#a much more common experience inside BIPOC communities

[ohgreat-moretapes]

Tim I noticed a lot of indigenous patches on your jacket, are you Native?

Idk what my dad was 'cause I never knew him, but yeah my mom is (or... Was.. I guess..) Muscogee, the tribe native to the part of Alabama I'm in.

If I remember correctly she came to Alabama from Oklahoma (where a lot of Natives were displaced to in the 1800s) to "get back to her roots."

But yknow, I was separated from her in childhood (which tbh is upsettingly common for Native families) and I was raised in a very white very Catholic asylum so I'm not as connected to the culture as I'd like to be.

-Tim

[steadyreadycollective]

ACCOUNTABILITY DEMAND OF WOODY BATTAGLIA

This is an open letter to demand Rochester, NY comedian and organizer Woody Battaglia [ETA: legal name, Ron Wood] be held accountable for numerous incidents of sexual harassment and assault. The following photos depict conversations and testimonies from survivors. We stand in solidarity with these women, who span the age ranges of 25-35 years old, come from various class backgrounds and include BIPOC women. While not all of them are part of the local comedy scene in Rochester, NY, the majority of them are or were in the past.      Due to the obvious patterns of predation by Battaglia, as well as his standing in the comedy community as a show organizer,  we anticipate more survivors coming forward once these accounts have been read.    The oldest incident reported happened in 2013.     [NOTE: Dissociative disorders are common responses to a traumatic event.]  

Predation and sexual exploitation is a common tactic among men in leadership positions because power often distorts perception. These men overestimate someone’s friendliness as sexual attraction which creates a dangerous pattern of entitlement. Here is testimony from a woman who experienced Battaglia’s abuse of power in response to her avoiding his prolonged, unwanted sexual advances:   

Here is another example of unwanted sexual advances from March, 2019: 

A third person explained how Battaglia groomed her at the beginning of her career in an egregious attempt to normalize his sexual advances :   

In a scene that is notoriously male-dominated, Woody Battaglia made numerous women feel sexualized, fetishized and unsafe. Sadly, this behavior escalated.    CW: The following is an account of sexual assault.   

There have been a few attempts at holding Battaglia accountable for his actions, but he usually gaslights survivors and/or their advocates:

  Battaglia’s few apologies have been empty and without any notes of true remorse or motions towards rehabilitation.    Often, people are unwilling or unable to recognize themselves as assault victims, thus lacking the ability to hold their assailants accountable. Predatory people rely on many things, including social hierarchies, shame, embarrassment and the culture of victim-blaming that happens when survivors come forward. Fear of an unfair legal system as well as police ridicule are also major contributing factors to this culture of silence. 

  We have reason to believe Battaglia is aware that numerous women have come together to exchange stories of his serial sexual harassment, assaults, gaslighting and professional retaliation. Almost three hours ago, he sent his usual attempt at an apology to a woman where he incentivized her silence by offering free professional development:    

We are extremely grateful for all of the women who came forward and bravely used their voices to help put an end to Woody Battaglia’s devastating behaviors. This problem is not unique, especially within creative industries where men are often given positions of power and act as gatekeepers. These are not occupational hazards. These are CRIMES.     As stated previously, we have no doubt more survivors will come forward. We will support any attempts made by them towards healing, safety, recovery and accountability.    WE DEMAND:    1. Wood Battaglia be immediately removed from any roles of leadership within the comedy community and beyond.    2. Woody Battaglia provide any people willing to work with him a concrete plan to make amends, rehabilitate and honor the autonomy of his victims.    3. Men within the local comedy community make larger, more impactful efforts to speak up for women, femme and non-binary performers. INVEST IN US. PROTECT US. DEFEND US. FOREVER.     If you are a survivor in need of help, please go to https://restoresas.org/    You are not alone.           _ _ _ _ _ _ _ _ _ _ _ _ _ _ _    [We’ve decided to consolidate the updates so they are also in this original post]      UPDATE 1:   We have been informed by survivors that they wish to include Battaglia’s legal name, Ron Wood, in the initial post so we have amended it to reflect those changes. Two more survivors have come forward publicly and one of them has allowed us to re-post her response from last night to this page in hopes of submitting further evidence of Battaglia’s serial predation and, more importantly, to document an incident that dates earlier than 2013, as previously reported. The following incident is from 2012 :  

We continue to be in awe of the bravery these women have shown. Coming forward with these testimonies is such a vulnerable and costly action, even when protected by anonymity. Though the solidarity of survivor-kinship can feel validating, these women are still hurting and are likely experiencing new levels of harm by reading the accounts of others.   It is our duty to affirm the anger and sorrow of these women, and all survivors, everywhere. The strength they have shown is not only admirable, but life-saving. In order to achieve true liberation for all, we must actively invest in the uplifting of community members’ voices, especially those historically silenced. We have the power to strengthen our communities from the inside. We don’t need saviors. Men: take action. Step up. Call your brothers in and have the hard conversations. Follow through. This work is a daily grind. Ask yourselves if you’ve done the actual work, or if you’re being performative. Remember, saying nothing also says something. To disengage from this conversation is to employ systems that continue to replicate the violences of oppression and, specifically, rape culture.   No more. We’ve had enough.         _ _ _ _ _ _ _ _ _ _ _ _ _ _ _       UPDATE 2:    We wish to thank the local Rochester comedy scene and worldwide comedy scenes and unaffiliated individuals who’ve expressed public support of the women who’ve come forward and their lead advocate (a local comedian who has fielded and submitted all of the provided screenshots to us.) This is an extraordinary show of solidarity that gives us hope. The following screenshot is from 2013, submitted by Emily Champion, a former employee of the (now closed) Acanthus Cafe on East Avenue. She worked there for approximately nine months while Battaglia hosted an open mic series.   As the open mic series was coming to its end, Battaglia sent the following inappropriate sexual advance to Champion (note the full month of non-communication between them) :  

Each testimonial thus far has shown unwelcome verbal and physical sexual attention or instances of sexual misconduct and assault. The majority of women speaking up have noted their “subordinate” positions - Battaglia was in a role of power, abusing his social standing and their trust, causing them to fear social or professional retribution.   In our experience with offenders within artistic communities, job insecurity and unreliable wages can be contributing factors in a person’s growing resentment of their “unappreciated” leadership roles. Over time, these people develop an inadequate sense of superiority and entitlement, justifying inappropriate sexual demands from people they believe “owe” them. Due to the voluntary nature of hosting and organizing, many victims lack proper channels to report sexual harassment or assault, leading to further exploitation.

For Those Struggling with The Allegations Against Battaglia

We understand and support you, too. Rape culture’s entire foundation is built on a myriad of the worst emotions / responses: confusion, shame, embarrassment, uncertainty, shock, fear and silence.  Your close proximity to a predatory person does not make you complicit but it might require you examine whether you can actively assist in any prolonged rehabilitation and accountability efforts.   Often, the immediate response to allegations of sexual misconduct or abuse are to ostracize or make threats to the offender. Everyone responds differently to news of sexual harassment and assault, but the healthiest response is to be supportive of survivors and not commit unlawful acts of retaliation. Yes, it is possible to believe the survivors and remain in healthy contact with the accused. Yes, it is possible to recognize the offender’s humanity and well-being while holding them accountable for their actions and assisting their rehabilitation if you choose.

Allow yourself space. Set boundaries. Seek a professional to support your own physical and mental health.

- - - - - - - - - - - - - - - - - - -  

NOTE:  Incidents like these are why we renounce performative activism: public displays of “woke-ness” (via political memes or declarations made on social media) are by no means indicative of how a person acts in their personal or private life. These displays are sometimes used to thwart recognition of problematic behaviors.  

No community is immune to enabling predators. A way to be in direct opposition to this epidemic, which stems from power structures, is by explicitly opposing hierarchies within your community. Do not allow gatekeepers to happen (if there is A Leader of your scene, ask yourselves how they got there and why they've held their position if it’s been longer than a two year span.)   Anyone actively working to liberate the most marginalized members of their scene will make efforts to elevate their roles, providing access to leadership positions and community empowerment. Good luck, Rochester. There’s so much work to be done. We’re rooting for you.

[thequintessentialqueer]

ahhhhh I'm having a really lovely day!! it started out with a lot of annoying white people shit online but then I got invited to a qt bipoc meeting to discuss the fascist violence in our city and I wasn't gonna go because I needed to go back to toronto but I ended up deciding to stick around and go back later, and I'm so glad I did! I was an hour late to the meeting so again I almost didn't go, but I did and everyone was so lovely and kind and all the shit I was feeling about white-dominated anti-fascist organizing was what they felt too and it was just so affirming??? like wow I'm not irrational and making shit up this is actually real and my perception is accurate and shared by others like me, and now we're gonna make our own org and do shit our way???!

also one person there came up later and told me that I was really gorgeous and they had just felt the need to let me know because they're trying to tell people when they think something nice about them, and it was so affirming and lovely! I haven't worn foundation in almost a month and I feel like I've been getting a lot less compliments on my looks so I've been feeling bad about that, but still committed to not wearing so much makeup......but to hear that totally unprovoked from a stranger was so wonderful!!! ahhh and then some of us hung out at the go bus terminal so we could chat until my bus came and we talked about shitty experiences we'd had with white organizers and all of our experiences had so much in common it was unreal. it was awful but also such a fucking relief!! and I'm so hopeful that we're gonna organize together and actually feel heard and understood and respected and welcome!!! I also knew a good number of the people there from various contexts and they're all people I really like and think are good and committed and genuine, so I think this can actually go somewhere good 😭💖

this is once again affirming the sense I've had that this half of the year is gonna be a time of new beginnings, of growth, of change. things inside me have been shifting so much and I've known that the life I've been living is no longer the life that is right for me. I've been around white people whose company makes me feel shitty, and I've been lonely, and I've been struggling in my writing, and I was in so much physical and mental anguish after jaw surgery......but now it's all coming to fruition. my writing is changing in exciting ways, my organizing and friendship circles are hopefully about to shift for the better (not planning on ditching anyone but on deepening my relationships with the racialized people in my life and building community together)........I'm about to start another shitty service industry job which sucks but I'll have money at least, and the new term will be coming and I plan to get closer to people in my program and get to know all the first years too!

ahh one other really lovely and surprising thing that happened today is that one of my sisters suggested in the group chat that we get matching tattoos??! and it was the sister I've historically had the most difficult relationship with, who has no tattoos and has never wanted to get any before! I can't believe she would want something to tie us together like this, but now that I think of it she has been trying to connect more recently than in the past. I've always wanted us to all be closer but never really known how to make it happen, but doing this together could be a great bonding activity and hopefully the start of a better, more loving connection as sisters 💖 I really hope so! and I am always down for a new tattoo and I've always wanted to do matching tattoos with someone!

[msrheyrhey]

Copying this here because its behind a ducking paywall!

This article found here talks about how Asian-Americans adopted into white families can’t take off their advocacy hat, even when they are at home because their families are often still “colorblind“ to their own POC struggles. Now I want this to stay as a topic for Asain struggles, but as BIPOC adopted into a white family myself, I super relate to this to this day. 

“For the last year, and especially since the devastating Atlanta-area murders on March 16, many of my Asian American friends have been sharing deeply personal, painful stories of talking with their parents and elders, pleading with them to take care, being exhorted to be careful in turn. As an adoptee, I don’t really have Asian elders in my family—or many elders at all, since the deaths of my father, grandmother and mother. Yet I’ve found myself wondering: If my adoptive parents were alive, witnessing the spike in anti-Asian racism and violence in the U.S. and around the world—with Asian women the most common targets—would they be concerned about me? Would they understand why I cried when I told my own Korean American daughters about the spa shootings? Would I have reached out to them during this past hard, heavy week, or held back, uncertain of how to share my fear and rage as the only Asian in my white family?

My parents loved and would have done anything within their power for me. But one thing they struggled to do, at least fully and consistently, was to see and understand me as a Korean American woman. Acknowledging it flew in the face of everything “experts” had told them when they adopted me in the early 1980s—the adoption agency, the social worker, the judge had all maintained that it wouldn’t, shouldn’t matter. So we never talked explicitly about race when I was younger, even though I was usually the only Asian kid in every room; the closest they came were statements such as “we would have adopted you if you were Black, white or polka-dotted” and “we’re all the same on the inside.” Even after I grew up, I cannot recall having a single conversation with them about anti-Asian racism specifically. Not the “model minority” myth. Not perpetual-foreigner syndrome. Not the exotification and fetishization of Asian women. Not the history of American imperialism that is partially responsible for my birth family’s and my presence in this country.

One of the manifestations of white privilege is not having to think about it.

Often, people who’ve read my memoir will note my white family’s “colorblind” approach and ask whether this led to me thinking of myself as white. My answer is always swift, unequivocal: No, I never thought I was white. I don’t think my adoptive parents thought of me as white either, nor do I believe they imagined their whiteness would extend to me through proxy or proximity, because they didn’t think much about their whiteness at all—one of the manifestations of white privilege is not having to think about it. But they did assume that I’d be protected from racism because the world would see me as they did—their child, no more, no less—and as my race was irrelevant to them, they could not imagine anyone else caring about it either.

I’ve lost track of how many times my relatives told me, “I just don’t think of you as Korean.” But from early childhood, I understood that other people certainly did: white adults called me an “Asian princess” or asked where I was from; white boys at school chanted racist songs at me; a white girl singled me out at recess and demanded to know whether my “Asian vagina” was different from hers. While my adoptive family saw me as almost raceless and therefore safe from racists, I lived every day from the age of 7, when I heard my first slur from a classmate, understanding that my Korean face made me hypervisible where we lived—and that it could also make me a target.

The truth is that it is entirely possible to love and care for one Asian American—"your" Asian American—and not see other Asians as equally, fully human.

Since the start of the pandemic and the racist scapegoating that has persisted throughout, I’ve often thought of the many thousands of Asian American kids currently growing up in white families and white spaces. Our experiences are of course not interchangeable, but I know it can feel like a unique burden when you witness or experience racism in a kind of isolation, unable to retreat and process your rage or sorrow with people who also know what it’s like to live in an Asian body. When the constant labor of pointing out or educating others about the racism you face doesn’t necessarily stop at home. When, even within your own family, you might hear people stereotype or mock Asians, use Asian slurs. I wasn’t surprised to learn that Cherokee County Sheriff’s Office Capt. Jay Baker, who stated that the Atlanta shooter was having “a really bad day” and was found to have promoted racist T-shirts that read “COVID 19 IMPORTED VIRUS FROM CHY-NA” on his Facebook profile, has an adopted Vietnamese brother. The truth is that it is entirely possible to love and care for one Asian American—“your” Asian American—and not see other Asians as equally, fully human.

Before and after the 2016 election, I tried to explain to my parents how it felt to live and raise Korean American children, their grandchildren, in a country where so many racists seemed emboldened by Donald Trump’s lies and attacks. I remember pleading with them more than once: “I need you to hear me and believe that this racism is real, and that we experience it.” I cannot say we found precisely the common ground I wanted, but at times I felt we were moving closer to it. Over the years, I’ve talked with so many other transracial adoptees who, like me, have undertaken the task of asking, sometimes begging our adoptive relatives to acknowledge our experiences; to stand with us; to challenge the racism endemic in our society as well as our own families and communities. Now, in this moment, I hope that every white parent of an Asian child is paying attention to the rise in anti-Asian hate. I hope that white people with Asian family members recognize and internalize the fact that no amount of love, good intentions, assimilation or proximity to whiteness will protect their loved ones from racism. I hope that every parent is thinking about how they will talk about anti-Asian prejudice with their children.

It’s impossible to know what my own parents might have said about this wave of hatred and violence, part of a long history of anti-Asian racism. By the time the former president began calling COVID-19 “the Chinese virus,” by the time racists began shouting and tweeting (and spray-painting) the term “Kung Flu,” my father was gone and my mother’s cancer had spread, and the difficult conversations left to us were about our grief and how much we loved and missed one another. Like most everyone who has lost one parent, let alone two, I’ve had to accept that there are questions I’ll never get answers to, things we’ll never be able to settle. That my parents didn’t entirely understand or accept my racial reality will always be with me, part of my adoption story—but it’s not the most important through line of our story as a family, nor does it typically ascend to the forefront of my memories of them. They were, perhaps, vindicated in this: our love for each other was what mattered most, in the end.

Because of that love, which I’ve never doubted, my best guess is that they would have tried to follow when I drew a connection between the cresting anti-Asian hatred and the steady churn of dread and anger I’ve known over the last year. I think that the people who long tried to keep me safe would have asked me to be careful now; that the parents who never stopped worrying about me would have at least tried to understand my worry as the mother of Asian American children. At the same time, when I hear my mother’s voice in my head—as I still do, and have, nearly every day since she died in May—she is forever reminding me to trust myself, to know my value, to focus on what feels most important and life-giving and fulfilling. I know that the last thing either of my parents would have wanted was for me to despair, or live my life in fear. And so, for their sake and my own, I won’t.”

[wineanddinosaur]

Next Round: Crowns & Hops on Creating Space for BIPOC Beer Entrepreneurs

Airing between regular episodes of the VinePair Podcast, “Next Round” explores the ideas and innovations that are helping drinks businesses adapt in a time of unprecedented change. As the coronavirus crisis continues and new challenges arise, VP Pro is in your corner, supporting the drinks community for all the rounds to come. If you have a story or perspective to share, email us at podcast@vinepair.com.

In this episode of “Next Round” VinePair Podcast host Zach Geballe speaks with Crowns & Hops Brewing Co. founders Beny Ashburn and Teo Hunter about their 8 Trill Pils Initiative, four new flagship beers, and what they’re doing to combat systemic racism in the craft beer industry.

While Black Lives Matter has recently shined an essential spotlight on the need for Black and Brown representation in the drinks world and beyond, Teo and Beny have been advocating for the Black community for several years and began creating safe spaces well before 2020 BLM activism.

Most notably, they recently created their 8 Trill Pils Initiative to provide funding for new Black entrepreneurs within the beer industry. The name alludes to a report released by the Kellogg Foundation, which makes a business case for racial equity. The study found that most industries’ lack of diversity and inclusion is a result of systemic racism, and that if we focus on racial equity today, our country stands to see a GDP impact of $8 trillion.

By partnering with BrewDog, Ashbury and Hunter have helped raise $100,000 in grants available to Black-owned craft beer businesses — but it doesn’t stop there. The Crowns & Hops founders have been working hard to encourage conversations about diversity and inclusion in craft beer, in which less than 1 percent of breweries are Black-owned.

In this episode, they discuss the harms of cultural appropriation, their relationship with craft beer, and how consumers and producers alike can improve BIPOC access to craft beer and brewing.

LISTEN ONLINE

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OR CHECK OUT OUR CONVERSATION HERE

Zach: From Seattle Washington, I’m Zach Geballe. And this is “Next Round,” a VinePair podcast conversation. We’re bringing you these conversations between our regular podcast episodes in order to examine how we move forward as a drinks business during the Covid crisis. Today, I’m talking with Beny Ashburn and Teo Hunter, co-founders of Crowns & Hops. Thank you both for being here.

Teo: Thank you.

Beny: Of course. Thank you.

Z: Let’s start where I love to start these conversations, which is how did the two of you first get into beer? Were there any particular beers that stand out as being influential, or experiences? How did you come to the beer world?

T: Well, first and foremost, thank you for even having us in this conversation. I think anytime we have an opportunity to talk about our platform, the movement that we’re a part of, and ultimately our business, is great. So thank you for that. Personally, I got into craft beer over a decade ago. I’m going to say probably about 12, 13 years ago. I think with a lot of individuals, primarily in the entertainment industry, a lot of people here in L.A. are not from L.A. So one of the things that was pretty common was people seeking out local beer, and I just wasn’t aware of that concept. So once it was introduced to me, I just kinda got bit by the bug. I would say the first beer that really changed things for me was Pliny the Elder. But fast-forward about five, six years after that, I met Beny. And Beny and I started to realize that there was just a lack of diversity and culture in craft beer. Because at the time we were dating, and we would visit a few local places and often saw that we were the only people of color. And just being in the industries that we were in I think that that appeared to be a unique opportunity for us to say something. And I’ll let Beny chime in and talk about her experience at that time.

B: I think when me and Teo first met, again, the funny joke is we met on Tinder. So we always say we’re the most successful slash unsuccessful Tinder couple of all time. I wasn’t that familiar with craft beer. Like most people of color, Black people, I knew beer from the Heineken and the Coronas and the malt liquors, et cetera. But Teo really introduced me to the world of craft beer. And for me, the excitement about it was more of the culture and the community aspect of it. He brought me to the Stone facility and I didn’t even know that something like that could possibly exist where you can have families hanging out playing games but also drinking this wide variety of different styles of beer.

And I think that’s what I fell in love with, which made it really easy for us to partner to help identify “How do we create a lot of these same safe spaces and this culture for Black people, for Brown people? How do we do that?” And that’s really how we started. By curating experiences and content that truly opened up, and expanded the palate, and preserved the culture for people in the craft beer space. And that’s what we’ve continued to do all the way up until today.

Z: Awesome. So on that topic of creating space and protecting the culture, did you find when you were getting into craft beer, and as you’ve continued down this path of trying to create these spaces, that there was a lack or is a lack of diversity? Something that’s a tough question to ask, I suppose, but is it the idea that there needs to be spaces that are more inviting to people of color? Or is it more just that breweries need to be inviting to everyone?

B: I think it’s a little bit of both, right? I think it’s the lack of ownership. It’s the lack of overall consumers that you see physically inside of breweries. And then it’s the lack of overall understanding of what craft beer actually is. And I think that’s where it starts, and we don’t think it’s been personally people absolutely excluding Black and Brown people from the craft beer space.

It’s just, you don’t know what you don’t know. And a lot of breweries you’ll see are in a lot of areas and communities of color. So if you walk by a brewery, and you don’t see anybody in there that looks like you, oftentimes you’re not going to go inside. You’re not going to feel comfortable. You’re not going to want to be a part of it. And that’s what we need to change. And that’s how we’re moving forward. And that’s how we really led into our 8 Trill Pils initiative and dealing with racial equity. But I’ll let you explain more about that.

T: Sure. And one of the things that I think is unique about both Beny and I is we really approach it from two different perspectives. I kinda came in from the craft beer connoisseur position. A Black man appreciating craft beer and befriending, and really working to build trust with a lot of the craft breweries in my community. And Beny really approached it from just being brand new and not knowing anything outside of what she was experiencing for the first time. That was not only through her lens, but through seeing me negotiate space, and obviously you can only solve a problem or an issue if you recognize it. And that’s probably been up until this point the biggest hurdle. People did not recognize it as an issue or a problem.

Rather, they would continue to snowball it into something that’s political or something that is taboo to discuss or to talk about. And if you keep a problem or a dilemma in that taboo space, to where you can’t even have an opportunity to have a discussion or explore it, then it’s impossible to solve it. There’s no way to solve that. So I think Beny and I, we always try to create a space to not only talk about it. But as most times at any craft beer bar, the likelihood is when people start talking about things, it ultimately will come down to one or two things: “How are you doing? How’s your family doing? How’s your kids doing?” And, I think that’s where we really leaned into the concept of our racial equity initiative, 8 Trill Pils.

Z: Yeah. Can you talk a little bit more about that? I know you’re giving away money for Black people in the beer industry, but maybe you can give a little more detail.

T: Sure. The concept came from a report that we read that was written by the Kellogg Foundation on a business case for racial equity. And it was one of the first times that we saw as entrepreneurs an actual case study that was created that showed the benefit of accomplishing racial equity and, and ultimately what the report identified is that most of the lack of diversity and inclusion is a result of systemic racism. And if we start to diminish that, and if we start to focus on diminishing the areas that eliminate the opportunity for someone to be productive — so in housing, in education, in criminal justice, in entrepreneurship and employment or all domains that there tend to be disparities for people of color, there’s probably going to be a lack of productivity.

So, our goal was to really try and impact that as much as we could as entrepreneurs and shed a light on that, so that people understood that accomplishing racial equity isn’t a zero sum game, but rather, as an industry and as a community, we get stronger, for ensuring that these disparities don’t exist in those domains.

So, we created the 8 Trill Pils fund, which was a figure that they called out based on if we focus on racial equity today, our country stands to see a GDP impact of $8 trillion. And you know that clearly is something where we all win. And we kicked that off with an 8 Trill Pils beer and 8 Trill Pils Fund that is supported by BrewDog, and I’ll let Beny get into some of the details of that relationship.

B: Yes. So 8 Trill Pils, and then going into the fund and BrewDog. So, two years ago we were recipients of BrewDog’s development funds. So they have been really supportive of us in everything that we’ve been doing, which has been great. Even before Black Lives Mattered, so to speak.

So as part of our 8 Trill Pils initiative, they are working with us for this $100,000 grant that we like to say we’ll be giving back specifically to Black-owned craft beer businesses to help them financially, in terms of sustaining growth and really establishing their businesses inside of the craft beer space, as less than 1 percent of craft breweries are owned by Black people. We would really like to make a dent in that number and change the conversation. And our fund is opened up to more than just brewery owners. Because as we know, opening a brewery can be extremely expensive. We’re talking specifically to Black-owned craft beer businesses who want to just take space inside of craft beer. So that could be just a taproom, or a bottle shop, or even a mobile craft beer truck. There’s so many ways and points of entry. We really want to help change the narrative in the industry to have more cultural and physical ownership inside the space.

Z: I’m curious, you mentioned all the various ways in which systemic racism creates these massive challenges and also hampers entrepreneurship and opportunities for economic growth. I’m wondering, one of the stories I’ve heard many, many times from craft brewers is, “Oh, you know, I got started homebrewing” and we know that Black homeownership is a huge challenge in this country. You know, as with everything else, there’s just incredible inequality. Are there ways that Black people or other people of color who may not have a garage, or a space to homebrew in the way that might be commonplace, or in areas that are more densely populated, and there’s less space period. Are you doing anything or working to create that base of “brewing know-how” that feels critical to developing a brewery? You know, you have to know how to make beer to start out there.

T: Sure. Well, I think one, you have to consider the privilege and or the mechanisms that would need to be in place to allow someone an opportunity to understand how they could brew beer. And to your point, it helps to have a garage or a space to be able to do the beer itself. And also when you first got exposed to the concept of brewing, traditionally people were exposed to it in college, or they’re exposed to it because a family member did it, as well. If it’s intrinsic in that community for information and or exposure to happen on that, then you have to look at why there wouldn’t be that type of exposure in the first place. And that’s where we ask for people to investigate. I think one of the things that we also have to consider is, we weren’t the first person or the first Black-owned brewery.

