In this episode of HR Works we discuss equal pay surrounding the Women’s U.S. soccer team—especially in the light of their recent World Cup victory with two experts Tom Cunningham and Charles Bendotti.

Following is a partial transcript. For the full transcript of this episode, go here: https://hrdailyadvisor.blr.com/2019/07/24/discussing-equal-pay-and-the-u-s-womens-soccer-team/

Jim: Hello, everyone, and welcome to HR Works, the podcast for HR professionals. We really appreciate you taking the time out of your busy day to join us.

I am Jim Davis, the host of HR Works and the editor of the HR Daily Advisor. Today, we’re going to talk about gender pay equality, specifically with regard to the U.S. women’s soccer team’s situation. They just won their fourth World Cup victory just about a week ago, and there is a pay equality issue in the works and some lawsuits. It’s a little bit complicated, but here to discuss pay equality in general and the situation with the U.S. women’s soccer team are two guests.

I am pleased to introduce Tom Cunningham, Vice President of People at Pariveda. Am I saying that correctly?

Tom: You are. That’s close enough.

Jim: Excellent. It’s an organization that prides itself on its transparency. He oversees internal learning activities, recruiting HR functions, and office operations, ensuring that the company’s people are supported in their continuous development throughout their journey. Before moving into this role in 2017, Tom served as the office-managing Vice President for the New York market. He was responsible for building, growing, and managing the local market consulting practice. Tom holds a BA from Yale and an advanced degree in music performance from Westminster Choir College.

We’re also pleased to introduce our second guest, Charles Bendotti, Senior Vice President of People and Culture at Philip Morris International (PMI). He was the architect behind the global equal salary certification and has been with PMI since 1999, when he started as a business analyst. He was named Vice President of Human Resources Asia in 2012 and was elevated to his current role in 2016. Charles holds a master’s degree in international relations, economy, and law from the Graduate Institute of International and Development Studies in Geneva, Switzerland, and an executive MBA from HEC Paris.

Jim: Thank you both so much for joining us today.

Tom: My pleasure.

Charles: My pleasure, as well.

Jim: So, just to introduce the situation, I’m sure most of our listeners are aware, but the U.S. women’s soccer team won its fourth World Cup victory just about 10 days ago. And leading up to that team, leading up to that victory, was a lot of discussion about pay equity. Indeed, when the team won, the whole stadium began chanting “Equal pay.”

The pay situation is a bit complicated, and we don’t have to get down to the details, but the Guardian did a great job of running down what the men would have been paid if they had made it this far (which, by the way, they never have) and what the women will make. It’s a bit of an estimation, but it’s saying that each woman will have earned $260,000, and the men would have earned $1,114,000 if they had gotten as far. Clearly, those numbers are not the same. So, we’re just here to discuss what’s going on. What do you guys think about it? And what do you think about pay equity in general? So, I guess the first question is, does that sound like equal pay to you?

Charles: So, Charles talking here. Let’s make a very clear statement: It’s not equal pay. I mean, if the U.S. women’s soccer team worked for PMI, they would be paid exactly the same as the men’s soccer team. So, I think there’s no question about it. There is no equality on this one. And I think we need to go straight to the point about it and be very clear about what we’re saying. If, as you say, the women’s soccer team generates more revenue than the men’s soccer team, by default, they have to be paid more.