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Women Earn 49 Cents For Every 1 Dollar Men Earn, New Report States

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Women Earn 49 Cents For Every 1 Dollar Men Earn, New Report States

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In a recent report studies show that the wage gap is wider than it was actually reported. The report analyzed the wage for men in women in a span of 15 years. The new report states that women actually make only 49 cents to the dollar of what men make. The original report that was only in the span of a year stated that women made 80 cents to the dollar of what men make. With this new data the report shows that women are more likely to take a break from their career more than men.[Morning, CBS This. “Women Earn 49 Cents for Every $1 Men Earn, New Report Says.” YouTube, YouTube, 29 Nov. 2018, www.youtube.com/watch?v=vk7_2zpaygE. Accessed December 6,2018.]

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Women earn 49 cents for every $1 men earn, new report says

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The Roots Of Gender Pay Gap Lie In Childhood

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The Roots Of Gender Pay Gap Lie In Childhood

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A new outcome known as the "child penalty" is also becoming a new factor for why women's income is lower than men. Women that have been having children have tend to take more family friendly jobs which result in receiving lower pay. Some data from this report has shown that women's pay has kept steadily close to men's pay until they have children. When women have had children the pay then steadily decreases compared to men. [“The Roots of the Gender Pay Gap Lie in Childhood.” The Economist, The Economist Newspaper, 26 Jan. 2018, www.economist.com/graphic-detail/2018/01/26/the-roots-of-the-gender-pay-gap-lie-in-childhood?fsrc=scn/tw/te/bl/ed/. Accessed December 6, 2018].

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Having children lowers women’s lifetime earnings, an outcome known as the “child penalty” https://t.co/gT1z03muPM

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Having children lowers women’s lifetime earnings, an outcome known as the “child penalty” https://t.co/gT1z03muPM

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Having children lowers women’s lifetime earnings, an outcome known as the “child penalty” https://t.co/gT1z03muPM
— The Economist (@TheEconomist) December 1, 2018

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Having children lowers women’s lifetime earnings, an outcome known as the “child penalty” https://t.co/gT1z03muPM

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Having children lowers women’s lifetime earnings, an outcome known as the “child penalty” https://t.co/gT1z03muPM

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Having children lowers women’s lifetime earnings, an outcome known as the “child penalty” https://t.co/gT1z03muPM

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The Narrowing, But Persistent, Gender Gap In Pay

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The Narrowing, But Persistent, Gender Gap In Pay

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Since the 1980's the gender pay gap has narrowed significantly. But over the past 15 years the wage gap has stayed stable. Men and Women see inequalities in the workplace. Both genders believe that america should keep continuing making changes so there will be equality in the workplace. Even though the presence of women in the higher paying jobs mainly dominated by men have gone up. Women still are flooding in abundance in lower paying occupations. [Graf, Nikki. “Gender Pay Gap Has Narrowed, but Changed Little in Past Decade.” Pew Research Center, Pew Research Center, 9 Apr. 2018, www.pewresearch.org/fact-tank/2018/04/09/gender-pay-gap-facts/ Accessed December 6, 2018].

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The gender gap in pay has narrowed since 1980, but it has remained relatively stable over the past 15 years or so. In 2017, women earned 82% of what men earned, according to a Pew Research Center analysis of median hourly earnings of both full- and part-time workers in the United States. Based on this estimate, it would take an extra 47 days of work for women to earn what men did in 2017.

By comparison, the Census Bureau found that full-time, year-round working women earned 80% of what their male counterparts earned in 2016.

Our analysis finds that the 2017 wage gap was smaller for adults ages 25 to 34 than for all workers ages 16 and older. Women in this age group earned 89 cents for every dollar a man in the same age group earned.
(For more on the gender pay gap, see our 2014 explainer, "There's more to the story of the shrinking pay gap." To understand how we calculate the gender pay gap, see our 2013 post, "How Pew Research Center measured the gender pay gap.")
The estimated 18-cent gender pay gap among all workers in 2017 has narrowed from 36 cents in 1980. For young women, the gap has narrowed even more over time. In 1980, women ages 25 to 34 earned 33 cents less than their male counterparts, compared with 11 cents in 2017.

