International Women’s Day may be over but March is Women’s Month and the fight for gender equality will rage on in March and for years to come. One key battle is gender pay equity. Women in the US are, on average, paid 20% less for the same work as their male counterparts. The numbers are even worse for minority women. As the chart below shows, it could take until 2119 to reach gender pay equity!
The awesome Obama (#stillmypresident) Administration addressed this issue when it introduced The White House Equal Pay Pledge which asked companies to prioritize pay equity by:
Acknowledging the critical role businesses must play in reducing the national pay gap;
Conducting an annual company-wide gender pay analysis across occupations;
Reviewing personnel processes to reduce unconscious bias and structural barriers;
Embedding equal pay efforts into broader enterprise-wide equity initiatives; and
Pledging to identify and promote other best practices to close the wage gap.
While the Trump Administration definitely doesn't have our backs, some leading companies have begun to back their women employees by taking steps to ensure pay equity. Salesforce for example conducted two company-wide gender pay audits, discovered discrepancies in pay among men and women, and retroactively spent $6 million to right the wrong.
All-of-us must make sure that more employers use their force to ensure equal pay.
If you do this and you are successful, share your story with us at email@example.com. If you have other resources you would like to share with our subscribers email them to us!
2 Ask your employer what measures it has taken to ensure gender pay equity. For example, has it conducted a company-wide gender pay analysis? Refer to Salesforce as a leading example.
3 If you are a manager or leader within your organization prioritize promoting and supporting other women by advocating for pay equity.