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| Version 1 | Version 2 |
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| Why XX must think like XY to earn more K | Why XX must think like XY to earn more K |
| (about 2 hours later) | |
| Do you think about pay like a man would tend to, or a woman? Test yourself by answering the five questions below, then read Marilyn Davidson's article on why women need to think like men if they want more cash. | Do you think about pay like a man would tend to, or a woman? Test yourself by answering the five questions below, then read Marilyn Davidson's article on why women need to think like men if they want more cash. |
| GENDER PAY TEST | GENDER PAY TEST |
| Q1. Are you happy with your salary? | Q1. Are you happy with your salary? |
| Q2. Have you ever queried or complained about your pay level with your boss? | Q2. Have you ever queried or complained about your pay level with your boss? |
| Q3. Have you ever asked or applied for a pay rise? | Q3. Have you ever asked or applied for a pay rise? |
| Q4. Have you ever renegotiated the salary offered to you as part of a job offer or promotion? | Q4. Have you ever renegotiated the salary offered to you as part of a job offer or promotion? |
| Q5. Do you feel you "deserve" to earn a better salary? | Q5. Do you feel you "deserve" to earn a better salary? |
Result: | Result: |
| Please answer all questions before submitting. | Please answer all questions before submitting. |
| Your answers show more of a MALE tendency. | Your answers show more of a MALE tendency. |
| Your answers show more of a FEMALE tendency. | Your answers show more of a FEMALE tendency. |
| You do not have any gender tendency. If you got here, something went awfully wrong or you are just viewing the source code of this page. Cheater. | You do not have any gender tendency. If you got here, something went awfully wrong or you are just viewing the source code of this page. Cheater. |
| While men tend to be assertive with their employers regarding pay, women are more likely to leave their salary settlement unchallenged. Find out more by reading Marilyn Davidson's article below on what women should do now to win this battle of the sexes. | While men tend to be assertive with their employers regarding pay, women are more likely to leave their salary settlement unchallenged. Find out more by reading Marilyn Davidson's article below on what women should do now to win this battle of the sexes. |
| WHY WOMEN SHOULD THINK LIKE MEN | WHY WOMEN SHOULD THINK LIKE MEN |
| Women managers earn about £13,500 less than the average male manager, according to the most recent research. It's been estimated that at the current rate of change it will be 187 years before women get the upper hand. | Women managers earn about £13,500 less than the average male manager, according to the most recent research. It's been estimated that at the current rate of change it will be 187 years before women get the upper hand. |
| Despite a sexual revolution in terms of the number of females in the workplace in Britain, the idea seems to persist that men are the breadwinners and women bring up the children. So men should earn more. | Despite a sexual revolution in terms of the number of females in the workplace in Britain, the idea seems to persist that men are the breadwinners and women bring up the children. So men should earn more. |
| In the UK, the pay gap between full-time working women and their male counterparts has increased from 17% to 17.1%. The gap is even greater for part-time workers. | In the UK, the pay gap between full-time working women and their male counterparts has increased from 17% to 17.1%. The gap is even greater for part-time workers. |
| FIND OUT MORE... The Trouble with Working Women is broadcast in the UK on 18 and 19 May at 2100 BST on BBC Two | FIND OUT MORE... The Trouble with Working Women is broadcast in the UK on 18 and 19 May at 2100 BST on BBC Two |
| And the higher up the organisational ladder women climb, the more that gap becomes a chasm. | And the higher up the organisational ladder women climb, the more that gap becomes a chasm. |
| Women directors earn on average nearly a quarter less than men. At this level there is not usually a set pay package - people are head-hunted and offered a particular salary. | Women directors earn on average nearly a quarter less than men. At this level there is not usually a set pay package - people are head-hunted and offered a particular salary. |
| Women at this level are much more likely to accept their original salary offer whereas men will ask for more. They'll ask for another £50,000, knowing that they will probably get £25,000. | Women at this level are much more likely to accept their original salary offer whereas men will ask for more. They'll ask for another £50,000, knowing that they will probably get £25,000. |
| When it comes to annual bonuses, women managers tend to get half of what their male counterparts receive - and that's true in almost every country in the world. | When it comes to annual bonuses, women managers tend to get half of what their male counterparts receive - and that's true in almost every country in the world. |
| In my work with business undergraduates I've found that not only do the men expect to earn more than the women, they also think they deserve to earn even more than that. | In my work with business undergraduates I've found that not only do the men expect to earn more than the women, they also think they deserve to earn even more than that. |
| £11k expectation gap | £11k expectation gap |
| Every year I run a diversity and equality course, with up to 160 students. Between a third and a quarter are men. | Every year I run a diversity and equality course, with up to 160 students. Between a third and a quarter are men. |
| Don't ask, don't get: Peggy confronts the boss in TV's Mad Men, and wins | Don't ask, don't get: Peggy confronts the boss in TV's Mad Men, and wins |
| Before I start the first lecture I ask them two questions. | Before I start the first lecture I ask them two questions. |
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| I ask them to write down both answers and whether they are male or female. Then I analyse each response. | I ask them to write down both answers and whether they are male or female. Then I analyse each response. |
