When you set pay for tech roles on Get on Board, the gender pay gap is the difference in compensation between men and women doing equivalent work. Understanding where it comes from helps you avoid building it into your own offers.
Where the gap originates in tech
In tech the gap rarely comes from an explicit policy. It tends to form at the offer stage:
- Anchoring to previous salary, which carries forward any earlier underpayment.
- Negotiation differences, where outcomes vary by who pushes and how that is received.
- Inconsistent ranges set per candidate rather than per role.
Because the gap forms in these small, case-by-case decisions, it is easy to introduce without intending to.
How structured bands help
Setting pay from market data for the role — rather than from a candidate’s history or negotiation — removes the most common entry points for the gap. A consistent, documented range applied to everyone in the same role is the most reliable safeguard.
How Insights Pro shows this
Insights Pro includes salary expectations by gender and years of experience, and Insights Pro+ adds gender distribution in applications. Together these give you visibility into whether your roles attract equitable participation and how expectations differ across groups.
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