <a target="_blank" href="https://www.businessinsider.com/how-companies-are-teaching-workers-ai-skills-2024-4">upskilling</a> and <a target="_blank" href="https://www.businessinsider.com/sc/how-a-reskilling-program-helps-keep-top-employees">reskilling</a>, convincing men to go into fields historically viewed as being for women, getting employers to be more realistic about r<a target="_blank" href="https://www.businessinsider.com/college-degree-good-job-market-skill-based-hiring-employers-2024-2">equiring college degrees</a>.Let's toss another possible explanation into the mix: the unemployment-insurance system. The way firings are handled might actually affect whether guys get hired in the first place.First, some basics. When a worker is laid off or fired, they're generally eligible for <a target="_blank" href="https://www.businessinsider.com/how-to-file-for-unemployment-benefits-2020-3">unemployment insurance</a>, a program designed to help people stay afloat financially while they look for their next gig. After applying and being approved, which can be a pain, unemployed workers collect a check each week. The checks don't replace all their wages; the amount is generally less than half of what they were making before. It's something to tide them over so they can pay their bills, keep food on the table, etc., and that's good for the economy because it's a drag on everything when people suddenly can't do those things.It's a straightforward enough idea, but the way we pay for UI is pretty wonky. Every business pays a tax into the pool of money that goes to paying unemployment insurance; the tax bill is footed by the employer, not the employee, <a target="_blank" href="https://www.businessinsider.com/personal-finance/is-social-security-taxable">unlike Social Security</a>, which gets paid for by both. (Employers pay a certain percentage into UI on every paycheck, and those with more employees wind up kicking more in. It's sort of like the employer's part of Social Security.) But instead of it being a flat tax (the business kicks in X percentage each month) the rate can go up through a system called "experience rating." The experience in question is how much the employer has laid off workers in the past: More layoffs mean a higher tax rate. The thinking is that the more workers the company has let go, the more it's pushed people to <a target="_blank" href="https://www.businessinsider.com/unemployment-benefits-being-taxed-as-income-creates-new-woes-2021-1">draw on the UI system</a>, so therefore it should pay more in unemployment taxes. The idea behind this is understandable (though most <a target="_blank" href="https://www.businessinsider.com/next-recession-forecast-unemployment-insurance-has-many-problems-2022-10">countries don't do UI this way</a>). If you want to discourage businesses from firing people willy-nilly, you penalize those that do. But in practice it's had some unintended consequences. A <a target="_blank" href="https://aibm.org/policy/fix-unemployment-insurance-to-help-young-men-into-work/">new paper</a> from Matt Darling, a senior employment-policy analyst at the Niskanen Center, a center-right think tank, argues that the experience-rating system has made some employers reluctant to hire workers they're worried won't work out — and that young men, in particular, are the ones being harmed."If you are going to get taxed for any employees that get laid off, you're going to be a lot more hesitant about hiring," Darling told me. "It isn't the sole driver, but I think it's an important one."The experience-rating system wasn't nationwide until the federal government in the mid-1980s mandated that states adopt the program. Darling looked at what happened when it was forced on the state of Washington, which held out on implementing the program until 1985. He compared it with Oregon, which already had an experience rating in place. The states' unemployment rates for young, entry-level workers moved in sync before Washington's experience rating was in place. When it was implemented, workers in Washington started to see higher unemployment. Darling found that after the experience rating was introduced in Washington, the unemployment rate for workers 15 to 25 — basically entry-level workers — increased by 2.5 percentage points. The effect was driven almost entirely by young men: Unemployment went up by 2.7 percentage points for young men but by only 0.1 percentage points for young women."It does sort of tie into a lot of things that people have been thinking about," Darling said. "Why is the male employment rate declining in general?"The prospect of higher unemployment taxes can <a target="_blank" href="https://www.niskanencenter.org/creating-a-more-dynamic-unemployment-insurance-system-the-case-for-eliminating-experience-rating/">prompt employers to</a> steer clear of people they perceive as riskier workers or opt to hire contractors. In more-nefarious situations, they might try to discourage workers from applying for unemployment or make their <a target="_blank" href="https://www.businessinsider.com/bosses-quiet-firing-staff-avoid-public-backlash-layoffs-2024-2">employees so miserable that they quit</a> and therefore aren't eligible for UI benefits. So why would <a target="_blank" href="https://www.businessinsider.com/young-men-working-less-no-college-degree-student-loan-debt-2024-5">young men bear the brunt</a> of this?Men tend to outnumber women in economically vulnerable industries, such as manufacturing and <a target="_blank" href="https://www.businessinsider.com/labor-shortage-why-dont-more-women-work-construction-sexism-iwpr-2021-11">construction</a>. In recessions, those sectors are often hardest hit, meaning their jobs are among the first to go. (The pandemic recession was the exception.) Businesses in those sectors may also be extra sensitive to their experience ratings; they don't want to add even more to their taxes.Employers might also see young men as riskier to bring on board. Fairly or unfairly, there's a stereotype that young men are more volatile, more immature, and less responsible than their female counterparts. Darling notes that men <a target="_blank" href="https://www.businessinsider.com/men-without-college-degrees-unemployment-social-status-marriage-pay-2022-12">drop out of college</a> at higher rates than women and argues that the same behavioral differences that drive that trend could also mean businesses see them as a higher layoff risk.There are <a target="_blank" href="https://www.businessinsider.com/heres-whats-next-for-unemployment-insurance-in-the-us-2020-5">some ideas out there</a> about <a target="_blank" href="https://www.businessinsider.com/unemployment-benefits-system-broken-pandemic-congress-2021-9">policy solutions </a>to <a target="_blank" href="https://www.businessinsider.com/covid-era-unemployment-benefits-cuts-will-lower-us-incomes-by-145-billion-2021-9">fix the experience rating and UI</a>. Darling's preference is to ax the experience rating and just pick a simple tax rate.Implementing any of these solutions would be complicated, as there's rarely much political will to act on unemployment insurance. People realize how screwed up the system is when times are bad (see: the Great Recession, the pandemic), but once things get back to normal, everyone sort of forgets. Whatever appetite for action there might have been in Congress dies out — there's no real constituency of people who consider themselves the "unemployed worker." Lawmakers on Capitol Hill and in state legislatures do not love talking about taxes unless they're cutting them.As for why so many <a target="_blank" href="https://www.businessinsider.com/young-men-work-less-financially-independent-salary-marriageability-2023-6">young men aren't working</a>, it's a doozy. There's no quick fix for recessions or incarceration rates or pay or any of the many other factors driving the shift. But maybe a step in the right direction here is to at least talk about it. And, hey, if you're a business owner, maybe take a risk on that young guy who walks through your door instead of worrying about what it might cost you if you decide to fire him.<a target="_blank" href="https://www.businessinsider.com/author/emily-stewart">Emily Stewart</a> is a senior correspondent at Business Insider, writing about business and the economy.