We weren’t the first Black brewers. There have been amazing individuals in the space, to include homebrewers, that we probably have never heard of. I think what we then challenged people, especially the income and industry to explore, is again, what was the paradigm that allowed for someone to not only pick up that passion or pick up those skill sets, but also to develop it? To grow it, to have the audacity to say, I’m going to try this out. And if it doesn’t work, I’m not going to lose it all. I think a lot of people might project that they had that amount of risk involved, but ultimately, there are a lot of brewery owners that I know of that had homes, that had a mortgage paid for, that inherited capital, or whatever the case might be. That’s not every situation, but it’s more often than not. And I think one of the things that we ultimately tried to do with our initial entry into the industry was to provide a level of exposure, because ultimately once you get exposed to something you investigate it yourself.

And that’s what wasn’t happening, Zach. There was a lack of exposure, a lack of opportunity, a lack of opportunities to gather and celebrate something that ultimately you can make at home.

Z: I want to shift gears a little bit and just ask about something else that feels very topical right now, although obviously has a long history, not just in beer but, I don’t know, America? And that’s this idea of cultural appropriation, especially in beer. And I would just love to hear from the two of you, your thoughts. I don’t even necessarily have a question other than just an observation that I’ve seen plenty of examples of Black culture being appropriated in white spaces in beer. And I would be curious to know each of your thoughts.

B: Yes. So, there’s been a lot of that that’s happened over the years, particularly in craft beer. Knowing that a lot of these cans are “limited edition” and they’re kind of “one-hits,” the amount of culture or misappropriation of culture that’s used to sell beer quickly happens quite often. A more recent example is Evans Brewery put out a beer called “WAP.” What did it stand for?

T: Wet Ass Pilsner.

B: Right. And used pretty much Cardi B and Meg Thee Stallion’s likeness completely.

T: No, they used it exactly.

B: They used it exactly. Let me be very clear. They used it exactly. And with no regard for the culture of what that actually represents to the community. They’ve not said or done anything as it relates to even discussing or mentioning all of the issues that are literally going on right now in this country. But yet, they took something super specific, something very personal and popular in the Black community, and used it to sell beer. And that happens pretty much all the time. And I’m sure Teo has more to say to that.

T: Yeah, and this is where the problem lies. The argument that we’ve heard and that we’ve seen — to include from Evans Brewery — was that it’s an ode or a parody or in some way to poke fun, which we get. We’re not without a sense of humor, we understand that people have a love or appreciation for something. In this particular case, it took the exact acronym. It took faces of Black and Brown women, that don’t appear anywhere within a way they project their community and their current company. To us again, if you just look at the sheer definition of cultural appropriation, it is essentially using someone else’s culture and identity for benefit by a dominant culture.

And if you look at that from a craft-beer lens, the reality is no one would have heard of that beer if it wasn’t for them using that acronym. Regardless if they shifted it or if they used their image, it’s really unfortunate that you have to argue against an industry that clearly understands what it means to protect your IP. What it means to protect an idea. And for someone to not understand the difference between leveraging someone’s culture, especially a culture that does not have the significance — again, less than 1 percent of all breweries in the country are Black-owned. So where are the checks and balances going to come from if it’s not going to come from the industry internally? And unfortunately Vinnie and I, there may be a few other influencers, are part of the few that have dedicated ourselves, regardless of the impact, to drawing awareness to this. Because it ultimately is theft, and it’s even more so when we’re in a climate like we are in today to where people now have a clear understanding of what systemic racism is and the impact of it. So to culturally appropriate, especially in this era, is just completely ridiculous.

Z: And you mentioned the current climate, too, and so I wanted to ask about that as well. Do you get the sense that maybe — setting aside the last example, because obviously that is one side of it — but has the discussion about a lack of especially Black ownership in the craft beer space become easier? At least maybe more digestible for people, particularly white people? Since the re-emergence of the Black Lives Matter movement and a lot of conversations happening in spaces all over the country and in all kinds of different industries, have you noticed a change, or is it still the same uphill battle?

B: Yes, we’ve absolutely noticed, but I think what’s so crazy is the first step that everyone noticed is that there aren’t any Black consumers or Brown consumers, even in your brewery. So, we’re moving into the space of ownership because that’s progressively how this evolves. But I think the first jarring thing that everyone identified was, “Wow. We didn’t even realize there weren’t Black people in our taprooms or having our beer, or in any part of our consumer base.” And that’s where it started. And now we’re evolving into creating more space where ownership is an option, and I’ll let Teo chime in.

T: To your point, would it expose the most specifically in craft beer? Just saying that you weren’t a racist isn’t enough as it relates to doing the work that’s needed to dismantle white supremacy and racism. I think many breweries started to understand that they were essentially creating havens for racist activity and rhetoric and thought. And I think if you look at the pillars in craft beer being community, being selfless, being supportive of small business and entrepreneurs and mom and pops, it’s all centered around protecting and creating safe spaces for the community.

If you as a business owner do not take actions to be anti-racist, then you were essentially creating the space for people that experienced racism to not feel safe. And I think that’s probably one of the biggest things that the industry has finally started to understand, in addition to understanding that wearing a “Black People Love Beer” shirt isn’t a sign of racism. It’s a sign of showing that a conversation needed to be had. And also a sign of saying, “Look, I’m open to having a conversation about why you might be experiencing a lack of diversity and our thoughts on how we can solve it.” And Beny and I have been pretty consistent about that for the past six years. So I think if anything, it truly amplified what we had been doing the entire time and why we were doing it and why it was really for the benefit of everyone. Because at the end of the day, we all win if there’s more craft beer drinkers. Right, Zach?

Z: Absolutely, and I think it’s important to note, what you said about creating spaces that are actively anti-racist as opposed to, “Whatever, we’re just a brewery. We don’t think about those kinds of things.” This is important and something for listeners to note, for sure. But I am wondering, too, obviously it’s a bigger conversation or a longer answer than we can get into in all detail here, but besides things that I would assume are meaningful — but I don’t want to assume too much — whether it’s signage or the PR presence on social media, that may indicate an avowed anti-racist stance, are there other things that breweries can do? What are some ways that they can be more inclusive? Maybe especially if they’re not aware so far in the ways that they haven’t been inclusive.

T: I think one, we don’t ask that anybody pander, we’re not looking for people to all of a sudden adopt a culture or become something that they are not intrinsically. I mean, that’s ridiculous. What we are asking for people to do is to not treat this like it’s something political and to not treat this as something that we can’t discuss and can’t have a conversation about. It’s exactly why we created the 8 Trill Pils Initiative. To give individuals, industry leaders, industry professionals — everything down from a CPA to a law firm to a brewery that just wants to help — an opportunity to help people that are interested in creating these spaces and growing this community, and an opportunity to contribute in any way that they can. It doesn’t always have to be monetary. It doesn’t always have to be time, it could be mentorship. It could be offering the services or paying for some services so that someone can have their books looked at. Whatever the case might be.

I think it’s a matter of understanding that there is a disparity in resources, and what we can do in terms of filling that gap with regards to what a brewery can do, specifically. Again, I think messaging says a lot. Especially if you are in a Black and Brown community, and I think Beny can probably speak to a few of the strategies as it would relate to making sure that when you showcase community, that you’re actually showcasing the community that you’re in versus just a community that’s in your living room.

B: Yeah, I think, a lot of it comes from just having employees and people that look like the community physically working inside of the space. It really does change how the consumer interacts with the business. Really, just having any kind of relatability inside the space really changes the tone of the overall business. And that’s really just the first place to start. Let’s get more people in the door that look like the people that you physically want inside of the space. In terms of marketing and promotions, a lot of these breweries are now leaning towards social media just to talk to consumers. If you’re only promoting consumers that look one way, how are you expecting anybody else to care or get involved or want to support your brand? Because they won’t feel like you’re supporting them. And those are just some very basic ways to change the conversation and change how you’re seen in the space. But you know, as small as those are, a lot of people aren’t even acknowledging or identifying. That’s step one. That’s how you can move forward.

T: In the digital space, I guess the best way to say to any brewery or anyone: Change your algorithm. And stop creating a situation where you’re only looking at the things that only serve you and look like you and sound like you. When you change that algorithm and when you consider something that’s bigger than just you, that’s community. And I think that’s what we would ask for breweries in this community to do.

Z: Gotcha. Let’s talk a little bit more about what you all are doing right now, not that these efforts are not obviously hugely important, but my understanding is besides the 8 Trill Pils, you make some beer. What is the status of that? And how is it going in this very strange year of 2020?

T: Yeah, it’s definitely strange. But I think Beny and I really focused on creating a plan of essentially contracting, because what we realized is that there was nothing on the shelf that really represented who we were and who we are as a community. So we wanted to deliver on a promise of making sure that the Black community, that people that love hip hop, that people that love culture, had a product that they could support. That has alignment with the founders.

So we’ve been able to really get some exciting recipes throughout California, some parts of Oregon as well. We’re in about 400 retail locations right now that can be found through our store locator or beer locator on our site that you can access on your phone as well. But the goal has really been just to work with our team and put out some incredible recipes. This month coming up, we have four flagship beers. A stout called Urban Anomaly. IPA, which is already out now, called Elevated Cipher. Go out and get it. Pilsner, that we have called Beat Messenger, and we are going to make BPLB, which is our hazy IPA, one of our flagships as well. So they’ll be on shelves all together for the first time at the beginning of November. So we’re excited about people getting these recipes as we continue on a path of working towards our brick and mortar.

Z: Awesome. Well, I really appreciate the two of you taking the time. Super-interesting and insightful and meaningful conversation. And I certainly encourage people, if you’re curious to learn more, to check out our other content on VinePair that we have written about Crowns and Hops.

T: You guys actually made one of the coolest illustrations of us, which is pretty cool. I think we’ll probably blow that up in the brewery at some point

Z: You should put it on a can! Actually, I don’t know that I can sign away the art. But like I said, I really appreciate your time and insight and look forward to revisiting some of these topics down the road — hopefully, as the craft beer industry has progressed and evolved.

B: Absolutely

T: Vote early everybody! Vote early, and especially, if you don’t mind me saying, make sure you’re reaching out to your grandparents, your great-aunts and uncles, and people that can’t, and help them as well. This is definitely a time where we need to make sure that everybody’s voices, regardless of what they believe, are heard and that they just don’t assume that it happens automatically. So we’re excited about, and motivating people to do that. And Beny, any last words?

B: In addition to that, if people are able to mail in their vote, know that there are very specific mailboxes that are safe and guaranteeing your vote will make it and be counted. So please consider that as well if you are not able to get to the polls.

Z: Yeah, absolutely. Voting is a fundamental part of living in a democracy. And if we don’t all do it, democracy stops happening. So thank you both so much. And, I look forward to talking to you again in the future.

T: Likewise, Zach.

B: Absolutely. Thank you.

Thanks so much for listening to the VinePair Podcast. If you enjoy listening to us every week, please leave us a review or rating on iTunes, Stitcher, Spotify, or wherever it is that you get your podcasts. It really helps everyone else discover the show. Now, for the credits. VinePair is produced and hosted by Zach Geballe, Erica Duecy and me: Adam Teeter. Our engineer is Nick Patri and Keith Beavers. I’d also like to give a special shout-out to my VinePair co-founder Josh Malin and the rest of the VinePair team for their support. Thanks so much for listening and we’ll see you again right here next week.

Ed. note: This episode has been edited for length and clarity.

The article Next Round: Crowns & Hops on Creating Space for BIPOC Beer Entrepreneurs appeared first on VinePair.

source https://vinepair.com/articles/crowns-hops-empower-black-brewers/

[johnboothus]

Next Round: Crowns & Hops on Creating Space for BIPOC Beer Entrepreneurs

Airing between regular episodes of the VinePair Podcast, “Next Round” explores the ideas and innovations that are helping drinks businesses adapt in a time of unprecedented change. As the coronavirus crisis continues and new challenges arise, VP Pro is in your corner, supporting the drinks community for all the rounds to come. If you have a story or perspective to share, email us at podcast@vinepair.com.

In this episode of “Next Round” VinePair Podcast host Zach Geballe speaks with Crowns & Hops Brewing Co. founders Beny Ashburn and Teo Hunter about their 8 Trill Pils Initiative, four new flagship beers, and what they’re doing to combat systemic racism in the craft beer industry.

While Black Lives Matter has recently shined an essential spotlight on the need for Black and Brown representation in the drinks world and beyond, Teo and Beny have been advocating for the Black community for several years and began creating safe spaces well before 2020 BLM activism.

Most notably, they recently created their 8 Trill Pils Initiative to provide funding for new Black entrepreneurs within the beer industry. The name alludes to a report released by the Kellogg Foundation, which makes a business case for racial equity. The study found that most industries’ lack of diversity and inclusion is a result of systemic racism, and that if we focus on racial equity today, our country stands to see a GDP impact of $8 trillion.

By partnering with BrewDog, Ashbury and Hunter have helped raise $100,000 in grants available to Black-owned craft beer businesses — but it doesn’t stop there. The Crowns & Hops founders have been working hard to encourage conversations about diversity and inclusion in craft beer, in which less than 1 percent of breweries are Black-owned.

In this episode, they discuss the harms of cultural appropriation, their relationship with craft beer, and how consumers and producers alike can improve BIPOC access to craft beer and brewing.

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Zach: From Seattle Washington, I’m Zach Geballe. And this is “Next Round,” a VinePair podcast conversation. We’re bringing you these conversations between our regular podcast episodes in order to examine how we move forward as a drinks business during the Covid crisis. Today, I’m talking with Beny Ashburn and Teo Hunter, co-founders of Crowns & Hops. Thank you both for being here.

Teo: Thank you.

Beny: Of course. Thank you.

Z: Let’s start where I love to start these conversations, which is how did the two of you first get into beer? Were there any particular beers that stand out as being influential, or experiences? How did you come to the beer world?

T: Well, first and foremost, thank you for even having us in this conversation. I think anytime we have an opportunity to talk about our platform, the movement that we’re a part of, and ultimately our business, is great. So thank you for that. Personally, I got into craft beer over a decade ago. I’m going to say probably about 12, 13 years ago. I think with a lot of individuals, primarily in the entertainment industry, a lot of people here in L.A. are not from L.A. So one of the things that was pretty common was people seeking out local beer, and I just wasn’t aware of that concept. So once it was introduced to me, I just kinda got bit by the bug. I would say the first beer that really changed things for me was Pliny the Elder. But fast-forward about five, six years after that, I met Beny. And Beny and I started to realize that there was just a lack of diversity and culture in craft beer. Because at the time we were dating, and we would visit a few local places and often saw that we were the only people of color. And just being in the industries that we were in I think that that appeared to be a unique opportunity for us to say something. And I’ll let Beny chime in and talk about her experience at that time.

B: I think when me and Teo first met, again, the funny joke is we met on Tinder. So we always say we’re the most successful slash unsuccessful Tinder couple of all time. I wasn’t that familiar with craft beer. Like most people of color, Black people, I knew beer from the Heineken and the Coronas and the malt liquors, et cetera. But Teo really introduced me to the world of craft beer. And for me, the excitement about it was more of the culture and the community aspect of it. He brought me to the Stone facility and I didn’t even know that something like that could possibly exist where you can have families hanging out playing games but also drinking this wide variety of different styles of beer.

And I think that’s what I fell in love with, which made it really easy for us to partner to help identify “How do we create a lot of these same safe spaces and this culture for Black people, for Brown people? How do we do that?” And that’s really how we started. By curating experiences and content that truly opened up, and expanded the palate, and preserved the culture for people in the craft beer space. And that’s what we’ve continued to do all the way up until today.

Z: Awesome. So on that topic of creating space and protecting the culture, did you find when you were getting into craft beer, and as you’ve continued down this path of trying to create these spaces, that there was a lack or is a lack of diversity? Something that’s a tough question to ask, I suppose, but is it the idea that there needs to be spaces that are more inviting to people of color? Or is it more just that breweries need to be inviting to everyone?

B: I think it’s a little bit of both, right? I think it’s the lack of ownership. It’s the lack of overall consumers that you see physically inside of breweries. And then it’s the lack of overall understanding of what craft beer actually is. And I think that’s where it starts, and we don’t think it’s been personally people absolutely excluding Black and Brown people from the craft beer space.

It’s just, you don’t know what you don’t know. And a lot of breweries you’ll see are in a lot of areas and communities of color. So if you walk by a brewery, and you don’t see anybody in there that looks like you, oftentimes you’re not going to go inside. You’re not going to feel comfortable. You’re not going to want to be a part of it. And that’s what we need to change. And that’s how we’re moving forward. And that’s how we really led into our 8 Trill Pils initiative and dealing with racial equity. But I’ll let you explain more about that.

T: Sure. And one of the things that I think is unique about both Beny and I is we really approach it from two different perspectives. I kinda came in from the craft beer connoisseur position. A Black man appreciating craft beer and befriending, and really working to build trust with a lot of the craft breweries in my community. And Beny really approached it from just being brand new and not knowing anything outside of what she was experiencing for the first time. That was not only through her lens, but through seeing me negotiate space, and obviously you can only solve a problem or an issue if you recognize it. And that’s probably been up until this point the biggest hurdle. People did not recognize it as an issue or a problem.

Rather, they would continue to snowball it into something that’s political or something that is taboo to discuss or to talk about. And if you keep a problem or a dilemma in that taboo space, to where you can’t even have an opportunity to have a discussion or explore it, then it’s impossible to solve it. There’s no way to solve that. So I think Beny and I, we always try to create a space to not only talk about it. But as most times at any craft beer bar, the likelihood is when people start talking about things, it ultimately will come down to one or two things: “How are you doing? How’s your family doing? How’s your kids doing?” And, I think that’s where we really leaned into the concept of our racial equity initiative, 8 Trill Pils.

Z: Yeah. Can you talk a little bit more about that? I know you’re giving away money for Black people in the beer industry, but maybe you can give a little more detail.

T: Sure. The concept came from a report that we read that was written by the Kellogg Foundation on a business case for racial equity. And it was one of the first times that we saw as entrepreneurs an actual case study that was created that showed the benefit of accomplishing racial equity and, and ultimately what the report identified is that most of the lack of diversity and inclusion is a result of systemic racism. And if we start to diminish that, and if we start to focus on diminishing the areas that eliminate the opportunity for someone to be productive — so in housing, in education, in criminal justice, in entrepreneurship and employment or all domains that there tend to be disparities for people of color, there’s probably going to be a lack of productivity.

So, our goal was to really try and impact that as much as we could as entrepreneurs and shed a light on that, so that people understood that accomplishing racial equity isn’t a zero sum game, but rather, as an industry and as a community, we get stronger, for ensuring that these disparities don’t exist in those domains.

So, we created the 8 Trill Pils fund, which was a figure that they called out based on if we focus on racial equity today, our country stands to see a GDP impact of $8 trillion. And you know that clearly is something where we all win. And we kicked that off with an 8 Trill Pils beer and 8 Trill Pils Fund that is supported by BrewDog, and I’ll let Beny get into some of the details of that relationship.

B: Yes. So 8 Trill Pils, and then going into the fund and BrewDog. So, two years ago we were recipients of BrewDog’s development funds. So they have been really supportive of us in everything that we’ve been doing, which has been great. Even before Black Lives Mattered, so to speak.

So as part of our 8 Trill Pils initiative, they are working with us for this $100,000 grant that we like to say we’ll be giving back specifically to Black-owned craft beer businesses to help them financially, in terms of sustaining growth and really establishing their businesses inside of the craft beer space, as less than 1 percent of craft breweries are owned by Black people. We would really like to make a dent in that number and change the conversation. And our fund is opened up to more than just brewery owners. Because as we know, opening a brewery can be extremely expensive. We’re talking specifically to Black-owned craft beer businesses who want to just take space inside of craft beer. So that could be just a taproom, or a bottle shop, or even a mobile craft beer truck. There’s so many ways and points of entry. We really want to help change the narrative in the industry to have more cultural and physical ownership inside the space.

Z: I’m curious, you mentioned all the various ways in which systemic racism creates these massive challenges and also hampers entrepreneurship and opportunities for economic growth. I’m wondering, one of the stories I’ve heard many, many times from craft brewers is, “Oh, you know, I got started homebrewing” and we know that Black homeownership is a huge challenge in this country. You know, as with everything else, there’s just incredible inequality. Are there ways that Black people or other people of color who may not have a garage, or a space to homebrew in the way that might be commonplace, or in areas that are more densely populated, and there’s less space period. Are you doing anything or working to create that base of “brewing know-how” that feels critical to developing a brewery? You know, you have to know how to make beer to start out there.

T: Sure. Well, I think one, you have to consider the privilege and or the mechanisms that would need to be in place to allow someone an opportunity to understand how they could brew beer. And to your point, it helps to have a garage or a space to be able to do the beer itself. And also when you first got exposed to the concept of brewing, traditionally people were exposed to it in college, or they’re exposed to it because a family member did it, as well. If it’s intrinsic in that community for information and or exposure to happen on that, then you have to look at why there wouldn’t be that type of exposure in the first place. And that’s where we ask for people to investigate. I think one of the things that we also have to consider is, we weren’t the first person or the first Black-owned brewery.

We weren’t the first Black brewers. There have been amazing individuals in the space, to include homebrewers, that we probably have never heard of. I think what we then challenged people, especially the income and industry to explore, is again, what was the paradigm that allowed for someone to not only pick up that passion or pick up those skill sets, but also to develop it? To grow it, to have the audacity to say, I’m going to try this out. And if it doesn’t work, I’m not going to lose it all. I think a lot of people might project that they had that amount of risk involved, but ultimately, there are a lot of brewery owners that I know of that had homes, that had a mortgage paid for, that inherited capital, or whatever the case might be. That’s not every situation, but it’s more often than not. And I think one of the things that we ultimately tried to do with our initial entry into the industry was to provide a level of exposure, because ultimately once you get exposed to something you investigate it yourself.

And that’s what wasn’t happening, Zach. There was a lack of exposure, a lack of opportunity, a lack of opportunities to gather and celebrate something that ultimately you can make at home.

Z: I want to shift gears a little bit and just ask about something else that feels very topical right now, although obviously has a long history, not just in beer but, I don’t know, America? And that’s this idea of cultural appropriation, especially in beer. And I would just love to hear from the two of you, your thoughts. I don’t even necessarily have a question other than just an observation that I’ve seen plenty of examples of Black culture being appropriated in white spaces in beer. And I would be curious to know each of your thoughts.

B: Yes. So, there’s been a lot of that that’s happened over the years, particularly in craft beer. Knowing that a lot of these cans are “limited edition” and they’re kind of “one-hits,” the amount of culture or misappropriation of culture that’s used to sell beer quickly happens quite often. A more recent example is Evans Brewery put out a beer called “WAP.” What did it stand for?

T: Wet Ass Pilsner.

B: Right. And used pretty much Cardi B and Meg Thee Stallion’s likeness completely.

T: No, they used it exactly.

B: They used it exactly. Let me be very clear. They used it exactly. And with no regard for the culture of what that actually represents to the community. They’ve not said or done anything as it relates to even discussing or mentioning all of the issues that are literally going on right now in this country. But yet, they took something super specific, something very personal and popular in the Black community, and used it to sell beer. And that happens pretty much all the time. And I’m sure Teo has more to say to that.

T: Yeah, and this is where the problem lies. The argument that we’ve heard and that we’ve seen — to include from Evans Brewery — was that it’s an ode or a parody or in some way to poke fun, which we get. We’re not without a sense of humor, we understand that people have a love or appreciation for something. In this particular case, it took the exact acronym. It took faces of Black and Brown women, that don’t appear anywhere within a way they project their community and their current company. To us again, if you just look at the sheer definition of cultural appropriation, it is essentially using someone else’s culture and identity for benefit by a dominant culture.

And if you look at that from a craft-beer lens, the reality is no one would have heard of that beer if it wasn’t for them using that acronym. Regardless if they shifted it or if they used their image, it’s really unfortunate that you have to argue against an industry that clearly understands what it means to protect your IP. What it means to protect an idea. And for someone to not understand the difference between leveraging someone’s culture, especially a culture that does not have the significance — again, less than 1 percent of all breweries in the country are Black-owned. So where are the checks and balances going to come from if it’s not going to come from the industry internally? And unfortunately Vinnie and I, there may be a few other influencers, are part of the few that have dedicated ourselves, regardless of the impact, to drawing awareness to this. Because it ultimately is theft, and it’s even more so when we’re in a climate like we are in today to where people now have a clear understanding of what systemic racism is and the impact of it. So to culturally appropriate, especially in this era, is just completely ridiculous.

Z: And you mentioned the current climate, too, and so I wanted to ask about that as well. Do you get the sense that maybe — setting aside the last example, because obviously that is one side of it — but has the discussion about a lack of especially Black ownership in the craft beer space become easier? At least maybe more digestible for people, particularly white people? Since the re-emergence of the Black Lives Matter movement and a lot of conversations happening in spaces all over the country and in all kinds of different industries, have you noticed a change, or is it still the same uphill battle?

B: Yes, we’ve absolutely noticed, but I think what’s so crazy is the first step that everyone noticed is that there aren’t any Black consumers or Brown consumers, even in your brewery. So, we’re moving into the space of ownership because that’s progressively how this evolves. But I think the first jarring thing that everyone identified was, “Wow. We didn’t even realize there weren’t Black people in our taprooms or having our beer, or in any part of our consumer base.” And that’s where it started. And now we’re evolving into creating more space where ownership is an option, and I’ll let Teo chime in.

T: To your point, would it expose the most specifically in craft beer? Just saying that you weren’t a racist isn’t enough as it relates to doing the work that’s needed to dismantle white supremacy and racism. I think many breweries started to understand that they were essentially creating havens for racist activity and rhetoric and thought. And I think if you look at the pillars in craft beer being community, being selfless, being supportive of small business and entrepreneurs and mom and pops, it’s all centered around protecting and creating safe spaces for the community.

If you as a business owner do not take actions to be anti-racist, then you were essentially creating the space for people that experienced racism to not feel safe. And I think that’s probably one of the biggest things that the industry has finally started to understand, in addition to understanding that wearing a “Black People Love Beer” shirt isn’t a sign of racism. It’s a sign of showing that a conversation needed to be had. And also a sign of saying, “Look, I’m open to having a conversation about why you might be experiencing a lack of diversity and our thoughts on how we can solve it.” And Beny and I have been pretty consistent about that for the past six years. So I think if anything, it truly amplified what we had been doing the entire time and why we were doing it and why it was really for the benefit of everyone. Because at the end of the day, we all win if there’s more craft beer drinkers. Right, Zach?

Z: Absolutely, and I think it’s important to note, what you said about creating spaces that are actively anti-racist as opposed to, “Whatever, we’re just a brewery. We don’t think about those kinds of things.” This is important and something for listeners to note, for sure. But I am wondering, too, obviously it’s a bigger conversation or a longer answer than we can get into in all detail here, but besides things that I would assume are meaningful — but I don’t want to assume too much — whether it’s signage or the PR presence on social media, that may indicate an avowed anti-racist stance, are there other things that breweries can do? What are some ways that they can be more inclusive? Maybe especially if they’re not aware so far in the ways that they haven’t been inclusive.

