If You Don’t Close the Museum Salary Gap, You Perpetuate It

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On February 6th, Kaywin Feldman, Director of the National Gallery of Art, was called out on Twitter when she said, “So I’m concerned about getting more men in our field.” Charlotte Burns (@charlieburns) couldn’t understand why one of the only women in the art museum world’s top ten leadership positions would suggest hiring men as a solution to the field’s salary issues. The answer is pink collar jobs, meaning those dominated by women, are those jobs where salaries do, in fact, escalate when men enter them. According to the Bureau of Labor Statistics, 49.5-percent of museum employees are women. And while Feldman’s remark seems counterintuitive, she’s correct. In fact, to bastardize Jane Austen, it’s a truth universally acknowledged that a single man entering a job sector dominated by females will be paid more and promoted faster than his female colleagues.

Why does this matter? First, a huge thank you to Feldman and her colleagues, Nathalie Bondil from the Montreal Museum of Fine Arts, and Anne Pasternak from the Brooklyn Museum, who spent February 4th in a sold-out discussion at the Brooklyn Museum titled “Women Leaders in the Arts.” There’s precious little time devoted to museum leadership as it is–and female leadership is rarely talked about except when it’s absent– so kudos to the Brooklyn Museum for hosting the event. But back to Feldman’s remark and working in a pink collar field. The museum field is trending toward pink collar. As a result, many of us have terrible salaries. That said, hiring men is the most common recipe for increasing pay.

What was missing from Feldman’s remarks was the fact that a small percentage of men in a pink collar field, don’t change anything. It takes decades and many more men before salaries go up overall. And guess what? Even then, there’s a gender pay gap because introducing men into a predominantly female ecosystem only accelerates the existing pay gap, something that’s been with us since the 1940s when women began to enter the museum field in significant numbers for the first time. Museum work, like many of the soft-skilled caring professions, paid less than manufacturing, business and science, but many women were new to the workforce, and frankly, just happy to be there.  Unfortunately, starting behind keeps you behind and women never, ever caught up.

Women are also penalized because many take a career break for pregnancy, childcare, and/or care of a family member. According to the National Women’s Law Center (NWLC) working mothers make about 71¢ to a working father’s dollar, resulting in a loss of about $16,000 in earnings every year. (That’s white mothers though, the parenting pay gap is greater for women of color.) This parent gap exists in every state, and sadly, it doesn’t disappear when the kids leave, it stays with women until retirement, just like the gender pay gap we will hear about March 31, 2020, when white women’s pay reaches parity with white men’s. Women of color won’t reach parity until August 13th, Native women, October 1st, and Latina women November 2nd. How’s that for shocking and infuriating?

So kudos to all of you who have the salary question on your board’s agenda for 2020, but remember, no matter how generous your raises, if you don’t close the gap, you perpetuate it. So, instead….

If you’re a museum service organization or funder: Ask members sharing salary data to report on their pay gap, and be willing and ready to share pay data, including the gap, with prospective employees moving to your area.

If you’re a museum or heritage organization leader: If you currently ban employees from talking about wages, consider lifting it so staff can know what they don’t know. Think about a wage audit, disclosing the results to staff, and working to rectify them over a period of time. Work to eliminate bias in hiring and in promotion. Men, for example, are often rewarded monetarily when they become parents; men are also promoted on who they might become rather than on current performance.

If you’re a woman employee: Know what the field, particularly the museum and heritage field in your region, pays. Do your homework. Know what amount seems like pay Nirvana, and what amount is worth saying “Thank you, no.” Educate yourself on how much it will cost to live where you’re interviewing. (There are a number of Living Wage Calculators to help with this.) Always negotiate, and don’t let being over 50, when women’s wages really tank, or being under 30 when the wage gap is smallest, stop you. Need tips? Try AAUW’s Career & Workplace and Salary Negotiation workshop page or Gender Equity in Museums 5 Things You Need to Know.

Pay fairness is a moral issue. In the 1980s and 90s when women entered the job market in large numbers, it was possible to say, “She doesn’t have the experience, she’s not as educated, she’s not supporting a family,” or any number of out-dated and outmoded ideas. But that’s over. Fifty years ago, 58-percent of college students were men; today 56-percent are women. One in four women are raising children on their own; and 12-percent of working adults are also caring for another adult.

Your staff is the lifeblood of your organization. And a staff that’s equitably paid is a happy staff, and happy staffs deliver. They’re creative, empathetic, fun to work with, and great community ambassadors. Invest in them, and do it fairly.