Why employers are reluctant to hire young men

The <keyword id="6354872" type="General" weightage="100" keywordseo="economic-survey" source="Orion">Economic Survey</keyword>, which was tabled earlier today by Finance Minister <keyword id="129243" type="General" weightage="20" keywordseo="nirmala-sitharaman" source="Orion">Nirmala Sitharaman</keyword> estimated that in 2022-23, India's total workforce stood at nearly 56.5 crore. However, as data from the recent Periodic Labor Force Survey (PLFS) notes, their distribution is highly skewed, with over 45% of them engaged in agriculture, followed by 28.9% in services, 13% in construction, and 11.4% in manufacturing. At the same time, while the agriculture sector has grown at about 4.18% at constant prices over the last 5 years, India's service sector is estimated to have grown by around 7.6% in just the last financial year, as provisional estimates suggest. As such, the continued dominance of the agriculture sector as an employer, particularly when it comes to women, is concerning, especially as India's service sector, which contributes about 55% to the total size of economy, demands increasingly more workers, who possess specific, focused skill sets (think blockchain, AI, machine learning, 3D printing, web development and more). <h2>Encouraging trends</h2>The unemployment rate amongst youth, or those aged between 15-29 has come down sharply to 10% in 2022-23, from 17.8% in 2017-18. Nearly 75% of all new subscribers on EPFO payroll, a gauge for formal employment generation, are aged between 18 and 28. But while our economy keeps pace with employing young population, a staggering 57.3% of this workforce is self-employed, while another 18.3% work as unpaid laborers in households. The most prominent participant in both these categories happen to be women. As for regular wage or salaried workers, they constitute merely 20.9% of the workforce. Casual labor, characterized by sporadic, intermittent terms of employment, makes up for 21.8% of the workforce. Its not as if female labor workforce participation (FLFPR) is dwindling. In fact, as the survey notes, it has been rising for the last 6 years, with rural FLFPR inching up by 16.9 percentage points between 2017-18 and 2022-23. But the same rise is not to be seen in urban FLFPR, which inched up a meagre 5% to 25.4% in 2022-23. Pan-India, women participation in workforce jumped to 37%, largely driven by the thrust in rural FLFPR. The growth in terms of wages per worker in rural areas between FY15-22 was also higher in rural areas at 6.9%, as compared to 6.1% in urban areas. So, what can be done to rationalize this lopsidedness in employment? <h2>Developing the care economy </h2>In order to cater to the requirements of the growing workforce, the survey estimated that India will have to annually generate around 78.5 lakh non-farm jobs annually till 2030. And with India's care needs set to grow significantly in the next 25 years, it is time to develop India's care economy. Consider this-by 2050, the population of those aged between 0-14 years will decline to 18%, or 30 crore people, while those aged above 60 will swell to 20.8%, or a massive 34.7 crore person. Both these segments will need considerable care, which is currently an unpaid job both employed and unemployed women already undertake. Per NSO’s time use statistics for 2019, working-age women in India spend 5.6 hours per day on unpaid work, as opposed to just 30 mins for men. Even employed women end up spending 6x more time on unpaid care, compared to their male counterparts. As it is, studies notes that an additional hour of caregiving per day reduces women’s labor market participation by 20 percentage points, while having no effect on men. A recent report by CII pegged the economic value of women's unpaid domestic and care work to be a staggering 15-17% of GDP. As it is, care economy is one of the fastest growing sectors, expected to generate around 475 million jobs globally. In India, an investment of just 2% of GDP could lead to 11 million new jobs, 70% of which will go to women, accelerating their participation in labor force, the survey revealed. As such, developing India's care economy, both for catering to its young and silver dividend, will become a cornerstone for employment related policies in the times to come.

Economic Survey 2023-24: Where does India stand on the employment, and what's next?