T: I think one, we don’t ask that anybody pander, we’re not looking for people to all of a sudden adopt a culture or become something that they are not intrinsically. I mean, that’s ridiculous. What we are asking for people to do is to not treat this like it’s something political and to not treat this as something that we can’t discuss and can’t have a conversation about. It’s exactly why we created the 8 Trill Pils Initiative. To give individuals, industry leaders, industry professionals — everything down from a CPA to a law firm to a brewery that just wants to help — an opportunity to help people that are interested in creating these spaces and growing this community, and an opportunity to contribute in any way that they can. It doesn’t always have to be monetary. It doesn’t always have to be time, it could be mentorship. It could be offering the services or paying for some services so that someone can have their books looked at. Whatever the case might be.

I think it’s a matter of understanding that there is a disparity in resources, and what we can do in terms of filling that gap with regards to what a brewery can do, specifically. Again, I think messaging says a lot. Especially if you are in a Black and Brown community, and I think Beny can probably speak to a few of the strategies as it would relate to making sure that when you showcase community, that you’re actually showcasing the community that you’re in versus just a community that’s in your living room.

B: Yeah, I think, a lot of it comes from just having employees and people that look like the community physically working inside of the space. It really does change how the consumer interacts with the business. Really, just having any kind of relatability inside the space really changes the tone of the overall business. And that’s really just the first place to start. Let’s get more people in the door that look like the people that you physically want inside of the space. In terms of marketing and promotions, a lot of these breweries are now leaning towards social media just to talk to consumers. If you’re only promoting consumers that look one way, how are you expecting anybody else to care or get involved or want to support your brand? Because they won’t feel like you’re supporting them. And those are just some very basic ways to change the conversation and change how you’re seen in the space. But you know, as small as those are, a lot of people aren’t even acknowledging or identifying. That’s step one. That’s how you can move forward.

T: In the digital space, I guess the best way to say to any brewery or anyone: Change your algorithm. And stop creating a situation where you’re only looking at the things that only serve you and look like you and sound like you. When you change that algorithm and when you consider something that’s bigger than just you, that’s community. And I think that’s what we would ask for breweries in this community to do.

Z: Gotcha. Let’s talk a little bit more about what you all are doing right now, not that these efforts are not obviously hugely important, but my understanding is besides the 8 Trill Pils, you make some beer. What is the status of that? And how is it going in this very strange year of 2020?

T: Yeah, it’s definitely strange. But I think Beny and I really focused on creating a plan of essentially contracting, because what we realized is that there was nothing on the shelf that really represented who we were and who we are as a community. So we wanted to deliver on a promise of making sure that the Black community, that people that love hip hop, that people that love culture, had a product that they could support. That has alignment with the founders.

So we’ve been able to really get some exciting recipes throughout California, some parts of Oregon as well. We’re in about 400 retail locations right now that can be found through our store locator or beer locator on our site that you can access on your phone as well. But the goal has really been just to work with our team and put out some incredible recipes. This month coming up, we have four flagship beers. A stout called Urban Anomaly. IPA, which is already out now, called Elevated Cipher. Go out and get it. Pilsner, that we have called Beat Messenger, and we are going to make BPLB, which is our hazy IPA, one of our flagships as well. So they’ll be on shelves all together for the first time at the beginning of November. So we’re excited about people getting these recipes as we continue on a path of working towards our brick and mortar.

Z: Awesome. Well, I really appreciate the two of you taking the time. Super-interesting and insightful and meaningful conversation. And I certainly encourage people, if you’re curious to learn more, to check out our other content on VinePair that we have written about Crowns and Hops.

T: You guys actually made one of the coolest illustrations of us, which is pretty cool. I think we’ll probably blow that up in the brewery at some point

Z: You should put it on a can! Actually, I don’t know that I can sign away the art. But like I said, I really appreciate your time and insight and look forward to revisiting some of these topics down the road — hopefully, as the craft beer industry has progressed and evolved.

B: Absolutely

T: Vote early everybody! Vote early, and especially, if you don’t mind me saying, make sure you’re reaching out to your grandparents, your great-aunts and uncles, and people that can’t, and help them as well. This is definitely a time where we need to make sure that everybody’s voices, regardless of what they believe, are heard and that they just don’t assume that it happens automatically. So we’re excited about, and motivating people to do that. And Beny, any last words?

B: In addition to that, if people are able to mail in their vote, know that there are very specific mailboxes that are safe and guaranteeing your vote will make it and be counted. So please consider that as well if you are not able to get to the polls.

Z: Yeah, absolutely. Voting is a fundamental part of living in a democracy. And if we don’t all do it, democracy stops happening. So thank you both so much. And, I look forward to talking to you again in the future.

T: Likewise, Zach.

B: Absolutely. Thank you.

Thanks so much for listening to the VinePair Podcast. If you enjoy listening to us every week, please leave us a review or rating on iTunes, Stitcher, Spotify, or wherever it is that you get your podcasts. It really helps everyone else discover the show. Now, for the credits. VinePair is produced and hosted by Zach Geballe, Erica Duecy and me: Adam Teeter. Our engineer is Nick Patri and Keith Beavers. I’d also like to give a special shout-out to my VinePair co-founder Josh Malin and the rest of the VinePair team for their support. Thanks so much for listening and we’ll see you again right here next week.

Ed. note: This episode has been edited for length and clarity.

The article Next Round: Crowns & Hops on Creating Space for BIPOC Beer Entrepreneurs appeared first on VinePair.

Via https://vinepair.com/articles/crowns-hops-empower-black-brewers/

source https://vinology1.weebly.com/blog/next-round-crowns-hops-on-creating-space-for-bipoc-beer-entrepreneurs

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How Big Is the Gender Gap Between Men and Women in SEO?

New Post has been published on http://tiptopreview.com/how-big-is-the-gender-gap-between-men-and-women-in-seo/

How Big Is the Gender Gap Between Men and Women in SEO?

To anyone working in SEO, it’s fairly evident that this is a male-dominated industry. Although there are powerful women SEOs in the field (like Moz CEO Sarah Bird, for example), if you glance at a conference speaker lineup or peruse the bylines on search-related blogs, you’ll see that those who identify as female are few and far between. A recent list of the 140 most influential SEOs featured 104 men and just 36 women. 

So how big is the gender gap? And how does it translate to tangible things like pay and job titles? To find out, we mined the data from our State of SEO 2020 survey, which featured 652 SEOs in 51 countries. Here are some of the things we learned.

But first, a mea culpa. If SEOs who identify as women have an uphill climb in this industry, there’s no doubt that female-identifying SEOs of color have a hill that is steeper still. I deeply regret not asking demographic questions on race and ethnicity which would have allowed us to analyze the disparate impacts that bias plays on BIPOC women SEOs. It was a missed opportunity. That said, we are currently running a survey on BIPOC in SEO that aims to cover those issues and more as we continue to take an introspective view of our industry.

Men outnumber women by more than 2 to 1 in SEO

Of the 652 SEOs who participated in the study, 191 identified as women (29.3%) and 446 identified as men (68.4%). Additionally, one identified as non-binary and 14 preferred not to say. Data was collected on a SurveyMonkey form. We reached out to our own database, purchased lists of SEOs around the world, and promoted the survey on social channels for respondents. We offered no compensation or reward for participating. Non-binary, persons who chose not to identify a gender by choosing “preferred not to say”, and SEOs from the African continent were underrepresented mostly due to the outreach database itself. Finally, respondents selecting non-binary and “preferred not to say” were not calculated in the men/women percentages. 

A voluntary survey is not a scientific sampling, but those percentages mesh with previous studies by Moz that found those who identified as women made up 22.7% of SEOs in 2012, 28.2% in 2013, and 30.1% in 2015. In all four studies, men outnumbered women by more than 2 to 1. 

Importantly, the new results suggest the gap hasn’t narrowed over the past five years.

This was not a surprise to many female-identifying SEOs who participated in the study.

“I started out in the SEO industry about 10 years ago. Compared to that, I do see more women at conferences, on online platforms, and in the day-to-day work with clients,” one said. However, she added that she hasn’t seen much progress in the last 5 years. “It’s like we are kind of stuck. I suspect it’s at least partly a visibility issue: Men have been there forever, building their reputation and expertise. It is hard to keep up with that if you had a late start.”

We interviewed more than a dozen female-identifying SEOs, most of whom asked not to be named. Although a few had supportive bosses, clients, colleagues, and mentors along the way, many shared experiences of being passed over for promotions, having to fight to be heard in meetings and, in some cases, being paid less than men for the same work.

“I think you can sum up the SEO industry by looking at speaker panels of all the major conferences. There is no equality. Are you a white male and 50+? You must be an expert! Are you a woman, 40, who’s been doing this since 2004? Oh, honey, go sit down. We have an expert already,” said one woman. She said she spent 13 years at a website development company being “constantly overlooked” before moving to a digital marketing agency where she is respected and valued.

The gender gap is widest in Latin America

Global internet usage has boomed over the past two decades, with more than 59% of the world’s population now online. Although internet penetration is highest in Europe and North America, more than three-quarters of global users live elsewhere. These growing markets are served by robust communities of SEO professionals on every continent.

Our study reached SEOs in 51 countries, which we grouped into 11 large regions. Participation was highest in the U.S. with 269 SEOs responding, but we also surveyed 113 SEOs in Western Europe, 85 in the U.K., 43 in the Eastern Europe/Balkans region, 39 in Australia and New Zealand, 30 in Asia, 21 in Canada, 18 in Scandinavia, 16 in the Middle East, 12 in Central and South America, and 6 in Africa.

We found that the gender gap is most pronounced in Latin America (83.3% who identified as men to 16.7% who identified as women) and Australia/New Zealand (82.1% who identified as men to 17.9% who identified as women). 

The gender gap is least significant in Africa (although with an admittedly very small sample size due to the small number of African SEOs in our database) and Canada (52.6% who identified as men to 47.4% who identified as women). Under Prime Minister Justin Trudeau, a self-professed feminist who appointed a gender-balanced cabinet, Canada has made gender equality a priority, but progress has been uneven at times. 

When it comes to gender diversity in SEO, the U.S., Asia, and the U.K. all trail behind Europe, Scandinavia, and the Middle East.

Female-identifying SEOs are more likely to freelance and specialize in content

Generally, the three most common career environments for SEOs are serving as an in-house expert at a single company, working in an agency setting, or operating independently as a consultant or freelancer. Each path has its own pros and cons. We found some interesting gender differences in where SEOs are working. 

Male-identifying and female-identifying SEOs are equally likely to work in-house, with about 40% of both genders working inside a single business. And as we discuss below, both genders reported being satisfied with the working conditions and level of support they received in their roles.

Among those who practice their craft externally, men are slightly more likely to work in agencies than women (49.7% vs. 42.5%). 

The biggest gap was among freelancers. Female-identifying SEOs are almost twice as likely to be contractors or freelancers as those who identify as men (17.7% vs. 10.6%). However, it’s unclear if female-identifying SEOs are heading out on their own because they don’t feel they can get a fair shake working for others, or if they’re drawn to the freedom and flexibility of freelance work.

Full-time freelancing has grown steadily across the economic landscape in recent years. It also tends to draw more women than men. Part of the appeal may be flexibility around childcare, but control over income was also a factor for some of the SEOs we interviewed. 

“I think a lot of women choose to do freelance because they want to be paid what they deserve, frankly,” said one 25-year-old female SEO in East Anglia, U.K.

However, another woman who works as an in-house SEO said, “When I got my start in marketing, most of the jobs offered to me were contractor roles, and it wasn’t clear how to become full time. It wasn’t by choice; it was what was available to me.”

Many female-identifying SEOs said it was hard for them to get hired or promoted, even with stellar track records. 

“I’ve seen loudmouth, no-record, no-proof men be hired. It’s absolutely aggravating. At my old company, I was skipped by two men who had half the knowledge for supervisor positions. Each man left within months to different companies to the next title,” said a 41-year-old female SEO in Minnesota. She subsequently changed companies and found a much more welcoming environment.

In addition to career paths, there are noteworthy differences in the areas of the industry that male-identifying and female-identifying SEOs are most likely to specialize in. Most SEOs consider themselves generalists, but among those who profess a specialty, women are twice as likely to be content experts (17.6% to 7.7%).

On the other hand, male-identifying SEOs are nearly twice as likely to be technical experts (21.5% to 12.6%). It’s unclear if this is a result of choice, fallout from the gender gap in STEM occupations generally, or if those who identify as women feel unwelcome among tech SEOs.

Among the female-identifying SEOs we interviewed, several said they think early gender stereotyping played a role, from the toys little boys and girls are given to what each gender is encouraged to pursue as a career.

“It’s similar to why women are not often involved in engineering jobs. Technical roles are historically associated with developer training, and women are more likely to transition from the marketing side than the programming side,” one said.

Several women also said technical SEO, in particular, is a “boys club.” 

“I participate in online forums for general Tech SEO and Women in Tech SEO, and the vibes are much different,” one woman said. “The male-dominated general forums are competitive. The female groups are more supportive, but again, we are trying to bring along and encourage women in the field.”

Another tech SEO who worked at an agency and in-house before going out on her own as a contractor said the culture can be intimidating: “I find that men are quicker to hop on and attack people about technical knowledge than women.”

Female-identifying SEOs generally charge less than men for their services

To find out more about the dollars and cents of SEO, we asked the agency and contract SEOs who participated in our study about their pricing models. In all, 261 SEOs were willing to share how they price their services and how much they charge. 

The three most common pricing models are monthly retainers, per-project pricing, and hourly rates. Although there was a wide range of rates among male-identifyng and female-identifying SEOs, the medians were consistently lower for those who identified as women.  

Among agency and contract SEOs, men are more likely to price their services with monthly retainers (59.1% of men vs. 39.4% of women). Women are more likely to charge per project (31.8% of women vs. 18.2% of men). About a quarter of both groups use hourly pricing.

But before we talk about prices…

Before we get into the details of how much male- and female-identifying SEOs earn, it’s important to note that we didn’t ask who actually set the prices. Depending on the size of an agency, SEOs who work there may have very little control over the pricing structure. 

The agency’s rates might be standard, or they might vary depending on who does the work. One can assume that freelancers choose their own rates, although they might be responding to signals about what the market will bear and what clients are willing to pay. 

Some studies have suggested that a variety of psychosocial factors lead female-identifying freelancers to charge less than their male counterparts. For instance, a Hewlett-Packard study identified a confidence gap in which women tended not to apply for a promotion unless they met all the qualifications, but men would go for it if they met 60 percent of the job requirements. 

Conventional wisdom holds that women are more cooperative and men are more competitive. Whether or not that’s true, men initiate negotiations more readily than women and tend to ask for higher compensation.

In a future study, we will certainly ask who determined the service pricing. For now, we can only report what male-identifying and female-identifying SEOs told us they charge.

Retainers for those who identify as male are 28.6% higher than for those identifying as female

Our respondents included 138 agency and contract SEOs who use monthly retainers as their primary pricing model. These retainers ranged from less than $250 a month to more than $25,000 a month, but overall they were higher for men. At the midpoint of the ranges on our survey, those identifying as male charge a median retainer of $2,250 a month while those identifying as female charge a median of $1,750.

When we looked at agency SEOs and freelancers separately, the median for freelancers was much lower, but it was the same for both genders: $750 a month. However, the sample size was quite small. There were only 19 freelancers in the study who primarily use retainers. Among the 119 agency SEOs who use retainer pricing, the median retainer was $2,250 for those identifying as male and $1,750 for those identifying as female. 

Project prices for men are 66.7% higher than for women

Our respondents included 54 agency and contract SEOs who typically charge on a per-project basis. The scope and cost of projects varied greatly, from less than $250 to more than $100,000. But the data showed that overall, men charge more per project — a median of $5,000 vs. $3,000 for female-identifying SEOs. 

We decided to dig deeper and found an interesting exception when we looked at agency SEOs and freelancers separately. 

The price gap was more than three times as wide among those who work in agencies. Our sample included 36 agency SEOs who use per-project pricing. Male-identifying SEOs reported that their agencies charge a median of $8,750 per project while those who identify as women said their agencies charge a median project fee of $2,250. 

The reverse was true among independent SEOs. The sample size was small, so we’re not sure what to make of it, but among the 18 freelance or contract SEOs we polled who charge by the project, women had the edge. Female-identifying freelancers charge a median fee of $3,750 per project to $1,750 for male freelancers. 

One contractor in her 50s hypothesized: “I think women may be more detail-oriented and spend more time with their project. Maybe men may charge less because they have more clients?”

Median hourly rates for male-identifying SEOs are 16.8% higher than for female-identifying SEOs

Our respondents included 57 agency and contract SEOs who typically bill by the hour. Among this group, the median rate is $125 for male-identifying SEOs vs. $107 for female-identifying SEOs. In this case, the difference is largely attributable to more women working as freelancers. The median rate for men and women SEOs at agencies was $125 an hour, and the median rate for both who work as contract or freelance SEOs was $88 an hour. 

Many of the female-identifying SEOs we interviewed said women tend to undervalue themselves and need to be more assertive in negotiating prices.

“I think confidence and not being scared to charge what you’re worth comes into play for the higher rates,” said digital marketing and content specialist Kristine Strange.

Both men and women feel equally supported as in-house SEOs

Some good news for in-house SEOs: When asked about working conditions, frustrations, and pain points, both men and women had very similar responses. Both reported strong levels of interdepartmental cooperation and support for SEO priorities.

Female-identifying SEOs are slightly more satisfied than male-identifying SEOs with in-house SEO resources

The resources available to in-house SEOs are largely dependent on the size and fiscal health of the company that employs them. 

Among in-house SEOs, women are as likely as men to work for enterprise-level companies. We found that 27.1% of male-identifying in-house SEOs and 24.8% of female-identifying in-house SEOs work for companies with more than 250 employees. And 72.9% of male-identifying and 75.2% of female-identifying SEOs work for companies with 250 or fewer employees. 

In-house SEOs across the board rated engineering support as their biggest challenge. Female-identifying SEOs were generally more satisfied than their male peers with the expertise of their teams and their staffing levels. They were equally satisfied with other elements of their SEO programs.

Conclusion

Although there are some very prominent and talented female-identifying SEOs, they are still underrepresented. And when they do enter the field, they are often compensated at lower rates than men. There is no single solution to broadening the talent pool, but we have a few thoughts.

Welcoming industry: The overwhelming number of  women who spoke to us about these findings wished to remain anonymous. We can only assume that means female-identifying SEOs do not feel safe openly discussing issues of gender within an SEO workplace. Silence only serves to bolster the status quo. We must foster an industry culture that does not punish the whistleblower but instead seeks to listen, understand, grow, and improve opportunities for all its members.

Training and mentoring: More than in many other industries, there isn’t one clear path to becoming an SEO. The STEM fields are one training ground, but many other SEOs learn the craft from mentors. To achieve more diversity, which is good for the industry and outcomes, it’s important for girls and those who identify as girls to be supported and welcomed into STEM classes during their student years. 

As an industry, we need to take the job of mentorship seriously. Experienced SEOs can do more to mentor young talent, particularly those who identify as women. Agencies can do more to recruit and hire people with different backgrounds.

Several women whom we interviewed mentioned the importance of mentors and allies:

“I sit in countless calls where I say something and until my CTO repeats what I say, some clients don’t hear me. My CTO is so supportive and wonderful, and he will literally say, ‘She’s right when she says, ‘Blah.’ She’s got 20 years under her belt… .’ Then their light turns on.”

“I’m good at learning complex software and doing complex technical tasks but wasn’t encouraged in this until my recent job — and even then, it wasn’t until I got a female manager that I was recognized for this ability and assigned those kinds of tasks on a regular basis.”

“I spent the first two years double- and triple-checking all my work, backing everything with links from male experts in the industry. One day the CTO told me I didn’t need to do that. He trusted me. I found myself in the bathroom in tears. It took me a long time to stop sending links. (Sometimes I still send links, but only if I think he needs to read them to keep up with me!)”

Transparency about pay and pricing: The taboo about discussing fees and compensation keeps inequities hidden. It’s time to shatter that norm. Independent SEOs should run their pricing plans by mentors of all genders for perspective. Agencies should be sure that skill and experience, not gender, is the driving factor in pay and pricing. 

Don’t undersell yourself: If negotiation doesn’t come naturally to you, spend extra time preparing proposals. Research your competitors and talk with mentors. Focus on the value you’re adding. Be sure to factor in your skill level and experience as it grows. Don’t fall into the confidence gap trap. Even if you don’t tick all of the boxes, if you have most of the qualifications, forge ahead to apply or submit a proposal.

I want to acknowledge the important role that several female-identifying SEOs played in the making of this article. First, I have the privilege of working with some amazing women every day in my SEO agency. Thanks to Cindy Glover, without whom I could not have produced this study. I also want to thank Areej AbuAli whose work in creating the Women in Tech SEO community has been an invaluable resource to the SEO industry and in particular, SEOs who identify as women. Women in Tech SEO not only helps to amplify the voices of those identifying as women within the community, but also helps connect them to each other.

If you wish to explore your own possible implicit bias around issues of gender and career, check out Harvard’s Gender-Career implicit bias test.

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How Big Is the Gender Gap Between Men and Women in SEO?

Posted by NicoleDeLeon

To anyone working in SEO, it’s fairly evident that this is a male-dominated industry. Although there are powerful women SEOs in the field (like Moz CEO Sarah Bird, for example), if you glance at a conference speaker lineup or peruse the bylines on search-related blogs, you’ll see that those who identify as female are few and far between. A recent list of the 140 most influential SEOs featured 104 men and just 36 women. 

So how big is the gender gap? And how does it translate to tangible things like pay and job titles? To find out, we mined the data from our State of SEO 2020 survey, which featured 652 SEOs in 51 countries. Here are some of the things we learned.

But first, a mea culpa. If SEOs who identify as women have an uphill climb in this industry, there’s no doubt that female-identifying SEOs of color have a hill that is steeper still. I deeply regret not asking demographic questions on race and ethnicity which would have allowed us to analyze the disparate impacts that bias plays on BIPOC women SEOs. It was a missed opportunity. That said, we are currently running a survey on BIPOC in SEO that aims to cover those issues and more as we continue to take an introspective view of our industry.

Men outnumber women by more than 2 to 1 in SEO

Of the 652 SEOs who participated in the study, 191 identified as women (29.3%) and 446 identified as men (68.4%). Additionally, one identified as non-binary and 14 preferred not to say. Data was collected on a SurveyMonkey form. We reached out to our own database, purchased lists of SEOs around the world, and promoted the survey on social channels for respondents. We offered no compensation or reward for participating. Non-binary, persons who chose not to identify a gender by choosing “preferred not to say”, and SEOs from the African continent were underrepresented mostly due to the outreach database itself. Finally, respondents selecting non-binary and “preferred not to say” were not calculated in the men/women percentages. 

A voluntary survey is not a scientific sampling, but those percentages mesh with previous studies by Moz that found those who identified as women made up 22.7% of SEOs in 2012, 28.2% in 2013, and 30.1% in 2015. In all four studies, men outnumbered women by more than 2 to 1. 

Importantly, the new results suggest the gap hasn’t narrowed over the past five years.

This was not a surprise to many female-identifying SEOs who participated in the study.

“I started out in the SEO industry about 10 years ago. Compared to that, I do see more women at conferences, on online platforms, and in the day-to-day work with clients,” one said. However, she added that she hasn’t seen much progress in the last 5 years. “It’s like we are kind of stuck. I suspect it’s at least partly a visibility issue: Men have been there forever, building their reputation and expertise. It is hard to keep up with that if you had a late start.”

We interviewed more than a dozen female-identifying SEOs, most of whom asked not to be named. Although a few had supportive bosses, clients, colleagues, and mentors along the way, many shared experiences of being passed over for promotions, having to fight to be heard in meetings and, in some cases, being paid less than men for the same work.

“I think you can sum up the SEO industry by looking at speaker panels of all the major conferences. There is no equality. Are you a white male and 50+? You must be an expert! Are you a woman, 40, who’s been doing this since 2004? Oh, honey, go sit down. We have an expert already,” said one woman. She said she spent 13 years at a website development company being “constantly overlooked” before moving to a digital marketing agency where she is respected and valued.

The gender gap is widest in Latin America

Global internet usage has boomed over the past two decades, with more than 59% of the world’s population now online. Although internet penetration is highest in Europe and North America, more than three-quarters of global users live elsewhere. These growing markets are served by robust communities of SEO professionals on every continent.

Our study reached SEOs in 51 countries, which we grouped into 11 large regions. Participation was highest in the U.S. with 269 SEOs responding, but we also surveyed 113 SEOs in Western Europe, 85 in the U.K., 43 in the Eastern Europe/Balkans region, 39 in Australia and New Zealand, 30 in Asia, 21 in Canada, 18 in Scandinavia, 16 in the Middle East, 12 in Central and South America, and 6 in Africa.

We found that the gender gap is most pronounced in Latin America (83.3% who identified as men to 16.7% who identified as women) and Australia/New Zealand (82.1% who identified as men to 17.9% who identified as women). 

The gender gap is least significant in Africa (although with an admittedly very small sample size due to the small number of African SEOs in our database) and Canada (52.6% who identified as men to 47.4% who identified as women). Under Prime Minister Justin Trudeau, a self-professed feminist who appointed a gender-balanced cabinet, Canada has made gender equality a priority, but progress has been uneven at times. 

When it comes to gender diversity in SEO, the U.S., Asia, and the U.K. all trail behind Europe, Scandinavia, and the Middle East.

Female-identifying SEOs are more likely to freelance and specialize in content

Generally, the three most common career environments for SEOs are serving as an in-house expert at a single company, working in an agency setting, or operating independently as a consultant or freelancer. Each path has its own pros and cons. We found some interesting gender differences in where SEOs are working. 

Male-identifying and female-identifying SEOs are equally likely to work in-house, with about 40% of both genders working inside a single business. And as we discuss below, both genders reported being satisfied with the working conditions and level of support they received in their roles.

Among those who practice their craft externally, men are slightly more likely to work in agencies than women (49.7% vs. 42.5%). 

The biggest gap was among freelancers. Female-identifying SEOs are almost twice as likely to be contractors or freelancers as those who identify as men (17.7% vs. 10.6%). However, it’s unclear if female-identifying SEOs are heading out on their own because they don’t feel they can get a fair shake working for others, or if they're drawn to the freedom and flexibility of freelance work.

Full-time freelancing has grown steadily across the economic landscape in recent years. It also tends to draw more women than men. Part of the appeal may be flexibility around childcare, but control over income was also a factor for some of the SEOs we interviewed. 

“I think a lot of women choose to do freelance because they want to be paid what they deserve, frankly,” said one 25-year-old female SEO in East Anglia, U.K.

However, another woman who works as an in-house SEO said, “When I got my start in marketing, most of the jobs offered to me were contractor roles, and it wasn’t clear how to become full time. It wasn’t by choice; it was what was available to me.”

Many female-identifying SEOs said it was hard for them to get hired or promoted, even with stellar track records. 