Joan Baldwin

P.S. This was also the week that London’s Tate advertised for a head barista at a salary higher than the average curator. Cold comfort to know that we’re paid badly on both sides of the pond.

Image: Artnet News, February 5, 2020


Museum Leadership, Bias, and Pay

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Nobody wants to be called biased, particularly in the workplace. These days bias conjures more than just partiality or favoritism, and points directly at “prejudice in favor of or against one thing, person, or group compared with another.” It would be close to impossible to be a responsible museum leader and be biased. Prejudice and partiality aren’t in anybody’s top five leadership competencies. So if displaying bias isn’t a behavior anybody claims, why talk about it? Because we all own some. It is not reserved for our political or ideological enemies or people we don’t like.

There are two types of bias: implicit and explicit. Explicit bias bubbles through our consciousness when we feel threatened. It helps us explain the universe by pigeon-holing and stereotyping people and their behavior. We can name it because it’s there, part of who we are, how we’re imprinted as children, and the values we hold. Implicit bias, on the other hand, affects our unconscious self in ways we’re not aware of, making it sometimes much more lethal then its noisier, brash cousin. A biased statement is out there for the world to hear or read. A decision driven by implicit bias is hidden and often unexplained.

This week, Leadership Matters goes to Chadds Ford, Pennsylvania to deliver the keynote at the Federation of Pennsylvania Museums’ annual meeting. Our topic: Gender and Leadership. Before you eye-roll and think “Good Lord, haven’t we covered that?” just stop. Because there’s one place in every museum or heritage organization that is the nexus of gender, implicit bias, and leadership. What’s that, you ask? Your payroll. Unless and until you’ve completed an equity audit, and then adjusted wages for places where there are inequities, that’s the place where–to mix metaphors entirely–your chickens come home to roost. That’s the place where all the bad decision making, suspicion, anger, and dislike lives. It’s also where admiration, pity, gratitude, and hope reside, brought to you by implicit bias.

Imagine you do an equity audit at your museum: you may discover that two under-forty, full-time employees, one male and one female, have wildly divergent wages. For the sake of argument, let’s say she is a curator and a woman of color, and he is an education curator and a white man. In your organizational chart both are on the same level, both hired within months of each other, both with comparable experience. Both report to you and are part of the leadership team.

And let’s say you weren’t director when they were hired in 2011. Someone else did that. In addition, both have used your newly-revised personnel policy to take maternity/paternity leaves recently. What might you find? First, the man’s salary is $62,500; the woman’s $45,500. That’s better than the average African American woman who makes 61-percent of a white man’s salary, but it’s nothing to be proud of. Second, when you look at their salary history, he received a small bump within a year of his paternity leave. She took maternity leave at almost the same time–yes, that was a rough year– and when she returned, following annual personnel reviews, no bump. This too fits with a Harvard study where women pay a financial penalty for being parents, but men do not. In fact, men with children are considered more hirable than men without children. Women with children, on the other hand, are less likely to get hired, and less likely to be promoted. The same Harvard study shows women with children were considered less committed to their jobs then women without children.

Granted, this is an imaginary scenario, but it’s there to help you understand how unconscious bias takes root. One prejudicial decision regarding race, gender, parenthood,  weight, LGBTQ, or disability lives forever in payroll, and unless there’s an equity adjustment, it will still be there decades later when the employee retires. Your job as a leader is to work with your board to examine and correct these problems. Otherwise what’s the point of your mission statement and all the other spin that comes off mission? What’s the point of “serving diverse audiences” if your own workforce is discriminated against?

What should you do?

  • Read and understand the pay gap and its history.
  • Don’t tell yourself you’re not racist and then allow the gender/race gap to persist in your workplace.
  • Educate staff and board about why the pay gap is a problem and what needs to change at your institution.
  • Do an equity audit. Evaluate your payroll. Look for the gaps. Make a plan for adjustment. Act on it.
  • Look at your parental leave policy. (If you don’t have one, make one.) FMLA or the Family Medical Leave Act is not pay. It’s a place holder. Make sure staff isn’t penalized for parenting.
  • Pat yourself on the back and celebrate with your board if you discover your pay scale is equitable.

It’s a rare individual who’s self-aware enough, who’s done enough soul searching, who realizes the ways in which she’s privileged, and the ways others are not, and who can shed enough load to come to workplace situations unbiased. But we can all try. Payroll is a place where we can change the museum workplace. Just do it.