<ul class="summary-list"><li>A female software engineer says she faces challenges in dating due to her career success.</li><li>Men often feel intimidated or overly idealize her, impacting relationship dynamics.</li></ul>This as-told-to essay is based on a conversation with a software engineer in New York. She has chosen to remain anonymous due to privacy concerns. Business Insider has verified her identity and place of employment. It's been edited for length and clarity.When I walk into a first date as a <a target="_blank" class="" href="https://www.businessinsider.com/women-utah-silicon-slopes-difficulties-tech-jobs-2023-10">female software engineer</a>, I expect one of two reactions from the person I'm meeting.The first is a man so in awe of my career that he crafts an unrealistic caricature of me as his tech dream girl. The other is a man dismissive of my successes because he perceives my wins as a threat to his ego.Honestly, I don't know which one's worse.I'm 26 now and still holding out for a man who is secure in his identity and sees me for who I am.<h2 id="89566fd1-d898-4b73-b6e4-3ee71a0c42ab">The men I encounter are intimidated by my success</h2>While studying computer science in college, I started noticing my career getting in the way of relationships. During my senior year, I already had a post-grad job lined up, but I started dating a fellow computer science major, who was still on the <a target="_blank" href="https://www.businessinsider.com/job-seekers-careers-interviews-assessments-hiring-2024-6">job hunt</a>. I went out of my way to help him find opportunities, <a target="_blank" href="https://www.businessinsider.com/computer-science-major-applied-to-456-internships-got-three-offers-2024-1">apply for jobs</a>, and <a target="_blank" href="https://www.businessinsider.com/what-to-do-before-big-tech-faang-interview-technical-questions-2024-6">prepare for interviews</a>.As graduation loomed, I received an unexpected text from him saying he was ending our relationship because he didn't have time to prioritize me.I thought maybe he meant he needed to focus on finding a job, but he later texted, "You have a job offer, and I don't. Sorry."This trend of awe-turned-intimidation from men continued into my professional career.<h2 id="6e3848e7-77b4-4785-a0a8-4353f625f45d">Tech guys tend to minimize my accomplishments</h2>I've typically met men through mutual friends and, more recently, dating apps. Most of the <a target="_blank" class="" href="https://www.businessinsider.com/tech-bros-treat-dating-like-a-startup-2024-8">guys I date</a> are also in tech because I love having someone to nerd out with — but it feels like whenever my job comes up, they minimize my successes and pivot away from career conversations.I remember excitedly telling an ex about a successful presentation I gave at work, to which he immediately diminished the accomplishment, suggesting it only went well because I must've made the team laugh.He knew I sought his praise, and it felt like he intentionally withheld validation until he needed to regain attention or control. He <a target="_blank" class="" href="https://www.businessinsider.com/why-youre-not-getting-hired-job-interview-resume-advice-tips-2024-8">struggled in his tech career</a> then, so I now recognize his dismissal as a reflection of his insecurities. Eventually, I broke up with him when I was exhausted from being put down all the time.It's funny because a couple of years later, he reached out to me begging for programming advice and praising my expertise — which was too little, too late.Unfortunately, a lot of my <a target="_blank" class="" href="https://www.businessinsider.com/dating-silicon-valley-big-tech-hard-want-marriage-kids-2024-7">female friends in tech</a> can relate. I've heard multiple instances of men quizzing my friends on dates as a "joke," but it comes across as a serious dismissal of their intelligence.<h2 id="af57dbd0-2235-4317-9599-c8c89a2b4a0a">I'm not your dream girl</h2>The opposite side of the coin is men who get a little too excited about the idea of dating a <a target="_blank" class="" href="https://www.businessinsider.com/leading-women-in-tech-discuss-how-women-are-transforming-the-industry-2023-3">woman in tech</a> and treat me like their manic pixie dream girl.The term usually describes quirky, fictional female characters who "transform a man through whimsical means," so I never thought it could apply to me. But, one guy in college and several men on dating apps have referred to me as one.I hate that the term centers on men when my quirks are my genuine way of navigating the world. I'm bubbly and <a target="_blank" class="" href="https://www.businessinsider.com/how-adult-adhd-autism-diagnosis-changed-life-neurodivergent-2023-12">neurodivergent</a>, with a colorful sense of fashion and nerdy interests, and none of those qualities are put on for men.<h2 id="4c6d733f-d3e0-4353-b86c-1c2ce138e9ab">I don't like being treated like a rare gem</h2>I briefly went out with this guy who treated me like I was some rare gem. He would pick my brain and marvel at my (arguably generic) responses. For example, he asked me my <a target="_blank" class="" href="https://www.businessinsider.com/baskin-robbins-ice-cream-flavors-ranked-worst-to-best-review">favorite ice cream flavor</a> and I think I said mint chip. He stared at me in awe as he remarked how unique and different I was from other girls. It was ridiculous.We kept dating for a few weeks despite being put off by his enthusiasm, but things reached a head when I told him I had landed a new job at a financial institution.He was beside himself and told me he was upset I wasn't pursuing my <a target="_blank" class="" href="https://www.businessinsider.com/i-work-8-to-5-job-to-supplement-esports-career-2024-4">"dream" of gaming</a>. Sure, I enjoyed gaming, but I never said it was my dream. I was young and uncomfortable and laughed it off, telling him I just needed a job to pay my bills.He seemed extremely disappointed that I didn't fit this nerdy gamer girl aesthetic he envisioned.<h2 id="6da1ad0f-2916-4bea-8b87-10518d0a51e9">I'm no longer settling for men who don't accept all of me</h2>I want to clarify that not every man I've dated has categorized me unfairly. I've had some wonderful relationships in which I felt respected and truly seen. Still, those have ended for issues fairly typical to the modern dating scene, like not being ready to settle down, ghosting, or just fizzling out.I'd ultimately like to find a serious relationship, but <a target="_blank" class="" href="https://www.businessinsider.com/met-husband-through-matchmaker-after-trying-dating-apps-2024-8">being single</a> is miles more fulfilling than settling into a relationship that doesn't serve me. I want someone who I connect with deeply and who adds to my already thriving life.Nowadays, when I go on dates, I'm upfront about my career and success and use it as a litmus test to see if they have preconceived notions about me. I share the pride I have in my career because I know now that a strong relationship is built on celebrating each other's successes. I won't settle for someone who doesn't see and honor me for who I am.If your career in tech or finance makes it difficult to date and would like to tell your story, please email Tess Martinelli at <a target="_blank" href="mailto:tmartinelli@insider.com">tmartinelli@businessinsider.com</a>

I'm a female software engineer. The men I date treat me like a manic pixie dream girl.

