Closing the Gender Pay Gap: A Closer Look at State and Industry Dynamics

In the area of pay equity, our conversation on gender pay disparities continues to shed light on the challenges and inequities women in Sales across the United States face. We recently conducted research in collaboration with the Stephen Stagner Sales Excellence Institute and the Fowler College of Business which has uncovered the multifaceted landscape of the gender pay gaps in Sales. In part 3 of this 4-part blog series, we look closely at state and industry-specific data. From the mountains of Colorado to the boardrooms of Financial Services, the discrepancies in gender pay paint a picture of the challenges faced by women in pursuit of equitable compensation. Read on to learn more.

The Pay Gap Is Wider Depending on Where You Live

We took a closer look at the state-specific data and discovered a spectrum of differences, ranging from a minimal 1% pay gap in states such as Georgia and Washington to a substantial 7% gap in Colorado and New Jersey:

As we can see, the gaps can vary significantly from state to state, creating additional barriers for women in Sales who may find themselves earning less than their male counterparts based solely on geographical location. Targeted initiatives are needed to address the underlying factors continuing these disparities.

For Women, What Industry You Work In Matters

Diving into industry-specific pay gaps for women in Sales, we found a mosaic of inequities across sectors. The Financial Services industry stands as a guide to others, with a 0% pay gap between genders. The Life Sciences & Pharma industry, on the other hand, grapples with a staggering 9% pay disparity. From Manufacturing with an 8% gap to Software at 6%, the numbers underscore the pervasive nature of gender imbalance within various professional domains:

Addressing the gender pay gap is a complex problem that requires immediate action on both a state-by-state and industry-specific level. These contrasts not only affect financial stability but also perpetuate systemic inequalities, making it crucial to address and rectify the gender pay gap within the Sales industry. Understanding the key factors in the gender pay gaps in Sales is the first step toward creating targeted solutions that drive meaningful change.

The report is a comprehensive analysis of data from Xactly's extensive database, covering 89 companies and 37,198 salespeople across eight industries from 2020 to 2023, highlighting both pay and representation disparities that persist in the sales field based on location, industry, experience level, and available opportunities.

• Compensation
• Human Resources
• Culture
• Incentive Compensation