“I’ve seen loudmouth, no-record, no-proof men be hired. It’s absolutely aggravating. At my old company, I was skipped by two men who had half the knowledge for supervisor positions. Each man left within months to different companies to the next title,” said a 41-year-old female SEO in Minnesota. She subsequently changed companies and found a much more welcoming environment.

In addition to career paths, there are noteworthy differences in the areas of the industry that male-identifying and female-identifying SEOs are most likely to specialize in. Most SEOs consider themselves generalists, but among those who profess a specialty, women are twice as likely to be content experts (17.6% to 7.7%). On the other hand, male-identifying SEOs are nearly twice as likely to be technical experts (21.5% to 12.6%). It’s unclear if this is a result of choice, fallout from the gender gap in STEM occupations generally, or if those who identify as women feel unwelcome among tech SEOs.

Among the female-identifying SEOs we interviewed, several said they think early gender stereotyping played a role, from the toys little boys and girls are given to what each gender is encouraged to pursue as a career.

“It’s similar to why women are not often involved in engineering jobs. Technical roles are historically associated with developer training, and women are more likely to transition from the marketing side than the programming side,” one said.

Several women also said technical SEO, in particular, is a “boys club.” 

“I participate in online forums for general Tech SEO and Women in Tech SEO, and the vibes are much different,” one woman said. “The male-dominated general forums are competitive. The female groups are more supportive, but again, we are trying to bring along and encourage women in the field.”

Another tech SEO who worked at an agency and in-house before going out on her own as a contractor said the culture can be intimidating: “I find that men are quicker to hop on and attack people about technical knowledge than women.”

Female-identifying SEOs generally charge less than men for their services

To find out more about the dollars and cents of SEO, we asked the agency and contract SEOs who participated in our study about their pricing models. In all, 261 SEOs were willing to share how they price their services and how much they charge. 

The three most common pricing models are monthly retainers, per-project pricing, and hourly rates. Although there was a wide range of rates among male-identifyng and female-identifying SEOs, the medians were consistently lower for those who identified as women.  

Among agency and contract SEOs, men are more likely to price their services with monthly retainers (59.1% of men vs. 39.4% of women). Women are more likely to charge per project (31.8% of women vs. 18.2% of men). About a quarter of both groups use hourly pricing.

But before we talk about prices...

Before we get into the details of how much male- and female-identifying SEOs earn, it’s important to note that we didn’t ask who actually set the prices. Depending on the size of an agency, SEOs who work there may have very little control over the pricing structure. 

The agency’s rates might be standard, or they might vary depending on who does the work. One can assume that freelancers choose their own rates, although they might be responding to signals about what the market will bear and what clients are willing to pay. 

Some studies have suggested that a variety of psychosocial factors lead female-identifying freelancers to charge less than their male counterparts. For instance, a Hewlett-Packard study identified a confidence gap in which women tended not to apply for a promotion unless they met all the qualifications, but men would go for it if they met 60 percent of the job requirements. 

Conventional wisdom holds that women are more cooperative and men are more competitive. Whether or not that’s true, men initiate negotiations more readily than women and tend to ask for higher compensation.

In a future study, we will certainly ask who determined the service pricing. For now, we can only report what male-identifying and female-identifying SEOs told us they charge.

Retainers for those who identify as male are 28.6% higher than for those identifying as female

Our respondents included 138 agency and contract SEOs who use monthly retainers as their primary pricing model. These retainers ranged from less than $250 a month to more than $25,000 a month, but overall they were higher for men. At the midpoint of the ranges on our survey, those identifying as male charge a median retainer of $2,250 a month while those identifying as female charge a median of $1,750.

When we looked at agency SEOs and freelancers separately, the median for freelancers was much lower, but it was the same for both genders: $750 a month. However, the sample size was quite small. There were only 19 freelancers in the study who primarily use retainers. Among the 119 agency SEOs who use retainer pricing, the median retainer was $2,250 for those identifying as male and $1,750 for those identifying as female. 

Project prices for men are 66.7% higher than for women

Our respondents included 54 agency and contract SEOs who typically charge on a per-project basis. The scope and cost of projects varied greatly, from less than $250 to more than $100,000. But the data showed that overall, men charge more per project — a median of $5,000 vs. $3,000 for female-identifying SEOs. 

We decided to dig deeper and found an interesting exception when we looked at agency SEOs and freelancers separately. 

The price gap was more than three times as wide among those who work in agencies. Our sample included 36 agency SEOs who use per-project pricing. Male-identifying SEOs reported that their agencies charge a median of $8,750 per project while those who identify as women said their agencies charge a median project fee of $2,250. 

The reverse was true among independent SEOs. The sample size was small, so we’re not sure what to make of it, but among the 18 freelance or contract SEOs we polled who charge by the project, women had the edge. Female-identifying freelancers charge a median fee of $3,750 per project to $1,750 for male freelancers. 

One contractor in her 50s hypothesized: “I think women may be more detail-oriented and spend more time with their project. Maybe men may charge less because they have more clients?”

Median hourly rates for male-identifying SEOs are 16.8% higher than for female-identifying SEOs

Our respondents included 57 agency and contract SEOs who typically bill by the hour. Among this group, the median rate is $125 for male-identifying SEOs vs. $107 for female-identifying SEOs. In this case, the difference is largely attributable to more women working as freelancers. The median rate for men and women SEOs at agencies was $125 an hour, and the median rate for both who work as contract or freelance SEOs was $88 an hour. 

Many of the female-identifying SEOs we interviewed said women tend to undervalue themselves and need to be more assertive in negotiating prices.

“I think confidence and not being scared to charge what you’re worth comes into play for the higher rates,” said digital marketing and content specialist Kristine Strange.

Both men and women feel equally supported as in-house SEOs

Some good news for in-house SEOs: When asked about working conditions, frustrations, and pain points, both men and women had very similar responses. Both reported strong levels of interdepartmental cooperation and support for SEO priorities.

Female-identifying SEOs are slightly more satisfied than male-idneitfying SEOs with in-house SEO resources

The resources available to in-house SEOs are largely dependent on the size and fiscal health of the company that employs them. 

Among in-house SEOs, women are as likely as men to work for enterprise-level companies. We found that 27.1% of male-identifying in-house SEOs and 24.8% of female-identifying in-house SEOs work for companies with more than 250 employees. And 72.9% of male-identifying and 75.2% of female-identifying SEOs work for companies with 250 or fewer employees. 

In-house SEOs across the board rated engineering support as their biggest challenge. Female-identifying SEOs were generally more satisfied than their male peers with the expertise of their teams and their staffing levels. They were equally satisfied with other elements of their SEO programs.

Conclusion

Although there are some very prominent and talented female-identifying SEOs, they are still underrepresented. And when they do enter the field, they are often compensated at lower rates than men. There is no single solution to broadening the talent pool, but we have a few thoughts.

Welcoming industry: The overwhelming number of  women who spoke to us about these findings wished to remain anonymous. We can only assume that means female-identifying SEOs do not feel safe openly discussing issues of gender within an SEO workplace. Silence only serves to bolster the status quo. We must foster an industry culture that does not punish the whistleblower but instead seeks to listen, understand, grow, and improve opportunities for all its members. Training and mentoring: More than in many other industries, there isn’t one clear path to becoming an SEO. The STEM fields are one training ground, but many other SEOs learn the craft from mentors. To achieve more diversity, which is good for the industry and outcomes, it’s important for girls and those who identify as girls to be supported and welcomed into STEM classes during their student years. 

As an industry, we need to take the job of mentorship seriously. Experienced SEOs can do more to mentor young talent, particularly those who identify as women. Agencies can do more to recruit and hire people with different backgrounds.

Several women whom we interviewed mentioned the importance of mentors and allies:

"I sit in countless calls where I say something and until my CTO repeats what I say, some clients don’t hear me. My CTO is so supportive and wonderful, and he will literally say, 'She’s right when she says, ‘Blah.’ She’s got 20 years under her belt… .' Then their light turns on."

"I’m good at learning complex software and doing complex technical tasks but wasn’t encouraged in this until my recent job — and even then, it wasn’t until I got a female manager that I was recognized for this ability and assigned those kinds of tasks on a regular basis."

"I spent the first two years double- and triple-checking all my work, backing everything with links from male experts in the industry. One day the CTO told me I didn’t need to do that. He trusted me. I found myself in the bathroom in tears. It took me a long time to stop sending links. (Sometimes I still send links, but only if I think he needs to read them to keep up with me!)"

Transparency about pay and pricing: The taboo about discussing fees and compensation keeps inequities hidden. It’s time to shatter that norm. Independent SEOs should run their pricing plans by mentors of all genders for perspective. Agencies should be sure that skill and experience, not gender, is the driving factor in pay and pricing. 

Don’t undersell yourself: If negotiation doesn’t come naturally to you, spend extra time preparing proposals. Research your competitors and talk with mentors. Focus on the value you’re adding. Be sure to factor in your skill level and experience as it grows. Don’t fall into the confidence gap trap. Even if you don’t tick all of the boxes, if you have most of the qualifications, forge ahead to apply or submit a proposal.

I want to acknowledge the important role that several female-identifying SEOs played in the making of this article. First, I have the privilege of working with some amazing women every day in my SEO agency. Thanks to Cindy Glover, without whom I could not have produced this study. I also want to thank Areej AbuAli whose work in creating the Women in Tech SEO community has been an invaluable resource to the SEO industry and in particular, SEOs who identify as women. Women in Tech SEO not only helps to amplify the voices of those identifying as women within the community, but also helps connect them to each other.

If you wish to explore your own possible implicit bias around issues of gender and career, check out Harvard’s Gender-Career implicit bias test.

Sign up for The Moz Top 10, a semimonthly mailer updating you on the top ten hottest pieces of SEO news, tips, and rad links uncovered by the Moz team. Think of it as your exclusive digest of stuff you don't have time to hunt down but want to read!

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[lakelandseo]

How Big Is the Gender Gap Between Men and Women in SEO?

Posted by NicoleDeLeon

To anyone working in SEO, it’s fairly evident that this is a male-dominated industry. Although there are powerful women SEOs in the field (like Moz CEO Sarah Bird, for example), if you glance at a conference speaker lineup or peruse the bylines on search-related blogs, you’ll see that those who identify as female are few and far between. A recent list of the 140 most influential SEOs featured 104 men and just 36 women. 

So how big is the gender gap? And how does it translate to tangible things like pay and job titles? To find out, we mined the data from our State of SEO 2020 survey, which featured 652 SEOs in 51 countries. Here are some of the things we learned.

But first, a mea culpa. If SEOs who identify as women have an uphill climb in this industry, there’s no doubt that female-identifying SEOs of color have a hill that is steeper still. I deeply regret not asking demographic questions on race and ethnicity which would have allowed us to analyze the disparate impacts that bias plays on BIPOC women SEOs. It was a missed opportunity. That said, we are currently running a survey on BIPOC in SEO that aims to cover those issues and more as we continue to take an introspective view of our industry.

Men outnumber women by more than 2 to 1 in SEO

Of the 652 SEOs who participated in the study, 191 identified as women (29.3%) and 446 identified as men (68.4%). Additionally, one identified as non-binary and 14 preferred not to say. Data was collected on a SurveyMonkey form. We reached out to our own database, purchased lists of SEOs around the world, and promoted the survey on social channels for respondents. We offered no compensation or reward for participating. Non-binary, persons who chose not to identify a gender by choosing “preferred not to say”, and SEOs from the African continent were underrepresented mostly due to the outreach database itself. Finally, respondents selecting non-binary and “preferred not to say” were not calculated in the men/women percentages. 

A voluntary survey is not a scientific sampling, but those percentages mesh with previous studies by Moz that found those who identified as women made up 22.7% of SEOs in 2012, 28.2% in 2013, and 30.1% in 2015. In all four studies, men outnumbered women by more than 2 to 1. 

Importantly, the new results suggest the gap hasn’t narrowed over the past five years.

This was not a surprise to many female-identifying SEOs who participated in the study.

“I started out in the SEO industry about 10 years ago. Compared to that, I do see more women at conferences, on online platforms, and in the day-to-day work with clients,” one said. However, she added that she hasn’t seen much progress in the last 5 years. “It’s like we are kind of stuck. I suspect it’s at least partly a visibility issue: Men have been there forever, building their reputation and expertise. It is hard to keep up with that if you had a late start.”

We interviewed more than a dozen female-identifying SEOs, most of whom asked not to be named. Although a few had supportive bosses, clients, colleagues, and mentors along the way, many shared experiences of being passed over for promotions, having to fight to be heard in meetings and, in some cases, being paid less than men for the same work.

“I think you can sum up the SEO industry by looking at speaker panels of all the major conferences. There is no equality. Are you a white male and 50+? You must be an expert! Are you a woman, 40, who’s been doing this since 2004? Oh, honey, go sit down. We have an expert already,” said one woman. She said she spent 13 years at a website development company being “constantly overlooked” before moving to a digital marketing agency where she is respected and valued.

The gender gap is widest in Latin America

Global internet usage has boomed over the past two decades, with more than 59% of the world’s population now online. Although internet penetration is highest in Europe and North America, more than three-quarters of global users live elsewhere. These growing markets are served by robust communities of SEO professionals on every continent.

Our study reached SEOs in 51 countries, which we grouped into 11 large regions. Participation was highest in the U.S. with 269 SEOs responding, but we also surveyed 113 SEOs in Western Europe, 85 in the U.K., 43 in the Eastern Europe/Balkans region, 39 in Australia and New Zealand, 30 in Asia, 21 in Canada, 18 in Scandinavia, 16 in the Middle East, 12 in Central and South America, and 6 in Africa.

We found that the gender gap is most pronounced in Latin America (83.3% who identified as men to 16.7% who identified as women) and Australia/New Zealand (82.1% who identified as men to 17.9% who identified as women). 

The gender gap is least significant in Africa (although with an admittedly very small sample size due to the small number of African SEOs in our database) and Canada (52.6% who identified as men to 47.4% who identified as women). Under Prime Minister Justin Trudeau, a self-professed feminist who appointed a gender-balanced cabinet, Canada has made gender equality a priority, but progress has been uneven at times. 

When it comes to gender diversity in SEO, the U.S., Asia, and the U.K. all trail behind Europe, Scandinavia, and the Middle East.

Female-identifying SEOs are more likely to freelance and specialize in content

Generally, the three most common career environments for SEOs are serving as an in-house expert at a single company, working in an agency setting, or operating independently as a consultant or freelancer. Each path has its own pros and cons. We found some interesting gender differences in where SEOs are working. 

Male-identifying and female-identifying SEOs are equally likely to work in-house, with about 40% of both genders working inside a single business. And as we discuss below, both genders reported being satisfied with the working conditions and level of support they received in their roles.

Among those who practice their craft externally, men are slightly more likely to work in agencies than women (49.7% vs. 42.5%). 

The biggest gap was among freelancers. Female-identifying SEOs are almost twice as likely to be contractors or freelancers as those who identify as men (17.7% vs. 10.6%). However, it’s unclear if female-identifying SEOs are heading out on their own because they don’t feel they can get a fair shake working for others, or if they're drawn to the freedom and flexibility of freelance work.

Full-time freelancing has grown steadily across the economic landscape in recent years. It also tends to draw more women than men. Part of the appeal may be flexibility around childcare, but control over income was also a factor for some of the SEOs we interviewed. 

“I think a lot of women choose to do freelance because they want to be paid what they deserve, frankly,” said one 25-year-old female SEO in East Anglia, U.K.

However, another woman who works as an in-house SEO said, “When I got my start in marketing, most of the jobs offered to me were contractor roles, and it wasn’t clear how to become full time. It wasn’t by choice; it was what was available to me.”

Many female-identifying SEOs said it was hard for them to get hired or promoted, even with stellar track records. 

“I’ve seen loudmouth, no-record, no-proof men be hired. It’s absolutely aggravating. At my old company, I was skipped by two men who had half the knowledge for supervisor positions. Each man left within months to different companies to the next title,” said a 41-year-old female SEO in Minnesota. She subsequently changed companies and found a much more welcoming environment.

In addition to career paths, there are noteworthy differences in the areas of the industry that male-identifying and female-identifying SEOs are most likely to specialize in. Most SEOs consider themselves generalists, but among those who profess a specialty, women are twice as likely to be content experts (17.6% to 7.7%). On the other hand, male-identifying SEOs are nearly twice as likely to be technical experts (21.5% to 12.6%). It’s unclear if this is a result of choice, fallout from the gender gap in STEM occupations generally, or if those who identify as women feel unwelcome among tech SEOs.

Among the female-identifying SEOs we interviewed, several said they think early gender stereotyping played a role, from the toys little boys and girls are given to what each gender is encouraged to pursue as a career.

“It’s similar to why women are not often involved in engineering jobs. Technical roles are historically associated with developer training, and women are more likely to transition from the marketing side than the programming side,” one said.

Several women also said technical SEO, in particular, is a “boys club.” 

“I participate in online forums for general Tech SEO and Women in Tech SEO, and the vibes are much different,” one woman said. “The male-dominated general forums are competitive. The female groups are more supportive, but again, we are trying to bring along and encourage women in the field.”

Another tech SEO who worked at an agency and in-house before going out on her own as a contractor said the culture can be intimidating: “I find that men are quicker to hop on and attack people about technical knowledge than women.”

Female-identifying SEOs generally charge less than men for their services

To find out more about the dollars and cents of SEO, we asked the agency and contract SEOs who participated in our study about their pricing models. In all, 261 SEOs were willing to share how they price their services and how much they charge. 

The three most common pricing models are monthly retainers, per-project pricing, and hourly rates. Although there was a wide range of rates among male-identifyng and female-identifying SEOs, the medians were consistently lower for those who identified as women.  

Among agency and contract SEOs, men are more likely to price their services with monthly retainers (59.1% of men vs. 39.4% of women). Women are more likely to charge per project (31.8% of women vs. 18.2% of men). About a quarter of both groups use hourly pricing.

But before we talk about prices...

Before we get into the details of how much male- and female-identifying SEOs earn, it’s important to note that we didn’t ask who actually set the prices. Depending on the size of an agency, SEOs who work there may have very little control over the pricing structure. 

The agency’s rates might be standard, or they might vary depending on who does the work. One can assume that freelancers choose their own rates, although they might be responding to signals about what the market will bear and what clients are willing to pay. 

Some studies have suggested that a variety of psychosocial factors lead female-identifying freelancers to charge less than their male counterparts. For instance, a Hewlett-Packard study identified a confidence gap in which women tended not to apply for a promotion unless they met all the qualifications, but men would go for it if they met 60 percent of the job requirements. 

Conventional wisdom holds that women are more cooperative and men are more competitive. Whether or not that’s true, men initiate negotiations more readily than women and tend to ask for higher compensation.

In a future study, we will certainly ask who determined the service pricing. For now, we can only report what male-identifying and female-identifying SEOs told us they charge.

Retainers for those who identify as male are 28.6% higher than for those identifying as female

Our respondents included 138 agency and contract SEOs who use monthly retainers as their primary pricing model. These retainers ranged from less than $250 a month to more than $25,000 a month, but overall they were higher for men. At the midpoint of the ranges on our survey, those identifying as male charge a median retainer of $2,250 a month while those identifying as female charge a median of $1,750.

When we looked at agency SEOs and freelancers separately, the median for freelancers was much lower, but it was the same for both genders: $750 a month. However, the sample size was quite small. There were only 19 freelancers in the study who primarily use retainers. Among the 119 agency SEOs who use retainer pricing, the median retainer was $2,250 for those identifying as male and $1,750 for those identifying as female. 

Project prices for men are 66.7% higher than for women

Our respondents included 54 agency and contract SEOs who typically charge on a per-project basis. The scope and cost of projects varied greatly, from less than $250 to more than $100,000. But the data showed that overall, men charge more per project — a median of $5,000 vs. $3,000 for female-identifying SEOs. 

We decided to dig deeper and found an interesting exception when we looked at agency SEOs and freelancers separately. 

The price gap was more than three times as wide among those who work in agencies. Our sample included 36 agency SEOs who use per-project pricing. Male-identifying SEOs reported that their agencies charge a median of $8,750 per project while those who identify as women said their agencies charge a median project fee of $2,250. 

The reverse was true among independent SEOs. The sample size was small, so we’re not sure what to make of it, but among the 18 freelance or contract SEOs we polled who charge by the project, women had the edge. Female-identifying freelancers charge a median fee of $3,750 per project to $1,750 for male freelancers. 

One contractor in her 50s hypothesized: “I think women may be more detail-oriented and spend more time with their project. Maybe men may charge less because they have more clients?”

Median hourly rates for male-identifying SEOs are 16.8% higher than for female-identifying SEOs

Our respondents included 57 agency and contract SEOs who typically bill by the hour. Among this group, the median rate is $125 for male-identifying SEOs vs. $107 for female-identifying SEOs. In this case, the difference is largely attributable to more women working as freelancers. The median rate for men and women SEOs at agencies was $125 an hour, and the median rate for both who work as contract or freelance SEOs was $88 an hour. 

Many of the female-identifying SEOs we interviewed said women tend to undervalue themselves and need to be more assertive in negotiating prices.

“I think confidence and not being scared to charge what you’re worth comes into play for the higher rates,” said digital marketing and content specialist Kristine Strange.

Both men and women feel equally supported as in-house SEOs

Some good news for in-house SEOs: When asked about working conditions, frustrations, and pain points, both men and women had very similar responses. Both reported strong levels of interdepartmental cooperation and support for SEO priorities.

Female-identifying SEOs are slightly more satisfied than male-idneitfying SEOs with in-house SEO resources

The resources available to in-house SEOs are largely dependent on the size and fiscal health of the company that employs them. 

Among in-house SEOs, women are as likely as men to work for enterprise-level companies. We found that 27.1% of male-identifying in-house SEOs and 24.8% of female-identifying in-house SEOs work for companies with more than 250 employees. And 72.9% of male-identifying and 75.2% of female-identifying SEOs work for companies with 250 or fewer employees. 

In-house SEOs across the board rated engineering support as their biggest challenge. Female-identifying SEOs were generally more satisfied than their male peers with the expertise of their teams and their staffing levels. They were equally satisfied with other elements of their SEO programs.

Conclusion

Although there are some very prominent and talented female-identifying SEOs, they are still underrepresented. And when they do enter the field, they are often compensated at lower rates than men. There is no single solution to broadening the talent pool, but we have a few thoughts.

Welcoming industry: The overwhelming number of  women who spoke to us about these findings wished to remain anonymous. We can only assume that means female-identifying SEOs do not feel safe openly discussing issues of gender within an SEO workplace. Silence only serves to bolster the status quo. We must foster an industry culture that does not punish the whistleblower but instead seeks to listen, understand, grow, and improve opportunities for all its members. Training and mentoring: More than in many other industries, there isn’t one clear path to becoming an SEO. The STEM fields are one training ground, but many other SEOs learn the craft from mentors. To achieve more diversity, which is good for the industry and outcomes, it’s important for girls and those who identify as girls to be supported and welcomed into STEM classes during their student years. 

As an industry, we need to take the job of mentorship seriously. Experienced SEOs can do more to mentor young talent, particularly those who identify as women. Agencies can do more to recruit and hire people with different backgrounds.

Several women whom we interviewed mentioned the importance of mentors and allies:

"I sit in countless calls where I say something and until my CTO repeats what I say, some clients don’t hear me. My CTO is so supportive and wonderful, and he will literally say, 'She’s right when she says, ‘Blah.’ She’s got 20 years under her belt… .' Then their light turns on."

"I’m good at learning complex software and doing complex technical tasks but wasn’t encouraged in this until my recent job — and even then, it wasn’t until I got a female manager that I was recognized for this ability and assigned those kinds of tasks on a regular basis."

"I spent the first two years double- and triple-checking all my work, backing everything with links from male experts in the industry. One day the CTO told me I didn’t need to do that. He trusted me. I found myself in the bathroom in tears. It took me a long time to stop sending links. (Sometimes I still send links, but only if I think he needs to read them to keep up with me!)"

Transparency about pay and pricing: The taboo about discussing fees and compensation keeps inequities hidden. It’s time to shatter that norm. Independent SEOs should run their pricing plans by mentors of all genders for perspective. Agencies should be sure that skill and experience, not gender, is the driving factor in pay and pricing. 

Don’t undersell yourself: If negotiation doesn’t come naturally to you, spend extra time preparing proposals. Research your competitors and talk with mentors. Focus on the value you’re adding. Be sure to factor in your skill level and experience as it grows. Don’t fall into the confidence gap trap. Even if you don’t tick all of the boxes, if you have most of the qualifications, forge ahead to apply or submit a proposal.

I want to acknowledge the important role that several female-identifying SEOs played in the making of this article. First, I have the privilege of working with some amazing women every day in my SEO agency. Thanks to Cindy Glover, without whom I could not have produced this study. I also want to thank Areej AbuAli whose work in creating the Women in Tech SEO community has been an invaluable resource to the SEO industry and in particular, SEOs who identify as women. Women in Tech SEO not only helps to amplify the voices of those identifying as women within the community, but also helps connect them to each other.

If you wish to explore your own possible implicit bias around issues of gender and career, check out Harvard’s Gender-Career implicit bias test.

Sign up for The Moz Top 10, a semimonthly mailer updating you on the top ten hottest pieces of SEO news, tips, and rad links uncovered by the Moz team. Think of it as your exclusive digest of stuff you don't have time to hunt down but want to read!

[epackingvietnam]

How Big Is the Gender Gap Between Men and Women in SEO?

Posted by NicoleDeLeon

To anyone working in SEO, it’s fairly evident that this is a male-dominated industry. Although there are powerful women SEOs in the field (like Moz CEO Sarah Bird, for example), if you glance at a conference speaker lineup or peruse the bylines on search-related blogs, you’ll see that those who identify as female are few and far between. A recent list of the 140 most influential SEOs featured 104 men and just 36 women. 

So how big is the gender gap? And how does it translate to tangible things like pay and job titles? To find out, we mined the data from our State of SEO 2020 survey, which featured 652 SEOs in 51 countries. Here are some of the things we learned.

But first, a mea culpa. If SEOs who identify as women have an uphill climb in this industry, there’s no doubt that female-identifying SEOs of color have a hill that is steeper still. I deeply regret not asking demographic questions on race and ethnicity which would have allowed us to analyze the disparate impacts that bias plays on BIPOC women SEOs. It was a missed opportunity. That said, we are currently running a survey on BIPOC in SEO that aims to cover those issues and more as we continue to take an introspective view of our industry.

Men outnumber women by more than 2 to 1 in SEO

Of the 652 SEOs who participated in the study, 191 identified as women (29.3%) and 446 identified as men (68.4%). Additionally, one identified as non-binary and 14 preferred not to say. Data was collected on a SurveyMonkey form. We reached out to our own database, purchased lists of SEOs around the world, and promoted the survey on social channels for respondents. We offered no compensation or reward for participating. Non-binary, persons who chose not to identify a gender by choosing “preferred not to say”, and SEOs from the African continent were underrepresented mostly due to the outreach database itself. Finally, respondents selecting non-binary and “preferred not to say” were not calculated in the men/women percentages. 