<ul class="summary-list"><li>New claims about Elon Musk and his interactions with female SpaceX employees just dropped.</li><li>The Wall Street Journal published an extensive piece about Musk and his conduct.</li></ul><a target="_blank" href="https://www.businessinsider.com/elon-musk">Elon Musk</a> has been doing his best to promote his sprawling business empire as <a target="_blank" href="https://www.businessinsider.com/tesla">Tesla</a> shareholders prepare to vote Thursday on a <a target="_blank" href="https://www.businessinsider.com/judge-strikes-down-elon-musk-tesla-compensation-pay-package-2024-1">$55 billion </a>pay package.But Musk just got hit with some awkward press — this time, with a new report examining Musk's interactions with several female employees at his rocket company, <a target="_blank" href="https://www.businessinsider.com/spacex-elon-musk">SpaceX</a>.<a target="_blank" href="https://www.wsj.com/business/elon-musk-spacex-employee-relationships-8bca2806">The Wall Street Journal</a> said its report was based on interviews with former SpaceX employees and people familiar with the matter as well as documents. It cited one woman as having told friends that she kissed Musk soon after meeting him in the early 2010s when she was a SpaceX intern and <a target="_blank" href="https://www.businessinsider.com/elon-musk-spacex-intern-woman-sex-wsj-2024-6">eventually had sex with him</a>. She became a full-time SpaceX employee years after her internship, the report said."Nothing that Elon Musk did towards me during either of my periods of employment at SpaceX was predatory or wrongful in any way," the woman told the newspaper via lawyers acting for her and Musk.Musk did not respond to requests for comment from the Journal. Representatives for Musk and SpaceX did not immediately respond to requests for comment from Business Insider, sent outside normal working hours.SpaceX's chief operating officer, Gwynne Shotwell, said in a statement to the Journal: "The untruths, mischaracterizations, and revisionist history in your email paint a completely misleading narrative."<h2 id="b568bc8c-2d1e-4365-8ac2-32228e4c1bf7">Musk, a flight attendant, and a horse</h2>The Journal also mentioned a BI story from May 2022 about an incident in which <a target="_blank" href="https://www.businessinsider.com/spacex-paid-250000-to-a-flight-attendant-who-accused-elon-musk-of-sexual-misconduct-2022-5">Musk was accused of exposing himself</a> to a flight attendant on SpaceX's corporate jet.BI learned that the aerospace firm paid the flight attendant $250,000 in 2018 to settle a sexual-misconduct claim against its billionaire founder.When BI approached Musk for comment in 2022, he initially asked for more time to respond, saying that there was "a lot more to this story." But Musk did not reply even after BI extended the deadline and reiterated its request.<h2 id="f3033ccd-09a8-4777-a0ac-6a25caa9b4fa">'Muskonomy'</h2>In addition to Musk's huge compensation package, Tesla shareholders on Thursday are set to vote on a proposal to <a target="_blank" href="https://www.businessinsider.com/elon-musk-start-shifting-tesla-state-incorporation-to-texas-2024-2">incorporate the EV giant in Texas</a>.Musk has tried to woo shareholders by campaigning on X and offered personal guided tours of a factory in Texas.The mercurial billionaire has also sought to turn <a target="_blank" href="https://www.businessinsider.com/tesla-shareholders-criticize-elon-musk-nvidia-chips-pay-package-2024-6">what is often seen as a disadvantage</a> — running half a dozen companies concurrently — into an advantage.Musk spent the weekend <a target="_blank" href="https://www.businessinsider.com/elon-musk-enticing-tesla-shareholders-with-access-to-the-muskonomy-2024-6">touting the benefits of having Tesla as a part of his constellation of businesses</a>, which some have referred to as the "Muskonomy." He also promised multiple windfalls to Tesla shareholders if they stick with him."I've mentioned something like this before, but, if any of my companies goes public, we will prioritize other longtime shareholders of my other companies, including Tesla," Musk said on Saturday. "Loyalty deserves loyalty."Shareholders, however, seem to be split on giving Musk the support he's seeking.Norway's sovereign wealth fund, a top-10 Tesla shareholder, said last week in comments first reported by The Financial Times that <a target="_blank" href="https://www.ft.com/content/cfc9a674-8d7f-4b79-8104-14f7080a1255">it would not vote for the pay package</a>.The oil fund did not support the package when it was first conceived in 2018.Another large Tesla shareholder, <a target="_blank" href="https://www.businessinsider.com/musks-55-billion-tesla-pay-gets-more-pushback-2024-5">the California Public Employees' Retirement System</a>, shared similar sentiments last month after its CEO, Marcie Frost, told CNBC that the pension fund would vote against Musk's pay.On the other hand, <a target="_blank" href="https://www.bloomberg.com/news/articles/2024-06-10/longtime-tesla-holder-baillie-gifford-backs-56-billion-musk-pay">Baillie Gifford</a>, an institutional investor that's backed Tesla for more than a decade, is set to vote in favor of Musk's compensation plan, Bloomberg reported.An insider told the outlet that the Scotland-based asset manager, which was once Tesla's biggest shareholder after Musk, thought the pay package could be justified given the ambitious targets tied to it.