Joan Baldwin


Of Pink Collar Professions and Museum Pay

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Although I hate the idea of March being the only month when women are the lead topic, it is an opportunity, so here goes. First, I want to acknowledge the hard work of my colleagues at GEMM (the Gender Equity in Museums Movement) in publishing its second white paper, Museums as a Pink Collar Profession.

GEMM’s paper poses some complex questions about our field. Among other things, it asks whether our long struggle with poor pay has its roots in issues of deep-seated bias, in many cases, benevolent bias. And, it asks whether that bias produced today’s workforce. I suspect the answer is yes.

In 1973 when the Women’s Caucus organized for the first time at AAM’s Annual Meeting, most of its participants were white. Today, some might identify as LGBTQ, but not then. Being out at work wasn’t always safe in 1973. The Caucus’s goals were simple and to be honest not dissimilar from GEMM’s today—support museum women, see them in positions of leadership, close the pay gap, work for decent benefits including maternity leave.

Although I can’t peer into the Caucus’s heads at a distance of 45 years, I’m pretty sure they weren’t thinking about women of color when they made their pitch to AAM. It may be due to the abysmal numbers of women of color in the field in 1973. It may also be due to the world they lived in and the baggage they carried. But they opened the door. They created a platform where the rest of us–white women, women of color, the LGBTQ community, and those with disabilities–stand advocating for workplace equity.

But to return to the white paper: Today, after 46 years, the museum world’s workforce is almost equally balanced for gender. Hooray.  According to the Bureau of Labor Statistics (BLS), in 2018 women comprised 49.5-percent of museum workers . That’s the good news. The bad news is it’s still a very white profession. Overall, the BLS tells us, 10.5-percent of museum workers are black, and 13.8-percent Latinx, neither approaching the national averages of 13.4-percent and 18-percent respectively, particularly since too often people of color serve museums in positions where they have responsibility but not authority.

Pause for a minute, and think about how decades of poor pay affects museum workers. According to the BLS, in 2017 a museum worker’s median pay was $48,000/yr. That is significantly below the average American’s 2017 median income of $59,039. And it’s likely not the first time it’s happened since 1973. Are there consequences for decades of low pay? Yes. One result is the field’s long slow slide toward becoming a pink collar profession.

Another may be that engaged, smart, creative folks leave when they realize that after taxes, graduate school loans, rent, and childcare there isn’t much left. What does that mean for the workforce? Clearly it affects diversity: You need to be privileged, whether by birth, marriage or both to invest in graduate school and then accept salaries and benefits of less-than.

Poor pay puts a strain on workers. It also keeps people in the field too long. Many must continue working to make retirement more than an exercise in how not to finish life in poverty. Think I’m kidding? If you don’t make much, you don’t have much to put away. Then there is the gender pay gap. If the median salary for all museum workers in 2017 was $48K, then, accounting for the pay gap, for white women it was $36, 000. But the gender pay gap isn’t just about white women vs white men. It’s also about age, education, and most importantly race, so the gap for Black women is 39-percent, for Latinx women 47-percent.

There is plenty to say about the museum workplace that isn’t about gender. And there’s plenty to say about gender that’s true for women everywhere, not just museum land. The gender gap exists everywhere. Statistics show women value job flexibility more than men, perhaps because women are still the primary care givers, whether for children or elderly family members. As a result they often accept lower pay rates in exchange for increased flexibility at work. Has this struggle for enough time–time to have a child, time to raise a child, or time to care for a sick family member–artificially depressed wages? And given our money-conscious society, do the museum world’s low wages devalue our profession?

So what are we left with? We have a workplace perilously close to majority female overall, and already dominant female in many positions, and we know, beyond a shadow of a doubt, that occupations with more women pay less. We have a workplace created, benignly, benevolently in some cases, with a minefield of road blocks. The entrance ticket is a graduate degree. Once in the door, you discover a world where salaries are often confidential, with employees unaware that others in similar roles might receive far higher pay. You may suspect there’s a gender pay gap at your institution, but have no way to find out. You may uncover a world of staff offices and meeting rooms that are far more traditional, hierarchical, and patriarchal than you anticipated or could have imagined. You may find yourself sweetly, kindly, mansplained through staff meetings or told not to make a fuss if you experience bias because of your race or your gender or both.

Can the field change? We’d like to think so.