| I've been doing this for about seven years, and every year there are massive differences between the male and female responses. The male students expect to earn significantly more than the women, and when you look at what the students think they deserve to earn, again the differences are massive. | I've been doing this for about seven years, and every year there are massive differences between the male and female responses. The male students expect to earn significantly more than the women, and when you look at what the students think they deserve to earn, again the differences are massive. |
| In terms of salary expectations, the male students expect about £52,000 a year and the women about £41,000. | In terms of salary expectations, the male students expect about £52,000 a year and the women about £41,000. |
| On average the men think they deserve £10,000 more a year than the women - that's 25% more than the women think they're worth - a staggering figure. | On average the men think they deserve £10,000 more a year than the women - that's 25% more than the women think they're worth - a staggering figure. |
| If that's what women think they deserve five years into their working career, you can see why after 20 years women are still earning substantially less. I've come across a similar recent American study which had exactly the same results. | If that's what women think they deserve five years into their working career, you can see why after 20 years women are still earning substantially less. I've come across a similar recent American study which had exactly the same results. |
| Fear of feistiness | Fear of feistiness |
| I think this illustrates not only the fact that there is a disparity in what we pay men and women, but also that your expectations affect your behaviour and help sustain the status quo. | I think this illustrates not only the fact that there is a disparity in what we pay men and women, but also that your expectations affect your behaviour and help sustain the status quo. |
| Women fear being aggressive and feisty but it's more complex - men equate money with status and power, women see job satisfaction as more an issue | Women fear being aggressive and feisty but it's more complex - men equate money with status and power, women see job satisfaction as more an issue |
| At the end of my course the male and female students say that little experiment had the most impact upon them, and will make them think about their attitudes to pay when they start work. | At the end of my course the male and female students say that little experiment had the most impact upon them, and will make them think about their attitudes to pay when they start work. |
| We tend to find that in interviews or assessments women are not as good at negotiating a higher salary or even bringing it up, or asking for it to be assessed, or even complaining because they suddenly realise that a male has been appointed who they know is earning more than them and doing the same job. | We tend to find that in interviews or assessments women are not as good at negotiating a higher salary or even bringing it up, or asking for it to be assessed, or even complaining because they suddenly realise that a male has been appointed who they know is earning more than them and doing the same job. |
| They're also much less likely to ask for the perks that they actually deserve - like the bigger car or the bigger office. | They're also much less likely to ask for the perks that they actually deserve - like the bigger car or the bigger office. |
| Partly women fear being too aggressive and feisty - which can be viewed as negative in the workplace - but I think it's more complex. It is part of our conditioning that men equate money with status and power but women see job satisfaction as more of an issue. | Partly women fear being too aggressive and feisty - which can be viewed as negative in the workplace - but I think it's more complex. It is part of our conditioning that men equate money with status and power but women see job satisfaction as more of an issue. |
| And when they're not being modest, women are caricatured as volatile | And when they're not being modest, women are caricatured as volatile |
| Women are more likely than men to think, well, I'm good at my job, so I will be noticed and promoted, and I will eventually get a pay rise. Men, on the other hand, will go to their line manager and say they deserve a pay rise... now. | Women are more likely than men to think, well, I'm good at my job, so I will be noticed and promoted, and I will eventually get a pay rise. Men, on the other hand, will go to their line manager and say they deserve a pay rise... now. |
| I think there's still a negative stereotype about female ambition. But I think also, you know, pay is very complex; it's about secrecy, the fact that often people don't know what their colleagues are earning and won't ask. | I think there's still a negative stereotype about female ambition. But I think also, you know, pay is very complex; it's about secrecy, the fact that often people don't know what their colleagues are earning and won't ask. |
| You still find gender segregation in the work place as well. People seem to think the war is won but in reality the Equal Pay Act is past its sell by date because it really hasn't had the impact that it should have had. | You still find gender segregation in the work place as well. People seem to think the war is won but in reality the Equal Pay Act is past its sell by date because it really hasn't had the impact that it should have had. |
| It's not just about attitudes, but also about the fact that a lot of women still work predominantly with other women, but are often supervised or managed by men, even in professions like management. | It's not just about attitudes, but also about the fact that a lot of women still work predominantly with other women, but are often supervised or managed by men, even in professions like management. |
| A high proportion of women work in areas like HR, marketing, and nursing and they often get paid less than their male colleagues, because the men still dominate the senior positions. | A high proportion of women work in areas like HR, marketing, and nursing and they often get paid less than their male colleagues, because the men still dominate the senior positions. |
| Marilyn Davidson is a professor of work psychology at Manchester Business School. | Marilyn Davidson is a professor of work psychology at Manchester Business School. |
| Add your comments on this story, using the form below. | Add your comments on this story, using the form below. |
| The BBC may edit your comments and not all emails will be published. Your comments may be published on any BBC media worldwide. Terms & Conditions | The BBC may edit your comments and not all emails will be published. Your comments may be published on any BBC media worldwide. Terms & Conditions |