New claims emerge about Elon Musk's conduct with female SpaceX staff 

<ul class="summary-list"><li>An FDIC supervisor invited his staff to a strip club, according to a report from WSJ.</li><li>Other male workers sent unsolicited nude pictures to female staffers, the publication reported.</li></ul>The work culture at the Federal Deposit Insurance Corporation might not be as buttoned up and professional as one would expect, according to a recent investigation from The Wall Street Journal.Reporting from <a target="_blank" href="https://www.wsj.com/us-news/fdic-toxic-atmosphere-strip-clubs-lewd-photos-boozy-hotel-12c89da7?mod=hp_lead_pos1">interviews</a> with over 100 current and former FDIC employees, as well as analysis of complaints and legal filings, the Journal said the regulator fostered a "toxic atmosphere" and failed to take action against alleged incidents of sexual harassment.The FDIC is an independent agency that is funded by insurance premiums paid by banks and it helps insure deposits, as well as examines banks in order to protect consumers. It employs over 10,000 permanent and temporary workers.The Journal's report details instances where a supervisor invited staff to a strip club and male workers sent their female colleagues unsolicited nude pictures. The men who engaged in the activities did not lose their jobs, according to the report.An FDIC spokesperson told Insider the organization plans to conduct periodic reviews of its policies and programs around harassment and discrimination and it continually seeks feedback from workers."Harassment in any form is contrary to the FDIC's values and our deep commitment to fostering a diverse and inclusive workplace," the spokesperson said. "We have various training, reporting, and oversight programs that endeavor to create a safe and equitable environment where all employees can feel valued and respected. When we identify misconduct, we investigate and take appropriate action."In 2020, the organization's inspector general criticized the FDIC's investigations into sexual harassment, calling them "decentralized, untimely, incomplete, and inaccurate," the Journal reported. At the time, the agency reportedly made changes to its policies.An FDIC spokesperson told the Journal that instances of sexual harassment have not been reported at the agency since 2020.Two supervisors told the Journal they'd either visited strips clubs with their colleagues after work or invited staff to a strip club. One supervisor, Trevor McIntosh, said the organization had not told him that visiting the strip clubs was a problem and "he didn't know why it would have been," the Journal reported.<div type="image" title="The FDIC is headquartered in Washington D.C." height="683" width="1024" msid="105193042" hostid="261"></div>In 2015, McIntosh addressed concerns from management regarding complaints about his leadership — including some comments he'd allegedly made about a worker's sex life — by writing a memo detailing how he planned to work on his communication skills. Seven years later, he moved to a non-managerial position within the FDIC, the Journal reported.Similarly in 2013, another supervisor, Hien Nguyen, reportedly invited male colleagues to a "sex cafe" that he told the Journal was "more of a club/strip joint." The FDIC demoted Nguyen after multiple workers told management that the supervisor had allegedly made homophobic and harassing comments to staff. Nguyen has since gone on to serve in a management position at another regulator, according to the Journal."It was my error and lack of judgment," Nguyen told the Journal. "I moved on, and I've learned from it."McIntosh and Nguyen did not respond to requests for comment from Insider ahead of publication.Multiple former female employees from the FDIC also told the Journal their colleagues had sent them unsolicited nude photos.Some FDIC employees spent long periods of time on the road visiting different banks, which meant staff would go out drinking while on the road, the Journal reported. The organization also has its own hotel near Washington D.C., which the publication described as a "party hub" where workers had been known to pee off the roof or throw up in the elevator.The FDIC told the Journal that the hotel helps the agency save money, and if it learned any worker was drinking too much it would investigate and they would face possible termination.On Monday, the FDIC told staff it had brought on an independent agency to look into the allegations of harassment and discrimination at the FDIC, the <a target="_blank" href="https://www.wsj.com/finance/regulation/fdic-hires-independent-firm-to-conduct-assessment-into-alleged-harassment-and-discrimination-at-agency-a48baee0?mod=e2tw">Journal reported</a> just hours after it published its initial investigation.The FDIC is one of many organizations in the banking industry to come under scrutiny in the wake of the <a target="_blank" href="https://www.insider.com/me-too-hashtag-sexual-harassment-assault-2017-11">#MeToo movement.</a>

An FDIC supervisor reportedly invited staff to a strip club and senior bank examiners texted nude pics to female employees. They're still employed.

Gender discrimination is the reason for 98 per cent of employment gap between males and females in <keyword id="3658" type="General" weightage="80" keywordseo="india" source="Orion">India</keyword>, according to a new report of <keyword id="69945" type="General" weightage="50" keywordseo="oxfam-india" source="Orion">Oxfam India</keyword>. The report highlighted that woman in India despite their same educational qualification and work experience as men will be discriminated in the labour market due to societal and employers' prejudices. The Oxfam India's 'India Discrimination Report 2022' shows that discrimination causes 100 per cent of employment inequality faced by women in rural areas in labour market and 98 per cent in urban areas. The report said self-employed males earn 2.5 times more than females, 83 per cent of which is attributed to gender-based discrimination and 95 per cent of the gap between the earnings of male and female casual wage workers is due to discrimination. According to the report, gender discrimination is the reason for 98 per cent of the employment gap between males and females. Woman in India despite their same educational qualification and work experience as men will be discriminated in the labour market due to societal and employers' prejudices, it said. The report further said that 93 per cent of the gap in earnings of males and females is due to discrimination. Rural self-employed males earn twice of what females earn in rural areas. Male casual workers earn Rs 3,000 per month more than females, 96 per cent of which is attributed to discrimination, it said. As high as 91.1 per cent of the gap in earnings between males and females is explained by discrimination. The academically recognised statistical model applied in the report is now able to quantify the discrimination women face in the labour market. The lower wages for salaried women are due to 67 per cent of discrimination and 33 per cent due to lack of education and work experience, the report said. Oxfam India called on the government to actively enforce effective measures for the protection and right to equal wages and work for all women. The Government of India should also incentivise the participation of women in workforce, including enhancement in pay, upskilling, job reservations and easy return-to-work options after maternity, the report said. What the report finds is if a man and woman starts on an equal footing, the woman will be discriminated in the economic sphere where she will lag behind in regular/salaried, casual and self-employment, said <keyword id="1594237" type="General" weightage="50" keywordseo="amitabh-behar" source="Orion">Amitabh Behar</keyword>, CEO of Oxfam India. "The inequality in the labour market for gender and other social categories, the report finds, is not just due to poor access to education or work experience but because of discrimination," he said. These findings are based on the government data on employment and labour from 2004-05 to 2019-20. The Oxfam India report refers to unit level data from 61st round <keyword id="179132" type="General" weightage="50" keywordseo="national-sample-survey" source="Orion">National Sample Survey</keyword> (NSS) data on employment-unemployment (2004-05), the <keyword id="3429286" type="General" weightage="50" keywordseo="periodic-labour-force-survey" source="Orion">Periodic Labour Force Survey</keyword> in 2018-19 and 2019-20 and All India Debt and Investment Survey by the government. SEE ALSO : <a target="_blank" class="c-link c-message_attachment__title_link" href="https://www.businessinsider.in/business/news/online-education-platform-upgrad-acquires-centum-learning-to-upskill-enterprise-workforce/articleshow/94216993.cms">Online education platform upGrad acquires Centum Learning to upskill enterprise workforce</a> <a target="_blank" class="c-link c-message_attachment__title_link" href="https://www.businessinsider.in/business/news/fitch-slashes-indias-fy23-gdp-growth-forecast-to-7-from-7-8-earlier/articleshow/94213633.cms?utm_source=google_newsstand&amp;utm_medium=google_rssfeed&amp;utm_campaign=news_referral">Fitch slashes India's FY23 GDP growth forecast to 7% from 7.8% earlier</a>

