Dr. Yahir Santiago-Lastra

I've been particularly fortunate because I have not experienced that in my own career, but I have had the fortune of having really great mentors who have sort of paved the way for me. But at the same time, I hear, I have friends, I listen. And I can see that across the board, it's still pretty tricky for women to navigate

not having those unproductive tasks or tasks that don't really sponsor them in a way that they can get into leadership roles where the compensation might be better. One more point I would like to make about the pay gap in particular, because I know we have a lot of other things to talk about, but I think people will find incredibly interesting, is that recently,

not having those unproductive tasks or tasks that don't really sponsor them in a way that they can get into leadership roles where the compensation might be better. One more point I would like to make about the pay gap in particular, because I know we have a lot of other things to talk about, but I think people will find incredibly interesting, is that recently,

not having those unproductive tasks or tasks that don't really sponsor them in a way that they can get into leadership roles where the compensation might be better. One more point I would like to make about the pay gap in particular, because I know we have a lot of other things to talk about, but I think people will find incredibly interesting, is that recently,

there have been some conversations and some data about how the wage gap is shrinking. So now the wage gap from 63% has gone up into the 80s. So 80% to the dollar. However, if you stratify wage gap for lower earnings versus higher salaries, the wage gap for higher salaries is still pretty different.

there have been some conversations and some data about how the wage gap is shrinking. So now the wage gap from 63% has gone up into the 80s. So 80% to the dollar. However, if you stratify wage gap for lower earnings versus higher salaries, the wage gap for higher salaries is still pretty different.

there have been some conversations and some data about how the wage gap is shrinking. So now the wage gap from 63% has gone up into the 80s. So 80% to the dollar. However, if you stratify wage gap for lower earnings versus higher salaries, the wage gap for higher salaries is still pretty different.

But there has been more pay equity for lower salaries, which I think is a silver lining if anyone deserves to get to pay equity faster. It's women who are working at lower income jobs and working just as much as men do definitely deserve that increase in salary.

But there has been more pay equity for lower salaries, which I think is a silver lining if anyone deserves to get to pay equity faster. It's women who are working at lower income jobs and working just as much as men do definitely deserve that increase in salary.

But there has been more pay equity for lower salaries, which I think is a silver lining if anyone deserves to get to pay equity faster. It's women who are working at lower income jobs and working just as much as men do definitely deserve that increase in salary.

But it looks like in professional situations where the range in salaries is a lot more subjective and industry driven, there are still significant gaps.

But it looks like in professional situations where the range in salaries is a lot more subjective and industry driven, there are still significant gaps.

But it looks like in professional situations where the range in salaries is a lot more subjective and industry driven, there are still significant gaps.

Oh, for sure. Transparency is one of the, or if not the most important foundation for equity. When an organization is not transparent with its members, there are opportunities for all sorts of shenanigans to happen. So pay transparency is essential. I noticed in my department, for example, we had conversations about how to be transparent just to keep people safe and not disclose too much.

Oh, for sure. Transparency is one of the, or if not the most important foundation for equity. When an organization is not transparent with its members, there are opportunities for all sorts of shenanigans to happen. So pay transparency is essential. I noticed in my department, for example, we had conversations about how to be transparent just to keep people safe and not disclose too much.

Oh, for sure. Transparency is one of the, or if not the most important foundation for equity. When an organization is not transparent with its members, there are opportunities for all sorts of shenanigans to happen. So pay transparency is essential. I noticed in my department, for example, we had conversations about how to be transparent just to keep people safe and not disclose too much.

People get nervous about disclosing financials. So we figured out a way to be completely transparent without unraveling people's identity, shall we say. And it was really helpful. And I think one easy way that it's helpful so that it doesn't scare division chairs or leads. I don't think it leads to an uprising amongst your staff if you have a lot of pay variability.

People get nervous about disclosing financials. So we figured out a way to be completely transparent without unraveling people's identity, shall we say. And it was really helpful. And I think one easy way that it's helpful so that it doesn't scare division chairs or leads. I don't think it leads to an uprising amongst your staff if you have a lot of pay variability.

People get nervous about disclosing financials. So we figured out a way to be completely transparent without unraveling people's identity, shall we say. And it was really helpful. And I think one easy way that it's helpful so that it doesn't scare division chairs or leads. I don't think it leads to an uprising amongst your staff if you have a lot of pay variability.

What it led to was more cooperation. I want to talk to the person who is doing really well. What are they doing that I'm not doing? And can I advocate to do the same?