Why does a gender pay gap still persist?

Much of the gap has been explained by measurable factors such as educational attainment, occupational segregation and work experience. The narrowing of the gap is attributable in large part to gains women have made in each of these dimensions.

But other factors that are difficult to measure, including gender discrimination, may contribute to the ongoing wage discrepancy. In a 2017 Pew Research Center survey, about four-in-ten working women (42%) said they have experienced gender discrimination at work, compared with about two-in-ten men (22%) who said the same. One of the most commonly reported forms of discrimination focused on earnings inequality. One-in-four employed women said they have earned less than a man who was doing the same job; just 5% of men said they have earned less than a woman doing the same job.

Both men and women see inequalities in the workplace: In a 2014 Pew Research Center survey, 77% of women and 63% of men said this country needs to continue making changes to give men and women equality in the workplace.

Family caregiving responsibilities, particularly motherhood, can lead to interruptions in career paths for women and can have an impact on long-term earnings. In a 2013 survey, women were more likely than men to say they had taken breaks from their careers to care for their family. Roughly four-in-ten mothers said that at some point in their work life they had taken a significant amount of time off (39%) or reduced their work hours (42%) to care for a child or other family member. Roughly a quarter (27%) said they had quit work altogether to take care of these familial responsibilities. Fewer men said the same. For example, just 24% of fathers said they had taken a significant amount of time off to care for a child or other family member.

Our 2016 survey of workers who have taken parental, family or medical leave in the past two years found that mothers typically take more time off than fathers after birth or adoption. The median length of leave among mothers after the birth or adoption of their child was 11 weeks, compared with one week for fathers. About half (47%) of mothers who took time off from work in the past two years after birth or adoption took off 12 weeks or more.

Mothers were also nearly twice as likely as fathers to say taking time off had a negative impact on their job or career. Among those who took leave from work in the past two years following the birth or adoption of their child, 25% of women said this had a negative impact at work, compared with 13% of men.

Even though women have increased their presence in higher-paying jobs traditionally dominated by men, such as professional and managerial positions, women as a whole continue to be overrepresented in lower-paying occupations. This may also contribute to gender differences in pay.

Note: This is an update of a post originally published April 8, 2014.

Topics: Gender, Income Inequality, Work and Employment, Income

1. Nikki Graf is a research associate focusing on social and demographic trends at Pew Research Center.

2. Anna Brown is a research analyst focusing on social and demographic trends at Pew Research Center.

3. Eileen Patten is a former research analyst focusing on Hispanic, social and demographic trends at Pew Research Center.

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Gender pay gap has narrowed, but changed little in past decade

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The gender gap in pay has narrowed since 1980, but it has remained relatively stable over the past 15 years or so. In 2017, women earned 82% of what men earned, according to a Pew Research Center analysis of median hourly earnings of both full- and part-time workers in the United States.

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Women are only making 80 cents on the dollar of what men make and this gap is even wider for women of color. Around the 1960's women were only making 60 percent of what men were making. A few laws were put into place to prevent this from happening. One of them being The Equal Pay Act of 1963 it was put into place stating that no gender that was working the same job at the same place should face sex-based pay discrimination. [“Why Does the Gender Wage Gap Still Exist? - CNN Video.” CNN, Cable News Network, 10 Apr. 2018, www.cnn.com/videos/cnnmoney/2018/04/10/why-does-teh-wage-gap-still-exist.cnn/video/playlists/womens-issues-worldwide/. Accessed December 6,2018].

