Your objection is irrelevant
Take a (typical) “big corporate” salary structure, where a particular job title has a 50% salary band, overlapping.
Say Engineer £20-30k, Snr Engineer £30-45k, Staff Eng £40-60k, Princip Eng £50-75k
If amongst all your Snr Engineers, the women and minorities are crowded at the bottom of the salary band, you have a problem. End of. That is what the data analysis showed Oracle have, and it is unacceptable.
If this were a “pool of hired labour” problem, pay would be equal within each bracket, but there just wouldn’t be very many minority / female engineers.
If this were a historic problem working its way through, you would see pay equal within the Snr Engineer bracket, but you see a glass ceiling with say a lack of female Principal Engineers.
These are different problems.
In my experience in the U.K. tech sector, we have “equal pay for the role”, fairly egalitarian pay across the board for minorities, a historic but resolving issue for hiring women, and significant glass ceiling problem that I don’t see being fixed.
Biting the hand that feeds IT
