New research from IT recruiter Candle has shown a gap between the bonuses that male and female IT professionals in Australia receive, with men on average receiving $2845 more in cash bonuses than women.
Candle analysed data from parent company Clarius' MySalaryPortal, which displays data on employee salaries in specialist areas Clarius recruits for.
Of the 4863 Australian IT workers analysed (88 per cent who were men), 24 per cent received some sort of reward or bonus in their job. Men on average received bonuses worth $14,066, compared to $11,221 for women.
"Traditionally, the Australian IT industry has been male dominated and so there is a greater number employed at the higher levels in the industry and that also means more experience and more with higher skills levels. So the competition is much greater for those professionals, hence higher bonuses," said Candle's executive general manager, Paul Barbaro.
"However, gradually more young women are entering the IT profession so in future years we expect to see the gap close as women rise up through the ranks".
On average IT workers received bonuses worth $13,732 in 2013-2014, which only a slight decrease from 2012-2013's figure of $13,800.
The benefits considered most important to IT employees were a mobile phone allowance or handset at 17 per cent, flexible working hours at 16 per cent, and company paid training at 10.6 per cent.
Other important benefits included access to car parking, paid maternity/paternity leave, employee assistance programs, overtime payments, healthcare subsidies and additional superannuation.
Mobile phone allowance dropped in importance this year, with 23.5 per cent of IT workers considering it most important in 2012-2013. Flexible working hours increased this year from 10.9 per cent last year.
This year was the first that training made the top three most important benefits to IT employees, Candle found.
“A year ago training barely made the top 10, now it’s a top three benefit across high-employment sectors including IT, accounting and marketing to cover skills gaps left in downsized teams,” said Barbaro.
“This has also presented a fantastic opportunity for individuals to broaden their scope of opportunity as the economy picks up pace.
“Training is a great retention tool but given recent economic conditions where people have been forced to stay put in roles, it could be a double edged sword for employers who risk losing them in the near future by arming them with attractive new skills.”
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