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[Fred Matthews]

I think part of the reason there is such a difference is that women are sometimes willing to work for less than men are. If women stopped "settling" for lower-paying jobs, they would be paid more.

It may also have to do somewhat with the desire of some women to work in an area such as the arts and other traditionally low-paying sectors, where they find non-monetary satsifactions.  

(Please note the qualifications: "sometimes," "some," etc.  These are tendencies I've noticed, not blanket statements.)

[VA Fundraiser]

Your response does not take into consideration that across the board, women are paid less than men and this fact has nothing to do with their "settling" for less money. Women are offered less money than their male counterparts with equal education and experience. I have been in fund raising for over six years and in my job searches I find that you have to leave an organization in order to get a significant increase in salary. In the area where I live, I had to classify jobs as "girl" jobs (development coordinator, development assistants, etc. at arts or human-service organizations) verses "boy" jobs (university advancement, larger national organizations).

I don't think that salary should be the big issue if the person has job satisfation. Some women accept jobs at lower pay because they are the second income in a family. As a single woman, money has to be a factor for me, in addition to job satisfaction. The danger in your comment is that you cannot group all women together and assume that as a group, we are too docile to negiotiate a higher salary.

[DMH]

Fred clearly noted at the end of his message that he was not making a blanket statement but offering his observations. I, as a female, have similar observations. But would add a theory: Perhaps the lower-paying positions are not lower paying because of the candidates who are hired, but because of the budgets of the organizations. And therefore, fewer qualified men are applying for these jobs, increasing the likelihood for females to hold these jobs.

I would also add that the survey does not accurately reflect how, or whether, the "male" versus "female" comparison equates with the qualifications of the candidates relative to their salaries . . . so it really is an issue of how you ask the question . . . and then evaluate the data.  

I do agree with you that women may indeed tend to accept positions with less salary because they are the "second" income, but also they may not have the qualitifications to pursue a higher salary. Those women who do have the qualifications are contending, I believe, for a narrower scope of higher-paying positions, competing with men.  

Thanks for sharing.

[Heather]

I posted this response on the Job Market board as well, but...

A recent question was raised in the for-profit arena as to the increasing gap between sexes for similar jobs. One factor that was in question was due to the economic boom of the 90's left a large bargaining/negotiating range for salaries. Men, traditionally, do better at negotiating than women.

Do you think this also applies to nonprofit sector? We are often asked to negotiate everything from benefits to salary, from ethics to realistic goals. I'm wondering if there isn't a bit of truth to the fact women leave the table first. Maybe not settling, just willing to take other factors like flexible schedules and days off in lieu of financial gains??

Open to comments. . .

[Eileen Murray]

First, I hope AFP delves further into this issue with a survey that begins to get at some of the possible factors cited that may impact the disparity in salaries. It would be interesting to know more about the types of organizations women are working at compared to men and how this plays into the salary differential--I think this may indeed be a factor.

However, I must also say that in 20-plus years in fund raising and nonprofit management, I have an unfortunately long list of cases where I am pretty positive that gender played a factor in a hiring decision and/or salary offer. I can cite several examples where a younger, demonstrably less qualified male staff person was hired/promoted over a woman (not myself). This is somewhat skewed by the fact that I was working in a branch of the field that was dominated by male executives and male board members (who are the ones doing the senior hiring) and yes, I really do think that was a factor.

I also agree that sometimes women do walk away from the table too soon--I've seen that happen too. It also doesn't help that we may be the second income, and not perceived as "needing" the same level of income. In any case, I really do hope that AFP (or someone) pays this issue more than lip service. It's been a problem for a long time, and it seems to be getting worse, not better, and it's time that the professional association got some more definitive information about all the factors that may be at play here.

[Kathy Kerr]

When we see average figures there are so many factors to take into account. Women who leave the workplace to have or raise children often return at a salary lower than they were making when they left. But there also women who choose a job with less responsibility, and therefore lower pay, during the years when responsibilities to their home and children are greater. I have seem women choose or stay with a smaller organization (smaller operating budget), or one for which funding is less challenging (lower pay for the fund raiser), in order to stay in the workplace. It gives them an opportunity to continue to grow their career during their childbearing years without compromising the amount of energy they have to devote to both. Some can "do it all" -- others make this choice because it is a better balance for their life during this time.

[Annie]

Without purchasing the actual survey I hope to find an appropriate salary for mid-range female fund raisers like myself. I have four to five years experience, a college degree, and I raise just under $1-million as a program manager- Am I right in saying my range is $40,000-$45,000?  Or am I fitting the stereotype of the "woman fund raiser who is settling"?

[Enid Shapiro]

You're settling, as far as I'm concerned. You should be making at least $60,000.