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why does the gender wage gap still exist? - cnn video

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Why does the gender wage gap still exist? - CNN Video

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Almost 10 years after President Obama signed the Lilly Ledbetter Fair Pay Act of 2009, women still make less than men. CNN's Vanessa Yurkevich speaks with Ledbetter and looks at why we still have a long way to go.

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What People Miss About The Gender Wage Gap

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What People Miss About The Gender Wage Gap

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Many people know that women only make 79 cents of what men make. But, there are a lot factors people don't know bout or miss when talking about the gender pay gap. Like women's educational background, the different ages of women who are working these jobs, or the different career fields women are in. In jobs like science and technology the wage gap among men and women is much closer compared to the business field where the wage gap between men and women is much more divided. [Vox. “What People Miss about the Gender Wage Gap.” YouTube, YouTube, 7 Sept. 2016, www.youtube.com/watch?v=13XU4fMlN3w. Accessed December 6, 2018].

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What people miss about the gender wage gap

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Confronting The Pay Gap: Two Sales Executives

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Confronting The Pay Gap: Two Sales Executives

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Two sales executives one being a white male and the other a black women were put together to discuss their salary and the pay gap in america. The male named Tony makes 120,000 a year. While Simi makes 140,000 a year. Both of them believe that their is a pay gap amongst men and women. Simi pointed out to Tony that there is also a pay gap between white women and women of color. Black Women only make 66 cents to the dollar of what a white man makes. [Magazine, Glamour. “Confronting the Pay Gap: Two Sales Executives Compare Salaries | Glamour.” YouTube, YouTube, 10 Feb. 2017, www.youtube.com/watch?v=NQC2ZSILFKw. Accessed December 6, 2018.]

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Confronting the Pay Gap: Two Sales Executives Compare Salaries | Glamour

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Racial, Gender Wage Gaps Persist In The United States Despite Some Progress

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Racial, Gender Wage Gaps Persist In The United States Despite Some Progress

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Racial and gender wage gaps in the united states still remain at an all time high. Among women across all races and ethnicity, asian and white women get paid increasingly higher than black and hispanic women. And also higher than hispanic and black men. While the hourly income of white men continue to outpace those of women. White and Asian women have narrowed the wage gap with white men at a much higher rate than black and hispanic women. Black and Hispanic men however have mad no progressive movement in narrowing the wage gap with white men since 1980's. [Patten, Eileen. “Racial, Gender Wage Gaps Persist in U.S. despite Some Progress.” Pew Research Center, Pew Research Center, 1 July 2016, www.pewresearch.org/fact-tank/2016/07/01/racial-gender-wage-gaps-persist-in-u-s-despite-some-progress/ Accessed December 6,2018.]

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Large racial and gender wage gaps in the U.S. remain, even as they have narrowed in some cases over the years. Among full- and part-time workers in the U.S., blacks in 2015 earned just 75% as much as whites in median hourly earnings and women earned 83% as much as men.

Looking at gender, race and ethnicity combined, all groups, with the exception of Asian men, lag behind white men in terms of median hourly earnings, according to a new Pew Research Center analysis of Bureau of Labor Statistics data. White men are often used in comparisons such as this because they are the largest demographic group in the workforce - 33% in 2015.

In 2015, average hourly wages for black and Hispanic men were $15 and $14, respectively, compared with $21 for white men. Only the hourly earnings of Asian men ($24) outpaced those of white men.

Among women across all races and ethnicities, hourly earnings lag behind those of white men and men in their own racial or ethnic group. But the hourly earnings of Asian and white women ($18 and $17, respectively) are higher than those of black and Hispanic women ($13 and $12, respectively) - and also higher than those of black and Hispanic men.

While the hourly earnings of white men continue to outpace those of women, all groups of women have made progress in narrowing this wage gap since 1980, reflecting at least in part a significant increase in the education levels and workforce experience of women over time.

