Equality
Mind the gap
NICK GOLD, MD AT SPEAKERS CORNER, ASKS, WHY ARE WE STILL WRITING THIS HEADLINE?
P ay parity is one of the
definitive benchmarks of gender equality in business, and the speaker circuit is no different. We’ ve seen more women being selected to speak in an ever-expanding range of industries, from STEM to healthcare to business management. There’ s no positive discrimination; these speakers are simply the natural choice. But while we’ ve made good strides towards gender equality, the reality is that many female speakers are still getting paid less than their male counterparts.
According to data from the World Economic Forum, it will take approximately five generations to reach full gender pay parity at the current rate of progress. So why is it taking so long, and what can we do to speed things up?
Why does the gender pay gap persist? Research shows that women are often less likely to negotiate, or ask for less when they do negotiate compared to men. One economic study in Munich found that fear of backlash was the biggest reason for the gender pay gap, with women being‘ more shy’ in second place.
It’ s important to recognise historical patriarchal norms as the underpinning reason for the persistent gender pay gap. But we must also take other factors – like experience – into account.
In 2025, there are plenty of women founding and running multimillion pound companies. So, more talented, successful women are joining the speaker circuit and commanding high fees. But, for a long time, men dominated those roles reserved for the most experienced employees – meaning they dominated the speaker circuit, too. And more experience often equates to a higher rate of pay.
Women often speak with openness about their whole experiences – peaks and troughs alike – rather than focusing purely on their successes.
How to accelerate pay parity Much of the groundwork for achieving equal pay is already in place. The shift in leadership styles and client values means there are more opportunities for women on the speaker circuit. But how can we create a level playing field for speakers in terms of pay?
The key to pay parity lies in professionalising speaking as a career. Being a speaker is a business.
Understand and embrace your niche. Whether you’ re the first woman on the moon or the first female CEO in your business, when you know how your experience informs your value, you can charge accordingly. And the beauty of
Above: Nick Gold
“ One economic study in Munich found that fear ofbacklash was the biggest reason for the gender pay gap, with women being‘ more shy’ in second place.”
our industry is that it’ s flexible as well as lucrative. Women who take a break to expand their family or travel or take another kind of sabbatical can pick up where they left off.
If you often find yourself crumbling at the negotiating table, hire an agent to negotiate for you. Indeed, anyone who feels they’ re getting fair remuneration for their work can use these tactics.
Ultimately, by putting more emphasis on unique experiences, you’ ll find your value, regardless of your gender.
The onus, of course, isn’ t just on speakers to get the rates they want. We can encourage open conversations about pay.
Facilitating mentorship between trusted staff members to ensure people feel supported is another thing to consder, as well as providing greater transparency around speaker fees. I would also urge embracing technology( such as online forums and recruitment sites) to get objective assistance with bids and applications for work. The more support we offer, the faster we can ensure everyone has the confidence they need to achieve pay parity. n
ISSUE 136 / CONFERENCE & MEETINGS WORLD / 51