Self-employed males earn 2.5 times more than females: Oxfam

<ul class="summary-list"><li><a target="_blank" href="https://www.insider.com/category/fast-food">Fast-food</a> chains employ 3.3 million workers. The average wage is $13.53 an hour.</li><li>A majority of fast-food workers are females. The average age is 26.4 years old. </li></ul>Delivering Domino's pizza or flipping burgers at McDonald's has been a rite of passage for teenagers for decades.Teens and young adults remain a go-to workforce for the fast-food industry, which employs more than 3.3 million workers in the US. But over the last five years, the average age of a fast-food worker is inching upward.As of 2021, the average age had risen to 26.4 years, <a target="_blank" href="https://datausa.io/profile/soc/fast-food-and-counter-workers#:~:text=The%20workforce%20of%20Fast%20food,and%20counter%20workers%20is%20White.">according</a> to market research firm Datawheel. That's up from an average age of 24 years in 2018, according to Cornell University <a target="_blank" href="https://www.nrn.com/workforce/loving-and-losing-teen-labor">data</a>.About 64% of fast-food workers in 2021 were female, while 36% were male, Datawheel said. In 2021, 20.8% of fast-food workers workers were Hispanic and 79.2% non-Hispanic, the data firm said.According to federal labor data <a target="_blank" class="editor-rtfLink" href="https://www.bls.gov/oes/current/oes353023.htm">as of May 2022.</a> the average hourly wage for fast-food workers was $13.53. That's up from <a target="_blank" href="https://www.bls.gov/oes/2020/may/oes353023.htm">$11.80</a> in 2020.Average wages tracked by restaurant hiring platform <a target="_blank" href="https://www.businessinsider.com/how-tech-startup-landed-helps-restaurants-hire-top-workers-2021-8">Landed</a> are slightly higher, at $14.66 an hour, the company told Business Insider.Landed is a food tech startup that helps fast-food chains such as <a target="_blank" href="https://www.businessinsider.com/mcdonalds-compete-starbucks-drink-focused-cosmcs-launch-2023-12">McDonald's, </a>Popeyes, Wendy's, Starbucks, Cava, <a target="_blank" href="https://www.businessinsider.com/how-tech-startup-landed-helps-restaurants-hire-top-workers-2021-8">Chick-fil-A,</a> and <a target="_blank" href="https://www.businessinsider.com/daves-hot-chicken-review-photos-2023-1">Dave's Hot Chicken </a>screen and hire workers. The company has more than 1 million hourly workers on its platform.<a target="_blank" class="editor-rtfLink" href="https://www.businessinsider.com/meet-33-tech-power-players-changing-how-restaurants-operate-2021-11#vivian-wang-ceo-of-landed-9">Landed CEO Vivian Wang</a> told Business Insider that most fast-food chains still rely on a teen and young adult workforce, many of whom tend to be women.<h2>Gen Z fast-food workers tend to flee faster —in the first 90 days</h2>Most fast-food workers stick around for <a target="_blank" href="https://blog.gitnux.com/fast-food-employee-statistics/">1.7 years</a>, according to Gitnux, a market data website that tracks industry trends, statistics, and business data.Wang said the average tenure might be just under two years but she emphasized that there's a high turnover rate in the industry, especially among <a target="_blank" href="https://www.businessinsider.com/remote-work-fueling-gen-z-job-anxiety-stress-mental-health-2023-12">Gen Z workers</a>."A lot of the turnover happens within the first 90 days," she said.She said the average turnover rate in fast food is about 120%.But for Gen Z, "we're looking at closer to 180%," Wang said."They're jumping around a lot more," Wang said. "There's not necessarily a ton of brand loyalty to where they work."<h2>Fast-food workers prioritize convenience and personal development over pay</h2>As such, she said fast-food employers are thinking more strategically about accommodating Gen Z workers, who are more adept at working in a tech-forward environment.That's crucial for restaurant owners, as fast-food chains increasingly turn to <a target="_blank" href="https://www.businessinsider.com/chipotle-burrito-bowl-robot-tests-automation-faster-food-delivery-2023-9">kitchen automation</a>, <a target="_blank" href="https://www.businessinsider.com/best-mobile-apps-nations-top-10-restaurant-chains-starbucks-chipotle-2023-11">mobile apps</a>, and kiosks to streamline operations."A lot of these brands are digitizing significantly," Wang said. "They are looking for people to work the systems."She said chains can establish more loyalty among Gen Z workers by offering them perks such as development training and <a target="_blank" class="editor-rtfLink" href="https://www.insider.com/companies-pay-tuition-2018-9">college tuition coverage</a>.While money is a factor when taking a job, it's not the number-one priority for the average fast-food worker, Wang said.She said fast-food workers of all ages surveyed by Landed prioritize convenience and personal development over pay. That's especially true for Gen Z workers."Not every Gen Z wants to be in the hospitality industry forever," Wang said.But they want a job where they can "develop skills" to apply to their ultimate career."Everyone is very empowered nowadays," she said of Gen Z. "They know that there are always opportunities out there."

