Gender Gap

Gender Gap Persists in IT

The term gender gap usually refers to the systematic differences in the outcomes that men and women achieve in the labor market. These differences are seen in the percentages of men and women in the labor force, the types of occupations they choose, and their relative incomes or hourly wages. These economic gender gaps, which were salient issues during the women’s movement in the 1960s and 1970s, have been of interest to economists at least since the 1890s.

According to several major studies, including one by Janco Associates, Inc., there is a gender gap in a number of IT functions.

Gender Gap in IT

Looking back at historical data we can see the importance women in the work place and why the gender gap is such a major issue.

Historic Employment Market Place

Sources: 1890-1970, U.S. Bureau of the Census, Historical Statistics of the United States, Colonial Times to 1970 (Washington, D.C.: U.S. Government Printing Office, 1975); and 1960 to 2000, Current Population Survey (CPS). Overlap period shows differences in the measurement of the labor force in the U.S. decennial population census and the CPS.

The gender gap that gets the most attention is in earnings. The ratio of female earnings to male earnings in full-time, year-round positions has increased greatly since the 1980s. That is, women’s earnings rose from, on average, about 60 percent of what men made to about 75 percent. Although no comprehensive data exist for the period before about 1950, evidence for major sectors of the economy, when properly combined, suggests that the gender gap in earnings narrowed substantially during two earlier periods in U.S. history. Between about 1820 and 1850, an era known as the industrial revolution in America, the ratio of female-to-male full-time earnings rose from about 0.3, its level in the agricultural economy, to about 0.5 in manufacturing. From about 1890 to 1930, when the clerical and sales sectors began their ascendancy, the ratio of female earnings to male earnings again rose, from 0.46 to 0.56. But in neither of these periods did married and adult women’s employment expand greatly. Yet, between 1950 and 1980, when so many married women were entering the labor force, the ratio of female earnings to male earnings for full-time, year-round employees was virtually constant, at 60 percent.

What accounts for the difference in earnings between men and women? According to the literature, observable factors that affect pay—such as education, job experience, hours of work, and so on—explain no more than 50 percent of the wage gap. The most recent studies, as reported in a review by economists Blau and Kahn (2000), found that the fraction explained is now even lower, about 33 percent. The reason is that the decrease in the gender gap in earnings was largely due to an increase in the productive attributes of women relative to men. The remainder of the gap—termed the residual—is the part that cannot be explained by observable factors. This residual could result from workers’ choices or, alternatively, from economic discrimination. Surprisingly, the differing occupations of men and women explain only 10–33 percent of the difference in male and female earnings. The rest is due to differences within occupations, and part of that is due to the observable factors. In just about any year chosen, the ratio of women’s to men’s earnings decreases with age and rises with education. Most telling is that the ratio is higher for single than for married individuals, particularly for those without children. Family responsibilities have been an important factor in slowing women’s occupational advancement over the life cycle.


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The job descriptions contained within the Internet and Information Technology Position Descriptions HandiGuide® are all in a standard format and are available as in PDF and WORD .docx formats.  All of the job descriptions were reviewed and updated to comply with Sarbanes-Oxley and the ISO 27000 security standard.  The latest version of the HandiGuide was completed in 2012 and is over 700 pages in length.  The Internet and IT Position Descriptions HandiGuide includes sample organization charts, a job progression matrix, and the 243 Job descriptions.   The book also addresses Fair Labor Standards, Sexual Harassment, the ADA, and is in a new easier to read format

Each job description meets ADA standards and the position description is delivered in electronic format - WORD (2007) which is editable and PDF which is printed.  Also included are tools to help you expand, evaluate and define your enterprise's unique additional requirements. Those tools include:

  • Job Evaluation Questionnaire
  • Position Description Questionnaire
  • Job Progression Matrix (Job Family Classifications)
  • Best Practices - Resume Screening
  • Best Practices - Phone Screening
  • Hiring Guide

Job Descriptions - MS WORD format

Order IT Job Descriptions281 Internet and IT Job Descriptions as individual files in WORD .docx formats. Long file names have been used to make customization easier. As a bonus you will recieve an ePub version of all the job descriptions that is fully indexed.

Includes positions from CIO, CSO, and CTO to Wireless and Metrics Mangers. All of the positions in the book have been created to reflect the technology world of .

HandiGuide & Job Descriptions - pdf format

The Internet and IT Position Descriptions comes in PDF format The PDF book is over 800 pages in length and contains 281 Job Descriptions Descriptions in addition to a Job Progression Matrix Template, Job Evaluation Questionnaire, and Position Description Questionnaire.

Includes positions from CIO, CSO and CTO to Wireless and Metrics Mangers. All of the positions in the book have been created to reflect the technology world of today.

HandiGuide & Job Descriptions - pdf, MS WORD, and ePub formats

The Internet and IT Position Descriptions comes in PDF, WORD files, and ePub. The PDF book is over 800 pages in length and contains 281 Job Descriptions Descriptions in addition to a Job Progression Matrix Template, Job Evaluation Questionnaire, and Position Description Questionnaire. There is one word file for each job description (WORD .docx format). Long file names have been used to make customization easier.

Includes positions from CIO, CSO and CTO to Wireless and Metrics Mangers. All of the positions in the book have been created to reflect the technology world of today.

BONUS ---- If you provide us with up to five (5) completed Position Description Questionnaires within 30 days of purchase, we will create the 5 position descriptions for you and provide you with 24 months of free update service for the HandiGuide and all job descriptions that we update and create.

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This service will provide you with updates to each of the products listed below for a period of 12 months from the date of the purchase of the service. In addition, you are entitled to 3 custom job descriptions. You will have to complete the Position Description Questionnaire (which we will provide to you via email upon your request). It typically will take 5 working days to provide you with the completed job description..

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Gender Gap Statistics

  • Less than 3% of Fortune 500 CEOs are women
  • Just over 5% of corporate “clout” positions – exec VPs or higher – are held by females
  • Only 1 out of 18 women earn six-figure salaries, compared to 1 in 7 for men
  • 41% of female executives say they lack the power to perform effectively in their current positions
  • 67% of women need more power than they have to succeed in their careers
  • 60% of say they have only a 50/50 chance of achieving the power they need for career success
  • 60% of female execs prefer passive approaches to gaining power rather than active pursuit
  • 4% of women say they’re less powerful than their male peers
  • 43% of female professionals say that if they had more power, they’d create a better work environment

Ways to Achieve Power:

  • Proving yourself via accomplishments (as cited by 15.2%)
  • Observing powerful people (13.5%)
  • Gaining access to powerful people (9.2%)

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A SPECIAL BONUS for those of you who purchase both the HandiGuide and the WORD files - if you provide us with up to five (5) completed Position Description Questionnaires within 30 days of purchase, we will create 5 position descriptions for you and provide you with 24 months of free update service for the HandiGuide and all job descriptions that we update and create.