A voluntary survey is not a scientific sampling, but those percentages mesh with previous studies by Moz that found those who identified as women made up 22.7% of SEOs in 2012, 28.2% in 2013, and 30.1% in 2015. In all four studies, men outnumbered women by more than 2 to 1. 

Importantly, the new results suggest the gap hasn’t narrowed over the past five years.

This was not a surprise to many female-identifying SEOs who participated in the study.

“I started out in the SEO industry about 10 years ago. Compared to that, I do see more women at conferences, on online platforms, and in the day-to-day work with clients,” one said. However, she added that she hasn’t seen much progress in the last 5 years. “It’s like we are kind of stuck. I suspect it’s at least partly a visibility issue: Men have been there forever, building their reputation and expertise. It is hard to keep up with that if you had a late start.”

We interviewed more than a dozen female-identifying SEOs, most of whom asked not to be named. Although a few had supportive bosses, clients, colleagues, and mentors along the way, many shared experiences of being passed over for promotions, having to fight to be heard in meetings and, in some cases, being paid less than men for the same work.

“I think you can sum up the SEO industry by looking at speaker panels of all the major conferences. There is no equality. Are you a white male and 50+? You must be an expert! Are you a woman, 40, who’s been doing this since 2004? Oh, honey, go sit down. We have an expert already,” said one woman. She said she spent 13 years at a website development company being “constantly overlooked” before moving to a digital marketing agency where she is respected and valued.

The gender gap is widest in Latin America

Global internet usage has boomed over the past two decades, with more than 59% of the world’s population now online. Although internet penetration is highest in Europe and North America, more than three-quarters of global users live elsewhere. These growing markets are served by robust communities of SEO professionals on every continent.

Our study reached SEOs in 51 countries, which we grouped into 11 large regions. Participation was highest in the U.S. with 269 SEOs responding, but we also surveyed 113 SEOs in Western Europe, 85 in the U.K., 43 in the Eastern Europe/Balkans region, 39 in Australia and New Zealand, 30 in Asia, 21 in Canada, 18 in Scandinavia, 16 in the Middle East, 12 in Central and South America, and 6 in Africa.

We found that the gender gap is most pronounced in Latin America (83.3% who identified as men to 16.7% who identified as women) and Australia/New Zealand (82.1% who identified as men to 17.9% who identified as women). 

The gender gap is least significant in Africa (although with an admittedly very small sample size due to the small number of African SEOs in our database) and Canada (52.6% who identified as men to 47.4% who identified as women). Under Prime Minister Justin Trudeau, a self-professed feminist who appointed a gender-balanced cabinet, Canada has made gender equality a priority, but progress has been uneven at times. 

When it comes to gender diversity in SEO, the U.S., Asia, and the U.K. all trail behind Europe, Scandinavia, and the Middle East.

Female-identifying SEOs are more likely to freelance and specialize in content

Generally, the three most common career environments for SEOs are serving as an in-house expert at a single company, working in an agency setting, or operating independently as a consultant or freelancer. Each path has its own pros and cons. We found some interesting gender differences in where SEOs are working. 

Male-identifying and female-identifying SEOs are equally likely to work in-house, with about 40% of both genders working inside a single business. And as we discuss below, both genders reported being satisfied with the working conditions and level of support they received in their roles.

Among those who practice their craft externally, men are slightly more likely to work in agencies than women (49.7% vs. 42.5%). 

The biggest gap was among freelancers. Female-identifying SEOs are almost twice as likely to be contractors or freelancers as those who identify as men (17.7% vs. 10.6%). However, it’s unclear if female-identifying SEOs are heading out on their own because they don’t feel they can get a fair shake working for others, or if they're drawn to the freedom and flexibility of freelance work.

Full-time freelancing has grown steadily across the economic landscape in recent years. It also tends to draw more women than men. Part of the appeal may be flexibility around childcare, but control over income was also a factor for some of the SEOs we interviewed. 

“I think a lot of women choose to do freelance because they want to be paid what they deserve, frankly,” said one 25-year-old female SEO in East Anglia, U.K.

However, another woman who works as an in-house SEO said, “When I got my start in marketing, most of the jobs offered to me were contractor roles, and it wasn’t clear how to become full time. It wasn’t by choice; it was what was available to me.”

Many female-identifying SEOs said it was hard for them to get hired or promoted, even with stellar track records. 

“I’ve seen loudmouth, no-record, no-proof men be hired. It’s absolutely aggravating. At my old company, I was skipped by two men who had half the knowledge for supervisor positions. Each man left within months to different companies to the next title,” said a 41-year-old female SEO in Minnesota. She subsequently changed companies and found a much more welcoming environment.

In addition to career paths, there are noteworthy differences in the areas of the industry that male-identifying and female-identifying SEOs are most likely to specialize in. Most SEOs consider themselves generalists, but among those who profess a specialty, women are twice as likely to be content experts (17.6% to 7.7%). On the other hand, male-identifying SEOs are nearly twice as likely to be technical experts (21.5% to 12.6%). It’s unclear if this is a result of choice, fallout from the gender gap in STEM occupations generally, or if those who identify as women feel unwelcome among tech SEOs.

Among the female-identifying SEOs we interviewed, several said they think early gender stereotyping played a role, from the toys little boys and girls are given to what each gender is encouraged to pursue as a career.

“It’s similar to why women are not often involved in engineering jobs. Technical roles are historically associated with developer training, and women are more likely to transition from the marketing side than the programming side,” one said.

Several women also said technical SEO, in particular, is a “boys club.” 

“I participate in online forums for general Tech SEO and Women in Tech SEO, and the vibes are much different,” one woman said. “The male-dominated general forums are competitive. The female groups are more supportive, but again, we are trying to bring along and encourage women in the field.”

Another tech SEO who worked at an agency and in-house before going out on her own as a contractor said the culture can be intimidating: “I find that men are quicker to hop on and attack people about technical knowledge than women.”

Female-identifying SEOs generally charge less than men for their services

To find out more about the dollars and cents of SEO, we asked the agency and contract SEOs who participated in our study about their pricing models. In all, 261 SEOs were willing to share how they price their services and how much they charge. 

The three most common pricing models are monthly retainers, per-project pricing, and hourly rates. Although there was a wide range of rates among male-identifyng and female-identifying SEOs, the medians were consistently lower for those who identified as women.  

Among agency and contract SEOs, men are more likely to price their services with monthly retainers (59.1% of men vs. 39.4% of women). Women are more likely to charge per project (31.8% of women vs. 18.2% of men). About a quarter of both groups use hourly pricing.

But before we talk about prices...

Before we get into the details of how much male- and female-identifying SEOs earn, it’s important to note that we didn’t ask who actually set the prices. Depending on the size of an agency, SEOs who work there may have very little control over the pricing structure. 

The agency’s rates might be standard, or they might vary depending on who does the work. One can assume that freelancers choose their own rates, although they might be responding to signals about what the market will bear and what clients are willing to pay. 

Some studies have suggested that a variety of psychosocial factors lead female-identifying freelancers to charge less than their male counterparts. For instance, a Hewlett-Packard study identified a confidence gap in which women tended not to apply for a promotion unless they met all the qualifications, but men would go for it if they met 60 percent of the job requirements. 

Conventional wisdom holds that women are more cooperative and men are more competitive. Whether or not that’s true, men initiate negotiations more readily than women and tend to ask for higher compensation.

In a future study, we will certainly ask who determined the service pricing. For now, we can only report what male-identifying and female-identifying SEOs told us they charge.

Retainers for those who identify as male are 28.6% higher than for those identifying as female

Our respondents included 138 agency and contract SEOs who use monthly retainers as their primary pricing model. These retainers ranged from less than $250 a month to more than $25,000 a month, but overall they were higher for men. At the midpoint of the ranges on our survey, those identifying as male charge a median retainer of $2,250 a month while those identifying as female charge a median of $1,750.

When we looked at agency SEOs and freelancers separately, the median for freelancers was much lower, but it was the same for both genders: $750 a month. However, the sample size was quite small. There were only 19 freelancers in the study who primarily use retainers. Among the 119 agency SEOs who use retainer pricing, the median retainer was $2,250 for those identifying as male and $1,750 for those identifying as female. 

Project prices for men are 66.7% higher than for women

Our respondents included 54 agency and contract SEOs who typically charge on a per-project basis. The scope and cost of projects varied greatly, from less than $250 to more than $100,000. But the data showed that overall, men charge more per project — a median of $5,000 vs. $3,000 for female-identifying SEOs. 

We decided to dig deeper and found an interesting exception when we looked at agency SEOs and freelancers separately. 

The price gap was more than three times as wide among those who work in agencies. Our sample included 36 agency SEOs who use per-project pricing. Male-identifying SEOs reported that their agencies charge a median of $8,750 per project while those who identify as women said their agencies charge a median project fee of $2,250. 

The reverse was true among independent SEOs. The sample size was small, so we’re not sure what to make of it, but among the 18 freelance or contract SEOs we polled who charge by the project, women had the edge. Female-identifying freelancers charge a median fee of $3,750 per project to $1,750 for male freelancers. 

One contractor in her 50s hypothesized: “I think women may be more detail-oriented and spend more time with their project. Maybe men may charge less because they have more clients?”

Median hourly rates for male-identifying SEOs are 16.8% higher than for female-identifying SEOs

Our respondents included 57 agency and contract SEOs who typically bill by the hour. Among this group, the median rate is $125 for male-identifying SEOs vs. $107 for female-identifying SEOs. In this case, the difference is largely attributable to more women working as freelancers. The median rate for men and women SEOs at agencies was $125 an hour, and the median rate for both who work as contract or freelance SEOs was $88 an hour. 

Many of the female-identifying SEOs we interviewed said women tend to undervalue themselves and need to be more assertive in negotiating prices.

“I think confidence and not being scared to charge what you’re worth comes into play for the higher rates,” said digital marketing and content specialist Kristine Strange.

Both men and women feel equally supported as in-house SEOs

Some good news for in-house SEOs: When asked about working conditions, frustrations, and pain points, both men and women had very similar responses. Both reported strong levels of interdepartmental cooperation and support for SEO priorities.

Female-identifying SEOs are slightly more satisfied than male-idneitfying SEOs with in-house SEO resources

The resources available to in-house SEOs are largely dependent on the size and fiscal health of the company that employs them. 

Among in-house SEOs, women are as likely as men to work for enterprise-level companies. We found that 27.1% of male-identifying in-house SEOs and 24.8% of female-identifying in-house SEOs work for companies with more than 250 employees. And 72.9% of male-identifying and 75.2% of female-identifying SEOs work for companies with 250 or fewer employees. 

In-house SEOs across the board rated engineering support as their biggest challenge. Female-identifying SEOs were generally more satisfied than their male peers with the expertise of their teams and their staffing levels. They were equally satisfied with other elements of their SEO programs.

Conclusion

Although there are some very prominent and talented female-identifying SEOs, they are still underrepresented. And when they do enter the field, they are often compensated at lower rates than men. There is no single solution to broadening the talent pool, but we have a few thoughts.

Welcoming industry: The overwhelming number of  women who spoke to us about these findings wished to remain anonymous. We can only assume that means female-identifying SEOs do not feel safe openly discussing issues of gender within an SEO workplace. Silence only serves to bolster the status quo. We must foster an industry culture that does not punish the whistleblower but instead seeks to listen, understand, grow, and improve opportunities for all its members. Training and mentoring: More than in many other industries, there isn’t one clear path to becoming an SEO. The STEM fields are one training ground, but many other SEOs learn the craft from mentors. To achieve more diversity, which is good for the industry and outcomes, it’s important for girls and those who identify as girls to be supported and welcomed into STEM classes during their student years. 

As an industry, we need to take the job of mentorship seriously. Experienced SEOs can do more to mentor young talent, particularly those who identify as women. Agencies can do more to recruit and hire people with different backgrounds.

Several women whom we interviewed mentioned the importance of mentors and allies:

"I sit in countless calls where I say something and until my CTO repeats what I say, some clients don’t hear me. My CTO is so supportive and wonderful, and he will literally say, 'She’s right when she says, ‘Blah.’ She’s got 20 years under her belt… .' Then their light turns on."

"I’m good at learning complex software and doing complex technical tasks but wasn’t encouraged in this until my recent job — and even then, it wasn’t until I got a female manager that I was recognized for this ability and assigned those kinds of tasks on a regular basis."

"I spent the first two years double- and triple-checking all my work, backing everything with links from male experts in the industry. One day the CTO told me I didn’t need to do that. He trusted me. I found myself in the bathroom in tears. It took me a long time to stop sending links. (Sometimes I still send links, but only if I think he needs to read them to keep up with me!)"

Transparency about pay and pricing: The taboo about discussing fees and compensation keeps inequities hidden. It’s time to shatter that norm. Independent SEOs should run their pricing plans by mentors of all genders for perspective. Agencies should be sure that skill and experience, not gender, is the driving factor in pay and pricing. 

Don’t undersell yourself: If negotiation doesn’t come naturally to you, spend extra time preparing proposals. Research your competitors and talk with mentors. Focus on the value you’re adding. Be sure to factor in your skill level and experience as it grows. Don’t fall into the confidence gap trap. Even if you don’t tick all of the boxes, if you have most of the qualifications, forge ahead to apply or submit a proposal.

I want to acknowledge the important role that several female-identifying SEOs played in the making of this article. First, I have the privilege of working with some amazing women every day in my SEO agency. Thanks to Cindy Glover, without whom I could not have produced this study. I also want to thank Areej AbuAli whose work in creating the Women in Tech SEO community has been an invaluable resource to the SEO industry and in particular, SEOs who identify as women. Women in Tech SEO not only helps to amplify the voices of those identifying as women within the community, but also helps connect them to each other.

If you wish to explore your own possible implicit bias around issues of gender and career, check out Harvard’s Gender-Career implicit bias test.

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How Big Is the Gender Gap Between Men and Women in SEO?

Posted by NicoleDeLeon

To anyone working in SEO, it’s fairly evident that this is a male-dominated industry. Although there are powerful women SEOs in the field (like Moz CEO Sarah Bird, for example), if you glance at a conference speaker lineup or peruse the bylines on search-related blogs, you’ll see that those who identify as female are few and far between. A recent list of the 140 most influential SEOs featured 104 men and just 36 women. 

So how big is the gender gap? And how does it translate to tangible things like pay and job titles? To find out, we mined the data from our State of SEO 2020 survey, which featured 652 SEOs in 51 countries. Here are some of the things we learned.

But first, a mea culpa. If SEOs who identify as women have an uphill climb in this industry, there’s no doubt that female-identifying SEOs of color have a hill that is steeper still. I deeply regret not asking demographic questions on race and ethnicity which would have allowed us to analyze the disparate impacts that bias plays on BIPOC women SEOs. It was a missed opportunity. That said, we are currently running a survey on BIPOC in SEO that aims to cover those issues and more as we continue to take an introspective view of our industry.

Men outnumber women by more than 2 to 1 in SEO

Of the 652 SEOs who participated in the study, 191 identified as women (29.3%) and 446 identified as men (68.4%). Additionally, one identified as non-binary and 14 preferred not to say. Data was collected on a SurveyMonkey form. We reached out to our own database, purchased lists of SEOs around the world, and promoted the survey on social channels for respondents. We offered no compensation or reward for participating. Non-binary, persons who chose not to identify a gender by choosing “preferred not to say”, and SEOs from the African continent were underrepresented mostly due to the outreach database itself. Finally, respondents selecting non-binary and “preferred not to say” were not calculated in the men/women percentages. 

A voluntary survey is not a scientific sampling, but those percentages mesh with previous studies by Moz that found those who identified as women made up 22.7% of SEOs in 2012, 28.2% in 2013, and 30.1% in 2015. In all four studies, men outnumbered women by more than 2 to 1. 

Importantly, the new results suggest the gap hasn’t narrowed over the past five years.

This was not a surprise to many female-identifying SEOs who participated in the study.

“I started out in the SEO industry about 10 years ago. Compared to that, I do see more women at conferences, on online platforms, and in the day-to-day work with clients,” one said. However, she added that she hasn’t seen much progress in the last 5 years. “It’s like we are kind of stuck. I suspect it’s at least partly a visibility issue: Men have been there forever, building their reputation and expertise. It is hard to keep up with that if you had a late start.”

We interviewed more than a dozen female-identifying SEOs, most of whom asked not to be named. Although a few had supportive bosses, clients, colleagues, and mentors along the way, many shared experiences of being passed over for promotions, having to fight to be heard in meetings and, in some cases, being paid less than men for the same work.

“I think you can sum up the SEO industry by looking at speaker panels of all the major conferences. There is no equality. Are you a white male and 50+? You must be an expert! Are you a woman, 40, who’s been doing this since 2004? Oh, honey, go sit down. We have an expert already,” said one woman. She said she spent 13 years at a website development company being “constantly overlooked” before moving to a digital marketing agency where she is respected and valued.

The gender gap is widest in Latin America

Global internet usage has boomed over the past two decades, with more than 59% of the world’s population now online. Although internet penetration is highest in Europe and North America, more than three-quarters of global users live elsewhere. These growing markets are served by robust communities of SEO professionals on every continent.

Our study reached SEOs in 51 countries, which we grouped into 11 large regions. Participation was highest in the U.S. with 269 SEOs responding, but we also surveyed 113 SEOs in Western Europe, 85 in the U.K., 43 in the Eastern Europe/Balkans region, 39 in Australia and New Zealand, 30 in Asia, 21 in Canada, 18 in Scandinavia, 16 in the Middle East, 12 in Central and South America, and 6 in Africa.

We found that the gender gap is most pronounced in Latin America (83.3% who identified as men to 16.7% who identified as women) and Australia/New Zealand (82.1% who identified as men to 17.9% who identified as women). 

The gender gap is least significant in Africa (although with an admittedly very small sample size due to the small number of African SEOs in our database) and Canada (52.6% who identified as men to 47.4% who identified as women). Under Prime Minister Justin Trudeau, a self-professed feminist who appointed a gender-balanced cabinet, Canada has made gender equality a priority, but progress has been uneven at times. 

When it comes to gender diversity in SEO, the U.S., Asia, and the U.K. all trail behind Europe, Scandinavia, and the Middle East.

Female-identifying SEOs are more likely to freelance and specialize in content

Generally, the three most common career environments for SEOs are serving as an in-house expert at a single company, working in an agency setting, or operating independently as a consultant or freelancer. Each path has its own pros and cons. We found some interesting gender differences in where SEOs are working. 

Male-identifying and female-identifying SEOs are equally likely to work in-house, with about 40% of both genders working inside a single business. And as we discuss below, both genders reported being satisfied with the working conditions and level of support they received in their roles.

Among those who practice their craft externally, men are slightly more likely to work in agencies than women (49.7% vs. 42.5%). 

The biggest gap was among freelancers. Female-identifying SEOs are almost twice as likely to be contractors or freelancers as those who identify as men (17.7% vs. 10.6%). However, it’s unclear if female-identifying SEOs are heading out on their own because they don’t feel they can get a fair shake working for others, or if they're drawn to the freedom and flexibility of freelance work.

Full-time freelancing has grown steadily across the economic landscape in recent years. It also tends to draw more women than men. Part of the appeal may be flexibility around childcare, but control over income was also a factor for some of the SEOs we interviewed. 

“I think a lot of women choose to do freelance because they want to be paid what they deserve, frankly,” said one 25-year-old female SEO in East Anglia, U.K.

However, another woman who works as an in-house SEO said, “When I got my start in marketing, most of the jobs offered to me were contractor roles, and it wasn’t clear how to become full time. It wasn’t by choice; it was what was available to me.”

Many female-identifying SEOs said it was hard for them to get hired or promoted, even with stellar track records. 

“I’ve seen loudmouth, no-record, no-proof men be hired. It’s absolutely aggravating. At my old company, I was skipped by two men who had half the knowledge for supervisor positions. Each man left within months to different companies to the next title,” said a 41-year-old female SEO in Minnesota. She subsequently changed companies and found a much more welcoming environment.

In addition to career paths, there are noteworthy differences in the areas of the industry that male-identifying and female-identifying SEOs are most likely to specialize in. Most SEOs consider themselves generalists, but among those who profess a specialty, women are twice as likely to be content experts (17.6% to 7.7%). On the other hand, male-identifying SEOs are nearly twice as likely to be technical experts (21.5% to 12.6%). It’s unclear if this is a result of choice, fallout from the gender gap in STEM occupations generally, or if those who identify as women feel unwelcome among tech SEOs.

Among the female-identifying SEOs we interviewed, several said they think early gender stereotyping played a role, from the toys little boys and girls are given to what each gender is encouraged to pursue as a career.

“It’s similar to why women are not often involved in engineering jobs. Technical roles are historically associated with developer training, and women are more likely to transition from the marketing side than the programming side,” one said.

Several women also said technical SEO, in particular, is a “boys club.” 

“I participate in online forums for general Tech SEO and Women in Tech SEO, and the vibes are much different,” one woman said. “The male-dominated general forums are competitive. The female groups are more supportive, but again, we are trying to bring along and encourage women in the field.”

Another tech SEO who worked at an agency and in-house before going out on her own as a contractor said the culture can be intimidating: “I find that men are quicker to hop on and attack people about technical knowledge than women.”

Female-identifying SEOs generally charge less than men for their services

To find out more about the dollars and cents of SEO, we asked the agency and contract SEOs who participated in our study about their pricing models. In all, 261 SEOs were willing to share how they price their services and how much they charge. 

The three most common pricing models are monthly retainers, per-project pricing, and hourly rates. Although there was a wide range of rates among male-identifyng and female-identifying SEOs, the medians were consistently lower for those who identified as women.  

Among agency and contract SEOs, men are more likely to price their services with monthly retainers (59.1% of men vs. 39.4% of women). Women are more likely to charge per project (31.8% of women vs. 18.2% of men). About a quarter of both groups use hourly pricing.

But before we talk about prices...

Before we get into the details of how much male- and female-identifying SEOs earn, it’s important to note that we didn’t ask who actually set the prices. Depending on the size of an agency, SEOs who work there may have very little control over the pricing structure. 

The agency’s rates might be standard, or they might vary depending on who does the work. One can assume that freelancers choose their own rates, although they might be responding to signals about what the market will bear and what clients are willing to pay. 

Some studies have suggested that a variety of psychosocial factors lead female-identifying freelancers to charge less than their male counterparts. For instance, a Hewlett-Packard study identified a confidence gap in which women tended not to apply for a promotion unless they met all the qualifications, but men would go for it if they met 60 percent of the job requirements. 

Conventional wisdom holds that women are more cooperative and men are more competitive. Whether or not that’s true, men initiate negotiations more readily than women and tend to ask for higher compensation.

In a future study, we will certainly ask who determined the service pricing. For now, we can only report what male-identifying and female-identifying SEOs told us they charge.

Retainers for those who identify as male are 28.6% higher than for those identifying as female

Our respondents included 138 agency and contract SEOs who use monthly retainers as their primary pricing model. These retainers ranged from less than $250 a month to more than $25,000 a month, but overall they were higher for men. At the midpoint of the ranges on our survey, those identifying as male charge a median retainer of $2,250 a month while those identifying as female charge a median of $1,750.

When we looked at agency SEOs and freelancers separately, the median for freelancers was much lower, but it was the same for both genders: $750 a month. However, the sample size was quite small. There were only 19 freelancers in the study who primarily use retainers. Among the 119 agency SEOs who use retainer pricing, the median retainer was $2,250 for those identifying as male and $1,750 for those identifying as female. 

Project prices for men are 66.7% higher than for women

Our respondents included 54 agency and contract SEOs who typically charge on a per-project basis. The scope and cost of projects varied greatly, from less than $250 to more than $100,000. But the data showed that overall, men charge more per project — a median of $5,000 vs. $3,000 for female-identifying SEOs. 

We decided to dig deeper and found an interesting exception when we looked at agency SEOs and freelancers separately. 

The price gap was more than three times as wide among those who work in agencies. Our sample included 36 agency SEOs who use per-project pricing. Male-identifying SEOs reported that their agencies charge a median of $8,750 per project while those who identify as women said their agencies charge a median project fee of $2,250. 

The reverse was true among independent SEOs. The sample size was small, so we’re not sure what to make of it, but among the 18 freelance or contract SEOs we polled who charge by the project, women had the edge. Female-identifying freelancers charge a median fee of $3,750 per project to $1,750 for male freelancers. 

One contractor in her 50s hypothesized: “I think women may be more detail-oriented and spend more time with their project. Maybe men may charge less because they have more clients?”

Median hourly rates for male-identifying SEOs are 16.8% higher than for female-identifying SEOs

Our respondents included 57 agency and contract SEOs who typically bill by the hour. Among this group, the median rate is $125 for male-identifying SEOs vs. $107 for female-identifying SEOs. In this case, the difference is largely attributable to more women working as freelancers. The median rate for men and women SEOs at agencies was $125 an hour, and the median rate for both who work as contract or freelance SEOs was $88 an hour. 

Many of the female-identifying SEOs we interviewed said women tend to undervalue themselves and need to be more assertive in negotiating prices.

“I think confidence and not being scared to charge what you’re worth comes into play for the higher rates,” said digital marketing and content specialist Kristine Strange.

Both men and women feel equally supported as in-house SEOs

Some good news for in-house SEOs: When asked about working conditions, frustrations, and pain points, both men and women had very similar responses. Both reported strong levels of interdepartmental cooperation and support for SEO priorities.

Female-identifying SEOs are slightly more satisfied than male-idneitfying SEOs with in-house SEO resources

The resources available to in-house SEOs are largely dependent on the size and fiscal health of the company that employs them. 

Among in-house SEOs, women are as likely as men to work for enterprise-level companies. We found that 27.1% of male-identifying in-house SEOs and 24.8% of female-identifying in-house SEOs work for companies with more than 250 employees. And 72.9% of male-identifying and 75.2% of female-identifying SEOs work for companies with 250 or fewer employees. 

In-house SEOs across the board rated engineering support as their biggest challenge. Female-identifying SEOs were generally more satisfied than their male peers with the expertise of their teams and their staffing levels. They were equally satisfied with other elements of their SEO programs.

Conclusion

Although there are some very prominent and talented female-identifying SEOs, they are still underrepresented. And when they do enter the field, they are often compensated at lower rates than men. There is no single solution to broadening the talent pool, but we have a few thoughts.

Welcoming industry: The overwhelming number of  women who spoke to us about these findings wished to remain anonymous. We can only assume that means female-identifying SEOs do not feel safe openly discussing issues of gender within an SEO workplace. Silence only serves to bolster the status quo. We must foster an industry culture that does not punish the whistleblower but instead seeks to listen, understand, grow, and improve opportunities for all its members. Training and mentoring: More than in many other industries, there isn’t one clear path to becoming an SEO. The STEM fields are one training ground, but many other SEOs learn the craft from mentors. To achieve more diversity, which is good for the industry and outcomes, it’s important for girls and those who identify as girls to be supported and welcomed into STEM classes during their student years. 

