by Rachel Wolfson
Originally published: February 13, 2017
The recent Women’s March was one of the largest protests in U.S. history, highlighting the notion that gender diversity in America has reached an all time high. This has also been reflected in numerous reports illustrating ways in which women are still underrepresented at almost every level in the corporate pipeline.
For example, the Women in The Workplace 2016 report from LeanIn.Org and McKinsey & Company highlights a number of alarming statistics regarding the impact of gender discrimination and pay parity on women employees and executives. Yet out of all the discrimination women may face in the workplace, the discussions tend to focus on wages — and the spotlight is on the pay parity between women and men. But is that the only component of gender parity?
Shining a Light on Stock Options
Recent research has noted that stock-based pay is often one of the biggest, yet least-public component of an executive’s compensation package. And now new studies are reporting that female senior leaders may receive fewer stock options and grants compared to men.