Gender plays no role in compensation for technology professionals. That statement may seem shocking, however according to an analysis of Dice’s annual salary survey data of more than 16,000 tech professionals, when comparing equal education levels, years of technical experience and job title, no gap exists. What does still exist is a position gap as researched in earlier years. 
When it comes to bonuses, compensation satisfaction, primary motivators and career concerns, all of which greatly impact overall job satisfaction and career growth, there are clear differences by gender. Bonuses: Some 38 percent of men received a bonus in 2015, compared to 34 percent for women—relatively close, in other words. The average bonus for men was $10,420; for women, it was $8,899. On the surface it appears there’s a divide, but control for those factors mentioned earlier and the gap disappears. Compensation satisfaction: Almost 54 percent of men expressed satisfaction with compensation in their current position, while 51 percent of women were satisfied with their salaries. It’s clear that, in many ways, men and women in technology share the same concerns, receive bonuses, and are satisfied with their compensation. But employers are offering women more options like flexible work hours or the ability to telecommute versus men who are more offered compensation as a motivator. Whether this is based on conversations women are having with their managers or something else is unknown. This slight variance in motivators serves as a reminder that each professional is different and responds to a range of incentives. Beyond providing competitive compensation, employers must look at other key drivers such as challenging assignments and flexibility with work hours and location. Managers looking to hire and retain top talent should gain a better understanding of what drives their tech talent, regardless of gender.
When it comes to bonuses, compensation satisfaction, primary motivators and career concerns, all of which greatly impact overall job satisfaction and career growth, there are clear differences by gender. Bonuses: Some 38 percent of men received a bonus in 2015, compared to 34 percent for women—relatively close, in other words. The average bonus for men was $10,420; for women, it was $8,899. On the surface it appears there’s a divide, but control for those factors mentioned earlier and the gap disappears. Compensation satisfaction: Almost 54 percent of men expressed satisfaction with compensation in their current position, while 51 percent of women were satisfied with their salaries. It’s clear that, in many ways, men and women in technology share the same concerns, receive bonuses, and are satisfied with their compensation. But employers are offering women more options like flexible work hours or the ability to telecommute versus men who are more offered compensation as a motivator. Whether this is based on conversations women are having with their managers or something else is unknown. This slight variance in motivators serves as a reminder that each professional is different and responds to a range of incentives. Beyond providing competitive compensation, employers must look at other key drivers such as challenging assignments and flexibility with work hours and location. Managers looking to hire and retain top talent should gain a better understanding of what drives their tech talent, regardless of gender.