The study, released Tuesday, concluded that there is a 21 percent gap between the offers given to candidates of these two backgrounds -- double that of the gender pay gap between white men and white women.
"By collecting this data on the platform in real time from thousands of offers ... we're able to really help companies and industries understand what's happening out there, not from a theoretical standpoint but from actuality," said Kelli Dragovich, Hired's senior vice president of people.
This is the second edition of Hired's "Women, Work And The State Of Wage Inequality Report." In preparing the study, the company drew from its work identifying and hiring candidates for a client roster that includes Amazon, Disney, Github and Dropbox.
The study found white women and black men are on a similar plane, salary-wise, with white women earning 2 percent more. Men of all other races typically enjoy higher salaries than women.
Looking purely at gender, on average women are offered 4 percent less than male applicants for the same roles. The gap for some jobs, however, can actually be as wide as 60 percent. Women receive lower offers than men for the same jobs at the same companies a total of 63 percent of the time. That number is down from 69 percent one year ago, but at the rate at which this gap is closing, it won't be until the year 2152 before men and women reach pay equity, according to the American Association of University Women.
"I find that completely unacceptable," Dragovich said.
Hired offered suggestions for companies interested in fixing any gaps they may have within their pay structures. For starters, companies should routinely self-audit to ensure there are no gaps and rectify any outliers that may exist. An audit once or twice a year is good practice.
Hired also encourages companies to be transparent and publish salary gap reports. As it stands, many companies like Salesforce and Apple release statements regarding pay parity, but few companies actually publish their data. A notable exception is Buffer, which is extremely transparent about how much each of its employees earn.
Most importantly, though, Hired recommends that companies give candidates offers based on their market value rather than based on what that individual earns at his or her current job.
"Companies celebrate when they get candidates on a bargain and save a nickel and a dime here and there," Dragovich said. "But that will just come back to bite you."