If you’re an individual:

  • Be knowledgeable about museum salaries: Read Museums as a Pink Collar Profession. Know what it costs to live in your area, Use the AAM salary survey and know what others in your position make.
  • Read your organization’s HR/personnel policy. Know what it means to you if you want to go back to school, become a parent, or need to care for an elderly relative.
  • Know what to do if you’re harassed at work. Will you be supported?
  • Stand up for your colleagues. #Enoughisenough

If you’re an organization:

  • Do an equity salary audit. Look for inequities based on age, race, gender and power. Think about the relationship between the executive director’s salary and the lowest FT staff member. Solve these equity issues first. Raises are meaningless if they perpetuate the pay gap.
  • Create a value statement about how your museum or heritage organization expects its employees to behave. Stand behind it.
  • Review your HR/personnel policy. Does it reflect your whole staff or just some of them?
  • Stand up for your staff. And if you’re the organization that pays equitable wages, say so. How different would that be in a job advertisement?

Let’s not wait another 11 months to talk about women’s issues in the museum workplace. They’re here, they’re now. Nowhere are they more obvious than the paycheck, which is tangible proof of bias and inequity. Let’s change that.

Joan Baldwin

 

 


Museum Staff Matter: Let Them Know It

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We can’t begin this week without mentioning museum staff who are among the many U.S. Government workers furloughed for a month. Words aren’t worth much, but we feel for you. We often whine on these pages about low pay, but you’re in the land of no pay, and we wish the shutdown would end. It’s likely cold comfort, but we’re proud AAMD offers a list of museums across the country offering government workers free admission. If you are among the federal workers currently out of work, check this out: a state by state list of free admission.

Based on last week’s post–a back-and-forth between Frank Vagnone and me –I thought maybe we should talk about governing boards. If you’re a leader they’re the people you probably see a lot of–some weeks maybe too much. They are the deciders. They may exercise that obligation too frequently or not often enough. They may fret about capital expenses, about decaying infrastructure, about risk, but–if you’re a leader, here’s a question for you–does your board worry about staff? Or is the staff your problem? You and your leadership team hire them, nurture them, and, if need be, fire them. What does your board know about them?

Here are some questions for you and your board:

For you, the museum leader:

  • Do you know what it costs to live in your county, city or town? Not what it costs you, what it costs your lowest paid full-time employee.
  • Do you know what the living wage is for your locale?
  • Do you know the ratio between your salary and your lowest paid FTE?
  • What benchmarks do you use to set salaries?
  • Do you know whether your organization’s salaries are equitable or not? Does your museum or heritage organization have a race/gender pay gap?
  • What is the racial and ethnic makeup of your board? Is it among the 46-percent of museum boards that are all white?

For your board members:

  • Do they know what it costs to live in your county, city or town?
  • Do they understand what a living wage is and why it matters?
  • Does your board understand there’s a national gender pay gap and how it affects your organization?
  • What is the racial and ethnic makeup of your board? How does it affect the board’s decision making? How does it affect the community’s view of your organization? Is that something your board has discussed?
  • Have the words “implicit bias” ever been mentioned at a board meeting? If so, what happened?

Have you and your board tried any of the following:

  • Have you talked about wage equity as a serious and ongoing problem in the museum world?
  • Have you addressed the costs of hiring, replacing and retraining staff?
  • Do you and your board know what it’s like to live in your community on the lowest hourly wage your organization offers?
  • Do you pay men more than women? Do you pay white staff more than staff of color? And that’s not a question about your personal beliefs, it’s about what  actually happens.
  • Has your board and your organization come to consensus on a values statement?

These are complex problems. Board and staff have to believe in change to make it happen.

  • Board and staff are co-dependent. Make sure you have the right people on the staff and on the board. Acknowledge the importance of each team, board and staff.
  • Make your meetings about doing rather than reviewing. Plan, reflect, strategize.
  • There are museums without walls, without collections, but there are almost none without staff. Paid or volunteer, staff carry out mission and reflect the museum’s values every day. Boards and leaders who don’t invest in staff and volunteers equitably, preside over a a work and volunteer force that’s disaffected, dissatisfied and discouraged.
  • Find hope and optimism. If staff feels victimized, the solution isn’t to hire new staff, it’s to find the source of their victimization, and correct it.
  • Don’t let yourself fall into the scarcity mindset: the pie is as big as you choose to make it.
  • Staff matter. Let them know it.

