Nitro-Net.com – A Global Marketing Group Company
A new report published by chiefmartec.com and Martech Today has found that there is a gender gap in the marketing technology and operations sector.
The Marketing Technology and Operations Salary Survey 2019 analyzed incomes of marketing technologists and operations specialists from 365 businesses of varying sizes operating in the US and globally.
The report uncovered some interesting trends. Daily tasks are diversifying for many employees, with a majority of respondents now viewing their job role as combining both technology and operations, rather than one or the other. Additionally, base salaries have shifted lower between 2018 and 2019, with 54.3% reporting that they earn less than $100K this year, compared to 51.6% last year.
The glass ceiling in martech and operations jobs
But the most interesting trends within the report point towards a gap between men and women working in the sector. This is particularly notable as we look at the gender balance of employees working in higher wage roles.
Lower wage positions are more likely to see women filling the role. But as the report highlights, when wages surpass the $125k mark, these positions can see around twice the amount of men than women doing this work.
The trend is similar when we analyze things at job level. More women say they work in a staff role, while director and C-Level positions are around twice as likely to be held by men.
Difference in perceptions
Within the industry, the report also points to some disparity as to how men and women perceive their role.
As mentioned in my introduction, the report finds that an increasing number of employees see their role incorporating both technology and operations tasks.
But women and men in the sector tend to perceive their roles across these respective jobs quite differently. Women, for example, are more likely to say their job leans towards operations. While men are more likely to put their role in the tech or IT bracket.
The report, however, could do more to clarify whether this trend is a case of the actual work the respondents do from day to day. Or whether it is a matter of expectation as to what individuals should be doing based on their gender.
Rate of promotion
The report also goes into some detail as to the career trajectories of those working in the martech and operations sector.
A majority of respondents said they have been working in marketing technology, operations, or similar for more than 10 years. And around half of respondents said they had received a promotion in the past year.
These promotion rates are impressive. However, while the promotion rate is fairly equal among men and women within the last year, more than 13% of women say it has been more than five years since they have had a promotion. This compares to 8% of men in the industry saying the same thing.
The report does signal that the martech industry has many positives as a place for those with in interest in digital business to launch a career. Day to day tasks are clearly diversifying for many respondents. Things are evolving at such a speed that those interested in emerging tech are likely to find hands on technological work, even if starting out in an operational position.
Another impressive stat shows that more than 77% of respondents said they had been promoted within the past two years. The sector is also remarkably open to individuals from a range of backgrounds – from IT, engineering, business or arts.
But many will surely look at this data and be disappointed by the gender gaps unearthed. Higher paid jobs, such as director roles, are currently much less likely to be filled by women. And there is still, arguably, some gender-based expectation as to what roles men and women are expected to fill in the martech world.
In terms of career progression, women are yet to see parity with men. While openings for women with an interest in technology are available – a definite plus point for the industry – there is work to be done to ensure they can fulfill their potential as their careers move forward. It won’t be good for the sector or those who work in it if this imbalance isn’t addressed.