As an industry, we need to take the job of mentorship seriously. Experienced SEOs can do more to mentor young talent, particularly those who identify as women. Agencies can do more to recruit and hire people with different backgrounds.

Several women whom we interviewed mentioned the importance of mentors and allies:

"I sit in countless calls where I say something and until my CTO repeats what I say, some clients don’t hear me. My CTO is so supportive and wonderful, and he will literally say, 'She’s right when she says, ‘Blah.’ She’s got 20 years under her belt… .' Then their light turns on."

"I’m good at learning complex software and doing complex technical tasks but wasn’t encouraged in this until my recent job — and even then, it wasn’t until I got a female manager that I was recognized for this ability and assigned those kinds of tasks on a regular basis."

"I spent the first two years double- and triple-checking all my work, backing everything with links from male experts in the industry. One day the CTO told me I didn’t need to do that. He trusted me. I found myself in the bathroom in tears. It took me a long time to stop sending links. (Sometimes I still send links, but only if I think he needs to read them to keep up with me!)"

Transparency about pay and pricing: The taboo about discussing fees and compensation keeps inequities hidden. It’s time to shatter that norm. Independent SEOs should run their pricing plans by mentors of all genders for perspective. Agencies should be sure that skill and experience, not gender, is the driving factor in pay and pricing. 

Don’t undersell yourself: If negotiation doesn’t come naturally to you, spend extra time preparing proposals. Research your competitors and talk with mentors. Focus on the value you’re adding. Be sure to factor in your skill level and experience as it grows. Don’t fall into the confidence gap trap. Even if you don’t tick all of the boxes, if you have most of the qualifications, forge ahead to apply or submit a proposal.

I want to acknowledge the important role that several female-identifying SEOs played in the making of this article. First, I have the privilege of working with some amazing women every day in my SEO agency. Thanks to Cindy Glover, without whom I could not have produced this study. I also want to thank Areej AbuAli whose work in creating the Women in Tech SEO community has been an invaluable resource to the SEO industry and in particular, SEOs who identify as women. Women in Tech SEO not only helps to amplify the voices of those identifying as women within the community, but also helps connect them to each other.

If you wish to explore your own possible implicit bias around issues of gender and career, check out Harvard’s Gender-Career implicit bias test.

Sign up for The Moz Top 10, a semimonthly mailer updating you on the top ten hottest pieces of SEO news, tips, and rad links uncovered by the Moz team. Think of it as your exclusive digest of stuff you don't have time to hunt down but want to read!

[fmsmartchoicear]

How Big Is the Gender Gap Between Men and Women in SEO?

Posted by NicoleDeLeon

To anyone working in SEO, it’s fairly evident that this is a male-dominated industry. Although there are powerful women SEOs in the field (like Moz CEO Sarah Bird, for example), if you glance at a conference speaker lineup or peruse the bylines on search-related blogs, you’ll see that those who identify as female are few and far between. A recent list of the 140 most influential SEOs featured 104 men and just 36 women. 

So how big is the gender gap? And how does it translate to tangible things like pay and job titles? To find out, we mined the data from our State of SEO 2020 survey, which featured 652 SEOs in 51 countries. Here are some of the things we learned.

But first, a mea culpa. If SEOs who identify as women have an uphill climb in this industry, there’s no doubt that female-identifying SEOs of color have a hill that is steeper still. I deeply regret not asking demographic questions on race and ethnicity which would have allowed us to analyze the disparate impacts that bias plays on BIPOC women SEOs. It was a missed opportunity. That said, we are currently running a survey on BIPOC in SEO that aims to cover those issues and more as we continue to take an introspective view of our industry.

Men outnumber women by more than 2 to 1 in SEO

Of the 652 SEOs who participated in the study, 191 identified as women (29.3%) and 446 identified as men (68.4%). Additionally, one identified as non-binary and 14 preferred not to say. Data was collected on a SurveyMonkey form. We reached out to our own database, purchased lists of SEOs around the world, and promoted the survey on social channels for respondents. We offered no compensation or reward for participating. Non-binary, persons who chose not to identify a gender by choosing “preferred not to say”, and SEOs from the African continent were underrepresented mostly due to the outreach database itself. Finally, respondents selecting non-binary and “preferred not to say” were not calculated in the men/women percentages. 

A voluntary survey is not a scientific sampling, but those percentages mesh with previous studies by Moz that found those who identified as women made up 22.7% of SEOs in 2012, 28.2% in 2013, and 30.1% in 2015. In all four studies, men outnumbered women by more than 2 to 1. 

Importantly, the new results suggest the gap hasn’t narrowed over the past five years.

This was not a surprise to many female-identifying SEOs who participated in the study.

“I started out in the SEO industry about 10 years ago. Compared to that, I do see more women at conferences, on online platforms, and in the day-to-day work with clients,” one said. However, she added that she hasn’t seen much progress in the last 5 years. “It’s like we are kind of stuck. I suspect it’s at least partly a visibility issue: Men have been there forever, building their reputation and expertise. It is hard to keep up with that if you had a late start.”

We interviewed more than a dozen female-identifying SEOs, most of whom asked not to be named. Although a few had supportive bosses, clients, colleagues, and mentors along the way, many shared experiences of being passed over for promotions, having to fight to be heard in meetings and, in some cases, being paid less than men for the same work.

“I think you can sum up the SEO industry by looking at speaker panels of all the major conferences. There is no equality. Are you a white male and 50+? You must be an expert! Are you a woman, 40, who’s been doing this since 2004? Oh, honey, go sit down. We have an expert already,” said one woman. She said she spent 13 years at a website development company being “constantly overlooked” before moving to a digital marketing agency where she is respected and valued.

The gender gap is widest in Latin America

Global internet usage has boomed over the past two decades, with more than 59% of the world’s population now online. Although internet penetration is highest in Europe and North America, more than three-quarters of global users live elsewhere. These growing markets are served by robust communities of SEO professionals on every continent.

Our study reached SEOs in 51 countries, which we grouped into 11 large regions. Participation was highest in the U.S. with 269 SEOs responding, but we also surveyed 113 SEOs in Western Europe, 85 in the U.K., 43 in the Eastern Europe/Balkans region, 39 in Australia and New Zealand, 30 in Asia, 21 in Canada, 18 in Scandinavia, 16 in the Middle East, 12 in Central and South America, and 6 in Africa.

We found that the gender gap is most pronounced in Latin America (83.3% who identified as men to 16.7% who identified as women) and Australia/New Zealand (82.1% who identified as men to 17.9% who identified as women). 

The gender gap is least significant in Africa (although with an admittedly very small sample size due to the small number of African SEOs in our database) and Canada (52.6% who identified as men to 47.4% who identified as women). Under Prime Minister Justin Trudeau, a self-professed feminist who appointed a gender-balanced cabinet, Canada has made gender equality a priority, but progress has been uneven at times. 

When it comes to gender diversity in SEO, the U.S., Asia, and the U.K. all trail behind Europe, Scandinavia, and the Middle East.

Female-identifying SEOs are more likely to freelance and specialize in content

Generally, the three most common career environments for SEOs are serving as an in-house expert at a single company, working in an agency setting, or operating independently as a consultant or freelancer. Each path has its own pros and cons. We found some interesting gender differences in where SEOs are working. 

Male-identifying and female-identifying SEOs are equally likely to work in-house, with about 40% of both genders working inside a single business. And as we discuss below, both genders reported being satisfied with the working conditions and level of support they received in their roles.

Among those who practice their craft externally, men are slightly more likely to work in agencies than women (49.7% vs. 42.5%). 

The biggest gap was among freelancers. Female-identifying SEOs are almost twice as likely to be contractors or freelancers as those who identify as men (17.7% vs. 10.6%). However, it’s unclear if female-identifying SEOs are heading out on their own because they don’t feel they can get a fair shake working for others, or if they're drawn to the freedom and flexibility of freelance work.

Full-time freelancing has grown steadily across the economic landscape in recent years. It also tends to draw more women than men. Part of the appeal may be flexibility around childcare, but control over income was also a factor for some of the SEOs we interviewed. 

“I think a lot of women choose to do freelance because they want to be paid what they deserve, frankly,” said one 25-year-old female SEO in East Anglia, U.K.

However, another woman who works as an in-house SEO said, “When I got my start in marketing, most of the jobs offered to me were contractor roles, and it wasn’t clear how to become full time. It wasn’t by choice; it was what was available to me.”

Many female-identifying SEOs said it was hard for them to get hired or promoted, even with stellar track records. 

“I’ve seen loudmouth, no-record, no-proof men be hired. It’s absolutely aggravating. At my old company, I was skipped by two men who had half the knowledge for supervisor positions. Each man left within months to different companies to the next title,” said a 41-year-old female SEO in Minnesota. She subsequently changed companies and found a much more welcoming environment.

In addition to career paths, there are noteworthy differences in the areas of the industry that male-identifying and female-identifying SEOs are most likely to specialize in. Most SEOs consider themselves generalists, but among those who profess a specialty, women are twice as likely to be content experts (17.6% to 7.7%). On the other hand, male-identifying SEOs are nearly twice as likely to be technical experts (21.5% to 12.6%). It’s unclear if this is a result of choice, fallout from the gender gap in STEM occupations generally, or if those who identify as women feel unwelcome among tech SEOs.

Among the female-identifying SEOs we interviewed, several said they think early gender stereotyping played a role, from the toys little boys and girls are given to what each gender is encouraged to pursue as a career.

“It’s similar to why women are not often involved in engineering jobs. Technical roles are historically associated with developer training, and women are more likely to transition from the marketing side than the programming side,” one said.

Several women also said technical SEO, in particular, is a “boys club.” 

“I participate in online forums for general Tech SEO and Women in Tech SEO, and the vibes are much different,” one woman said. “The male-dominated general forums are competitive. The female groups are more supportive, but again, we are trying to bring along and encourage women in the field.”

Another tech SEO who worked at an agency and in-house before going out on her own as a contractor said the culture can be intimidating: “I find that men are quicker to hop on and attack people about technical knowledge than women.”

Female-identifying SEOs generally charge less than men for their services

To find out more about the dollars and cents of SEO, we asked the agency and contract SEOs who participated in our study about their pricing models. In all, 261 SEOs were willing to share how they price their services and how much they charge. 

The three most common pricing models are monthly retainers, per-project pricing, and hourly rates. Although there was a wide range of rates among male-identifyng and female-identifying SEOs, the medians were consistently lower for those who identified as women.  

Among agency and contract SEOs, men are more likely to price their services with monthly retainers (59.1% of men vs. 39.4% of women). Women are more likely to charge per project (31.8% of women vs. 18.2% of men). About a quarter of both groups use hourly pricing.

But before we talk about prices...

Before we get into the details of how much male- and female-identifying SEOs earn, it’s important to note that we didn’t ask who actually set the prices. Depending on the size of an agency, SEOs who work there may have very little control over the pricing structure. 

The agency’s rates might be standard, or they might vary depending on who does the work. One can assume that freelancers choose their own rates, although they might be responding to signals about what the market will bear and what clients are willing to pay. 

Some studies have suggested that a variety of psychosocial factors lead female-identifying freelancers to charge less than their male counterparts. For instance, a Hewlett-Packard study identified a confidence gap in which women tended not to apply for a promotion unless they met all the qualifications, but men would go for it if they met 60 percent of the job requirements. 

Conventional wisdom holds that women are more cooperative and men are more competitive. Whether or not that’s true, men initiate negotiations more readily than women and tend to ask for higher compensation.

In a future study, we will certainly ask who determined the service pricing. For now, we can only report what male-identifying and female-identifying SEOs told us they charge.

Retainers for those who identify as male are 28.6% higher than for those identifying as female

Our respondents included 138 agency and contract SEOs who use monthly retainers as their primary pricing model. These retainers ranged from less than $250 a month to more than $25,000 a month, but overall they were higher for men. At the midpoint of the ranges on our survey, those identifying as male charge a median retainer of $2,250 a month while those identifying as female charge a median of $1,750.

When we looked at agency SEOs and freelancers separately, the median for freelancers was much lower, but it was the same for both genders: $750 a month. However, the sample size was quite small. There were only 19 freelancers in the study who primarily use retainers. Among the 119 agency SEOs who use retainer pricing, the median retainer was $2,250 for those identifying as male and $1,750 for those identifying as female. 

Project prices for men are 66.7% higher than for women

Our respondents included 54 agency and contract SEOs who typically charge on a per-project basis. The scope and cost of projects varied greatly, from less than $250 to more than $100,000. But the data showed that overall, men charge more per project — a median of $5,000 vs. $3,000 for female-identifying SEOs. 

We decided to dig deeper and found an interesting exception when we looked at agency SEOs and freelancers separately. 

The price gap was more than three times as wide among those who work in agencies. Our sample included 36 agency SEOs who use per-project pricing. Male-identifying SEOs reported that their agencies charge a median of $8,750 per project while those who identify as women said their agencies charge a median project fee of $2,250. 

The reverse was true among independent SEOs. The sample size was small, so we’re not sure what to make of it, but among the 18 freelance or contract SEOs we polled who charge by the project, women had the edge. Female-identifying freelancers charge a median fee of $3,750 per project to $1,750 for male freelancers. 

One contractor in her 50s hypothesized: “I think women may be more detail-oriented and spend more time with their project. Maybe men may charge less because they have more clients?”

Median hourly rates for male-identifying SEOs are 16.8% higher than for female-identifying SEOs

Our respondents included 57 agency and contract SEOs who typically bill by the hour. Among this group, the median rate is $125 for male-identifying SEOs vs. $107 for female-identifying SEOs. In this case, the difference is largely attributable to more women working as freelancers. The median rate for men and women SEOs at agencies was $125 an hour, and the median rate for both who work as contract or freelance SEOs was $88 an hour. 

Many of the female-identifying SEOs we interviewed said women tend to undervalue themselves and need to be more assertive in negotiating prices.

“I think confidence and not being scared to charge what you’re worth comes into play for the higher rates,” said digital marketing and content specialist Kristine Strange.

Both men and women feel equally supported as in-house SEOs

Some good news for in-house SEOs: When asked about working conditions, frustrations, and pain points, both men and women had very similar responses. Both reported strong levels of interdepartmental cooperation and support for SEO priorities.

Female-identifying SEOs are slightly more satisfied than male-idneitfying SEOs with in-house SEO resources

The resources available to in-house SEOs are largely dependent on the size and fiscal health of the company that employs them. 

Among in-house SEOs, women are as likely as men to work for enterprise-level companies. We found that 27.1% of male-identifying in-house SEOs and 24.8% of female-identifying in-house SEOs work for companies with more than 250 employees. And 72.9% of male-identifying and 75.2% of female-identifying SEOs work for companies with 250 or fewer employees. 

In-house SEOs across the board rated engineering support as their biggest challenge. Female-identifying SEOs were generally more satisfied than their male peers with the expertise of their teams and their staffing levels. They were equally satisfied with other elements of their SEO programs.

Conclusion

Although there are some very prominent and talented female-identifying SEOs, they are still underrepresented. And when they do enter the field, they are often compensated at lower rates than men. There is no single solution to broadening the talent pool, but we have a few thoughts.

Welcoming industry: The overwhelming number of  women who spoke to us about these findings wished to remain anonymous. We can only assume that means female-identifying SEOs do not feel safe openly discussing issues of gender within an SEO workplace. Silence only serves to bolster the status quo. We must foster an industry culture that does not punish the whistleblower but instead seeks to listen, understand, grow, and improve opportunities for all its members. Training and mentoring: More than in many other industries, there isn’t one clear path to becoming an SEO. The STEM fields are one training ground, but many other SEOs learn the craft from mentors. To achieve more diversity, which is good for the industry and outcomes, it’s important for girls and those who identify as girls to be supported and welcomed into STEM classes during their student years. 

As an industry, we need to take the job of mentorship seriously. Experienced SEOs can do more to mentor young talent, particularly those who identify as women. Agencies can do more to recruit and hire people with different backgrounds.

Several women whom we interviewed mentioned the importance of mentors and allies:

"I sit in countless calls where I say something and until my CTO repeats what I say, some clients don’t hear me. My CTO is so supportive and wonderful, and he will literally say, 'She’s right when she says, ‘Blah.’ She’s got 20 years under her belt… .' Then their light turns on."

"I’m good at learning complex software and doing complex technical tasks but wasn’t encouraged in this until my recent job — and even then, it wasn’t until I got a female manager that I was recognized for this ability and assigned those kinds of tasks on a regular basis."

"I spent the first two years double- and triple-checking all my work, backing everything with links from male experts in the industry. One day the CTO told me I didn’t need to do that. He trusted me. I found myself in the bathroom in tears. It took me a long time to stop sending links. (Sometimes I still send links, but only if I think he needs to read them to keep up with me!)"

Transparency about pay and pricing: The taboo about discussing fees and compensation keeps inequities hidden. It’s time to shatter that norm. Independent SEOs should run their pricing plans by mentors of all genders for perspective. Agencies should be sure that skill and experience, not gender, is the driving factor in pay and pricing. 

Don’t undersell yourself: If negotiation doesn’t come naturally to you, spend extra time preparing proposals. Research your competitors and talk with mentors. Focus on the value you’re adding. Be sure to factor in your skill level and experience as it grows. Don’t fall into the confidence gap trap. Even if you don’t tick all of the boxes, if you have most of the qualifications, forge ahead to apply or submit a proposal.

I want to acknowledge the important role that several female-identifying SEOs played in the making of this article. First, I have the privilege of working with some amazing women every day in my SEO agency. Thanks to Cindy Glover, without whom I could not have produced this study. I also want to thank Areej AbuAli whose work in creating the Women in Tech SEO community has been an invaluable resource to the SEO industry and in particular, SEOs who identify as women. Women in Tech SEO not only helps to amplify the voices of those identifying as women within the community, but also helps connect them to each other.

If you wish to explore your own possible implicit bias around issues of gender and career, check out Harvard’s Gender-Career implicit bias test.

Sign up for The Moz Top 10, a semimonthly mailer updating you on the top ten hottest pieces of SEO news, tips, and rad links uncovered by the Moz team. Think of it as your exclusive digest of stuff you don't have time to hunt down but want to read!

[timeblues]

How Big Is the Gender Gap Between Men and Women in SEO?

Posted by NicoleDeLeon

To anyone working in SEO, it’s fairly evident that this is a male-dominated industry. Although there are powerful women SEOs in the field (like Moz CEO Sarah Bird, for example), if you glance at a conference speaker lineup or peruse the bylines on search-related blogs, you’ll see that those who identify as female are few and far between. A recent list of the 140 most influential SEOs featured 104 men and just 36 women. 

So how big is the gender gap? And how does it translate to tangible things like pay and job titles? To find out, we mined the data from our State of SEO 2020 survey, which featured 652 SEOs in 51 countries. Here are some of the things we learned.

But first, a mea culpa. If SEOs who identify as women have an uphill climb in this industry, there’s no doubt that female-identifying SEOs of color have a hill that is steeper still. I deeply regret not asking demographic questions on race and ethnicity which would have allowed us to analyze the disparate impacts that bias plays on BIPOC women SEOs. It was a missed opportunity. That said, we are currently running a survey on BIPOC in SEO that aims to cover those issues and more as we continue to take an introspective view of our industry.

Men outnumber women by more than 2 to 1 in SEO

Of the 652 SEOs who participated in the study, 191 identified as women (29.3%) and 446 identified as men (68.4%). Additionally, one identified as non-binary and 14 preferred not to say. Data was collected on a SurveyMonkey form. We reached out to our own database, purchased lists of SEOs around the world, and promoted the survey on social channels for respondents. We offered no compensation or reward for participating. Non-binary, persons who chose not to identify a gender by choosing “preferred not to say”, and SEOs from the African continent were underrepresented mostly due to the outreach database itself. Finally, respondents selecting non-binary and “preferred not to say” were not calculated in the men/women percentages. 

A voluntary survey is not a scientific sampling, but those percentages mesh with previous studies by Moz that found those who identified as women made up 22.7% of SEOs in 2012, 28.2% in 2013, and 30.1% in 2015. In all four studies, men outnumbered women by more than 2 to 1. 

Importantly, the new results suggest the gap hasn’t narrowed over the past five years.

This was not a surprise to many female-identifying SEOs who participated in the study.

“I started out in the SEO industry about 10 years ago. Compared to that, I do see more women at conferences, on online platforms, and in the day-to-day work with clients,” one said. However, she added that she hasn’t seen much progress in the last 5 years. “It’s like we are kind of stuck. I suspect it’s at least partly a visibility issue: Men have been there forever, building their reputation and expertise. It is hard to keep up with that if you had a late start.”

We interviewed more than a dozen female-identifying SEOs, most of whom asked not to be named. Although a few had supportive bosses, clients, colleagues, and mentors along the way, many shared experiences of being passed over for promotions, having to fight to be heard in meetings and, in some cases, being paid less than men for the same work.

“I think you can sum up the SEO industry by looking at speaker panels of all the major conferences. There is no equality. Are you a white male and 50+? You must be an expert! Are you a woman, 40, who’s been doing this since 2004? Oh, honey, go sit down. We have an expert already,” said one woman. She said she spent 13 years at a website development company being “constantly overlooked” before moving to a digital marketing agency where she is respected and valued.

The gender gap is widest in Latin America

Global internet usage has boomed over the past two decades, with more than 59% of the world’s population now online. Although internet penetration is highest in Europe and North America, more than three-quarters of global users live elsewhere. These growing markets are served by robust communities of SEO professionals on every continent.

Our study reached SEOs in 51 countries, which we grouped into 11 large regions. Participation was highest in the U.S. with 269 SEOs responding, but we also surveyed 113 SEOs in Western Europe, 85 in the U.K., 43 in the Eastern Europe/Balkans region, 39 in Australia and New Zealand, 30 in Asia, 21 in Canada, 18 in Scandinavia, 16 in the Middle East, 12 in Central and South America, and 6 in Africa.

We found that the gender gap is most pronounced in Latin America (83.3% who identified as men to 16.7% who identified as women) and Australia/New Zealand (82.1% who identified as men to 17.9% who identified as women). 

The gender gap is least significant in Africa (although with an admittedly very small sample size due to the small number of African SEOs in our database) and Canada (52.6% who identified as men to 47.4% who identified as women). Under Prime Minister Justin Trudeau, a self-professed feminist who appointed a gender-balanced cabinet, Canada has made gender equality a priority, but progress has been uneven at times. 

When it comes to gender diversity in SEO, the U.S., Asia, and the U.K. all trail behind Europe, Scandinavia, and the Middle East.

Female-identifying SEOs are more likely to freelance and specialize in content

Generally, the three most common career environments for SEOs are serving as an in-house expert at a single company, working in an agency setting, or operating independently as a consultant or freelancer. Each path has its own pros and cons. We found some interesting gender differences in where SEOs are working. 

Male-identifying and female-identifying SEOs are equally likely to work in-house, with about 40% of both genders working inside a single business. And as we discuss below, both genders reported being satisfied with the working conditions and level of support they received in their roles.

Among those who practice their craft externally, men are slightly more likely to work in agencies than women (49.7% vs. 42.5%). 

The biggest gap was among freelancers. Female-identifying SEOs are almost twice as likely to be contractors or freelancers as those who identify as men (17.7% vs. 10.6%). However, it’s unclear if female-identifying SEOs are heading out on their own because they don’t feel they can get a fair shake working for others, or if they're drawn to the freedom and flexibility of freelance work.

Full-time freelancing has grown steadily across the economic landscape in recent years. It also tends to draw more women than men. Part of the appeal may be flexibility around childcare, but control over income was also a factor for some of the SEOs we interviewed. 

“I think a lot of women choose to do freelance because they want to be paid what they deserve, frankly,” said one 25-year-old female SEO in East Anglia, U.K.

However, another woman who works as an in-house SEO said, “When I got my start in marketing, most of the jobs offered to me were contractor roles, and it wasn’t clear how to become full time. It wasn’t by choice; it was what was available to me.”

Many female-identifying SEOs said it was hard for them to get hired or promoted, even with stellar track records. 

“I’ve seen loudmouth, no-record, no-proof men be hired. It’s absolutely aggravating. At my old company, I was skipped by two men who had half the knowledge for supervisor positions. Each man left within months to different companies to the next title,” said a 41-year-old female SEO in Minnesota. She subsequently changed companies and found a much more welcoming environment.

In addition to career paths, there are noteworthy differences in the areas of the industry that male-identifying and female-identifying SEOs are most likely to specialize in. Most SEOs consider themselves generalists, but among those who profess a specialty, women are twice as likely to be content experts (17.6% to 7.7%). On the other hand, male-identifying SEOs are nearly twice as likely to be technical experts (21.5% to 12.6%). It’s unclear if this is a result of choice, fallout from the gender gap in STEM occupations generally, or if those who identify as women feel unwelcome among tech SEOs.

Among the female-identifying SEOs we interviewed, several said they think early gender stereotyping played a role, from the toys little boys and girls are given to what each gender is encouraged to pursue as a career.

“It’s similar to why women are not often involved in engineering jobs. Technical roles are historically associated with developer training, and women are more likely to transition from the marketing side than the programming side,” one said.

Several women also said technical SEO, in particular, is a “boys club.” 

“I participate in online forums for general Tech SEO and Women in Tech SEO, and the vibes are much different,” one woman said. “The male-dominated general forums are competitive. The female groups are more supportive, but again, we are trying to bring along and encourage women in the field.”

Another tech SEO who worked at an agency and in-house before going out on her own as a contractor said the culture can be intimidating: “I find that men are quicker to hop on and attack people about technical knowledge than women.”

Female-identifying SEOs generally charge less than men for their services

To find out more about the dollars and cents of SEO, we asked the agency and contract SEOs who participated in our study about their pricing models. In all, 261 SEOs were willing to share how they price their services and how much they charge. 

The three most common pricing models are monthly retainers, per-project pricing, and hourly rates. Although there was a wide range of rates among male-identifyng and female-identifying SEOs, the medians were consistently lower for those who identified as women.  

Among agency and contract SEOs, men are more likely to price their services with monthly retainers (59.1% of men vs. 39.4% of women). Women are more likely to charge per project (31.8% of women vs. 18.2% of men). About a quarter of both groups use hourly pricing.

But before we talk about prices...

Before we get into the details of how much male- and female-identifying SEOs earn, it’s important to note that we didn’t ask who actually set the prices. Depending on the size of an agency, SEOs who work there may have very little control over the pricing structure. 

The agency’s rates might be standard, or they might vary depending on who does the work. One can assume that freelancers choose their own rates, although they might be responding to signals about what the market will bear and what clients are willing to pay. 

Some studies have suggested that a variety of psychosocial factors lead female-identifying freelancers to charge less than their male counterparts. For instance, a Hewlett-Packard study identified a confidence gap in which women tended not to apply for a promotion unless they met all the qualifications, but men would go for it if they met 60 percent of the job requirements. 