Joan Baldwin

Image: Field Museum staff at the Speak Up for Science March, 2017


It’s a New Year

2019

Looking Back

Thank you to our 875 Leadership Matters followers around the world and thousands more readers who looked at our pages a remarkable 55,300 times in 2018. And just in case you are new to Leadership Matters, here are our five most popular posts for 2018.

  1. The Silent Treatment
  2. Museum Pay (Again)
  3. 5 Pieces of Advice
  4. What’s Missing from 7 Factors….
  5. Guest Post: The HR Problem

Things & people who inspired us

  1. AASLH  posting salary ranges and the National EMP Network for giving voice to the salary transparency effort.
  2. Colleen Dilenschneider for her clear, insightful look at the non-profit world.
  3. Susie Wilkening for her research about who visits museums and why.
  4. Appointments of Linda Harrison as President and CEO of the Newark Museum; Kaywin Feldman as the National Gallery of Art’s fifth director and Anthea Hartig as the first woman director of the Museum of American History, plus many others — the diverse list of directors and curators is growing and, for that, we are very inspired!
  5. MOMA Protests
  6. Hannah Hethmon’s great list of museum and library allied podcasts.
  7. Our Johns Hopkins University graduate students.
  8. The men and women attending the AASLH Leadership Forum this year and our colleague, Greg Stevens, with whom we developed and led the Forum’s agenda.

Looking Forward: Where to Find Us in 2019

  1. February 5, 2019, Baylor University, Waco, Texas: Where we will deliver the Largent Lecture on the topic of women in the museum workplace.
  2. Two Webinars for the Office of Programs and Outreach at the Wisconsin Historical Society: Leadership Matters: Thoughts on 21st-Century Museum Leadership, January 30 and Women in Museums on March13, 2019
  3. Pennsylvania Museums Annual Conference, Keynote Address, April 7-9, 2019
  4. AASLH Annual Meeting August 28-31 in Philadelphia

Our 2019 Wishlist

  • For the American Alliance of Museums [AAM] and the American Association of State & Local History [AASLH] to join forces to combat sexual harassment in the museum/heritage organization workplace.
  • For museums, their boards and leadership to lead the non-profit world in closing the gender pay gap.
  • For museum and heritage organization boards to commit to spending a minimum of two meetings a year on why they do what they do, what it means, and how to be better leaders.
  • For museums, their boards and leadership to work toward eliminating tokenism, bias, and stereotyping throughout the hiring process.
  • For AAM & AASLH to follow the lead of the American Library Association and pass a living wage resolution.

Museum Pay: Making Some Noise to Make Some Change

Pay Day

This Wednesday I will attend the New England Museum Association’s 100th Annual Meeting in Stamford, CT. Along with panel moderator Scott Wands (CT Humanities) and co-presenters Grace Astrove (Jewish Museum), Kelsey Brow (King Manor Museum), Ilene Frank (Connecticut Historical Society), and Diane Jellerette (Norwalk Historical Society), I will help lead a session titled “Low Pay, No Pay, and Poor Pay: Say No Way!”

Despite the alliterative and slightly confrontational title, our goal is to bring people together to talk honestly about one of the most difficult aspects of museum work: salary. We will lead table discussions on the following topics: emerging professionals and pay; unpaid internships; salary and benefits negotiation; race and pay; and gender and pay inequity.

Our goal is to give participants the opportunity to move from table to table potentially participating in multiple discussions before reporting out to the whole group. In part, that’s because there is no one size fits all compensation story. Pay is personal and pay is organizational. Pay relates to your personal narrative, your personality, and hugely to bias.

For many board members, staff represent a yawning cavern of expense and escalating benefits. And while boards may adjust an executive director’s salary and benefits package to attract and keep the multi-talented person they believe their museum deserves, beyond the aggregate numbers, they rarely dip into compensation for staff further down the food chain. Thus, for the most part, pay is an executive director versus current or potential staff question, meaning when an offer is made both individuals need to be at the top of their game. The executive director needs to fully understand her budget, know whether she can negotiate and how far she’s willing to go. The individual needs to have some sense of salary range–which is why posting salaries and ranges is so important–and how much it costs to live in the area in question and meet expenses. She also needs to know what she thinks she’s worth, and whether she’s willing to walk away if an offer is too low.

Negotiations like these are made more complicated by gender and race. Job applicants have to find ways to ask whether the museum has completed a pay equity survey and adjusted salaries accordingly. Presumably any organization that’s already had a Marc Benioff-like moment would be overjoyed to talk about it, but you can’t be sure. And in some organizations, too many questions — from women and particularly from women of color — translate into a stridency organizations want to steer clear of.