Meet the typical fast-food worker: a female age 26 with no loyalty to the brand   

<ul class="summary-list"><li>Walmart is set to pay a former worker $60,000 to settle claims it didn't promote her because she had young children.</li><li>The company didn't hire her for a manager role because she had children at home, the EEOC said.</li></ul>Walmart is set to pay a former female worker $60,000 to settle a lawsuit claiming it turned down her request for promotion because she had young children at home.The Equal Employment Opportunity Commission filed the lawsuit against Walmart in February 2022, alleging that the retailer discriminated against the former worker on the basis of sex by not promoting her because of "stereotypes about women with small children at home."The EEOC said that the employee went on maternity leave from October 2017 to January 2018. When she returned to her job at the retailer's store in Ottumwa, Iowa, she applied to be a manager in its pet department. She had been encouraged by other managers to apply and she passed the manager's test, the EEOC said.But the worker wasn't chosen for the role, despite having at least three years more experience at Walmart than the candidate who was selected in her place, the EEOC said. When the worker asked for feedback she was told that the company didn't think she wanted to stay there long-term because she had small children at home, per the lawsuit.The EEOC also accused Walmart of discrimination on the basis of race for providing the worker, who is Black, with an "unsanitary storage closet" for expressing breast milk, which it said was "cluttered and dirty" with dead bugs on the floor. The storage closet was inferior to the clean office space it provided to a white employee for the same purpose, the EEOC said.In a consent decree signed January 10, Walmart agreed to pay the former worker $30,000 in back pay and a further $30,000 in compensatory damages to settle the claims, without admitting to wrongdoing. The EEOC filed the lawsuit after it failed to reach a conciliation agreement with the Arkansas-based retailer.Business Insider has contacted Walmart for comment.

Walmart settles a lawsuit that claims it passed a female worker for promotion because she had young children at home

<ul class="summary-list"><li> Jamie Jones, a 34-year-old former financial analyst, shared his salary with female coworkers often.</li><li>Jones believed these discussions helped the women who he worked with to negotiate higher pay.</li></ul>This as-told-to essay is based on a conversation with Jamie Jones, a 34-year-old founder and former financial analyst. His most recent job and income have been verified by Business Insider. The following has been edited for length and clarity.I’ve always been comfortable<a target="_blank" href="https://www.businessinsider.com/new-yorkers-nys-pay-transparency-law-2023-9"> talking about how much I make</a>. I did it at my early jobs in the UK, where I’m originally from, and I did it in the six years I spent working at a large US-based food services provider between 2018 and 2023.Over those 12 years, I worked exclusively in finance — and for whatever reason, the majority of my colleagues and bosses were women. Discussions of pay came up rather frequently and I felt it was my responsibility to be an ally to my female colleagues when it came to salaries.Time after time, talking about pay <a target="_blank" href="https://www.businessinsider.com/how-to-ask-for-a-raise-2018-7">helped those women make more</a> money. If it wasn’t right away, in an upcoming negotiation, it was during the next review cycle or when a new position opened up. Since getting laid off in 2023, I founded my own company, helping LGBTQ+ companies secure funding. But I want to share my experiences to encourage other men in the workforce to share what they make with their female colleagues. Short of companies <a target="_blank" href="https://www.businessinsider.com/salary-employers-should-be-more-transparent-pay-reed-survey-2022-3">choosing to be more transparent</a> on their own, talking with your coworkers is the only way I know for people to make what they’re worth. Here’s what my experiences over the past 12 years have been like.<h2>During my early career in the UK, pay transparency was the norm </h2>After graduating from the University of Birmingham in 2012, I spent the first years of my career in the UK. I worked for two companies: a medium-sized firm with around 200 employees, and a much smaller firm with only 10 employees. Even at the larger firm, pay wasn’t a taboo subject. Everybody knew what people at similar levels made, which we discovered was exactly the same. Even my boss told me what she made. This was the work environment in which I spent my early and mid-twenties, absorbing cultural norms that being open about salary was healthy and normal.Looking back, I wonder if the pay equity was so strong at that company because of how many women were in positions of power. Research has shown that <a target="_blank" href="https://consensus.app/papers/gender-gaps-does-board-composition-affect-executive-cook/89fc488967e05411a1c13a47a51d3023/">when female leaders can influence compensation</a> within their company, pay equity improves. My experience tracked with that finding. <h2>Moving to the US, it became clear you had to fight for your worth</h2>When I took my next job in the US, I quickly learned I had to fight for myself and for others. This company was literally a hundred times larger than the 200-person company I was leaving behind in the UK. I didn’t feel I could rely on the kindness of my bosses to create <a target="_blank" href="https://www.businessinsider.com/history-of-the-40-hour-workweek-2015-10">fair working conditions</a>. It all felt more impersonal and cutthroat.I started that job as a senior financial analyst making $85,000 a year. I <a target="_blank" href="https://www.businessinsider.com/5-steps-negotiate-higher-salary-soaring-job-market-2022-8">renegotiated my salary</a> within six months to $92,000 due to a lot of movement within the team. A year later, I negotiated hard to push my salary to $100,000. I presented comparisons to similar roles and responsibilities, and I laid out clear examples of how my success merited the increase.In July 2020, I moved positions and took on a manager role at $115,000. On separate occasions during that role, three of my female colleagues began pursuing senior analyst roles, which was my prior role. Each time, the women were successful at securing the job, but when it came time to negotiate the salary, they were lowballed. I had to tell them that when I was in that role, I was making $100,000 — and that was two years ago. I told them, “That’s your benchmark. You want at least $100K.” One of them was uncomfortable pushing so hard, but the others managed to secure the higher salary. Knowing how skilled another woman was, and how much more experience she had than I did, she was surely more qualified. The only difference I could see between me and them was that I was a man, and they were women.During my time at this company, every boss I had was a man. Compared to my experiences in the female-led company in the UK, I can’t help but think the <a target="_blank" href="https://www.businessinsider.com/how-to-respond-to-low-ball-offer-potential-client-freelancing-2021-10">lowball offers</a> to my female colleagues were in some way related to this one key difference.<h2>Men, help your female colleagues earn what they’re worth</h2>I don’t see any downsides to <a target="_blank" href="https://www.businessinsider.com/what-companies-need-attract-gen-z-job-seekers-2023-2">pay transparency</a>. There are only three scenarios, and they all lead to positive outcomes. Either you find out you’re making less than other people, in which case you can do your research to learn what you deserve. Or you learn you’re making more than others, which empowers them to fight for more. Or you learn you’re all making the same amount.In the US, women typically see the first scenario play out, and men see the second. Knowing men like me tend to hold this privilege, I believe we have a moral responsibility to help pull everyone up to our level. We can’t wait for conversations to happen. We must broach the topic.While it might be nice to imagine employers<a target="_blank" href="https://www.businessinsider.com/influencer-marketer-tips-pay-equity-creators-of-color-bipoc-brands-2024-1"> making pay equity</a> or transparency a priority, in my experience, employers will find reasons for explaining away the pay gaps. They’ll say it’s justified. And even with some employers being legally required in certain states to advertise salary ranges, many ranges are too wide to be useful in negotiations. (In these cases, I’d always just ask for the highest number in the range.)Ultimately, it’s up to employees to demand better. And that starts with people, ideally men, having honest conversations about what they make and <a target="_blank" href="https://www.businessinsider.com/companies-should-invest-in-workers-and-pay-a-livable-wage-2022-5">what’s actually fair</a>.If you have a six-figure salary or more and would like to share your salary journey, email Manseen Logan at <a target="_blank" rel=" nofollow" href="mailto:jeum@businessinsider.com">mlogan@businessinsider.com</a>.