Conventional wisdom holds that women are more cooperative and men are more competitive. Whether or not that’s true, men initiate negotiations more readily than women and tend to ask for higher compensation.

In a future study, we will certainly ask who determined the service pricing. For now, we can only report what male-identifying and female-identifying SEOs told us they charge.

Retainers for those who identify as male are 28.6% higher than for those identifying as female

Our respondents included 138 agency and contract SEOs who use monthly retainers as their primary pricing model. These retainers ranged from less than $250 a month to more than $25,000 a month, but overall they were higher for men. At the midpoint of the ranges on our survey, those identifying as male charge a median retainer of $2,250 a month while those identifying as female charge a median of $1,750.

When we looked at agency SEOs and freelancers separately, the median for freelancers was much lower, but it was the same for both genders: $750 a month. However, the sample size was quite small. There were only 19 freelancers in the study who primarily use retainers. Among the 119 agency SEOs who use retainer pricing, the median retainer was $2,250 for those identifying as male and $1,750 for those identifying as female. 

Project prices for men are 66.7% higher than for women

Our respondents included 54 agency and contract SEOs who typically charge on a per-project basis. The scope and cost of projects varied greatly, from less than $250 to more than $100,000. But the data showed that overall, men charge more per project — a median of $5,000 vs. $3,000 for female-identifying SEOs. 

We decided to dig deeper and found an interesting exception when we looked at agency SEOs and freelancers separately. 

The price gap was more than three times as wide among those who work in agencies. Our sample included 36 agency SEOs who use per-project pricing. Male-identifying SEOs reported that their agencies charge a median of $8,750 per project while those who identify as women said their agencies charge a median project fee of $2,250. 

The reverse was true among independent SEOs. The sample size was small, so we’re not sure what to make of it, but among the 18 freelance or contract SEOs we polled who charge by the project, women had the edge. Female-identifying freelancers charge a median fee of $3,750 per project to $1,750 for male freelancers. 

One contractor in her 50s hypothesized: “I think women may be more detail-oriented and spend more time with their project. Maybe men may charge less because they have more clients?”

Median hourly rates for male-identifying SEOs are 16.8% higher than for female-identifying SEOs

Our respondents included 57 agency and contract SEOs who typically bill by the hour. Among this group, the median rate is $125 for male-identifying SEOs vs. $107 for female-identifying SEOs. In this case, the difference is largely attributable to more women working as freelancers. The median rate for men and women SEOs at agencies was $125 an hour, and the median rate for both who work as contract or freelance SEOs was $88 an hour. 

Many of the female-identifying SEOs we interviewed said women tend to undervalue themselves and need to be more assertive in negotiating prices.

“I think confidence and not being scared to charge what you’re worth comes into play for the higher rates,” said digital marketing and content specialist Kristine Strange.

Both men and women feel equally supported as in-house SEOs

Some good news for in-house SEOs: When asked about working conditions, frustrations, and pain points, both men and women had very similar responses. Both reported strong levels of interdepartmental cooperation and support for SEO priorities.

Female-identifying SEOs are slightly more satisfied than male-idneitfying SEOs with in-house SEO resources

The resources available to in-house SEOs are largely dependent on the size and fiscal health of the company that employs them. 

Among in-house SEOs, women are as likely as men to work for enterprise-level companies. We found that 27.1% of male-identifying in-house SEOs and 24.8% of female-identifying in-house SEOs work for companies with more than 250 employees. And 72.9% of male-identifying and 75.2% of female-identifying SEOs work for companies with 250 or fewer employees. 

In-house SEOs across the board rated engineering support as their biggest challenge. Female-identifying SEOs were generally more satisfied than their male peers with the expertise of their teams and their staffing levels. They were equally satisfied with other elements of their SEO programs.

Conclusion

Although there are some very prominent and talented female-identifying SEOs, they are still underrepresented. And when they do enter the field, they are often compensated at lower rates than men. There is no single solution to broadening the talent pool, but we have a few thoughts.

Welcoming industry: The overwhelming number of  women who spoke to us about these findings wished to remain anonymous. We can only assume that means female-identifying SEOs do not feel safe openly discussing issues of gender within an SEO workplace. Silence only serves to bolster the status quo. We must foster an industry culture that does not punish the whistleblower but instead seeks to listen, understand, grow, and improve opportunities for all its members. Training and mentoring: More than in many other industries, there isn’t one clear path to becoming an SEO. The STEM fields are one training ground, but many other SEOs learn the craft from mentors. To achieve more diversity, which is good for the industry and outcomes, it’s important for girls and those who identify as girls to be supported and welcomed into STEM classes during their student years. 

As an industry, we need to take the job of mentorship seriously. Experienced SEOs can do more to mentor young talent, particularly those who identify as women. Agencies can do more to recruit and hire people with different backgrounds.

Several women whom we interviewed mentioned the importance of mentors and allies:

"I sit in countless calls where I say something and until my CTO repeats what I say, some clients don’t hear me. My CTO is so supportive and wonderful, and he will literally say, 'She’s right when she says, ‘Blah.’ She’s got 20 years under her belt… .' Then their light turns on."

"I’m good at learning complex software and doing complex technical tasks but wasn’t encouraged in this until my recent job — and even then, it wasn’t until I got a female manager that I was recognized for this ability and assigned those kinds of tasks on a regular basis."

"I spent the first two years double- and triple-checking all my work, backing everything with links from male experts in the industry. One day the CTO told me I didn’t need to do that. He trusted me. I found myself in the bathroom in tears. It took me a long time to stop sending links. (Sometimes I still send links, but only if I think he needs to read them to keep up with me!)"

Transparency about pay and pricing: The taboo about discussing fees and compensation keeps inequities hidden. It’s time to shatter that norm. Independent SEOs should run their pricing plans by mentors of all genders for perspective. Agencies should be sure that skill and experience, not gender, is the driving factor in pay and pricing. 

Don’t undersell yourself: If negotiation doesn’t come naturally to you, spend extra time preparing proposals. Research your competitors and talk with mentors. Focus on the value you’re adding. Be sure to factor in your skill level and experience as it grows. Don’t fall into the confidence gap trap. Even if you don’t tick all of the boxes, if you have most of the qualifications, forge ahead to apply or submit a proposal.

I want to acknowledge the important role that several female-identifying SEOs played in the making of this article. First, I have the privilege of working with some amazing women every day in my SEO agency. Thanks to Cindy Glover, without whom I could not have produced this study. I also want to thank Areej AbuAli whose work in creating the Women in Tech SEO community has been an invaluable resource to the SEO industry and in particular, SEOs who identify as women. Women in Tech SEO not only helps to amplify the voices of those identifying as women within the community, but also helps connect them to each other.

If you wish to explore your own possible implicit bias around issues of gender and career, check out Harvard’s Gender-Career implicit bias test.

Sign up for The Moz Top 10, a semimonthly mailer updating you on the top ten hottest pieces of SEO news, tips, and rad links uncovered by the Moz team. Think of it as your exclusive digest of stuff you don't have time to hunt down but want to read!

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How Big Is the Gender Gap Between Men and Women in SEO?

Posted by NicoleDeLeon

To anyone working in SEO, it’s fairly evident that this is a male-dominated industry. Although there are powerful women SEOs in the field (like Moz CEO Sarah Bird, for example), if you glance at a conference speaker lineup or peruse the bylines on search-related blogs, you’ll see that those who identify as female are few and far between. A recent list of the 140 most influential SEOs featured 104 men and just 36 women. 

So how big is the gender gap? And how does it translate to tangible things like pay and job titles? To find out, we mined the data from our State of SEO 2020 survey, which featured 652 SEOs in 51 countries. Here are some of the things we learned.

But first, a mea culpa. If SEOs who identify as women have an uphill climb in this industry, there’s no doubt that female-identifying SEOs of color have a hill that is steeper still. I deeply regret not asking demographic questions on race and ethnicity which would have allowed us to analyze the disparate impacts that bias plays on BIPOC women SEOs. It was a missed opportunity. That said, we are currently running a survey on BIPOC in SEO that aims to cover those issues and more as we continue to take an introspective view of our industry.

Men outnumber women by more than 2 to 1 in SEO

Of the 652 SEOs who participated in the study, 191 identified as women (29.3%) and 446 identified as men (68.4%). Additionally, one identified as non-binary and 14 preferred not to say. Data was collected on a SurveyMonkey form. We reached out to our own database, purchased lists of SEOs around the world, and promoted the survey on social channels for respondents. We offered no compensation or reward for participating. Non-binary, persons who chose not to identify a gender by choosing “preferred not to say”, and SEOs from the African continent were underrepresented mostly due to the outreach database itself. Finally, respondents selecting non-binary and “preferred not to say” were not calculated in the men/women percentages. 

A voluntary survey is not a scientific sampling, but those percentages mesh with previous studies by Moz that found those who identified as women made up 22.7% of SEOs in 2012, 28.2% in 2013, and 30.1% in 2015. In all four studies, men outnumbered women by more than 2 to 1. 

Importantly, the new results suggest the gap hasn’t narrowed over the past five years.

This was not a surprise to many female-identifying SEOs who participated in the study.

“I started out in the SEO industry about 10 years ago. Compared to that, I do see more women at conferences, on online platforms, and in the day-to-day work with clients,” one said. However, she added that she hasn’t seen much progress in the last 5 years. “It’s like we are kind of stuck. I suspect it’s at least partly a visibility issue: Men have been there forever, building their reputation and expertise. It is hard to keep up with that if you had a late start.”

We interviewed more than a dozen female-identifying SEOs, most of whom asked not to be named. Although a few had supportive bosses, clients, colleagues, and mentors along the way, many shared experiences of being passed over for promotions, having to fight to be heard in meetings and, in some cases, being paid less than men for the same work.

“I think you can sum up the SEO industry by looking at speaker panels of all the major conferences. There is no equality. Are you a white male and 50+? You must be an expert! Are you a woman, 40, who’s been doing this since 2004? Oh, honey, go sit down. We have an expert already,” said one woman. She said she spent 13 years at a website development company being “constantly overlooked” before moving to a digital marketing agency where she is respected and valued.

The gender gap is widest in Latin America

Global internet usage has boomed over the past two decades, with more than 59% of the world’s population now online. Although internet penetration is highest in Europe and North America, more than three-quarters of global users live elsewhere. These growing markets are served by robust communities of SEO professionals on every continent.

Our study reached SEOs in 51 countries, which we grouped into 11 large regions. Participation was highest in the U.S. with 269 SEOs responding, but we also surveyed 113 SEOs in Western Europe, 85 in the U.K., 43 in the Eastern Europe/Balkans region, 39 in Australia and New Zealand, 30 in Asia, 21 in Canada, 18 in Scandinavia, 16 in the Middle East, 12 in Central and South America, and 6 in Africa.

We found that the gender gap is most pronounced in Latin America (83.3% who identified as men to 16.7% who identified as women) and Australia/New Zealand (82.1% who identified as men to 17.9% who identified as women). 

The gender gap is least significant in Africa (although with an admittedly very small sample size due to the small number of African SEOs in our database) and Canada (52.6% who identified as men to 47.4% who identified as women). Under Prime Minister Justin Trudeau, a self-professed feminist who appointed a gender-balanced cabinet, Canada has made gender equality a priority, but progress has been uneven at times. 

When it comes to gender diversity in SEO, the U.S., Asia, and the U.K. all trail behind Europe, Scandinavia, and the Middle East.

Female-identifying SEOs are more likely to freelance and specialize in content

Generally, the three most common career environments for SEOs are serving as an in-house expert at a single company, working in an agency setting, or operating independently as a consultant or freelancer. Each path has its own pros and cons. We found some interesting gender differences in where SEOs are working. 

Male-identifying and female-identifying SEOs are equally likely to work in-house, with about 40% of both genders working inside a single business. And as we discuss below, both genders reported being satisfied with the working conditions and level of support they received in their roles.

Among those who practice their craft externally, men are slightly more likely to work in agencies than women (49.7% vs. 42.5%). 

The biggest gap was among freelancers. Female-identifying SEOs are almost twice as likely to be contractors or freelancers as those who identify as men (17.7% vs. 10.6%). However, it’s unclear if female-identifying SEOs are heading out on their own because they don’t feel they can get a fair shake working for others, or if they're drawn to the freedom and flexibility of freelance work.

Full-time freelancing has grown steadily across the economic landscape in recent years. It also tends to draw more women than men. Part of the appeal may be flexibility around childcare, but control over income was also a factor for some of the SEOs we interviewed. 

“I think a lot of women choose to do freelance because they want to be paid what they deserve, frankly,” said one 25-year-old female SEO in East Anglia, U.K.

However, another woman who works as an in-house SEO said, “When I got my start in marketing, most of the jobs offered to me were contractor roles, and it wasn’t clear how to become full time. It wasn’t by choice; it was what was available to me.”

Many female-identifying SEOs said it was hard for them to get hired or promoted, even with stellar track records. 

“I’ve seen loudmouth, no-record, no-proof men be hired. It’s absolutely aggravating. At my old company, I was skipped by two men who had half the knowledge for supervisor positions. Each man left within months to different companies to the next title,” said a 41-year-old female SEO in Minnesota. She subsequently changed companies and found a much more welcoming environment.

In addition to career paths, there are noteworthy differences in the areas of the industry that male-identifying and female-identifying SEOs are most likely to specialize in. Most SEOs consider themselves generalists, but among those who profess a specialty, women are twice as likely to be content experts (17.6% to 7.7%). On the other hand, male-identifying SEOs are nearly twice as likely to be technical experts (21.5% to 12.6%). It’s unclear if this is a result of choice, fallout from the gender gap in STEM occupations generally, or if those who identify as women feel unwelcome among tech SEOs.

Among the female-identifying SEOs we interviewed, several said they think early gender stereotyping played a role, from the toys little boys and girls are given to what each gender is encouraged to pursue as a career.

“It’s similar to why women are not often involved in engineering jobs. Technical roles are historically associated with developer training, and women are more likely to transition from the marketing side than the programming side,” one said.

Several women also said technical SEO, in particular, is a “boys club.” 

“I participate in online forums for general Tech SEO and Women in Tech SEO, and the vibes are much different,” one woman said. “The male-dominated general forums are competitive. The female groups are more supportive, but again, we are trying to bring along and encourage women in the field.”

Another tech SEO who worked at an agency and in-house before going out on her own as a contractor said the culture can be intimidating: “I find that men are quicker to hop on and attack people about technical knowledge than women.”

Female-identifying SEOs generally charge less than men for their services

To find out more about the dollars and cents of SEO, we asked the agency and contract SEOs who participated in our study about their pricing models. In all, 261 SEOs were willing to share how they price their services and how much they charge. 

The three most common pricing models are monthly retainers, per-project pricing, and hourly rates. Although there was a wide range of rates among male-identifyng and female-identifying SEOs, the medians were consistently lower for those who identified as women.  

Among agency and contract SEOs, men are more likely to price their services with monthly retainers (59.1% of men vs. 39.4% of women). Women are more likely to charge per project (31.8% of women vs. 18.2% of men). About a quarter of both groups use hourly pricing.

But before we talk about prices...

Before we get into the details of how much male- and female-identifying SEOs earn, it’s important to note that we didn’t ask who actually set the prices. Depending on the size of an agency, SEOs who work there may have very little control over the pricing structure. 

The agency’s rates might be standard, or they might vary depending on who does the work. One can assume that freelancers choose their own rates, although they might be responding to signals about what the market will bear and what clients are willing to pay. 

Some studies have suggested that a variety of psychosocial factors lead female-identifying freelancers to charge less than their male counterparts. For instance, a Hewlett-Packard study identified a confidence gap in which women tended not to apply for a promotion unless they met all the qualifications, but men would go for it if they met 60 percent of the job requirements. 

Conventional wisdom holds that women are more cooperative and men are more competitive. Whether or not that’s true, men initiate negotiations more readily than women and tend to ask for higher compensation.

In a future study, we will certainly ask who determined the service pricing. For now, we can only report what male-identifying and female-identifying SEOs told us they charge.

Retainers for those who identify as male are 28.6% higher than for those identifying as female

Our respondents included 138 agency and contract SEOs who use monthly retainers as their primary pricing model. These retainers ranged from less than $250 a month to more than $25,000 a month, but overall they were higher for men. At the midpoint of the ranges on our survey, those identifying as male charge a median retainer of $2,250 a month while those identifying as female charge a median of $1,750.

When we looked at agency SEOs and freelancers separately, the median for freelancers was much lower, but it was the same for both genders: $750 a month. However, the sample size was quite small. There were only 19 freelancers in the study who primarily use retainers. Among the 119 agency SEOs who use retainer pricing, the median retainer was $2,250 for those identifying as male and $1,750 for those identifying as female. 

Project prices for men are 66.7% higher than for women

Our respondents included 54 agency and contract SEOs who typically charge on a per-project basis. The scope and cost of projects varied greatly, from less than $250 to more than $100,000. But the data showed that overall, men charge more per project — a median of $5,000 vs. $3,000 for female-identifying SEOs. 

We decided to dig deeper and found an interesting exception when we looked at agency SEOs and freelancers separately. 

The price gap was more than three times as wide among those who work in agencies. Our sample included 36 agency SEOs who use per-project pricing. Male-identifying SEOs reported that their agencies charge a median of $8,750 per project while those who identify as women said their agencies charge a median project fee of $2,250. 

The reverse was true among independent SEOs. The sample size was small, so we’re not sure what to make of it, but among the 18 freelance or contract SEOs we polled who charge by the project, women had the edge. Female-identifying freelancers charge a median fee of $3,750 per project to $1,750 for male freelancers. 

One contractor in her 50s hypothesized: “I think women may be more detail-oriented and spend more time with their project. Maybe men may charge less because they have more clients?”

Median hourly rates for male-identifying SEOs are 16.8% higher than for female-identifying SEOs

Our respondents included 57 agency and contract SEOs who typically bill by the hour. Among this group, the median rate is $125 for male-identifying SEOs vs. $107 for female-identifying SEOs. In this case, the difference is largely attributable to more women working as freelancers. The median rate for men and women SEOs at agencies was $125 an hour, and the median rate for both who work as contract or freelance SEOs was $88 an hour. 

Many of the female-identifying SEOs we interviewed said women tend to undervalue themselves and need to be more assertive in negotiating prices.

“I think confidence and not being scared to charge what you’re worth comes into play for the higher rates,” said digital marketing and content specialist Kristine Strange.

Both men and women feel equally supported as in-house SEOs

Some good news for in-house SEOs: When asked about working conditions, frustrations, and pain points, both men and women had very similar responses. Both reported strong levels of interdepartmental cooperation and support for SEO priorities.

Female-identifying SEOs are slightly more satisfied than male-idneitfying SEOs with in-house SEO resources

The resources available to in-house SEOs are largely dependent on the size and fiscal health of the company that employs them. 

Among in-house SEOs, women are as likely as men to work for enterprise-level companies. We found that 27.1% of male-identifying in-house SEOs and 24.8% of female-identifying in-house SEOs work for companies with more than 250 employees. And 72.9% of male-identifying and 75.2% of female-identifying SEOs work for companies with 250 or fewer employees. 

In-house SEOs across the board rated engineering support as their biggest challenge. Female-identifying SEOs were generally more satisfied than their male peers with the expertise of their teams and their staffing levels. They were equally satisfied with other elements of their SEO programs.

Conclusion

Although there are some very prominent and talented female-identifying SEOs, they are still underrepresented. And when they do enter the field, they are often compensated at lower rates than men. There is no single solution to broadening the talent pool, but we have a few thoughts.

Welcoming industry: The overwhelming number of  women who spoke to us about these findings wished to remain anonymous. We can only assume that means female-identifying SEOs do not feel safe openly discussing issues of gender within an SEO workplace. Silence only serves to bolster the status quo. We must foster an industry culture that does not punish the whistleblower but instead seeks to listen, understand, grow, and improve opportunities for all its members. Training and mentoring: More than in many other industries, there isn’t one clear path to becoming an SEO. The STEM fields are one training ground, but many other SEOs learn the craft from mentors. To achieve more diversity, which is good for the industry and outcomes, it’s important for girls and those who identify as girls to be supported and welcomed into STEM classes during their student years. 

As an industry, we need to take the job of mentorship seriously. Experienced SEOs can do more to mentor young talent, particularly those who identify as women. Agencies can do more to recruit and hire people with different backgrounds.

Several women whom we interviewed mentioned the importance of mentors and allies:

"I sit in countless calls where I say something and until my CTO repeats what I say, some clients don’t hear me. My CTO is so supportive and wonderful, and he will literally say, 'She’s right when she says, ‘Blah.’ She’s got 20 years under her belt… .' Then their light turns on."

"I’m good at learning complex software and doing complex technical tasks but wasn’t encouraged in this until my recent job — and even then, it wasn’t until I got a female manager that I was recognized for this ability and assigned those kinds of tasks on a regular basis."

"I spent the first two years double- and triple-checking all my work, backing everything with links from male experts in the industry. One day the CTO told me I didn’t need to do that. He trusted me. I found myself in the bathroom in tears. It took me a long time to stop sending links. (Sometimes I still send links, but only if I think he needs to read them to keep up with me!)"

Transparency about pay and pricing: The taboo about discussing fees and compensation keeps inequities hidden. It’s time to shatter that norm. Independent SEOs should run their pricing plans by mentors of all genders for perspective. Agencies should be sure that skill and experience, not gender, is the driving factor in pay and pricing. 

Don’t undersell yourself: If negotiation doesn’t come naturally to you, spend extra time preparing proposals. Research your competitors and talk with mentors. Focus on the value you’re adding. Be sure to factor in your skill level and experience as it grows. Don’t fall into the confidence gap trap. Even if you don’t tick all of the boxes, if you have most of the qualifications, forge ahead to apply or submit a proposal.

I want to acknowledge the important role that several female-identifying SEOs played in the making of this article. First, I have the privilege of working with some amazing women every day in my SEO agency. Thanks to Cindy Glover, without whom I could not have produced this study. I also want to thank Areej AbuAli whose work in creating the Women in Tech SEO community has been an invaluable resource to the SEO industry and in particular, SEOs who identify as women. Women in Tech SEO not only helps to amplify the voices of those identifying as women within the community, but also helps connect them to each other.

If you wish to explore your own possible implicit bias around issues of gender and career, check out Harvard’s Gender-Career implicit bias test.

Sign up for The Moz Top 10, a semimonthly mailer updating you on the top ten hottest pieces of SEO news, tips, and rad links uncovered by the Moz team. Think of it as your exclusive digest of stuff you don't have time to hunt down but want to read!

[nutrifami]

How Big Is the Gender Gap Between Men and Women in SEO?

Posted by NicoleDeLeon

To anyone working in SEO, it’s fairly evident that this is a male-dominated industry. Although there are powerful women SEOs in the field (like Moz CEO Sarah Bird, for example), if you glance at a conference speaker lineup or peruse the bylines on search-related blogs, you’ll see that those who identify as female are few and far between. A recent list of the 140 most influential SEOs featured 104 men and just 36 women. 

So how big is the gender gap? And how does it translate to tangible things like pay and job titles? To find out, we mined the data from our State of SEO 2020 survey, which featured 652 SEOs in 51 countries. Here are some of the things we learned.

But first, a mea culpa. If SEOs who identify as women have an uphill climb in this industry, there’s no doubt that female-identifying SEOs of color have a hill that is steeper still. I deeply regret not asking demographic questions on race and ethnicity which would have allowed us to analyze the disparate impacts that bias plays on BIPOC women SEOs. It was a missed opportunity. That said, we are currently running a survey on BIPOC in SEO that aims to cover those issues and more as we continue to take an introspective view of our industry.

Men outnumber women by more than 2 to 1 in SEO

Of the 652 SEOs who participated in the study, 191 identified as women (29.3%) and 446 identified as men (68.4%). Additionally, one identified as non-binary and 14 preferred not to say. Data was collected on a SurveyMonkey form. We reached out to our own database, purchased lists of SEOs around the world, and promoted the survey on social channels for respondents. We offered no compensation or reward for participating. Non-binary, persons who chose not to identify a gender by choosing “preferred not to say”, and SEOs from the African continent were underrepresented mostly due to the outreach database itself. Finally, respondents selecting non-binary and “preferred not to say” were not calculated in the men/women percentages. 

A voluntary survey is not a scientific sampling, but those percentages mesh with previous studies by Moz that found those who identified as women made up 22.7% of SEOs in 2012, 28.2% in 2013, and 30.1% in 2015. In all four studies, men outnumbered women by more than 2 to 1. 

Importantly, the new results suggest the gap hasn’t narrowed over the past five years.

This was not a surprise to many female-identifying SEOs who participated in the study.

“I started out in the SEO industry about 10 years ago. Compared to that, I do see more women at conferences, on online platforms, and in the day-to-day work with clients,” one said. However, she added that she hasn’t seen much progress in the last 5 years. “It’s like we are kind of stuck. I suspect it’s at least partly a visibility issue: Men have been there forever, building their reputation and expertise. It is hard to keep up with that if you had a late start.”

We interviewed more than a dozen female-identifying SEOs, most of whom asked not to be named. Although a few had supportive bosses, clients, colleagues, and mentors along the way, many shared experiences of being passed over for promotions, having to fight to be heard in meetings and, in some cases, being paid less than men for the same work.

“I think you can sum up the SEO industry by looking at speaker panels of all the major conferences. There is no equality. Are you a white male and 50+? You must be an expert! Are you a woman, 40, who’s been doing this since 2004? Oh, honey, go sit down. We have an expert already,” said one woman. She said she spent 13 years at a website development company being “constantly overlooked” before moving to a digital marketing agency where she is respected and valued.

The gender gap is widest in Latin America

Global internet usage has boomed over the past two decades, with more than 59% of the world’s population now online. Although internet penetration is highest in Europe and North America, more than three-quarters of global users live elsewhere. These growing markets are served by robust communities of SEO professionals on every continent.

Our study reached SEOs in 51 countries, which we grouped into 11 large regions. Participation was highest in the U.S. with 269 SEOs responding, but we also surveyed 113 SEOs in Western Europe, 85 in the U.K., 43 in the Eastern Europe/Balkans region, 39 in Australia and New Zealand, 30 in Asia, 21 in Canada, 18 in Scandinavia, 16 in the Middle East, 12 in Central and South America, and 6 in Africa.

We found that the gender gap is most pronounced in Latin America (83.3% who identified as men to 16.7% who identified as women) and Australia/New Zealand (82.1% who identified as men to 17.9% who identified as women). 

The gender gap is least significant in Africa (although with an admittedly very small sample size due to the small number of African SEOs in our database) and Canada (52.6% who identified as men to 47.4% who identified as women). Under Prime Minister Justin Trudeau, a self-professed feminist who appointed a gender-balanced cabinet, Canada has made gender equality a priority, but progress has been uneven at times. 

When it comes to gender diversity in SEO, the U.S., Asia, and the U.K. all trail behind Europe, Scandinavia, and the Middle East.