Then there is the whole issue of new professionals negotiating for the first time, or those still in graduate school who want or need internships. We would like to announce that unpaid internships were as antiquated as the rotary phone, but sadly they’re not. NEMA has been stalwart in its support for mutually beneficial internships, but the museum world is still riddled with epically bad The Devil Wears Prada experiences. And being treated like crap when you’re being paid is one thing, but being treated like crap for donating your time seems like the definition of insanity.

One of the blue-sky hopes for this session is to actually come up with a series of proposals that will help move the salary debate forward. Since not all of you will be in Stamford this week, if there are changes you’d like to see — organizationally, regionally, and nationally — let us know. Let’s make some noise and make some change.

Joan Baldwin

 


5 Steps Toward Nonprofit Salary Transparency

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I am preparing for a panel discussion on salary titled Low Pay, No Pay, and Poor Pay: Say No Way! at NEMA’s 100th annual meeting so I’ve thought a lot about issues surrounding what we’re paid and why. It’s a tricky subject, and like most things in life, where you stand is informed by where you sit. Board members and some directors tend to err on the side of lower is better. Staff, especially those plagued with graduate school loans, are often shocked by how low salaries are but don’t know what to do. And salaries, perhaps even more than #MeToo issues, are almost never talked about.

Last May I participated in DivCom’s Open Forum at AAM. Not surprisingly, my table talked about the gender gap. In the course of that discussion, one participant told us what she makes which led to everyone sharing salaries. It was easy to do because we didn’t know each other well, nor did we really know each other’s organizations. It’s different when you’re sharing salary information with colleagues from your own workplace. Recently a new hire at my workplace told a colleague what she makes. She wasn’t asked, she just offered. Like an image you can’t unsee, knowing something that many workplaces ask you to keep private is difficult to forget. Instead, like a splinter, it can be an irritant.

Secrecy surrounding salaries benefits organizations more than individuals. It allows organizations to bargain harder for someone they really want who demands more than what’s offered. It allows for negotiations and counter offers should a prize employee say she’s leaving. It also covers up all sorts of bias, unconscious and otherwise, making it impossible to know whether women of color are paid 40-percent less or more.

But what would happen if everyone knew everything? Discovering you’re underpaid is a sure way to make employees want to leave. It’s also a great way to reduce productivity. Why should I go the extra mile when you think I’m worth so little especially compared to employee X who makes more than I do and whose life is a permanent coffee break? It can also make employees rise up and lobby for change. It’s hard to forget MOMA’s workers descending the main staircase last summer protesting contract negotiations. Maybe a massive organization with a gazillion dollar endowment like MOMA can sustain that, but can yours?

For anyone who works for a state or federal organization salary transparency is old hat, but for the many who don’t it’s one of the last places where privacy abounds. You negotiate that salary (or don’t and regret it later), you work for it, and perhaps you negotiate your raises. Would you be happier if you knew what your colleagues make? And if you’re a leader is this a place you and your board want to go? If so, here are some things to consider:

  1. Know where you are in the regional or national museum job market. Does your organization lead, lag or match?
  2. Find the gaps. Look for the gaps created by age, race and gender. It’s likely you have them since they are there for the world to see on AAM’s salary survey. Make a plan and adjust.
  3. Most people think they are better at their job than they really are. Determine how your organization measures performance. Then determine how your organization rewards stellar performance, and what constitutes unacceptable performance. Hint: Measuring performance is not waiting until a lackluster employee decamps.
  4. Look at the total package. Who on your staff gets the opportunities? Who travels, who speaks, who gets sent for further training? How does the museum help with that? Are those opportunities open to all?
  5. You may want to begin by creating a salary banding program where jobs are grouped and ranked, and salaries within a specific group are listed as a range.

Is this a big step? You betcha. Is it done outside of public institutions in the museum world? Not that we know of. Will it help? We believe it will. Museums run on people. Good staff make great museums, and good staff deserve equitable salaries. Organizations who are open about the fact they are closing the gender gap, conscious of performance measures, and creating opportunities for personal growth, are the organizations that will attract the best and most diverse employees. They are the ones that will not only survive, but thrive.

Tell us what you think.

Joan Baldwin

Image: PwC, “The Reward of Gender Pay Equity Through the Lens of Data and Analytics,” 2016. Accessed October 22, 2018.