I shared my $100K salary details to help my female colleagues get paid more. Disclosing your salary is an ethical duty.

<ul class="summary-list"><li>The US needs more electricians to install renewable energy and electric vehicle chargers.</li><li>The workforce could shrink 14% by 2030, with demand jumping by as much as 25%, one forecast found.</li><li>The industry is mostly white and male. Attracting more women and people of color could help.</li></ul>The US needs more electricians like Tonya Hicks, and fast. When Hicks joined her local electrical union nearly 30 years ago in Mississippi, she immediately stood out.Hicks became the first Black woman in the local International Brotherhood of Electrical Workers to complete an apprenticeship and become a journeyman. Getting those qualifications required her to travel from state to state to rack up enough work hours."Many contractors refused to work with me because I was a woman," Hicks told Insider. "It was very difficult, but I was determined."Hicks has spent her career trying to make the industry more inclusive for women of color. She founded her own contracting firm, Power Solutions in Atlanta, more than two decades ago and employs 11 electricians who focus on installing electric-vehicle chargers, solar panels, and wind turbines, as well as electrifying homes.Attracting more women and people of color into the trades is key to the US green-energy transition, especially at a time when there aren't enough electricians for all the projects in the pipeline. Only 2% of electricians are women, <a target="_blank" href="https://newsletter.businessinsider.com/click/32857048.1808/aHR0cHM6Ly9kYXRhdXNhLmlvL3Byb2ZpbGUvc29jL2VsZWN0cmljaWFucz91dG1fbWVkaXVtPW5ld3NsZXR0ZXImZW1haWw9Y2JvdWRyZWF1JTQwaW5zaWRlci5jb20meD04MTI4ZTI5ZTMwN2Q4YzI2MjI4NzBjNDNkMmU4MzFhMjJjZTUwMDkyNTVhMTUwZDU0NzE3MDM1ZThjYjBkMGE2I2RlbW9ncmFwaGljcw/628bdf90094963f5ad0eef3eC3e8450c5">federal data shows</a>, and nearly 80% are white. Meanwhile, electricians are retiring at a faster rate than the number entering the field.Qmerit, a platform that connects homeowners with installers for EV chargers, rooftop solar, and battery storage, <a target="_blank" href="https://newsletter.businessinsider.com/click/32857048.1808/aHR0cHM6Ly9xbWVyaXQuY29tL3dwLWNvbnRlbnQvdXBsb2Fkcy8yMDIzLzA5L1doaXRlLVBhcGVyLUVsZWN0cmlmaWNhdGlvbjIwMzAtUW1lcml0LnBkZj91dG1fbWVkaXVtPW5ld3NsZXR0ZXImZW1haWw9Y2JvdWRyZWF1JTQwaW5zaWRlci5jb20meD04MTI4ZTI5ZTMwN2Q4YzI2MjI4NzBjNDNkMmU4MzFhMjJjZTUwMDkyNTVhMTUwZDU0NzE3MDM1ZThjYjBkMGE2/628bdf90094963f5ad0eef3eBba7b9ba1">forecast that the electrician workforce could shrink</a> 14% by 2030, with demand jumping by as much as 25%. That growth is higher than what the Bureau of Labor Statistics is projecting, about 6%. Qmerit found that might be an underestimate given the unprecedented transition underway.The Inflation Reduction Act is pouring nearly $400 billion over the next decade into renewable energy, electric home appliances such as heat pumps and induction stoves, and EVs. The Biden administration also set aside funding for states and labor and industry groups to train residential energy efficiency and electrical contractors. "Part of this is cultural," Tom Bowen, the president of Qmerit, told Insider. "Historically, trades were viewed as a male profession, but we're not going to solve the shortage by focusing on 18- to 24-year-old men. We really need to expand that base."Bowen said Qmerit was partnering with high schools, trade schools, and community colleges to educate people about the earning potential in the trades — as opposed to a four-year degree. In California, a master electrician can make as much as an attorney without $200,000 worth of loan debt, Bowen said.The <a target="_blank" href="https://newsletter.businessinsider.com/click/32857048.1808/aHR0cHM6Ly93d3cuYmxzLmdvdi9vZXMvY3VycmVudC9vZXM0NzIxMTEuaHRtP3V0bV9tZWRpdW09bmV3c2xldHRlciZlbWFpbD1jYm91ZHJlYXUlNDBpbnNpZGVyLmNvbSZ4PTgxMjhlMjllMzA3ZDhjMjYyMjg3MGM0M2QyZTgzMWEyMmNlNTAwOTI1NWExNTBkNTQ3MTcwMzVlOGNiMGQwYTYjc3Q/628bdf90094963f5ad0eef3eBb92ed97b">median annual wage</a> is about $65,000, but that reflects various qualifications across the entire country.Hicks said part of the problem was the persistence of racism and sexism, particularly in the construction sector, so Black electricians and women of color can struggle to find work."We have kids graduating from trade school or coming through apprenticeship programs," Hicks said. "They are qualified, but they're not being hired. So I'm thinking about helping more people start their own company."

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