Female-identifying SEOs are more likely to freelance and specialize in content

Generally, the three most common career environments for SEOs are serving as an in-house expert at a single company, working in an agency setting, or operating independently as a consultant or freelancer. Each path has its own pros and cons. We found some interesting gender differences in where SEOs are working. 

Male-identifying and female-identifying SEOs are equally likely to work in-house, with about 40% of both genders working inside a single business. And as we discuss below, both genders reported being satisfied with the working conditions and level of support they received in their roles.

Among those who practice their craft externally, men are slightly more likely to work in agencies than women (49.7% vs. 42.5%). 

The biggest gap was among freelancers. Female-identifying SEOs are almost twice as likely to be contractors or freelancers as those who identify as men (17.7% vs. 10.6%). However, it’s unclear if female-identifying SEOs are heading out on their own because they don’t feel they can get a fair shake working for others, or if they're drawn to the freedom and flexibility of freelance work.

Full-time freelancing has grown steadily across the economic landscape in recent years. It also tends to draw more women than men. Part of the appeal may be flexibility around childcare, but control over income was also a factor for some of the SEOs we interviewed. 

“I think a lot of women choose to do freelance because they want to be paid what they deserve, frankly,” said one 25-year-old female SEO in East Anglia, U.K.

However, another woman who works as an in-house SEO said, “When I got my start in marketing, most of the jobs offered to me were contractor roles, and it wasn’t clear how to become full time. It wasn’t by choice; it was what was available to me.”

Many female-identifying SEOs said it was hard for them to get hired or promoted, even with stellar track records. 

“I’ve seen loudmouth, no-record, no-proof men be hired. It’s absolutely aggravating. At my old company, I was skipped by two men who had half the knowledge for supervisor positions. Each man left within months to different companies to the next title,” said a 41-year-old female SEO in Minnesota. She subsequently changed companies and found a much more welcoming environment.

In addition to career paths, there are noteworthy differences in the areas of the industry that male-identifying and female-identifying SEOs are most likely to specialize in. Most SEOs consider themselves generalists, but among those who profess a specialty, women are twice as likely to be content experts (17.6% to 7.7%). On the other hand, male-identifying SEOs are nearly twice as likely to be technical experts (21.5% to 12.6%). It’s unclear if this is a result of choice, fallout from the gender gap in STEM occupations generally, or if those who identify as women feel unwelcome among tech SEOs.

Among the female-identifying SEOs we interviewed, several said they think early gender stereotyping played a role, from the toys little boys and girls are given to what each gender is encouraged to pursue as a career.

“It’s similar to why women are not often involved in engineering jobs. Technical roles are historically associated with developer training, and women are more likely to transition from the marketing side than the programming side,” one said.

Several women also said technical SEO, in particular, is a “boys club.” 

“I participate in online forums for general Tech SEO and Women in Tech SEO, and the vibes are much different,” one woman said. “The male-dominated general forums are competitive. The female groups are more supportive, but again, we are trying to bring along and encourage women in the field.”

Another tech SEO who worked at an agency and in-house before going out on her own as a contractor said the culture can be intimidating: “I find that men are quicker to hop on and attack people about technical knowledge than women.”

Female-identifying SEOs generally charge less than men for their services

To find out more about the dollars and cents of SEO, we asked the agency and contract SEOs who participated in our study about their pricing models. In all, 261 SEOs were willing to share how they price their services and how much they charge. 

The three most common pricing models are monthly retainers, per-project pricing, and hourly rates. Although there was a wide range of rates among male-identifyng and female-identifying SEOs, the medians were consistently lower for those who identified as women.  

Among agency and contract SEOs, men are more likely to price their services with monthly retainers (59.1% of men vs. 39.4% of women). Women are more likely to charge per project (31.8% of women vs. 18.2% of men). About a quarter of both groups use hourly pricing.

But before we talk about prices...

Before we get into the details of how much male- and female-identifying SEOs earn, it’s important to note that we didn’t ask who actually set the prices. Depending on the size of an agency, SEOs who work there may have very little control over the pricing structure. 

The agency’s rates might be standard, or they might vary depending on who does the work. One can assume that freelancers choose their own rates, although they might be responding to signals about what the market will bear and what clients are willing to pay. 

Some studies have suggested that a variety of psychosocial factors lead female-identifying freelancers to charge less than their male counterparts. For instance, a Hewlett-Packard study identified a confidence gap in which women tended not to apply for a promotion unless they met all the qualifications, but men would go for it if they met 60 percent of the job requirements. 

Conventional wisdom holds that women are more cooperative and men are more competitive. Whether or not that’s true, men initiate negotiations more readily than women and tend to ask for higher compensation.

In a future study, we will certainly ask who determined the service pricing. For now, we can only report what male-identifying and female-identifying SEOs told us they charge.

Retainers for those who identify as male are 28.6% higher than for those identifying as female

Our respondents included 138 agency and contract SEOs who use monthly retainers as their primary pricing model. These retainers ranged from less than $250 a month to more than $25,000 a month, but overall they were higher for men. At the midpoint of the ranges on our survey, those identifying as male charge a median retainer of $2,250 a month while those identifying as female charge a median of $1,750.

When we looked at agency SEOs and freelancers separately, the median for freelancers was much lower, but it was the same for both genders: $750 a month. However, the sample size was quite small. There were only 19 freelancers in the study who primarily use retainers. Among the 119 agency SEOs who use retainer pricing, the median retainer was $2,250 for those identifying as male and $1,750 for those identifying as female. 

Project prices for men are 66.7% higher than for women

Our respondents included 54 agency and contract SEOs who typically charge on a per-project basis. The scope and cost of projects varied greatly, from less than $250 to more than $100,000. But the data showed that overall, men charge more per project — a median of $5,000 vs. $3,000 for female-identifying SEOs. 

We decided to dig deeper and found an interesting exception when we looked at agency SEOs and freelancers separately. 

The price gap was more than three times as wide among those who work in agencies. Our sample included 36 agency SEOs who use per-project pricing. Male-identifying SEOs reported that their agencies charge a median of $8,750 per project while those who identify as women said their agencies charge a median project fee of $2,250. 

The reverse was true among independent SEOs. The sample size was small, so we’re not sure what to make of it, but among the 18 freelance or contract SEOs we polled who charge by the project, women had the edge. Female-identifying freelancers charge a median fee of $3,750 per project to $1,750 for male freelancers. 

One contractor in her 50s hypothesized: “I think women may be more detail-oriented and spend more time with their project. Maybe men may charge less because they have more clients?”

Median hourly rates for male-identifying SEOs are 16.8% higher than for female-identifying SEOs

Our respondents included 57 agency and contract SEOs who typically bill by the hour. Among this group, the median rate is $125 for male-identifying SEOs vs. $107 for female-identifying SEOs. In this case, the difference is largely attributable to more women working as freelancers. The median rate for men and women SEOs at agencies was $125 an hour, and the median rate for both who work as contract or freelance SEOs was $88 an hour. 

Many of the female-identifying SEOs we interviewed said women tend to undervalue themselves and need to be more assertive in negotiating prices.

“I think confidence and not being scared to charge what you’re worth comes into play for the higher rates,” said digital marketing and content specialist Kristine Strange.

Both men and women feel equally supported as in-house SEOs

Some good news for in-house SEOs: When asked about working conditions, frustrations, and pain points, both men and women had very similar responses. Both reported strong levels of interdepartmental cooperation and support for SEO priorities.

Female-identifying SEOs are slightly more satisfied than male-idneitfying SEOs with in-house SEO resources

The resources available to in-house SEOs are largely dependent on the size and fiscal health of the company that employs them. 

Among in-house SEOs, women are as likely as men to work for enterprise-level companies. We found that 27.1% of male-identifying in-house SEOs and 24.8% of female-identifying in-house SEOs work for companies with more than 250 employees. And 72.9% of male-identifying and 75.2% of female-identifying SEOs work for companies with 250 or fewer employees. 

In-house SEOs across the board rated engineering support as their biggest challenge. Female-identifying SEOs were generally more satisfied than their male peers with the expertise of their teams and their staffing levels. They were equally satisfied with other elements of their SEO programs.

Conclusion

Although there are some very prominent and talented female-identifying SEOs, they are still underrepresented. And when they do enter the field, they are often compensated at lower rates than men. There is no single solution to broadening the talent pool, but we have a few thoughts.

Welcoming industry: The overwhelming number of  women who spoke to us about these findings wished to remain anonymous. We can only assume that means female-identifying SEOs do not feel safe openly discussing issues of gender within an SEO workplace. Silence only serves to bolster the status quo. We must foster an industry culture that does not punish the whistleblower but instead seeks to listen, understand, grow, and improve opportunities for all its members. Training and mentoring: More than in many other industries, there isn’t one clear path to becoming an SEO. The STEM fields are one training ground, but many other SEOs learn the craft from mentors. To achieve more diversity, which is good for the industry and outcomes, it’s important for girls and those who identify as girls to be supported and welcomed into STEM classes during their student years. 

As an industry, we need to take the job of mentorship seriously. Experienced SEOs can do more to mentor young talent, particularly those who identify as women. Agencies can do more to recruit and hire people with different backgrounds.

Several women whom we interviewed mentioned the importance of mentors and allies:

"I sit in countless calls where I say something and until my CTO repeats what I say, some clients don’t hear me. My CTO is so supportive and wonderful, and he will literally say, 'She’s right when she says, ‘Blah.’ She’s got 20 years under her belt… .' Then their light turns on."

"I’m good at learning complex software and doing complex technical tasks but wasn’t encouraged in this until my recent job — and even then, it wasn’t until I got a female manager that I was recognized for this ability and assigned those kinds of tasks on a regular basis."

"I spent the first two years double- and triple-checking all my work, backing everything with links from male experts in the industry. One day the CTO told me I didn’t need to do that. He trusted me. I found myself in the bathroom in tears. It took me a long time to stop sending links. (Sometimes I still send links, but only if I think he needs to read them to keep up with me!)"

Transparency about pay and pricing: The taboo about discussing fees and compensation keeps inequities hidden. It’s time to shatter that norm. Independent SEOs should run their pricing plans by mentors of all genders for perspective. Agencies should be sure that skill and experience, not gender, is the driving factor in pay and pricing. 

Don’t undersell yourself: If negotiation doesn’t come naturally to you, spend extra time preparing proposals. Research your competitors and talk with mentors. Focus on the value you’re adding. Be sure to factor in your skill level and experience as it grows. Don’t fall into the confidence gap trap. Even if you don’t tick all of the boxes, if you have most of the qualifications, forge ahead to apply or submit a proposal.

I want to acknowledge the important role that several female-identifying SEOs played in the making of this article. First, I have the privilege of working with some amazing women every day in my SEO agency. Thanks to Cindy Glover, without whom I could not have produced this study. I also want to thank Areej AbuAli whose work in creating the Women in Tech SEO community has been an invaluable resource to the SEO industry and in particular, SEOs who identify as women. Women in Tech SEO not only helps to amplify the voices of those identifying as women within the community, but also helps connect them to each other.

If you wish to explore your own possible implicit bias around issues of gender and career, check out Harvard’s Gender-Career implicit bias test.

Sign up for The Moz Top 10, a semimonthly mailer updating you on the top ten hottest pieces of SEO news, tips, and rad links uncovered by the Moz team. Think of it as your exclusive digest of stuff you don't have time to hunt down but want to read!

[daynamartinez22]

How Big Is the Gender Gap Between Men and Women in SEO?

Posted by NicoleDeLeon

To anyone working in SEO, it’s fairly evident that this is a male-dominated industry. Although there are powerful women SEOs in the field (like Moz CEO Sarah Bird, for example), if you glance at a conference speaker lineup or peruse the bylines on search-related blogs, you’ll see that those who identify as female are few and far between. A recent list of the 140 most influential SEOs featured 104 men and just 36 women. 

So how big is the gender gap? And how does it translate to tangible things like pay and job titles? To find out, we mined the data from our State of SEO 2020 survey, which featured 652 SEOs in 51 countries. Here are some of the things we learned.

But first, a mea culpa. If SEOs who identify as women have an uphill climb in this industry, there’s no doubt that female-identifying SEOs of color have a hill that is steeper still. I deeply regret not asking demographic questions on race and ethnicity which would have allowed us to analyze the disparate impacts that bias plays on BIPOC women SEOs. It was a missed opportunity. That said, we are currently running a survey on BIPOC in SEO that aims to cover those issues and more as we continue to take an introspective view of our industry.

Men outnumber women by more than 2 to 1 in SEO

Of the 652 SEOs who participated in the study, 191 identified as women (29.3%) and 446 identified as men (68.4%). Additionally, one identified as non-binary and 14 preferred not to say. Data was collected on a SurveyMonkey form. We reached out to our own database, purchased lists of SEOs around the world, and promoted the survey on social channels for respondents. We offered no compensation or reward for participating. Non-binary, persons who chose not to identify a gender by choosing “preferred not to say”, and SEOs from the African continent were underrepresented mostly due to the outreach database itself. Finally, respondents selecting non-binary and “preferred not to say” were not calculated in the men/women percentages. 

A voluntary survey is not a scientific sampling, but those percentages mesh with previous studies by Moz that found those who identified as women made up 22.7% of SEOs in 2012, 28.2% in 2013, and 30.1% in 2015. In all four studies, men outnumbered women by more than 2 to 1. 

Importantly, the new results suggest the gap hasn’t narrowed over the past five years.

This was not a surprise to many female-identifying SEOs who participated in the study.

“I started out in the SEO industry about 10 years ago. Compared to that, I do see more women at conferences, on online platforms, and in the day-to-day work with clients,” one said. However, she added that she hasn’t seen much progress in the last 5 years. “It’s like we are kind of stuck. I suspect it’s at least partly a visibility issue: Men have been there forever, building their reputation and expertise. It is hard to keep up with that if you had a late start.”

We interviewed more than a dozen female-identifying SEOs, most of whom asked not to be named. Although a few had supportive bosses, clients, colleagues, and mentors along the way, many shared experiences of being passed over for promotions, having to fight to be heard in meetings and, in some cases, being paid less than men for the same work.

“I think you can sum up the SEO industry by looking at speaker panels of all the major conferences. There is no equality. Are you a white male and 50+? You must be an expert! Are you a woman, 40, who’s been doing this since 2004? Oh, honey, go sit down. We have an expert already,” said one woman. She said she spent 13 years at a website development company being “constantly overlooked” before moving to a digital marketing agency where she is respected and valued.

The gender gap is widest in Latin America

Global internet usage has boomed over the past two decades, with more than 59% of the world’s population now online. Although internet penetration is highest in Europe and North America, more than three-quarters of global users live elsewhere. These growing markets are served by robust communities of SEO professionals on every continent.

Our study reached SEOs in 51 countries, which we grouped into 11 large regions. Participation was highest in the U.S. with 269 SEOs responding, but we also surveyed 113 SEOs in Western Europe, 85 in the U.K., 43 in the Eastern Europe/Balkans region, 39 in Australia and New Zealand, 30 in Asia, 21 in Canada, 18 in Scandinavia, 16 in the Middle East, 12 in Central and South America, and 6 in Africa.

We found that the gender gap is most pronounced in Latin America (83.3% who identified as men to 16.7% who identified as women) and Australia/New Zealand (82.1% who identified as men to 17.9% who identified as women). 

The gender gap is least significant in Africa (although with an admittedly very small sample size due to the small number of African SEOs in our database) and Canada (52.6% who identified as men to 47.4% who identified as women). Under Prime Minister Justin Trudeau, a self-professed feminist who appointed a gender-balanced cabinet, Canada has made gender equality a priority, but progress has been uneven at times. 

When it comes to gender diversity in SEO, the U.S., Asia, and the U.K. all trail behind Europe, Scandinavia, and the Middle East.

Female-identifying SEOs are more likely to freelance and specialize in content

Generally, the three most common career environments for SEOs are serving as an in-house expert at a single company, working in an agency setting, or operating independently as a consultant or freelancer. Each path has its own pros and cons. We found some interesting gender differences in where SEOs are working. 

Male-identifying and female-identifying SEOs are equally likely to work in-house, with about 40% of both genders working inside a single business. And as we discuss below, both genders reported being satisfied with the working conditions and level of support they received in their roles.

Among those who practice their craft externally, men are slightly more likely to work in agencies than women (49.7% vs. 42.5%). 

The biggest gap was among freelancers. Female-identifying SEOs are almost twice as likely to be contractors or freelancers as those who identify as men (17.7% vs. 10.6%). However, it’s unclear if female-identifying SEOs are heading out on their own because they don’t feel they can get a fair shake working for others, or if they're drawn to the freedom and flexibility of freelance work.

Full-time freelancing has grown steadily across the economic landscape in recent years. It also tends to draw more women than men. Part of the appeal may be flexibility around childcare, but control over income was also a factor for some of the SEOs we interviewed. 

“I think a lot of women choose to do freelance because they want to be paid what they deserve, frankly,” said one 25-year-old female SEO in East Anglia, U.K.

However, another woman who works as an in-house SEO said, “When I got my start in marketing, most of the jobs offered to me were contractor roles, and it wasn’t clear how to become full time. It wasn’t by choice; it was what was available to me.”

Many female-identifying SEOs said it was hard for them to get hired or promoted, even with stellar track records. 

“I’ve seen loudmouth, no-record, no-proof men be hired. It’s absolutely aggravating. At my old company, I was skipped by two men who had half the knowledge for supervisor positions. Each man left within months to different companies to the next title,” said a 41-year-old female SEO in Minnesota. She subsequently changed companies and found a much more welcoming environment.

In addition to career paths, there are noteworthy differences in the areas of the industry that male-identifying and female-identifying SEOs are most likely to specialize in. Most SEOs consider themselves generalists, but among those who profess a specialty, women are twice as likely to be content experts (17.6% to 7.7%). On the other hand, male-identifying SEOs are nearly twice as likely to be technical experts (21.5% to 12.6%). It’s unclear if this is a result of choice, fallout from the gender gap in STEM occupations generally, or if those who identify as women feel unwelcome among tech SEOs.

Among the female-identifying SEOs we interviewed, several said they think early gender stereotyping played a role, from the toys little boys and girls are given to what each gender is encouraged to pursue as a career.

“It’s similar to why women are not often involved in engineering jobs. Technical roles are historically associated with developer training, and women are more likely to transition from the marketing side than the programming side,” one said.

Several women also said technical SEO, in particular, is a “boys club.” 

“I participate in online forums for general Tech SEO and Women in Tech SEO, and the vibes are much different,” one woman said. “The male-dominated general forums are competitive. The female groups are more supportive, but again, we are trying to bring along and encourage women in the field.”

Another tech SEO who worked at an agency and in-house before going out on her own as a contractor said the culture can be intimidating: “I find that men are quicker to hop on and attack people about technical knowledge than women.”

Female-identifying SEOs generally charge less than men for their services

To find out more about the dollars and cents of SEO, we asked the agency and contract SEOs who participated in our study about their pricing models. In all, 261 SEOs were willing to share how they price their services and how much they charge. 

The three most common pricing models are monthly retainers, per-project pricing, and hourly rates. Although there was a wide range of rates among male-identifyng and female-identifying SEOs, the medians were consistently lower for those who identified as women.  

Among agency and contract SEOs, men are more likely to price their services with monthly retainers (59.1% of men vs. 39.4% of women). Women are more likely to charge per project (31.8% of women vs. 18.2% of men). About a quarter of both groups use hourly pricing.

But before we talk about prices...

Before we get into the details of how much male- and female-identifying SEOs earn, it’s important to note that we didn’t ask who actually set the prices. Depending on the size of an agency, SEOs who work there may have very little control over the pricing structure. 

The agency’s rates might be standard, or they might vary depending on who does the work. One can assume that freelancers choose their own rates, although they might be responding to signals about what the market will bear and what clients are willing to pay. 

Some studies have suggested that a variety of psychosocial factors lead female-identifying freelancers to charge less than their male counterparts. For instance, a Hewlett-Packard study identified a confidence gap in which women tended not to apply for a promotion unless they met all the qualifications, but men would go for it if they met 60 percent of the job requirements. 

Conventional wisdom holds that women are more cooperative and men are more competitive. Whether or not that’s true, men initiate negotiations more readily than women and tend to ask for higher compensation.

In a future study, we will certainly ask who determined the service pricing. For now, we can only report what male-identifying and female-identifying SEOs told us they charge.

Retainers for those who identify as male are 28.6% higher than for those identifying as female

Our respondents included 138 agency and contract SEOs who use monthly retainers as their primary pricing model. These retainers ranged from less than $250 a month to more than $25,000 a month, but overall they were higher for men. At the midpoint of the ranges on our survey, those identifying as male charge a median retainer of $2,250 a month while those identifying as female charge a median of $1,750.

When we looked at agency SEOs and freelancers separately, the median for freelancers was much lower, but it was the same for both genders: $750 a month. However, the sample size was quite small. There were only 19 freelancers in the study who primarily use retainers. Among the 119 agency SEOs who use retainer pricing, the median retainer was $2,250 for those identifying as male and $1,750 for those identifying as female. 

Project prices for men are 66.7% higher than for women

Our respondents included 54 agency and contract SEOs who typically charge on a per-project basis. The scope and cost of projects varied greatly, from less than $250 to more than $100,000. But the data showed that overall, men charge more per project — a median of $5,000 vs. $3,000 for female-identifying SEOs. 

We decided to dig deeper and found an interesting exception when we looked at agency SEOs and freelancers separately. 

The price gap was more than three times as wide among those who work in agencies. Our sample included 36 agency SEOs who use per-project pricing. Male-identifying SEOs reported that their agencies charge a median of $8,750 per project while those who identify as women said their agencies charge a median project fee of $2,250. 

The reverse was true among independent SEOs. The sample size was small, so we’re not sure what to make of it, but among the 18 freelance or contract SEOs we polled who charge by the project, women had the edge. Female-identifying freelancers charge a median fee of $3,750 per project to $1,750 for male freelancers. 

One contractor in her 50s hypothesized: “I think women may be more detail-oriented and spend more time with their project. Maybe men may charge less because they have more clients?”

Median hourly rates for male-identifying SEOs are 16.8% higher than for female-identifying SEOs

Our respondents included 57 agency and contract SEOs who typically bill by the hour. Among this group, the median rate is $125 for male-identifying SEOs vs. $107 for female-identifying SEOs. In this case, the difference is largely attributable to more women working as freelancers. The median rate for men and women SEOs at agencies was $125 an hour, and the median rate for both who work as contract or freelance SEOs was $88 an hour. 

Many of the female-identifying SEOs we interviewed said women tend to undervalue themselves and need to be more assertive in negotiating prices.

“I think confidence and not being scared to charge what you’re worth comes into play for the higher rates,” said digital marketing and content specialist Kristine Strange.

Both men and women feel equally supported as in-house SEOs

Some good news for in-house SEOs: When asked about working conditions, frustrations, and pain points, both men and women had very similar responses. Both reported strong levels of interdepartmental cooperation and support for SEO priorities.

Female-identifying SEOs are slightly more satisfied than male-idneitfying SEOs with in-house SEO resources

The resources available to in-house SEOs are largely dependent on the size and fiscal health of the company that employs them. 

Among in-house SEOs, women are as likely as men to work for enterprise-level companies. We found that 27.1% of male-identifying in-house SEOs and 24.8% of female-identifying in-house SEOs work for companies with more than 250 employees. And 72.9% of male-identifying and 75.2% of female-identifying SEOs work for companies with 250 or fewer employees. 

In-house SEOs across the board rated engineering support as their biggest challenge. Female-identifying SEOs were generally more satisfied than their male peers with the expertise of their teams and their staffing levels. They were equally satisfied with other elements of their SEO programs.

Conclusion

Although there are some very prominent and talented female-identifying SEOs, they are still underrepresented. And when they do enter the field, they are often compensated at lower rates than men. There is no single solution to broadening the talent pool, but we have a few thoughts.

Welcoming industry: The overwhelming number of  women who spoke to us about these findings wished to remain anonymous. We can only assume that means female-identifying SEOs do not feel safe openly discussing issues of gender within an SEO workplace. Silence only serves to bolster the status quo. We must foster an industry culture that does not punish the whistleblower but instead seeks to listen, understand, grow, and improve opportunities for all its members. Training and mentoring: More than in many other industries, there isn’t one clear path to becoming an SEO. The STEM fields are one training ground, but many other SEOs learn the craft from mentors. To achieve more diversity, which is good for the industry and outcomes, it’s important for girls and those who identify as girls to be supported and welcomed into STEM classes during their student years. 

As an industry, we need to take the job of mentorship seriously. Experienced SEOs can do more to mentor young talent, particularly those who identify as women. Agencies can do more to recruit and hire people with different backgrounds.

Several women whom we interviewed mentioned the importance of mentors and allies:

"I sit in countless calls where I say something and until my CTO repeats what I say, some clients don’t hear me. My CTO is so supportive and wonderful, and he will literally say, 'She’s right when she says, ‘Blah.’ She’s got 20 years under her belt… .' Then their light turns on."

"I’m good at learning complex software and doing complex technical tasks but wasn’t encouraged in this until my recent job — and even then, it wasn’t until I got a female manager that I was recognized for this ability and assigned those kinds of tasks on a regular basis."

"I spent the first two years double- and triple-checking all my work, backing everything with links from male experts in the industry. One day the CTO told me I didn’t need to do that. He trusted me. I found myself in the bathroom in tears. It took me a long time to stop sending links. (Sometimes I still send links, but only if I think he needs to read them to keep up with me!)"

Transparency about pay and pricing: The taboo about discussing fees and compensation keeps inequities hidden. It’s time to shatter that norm. Independent SEOs should run their pricing plans by mentors of all genders for perspective. Agencies should be sure that skill and experience, not gender, is the driving factor in pay and pricing. 

Don’t undersell yourself: If negotiation doesn’t come naturally to you, spend extra time preparing proposals. Research your competitors and talk with mentors. Focus on the value you’re adding. Be sure to factor in your skill level and experience as it grows. Don’t fall into the confidence gap trap. Even if you don’t tick all of the boxes, if you have most of the qualifications, forge ahead to apply or submit a proposal.

I want to acknowledge the important role that several female-identifying SEOs played in the making of this article. First, I have the privilege of working with some amazing women every day in my SEO agency. Thanks to Cindy Glover, without whom I could not have produced this study. I also want to thank Areej AbuAli whose work in creating the Women in Tech SEO community has been an invaluable resource to the SEO industry and in particular, SEOs who identify as women. Women in Tech SEO not only helps to amplify the voices of those identifying as women within the community, but also helps connect them to each other.

If you wish to explore your own possible implicit bias around issues of gender and career, check out Harvard’s Gender-Career implicit bias test.

Sign up for The Moz Top 10, a semimonthly mailer updating you on the top ten hottest pieces of SEO news, tips, and rad links uncovered by the Moz team. Think of it as your exclusive digest of stuff you don't have time to hunt down but want to read!