White and Asian women have narrowed the wage gap with white men to a much greater degree than black and Hispanic women. For example, white women narrowed the wage gap in median hourly earnings by 22 cents from 1980 (when they earned, on average, 60 cents for every dollar earned by a white man) to 2015 (when they earned 82 cents). By comparison, black women only narrowed that gap by 9 cents, from earning 56 cents for every dollar earned by a white man in 1980 to 65 cents today. Asian women followed roughly the trajectory of white women (but earned a slightly higher 87 cents per dollar earned by a white man in 2015), whereas Hispanic women fared even worse than black women, narrowing the gap by just 5 cents (earning 58 cents on the dollar in 2015).

Black and Hispanic men, for their part, have made no progress in narrowing the wage gap with white men since 1980, in part because there have been no improvements in the hourly earnings of white, black or Hispanic men over this 35-year period. As a result, black men earned the same 73% share of white men's hourly earnings in 1980 as they did in 2015, and Hispanic men earned 69% of white men's earnings in 2015 compared with 71% in 1980.

To be sure, some of these wage gaps can be attributed to the fact that lower shares of blacks and Hispanics are college educated. U.S. workers with a four-year college degree earn significantly more than those who have not completed college. Among adults ages 25 and older, 23% of blacks and 15% of Hispanics have a bachelor's degree or more education, compared with 36% of whites and 53% of Asians.

However, looking just at those with a bachelor's degree or more education, wage gaps by gender, race and ethnicity persist. College-educated black and Hispanic men earn roughly 80% the hourly wages of white college educated men ($25 and $26 vs. $32, respectively). White and Asian college-educated women also earn roughly 80% the hourly wages of white college-educated men ($25 and $27, respectively). However, black and Hispanic women with a college degree earn only about 70% the hourly wages of similarly educated white men ($23 and $22, respectively). As with workers overall, college-educated Asian men out-earn college-educated white men by about $3 per hour of work.

What contributes to these persistent wage gaps? Research shows that a majority of each of these gaps can be explained by differences in education, labor force experience, occupation or industry and other measurable factors.

For example, NBER researchers Francine Blau and Lawerence Kahn found that education and workforce experience accounted for 8% of the total gender wage gap in 2010, while industry and occupation explained 51% of the difference. When it comes to race, sociologists Eric Grodsky and Devah Pager found that education and workforce experience accounted for 52% of the wage gap between black and white men working in the public sector in 1990, and that adding occupational differences explained approximately 20% of the wage gap. And NBER researcher Roland Fryer found that for one group of adults in their 40s, controlling for standardized-test scores reduced the wage gap between black men and white men in 2006 by roughly 70%.

The remaining gaps not explained by these concrete factors are often attributed, at least in part, to discrimination. Blau and Kahn point out, however, that there are both portions of this "unmeasured" difference that could be due to factors other than discrimination (e.g., gender differences in behaviors like risk aversion or negotiation) as well as portions of the "measured" difference that may in fact be due to discrimination (e.g., a woman or minority not entering a high-paying STEM field because of experiences that may be rooted in prejudice, such as greater encouragement for men than women to pursue these studies).

When it comes to racial discrimination in the workplace, most Americans (60%) say blacks and whites are treated about equally, but opinions on this vary considerably across racial and ethnic groups. A new Pew Research Center report finds that roughly two-thirds (64%) of blacks say black people in the U.S. are generally treated less fairly than whites in the workplace; just 22% of whites and 38% of Hispanics agree.

About two-in-ten black adults (21%) and 16% of Hispanics say that in the past year they have been treated unfairly in hiring, pay or promotion because of their race or ethnicity; just 4% of white adults say the same. And while 40% of blacks say their race or ethnicity has made it harder for them to succeed in life, just 5% of whites - and 20% of Hispanics - say this. Some 31% of whites say their race or ethnicity has eased the way toward their success. At least six-in-ten whites (62%) and Hispanics (65%), and about half of blacks (51%), say their race or ethnicity hasn't made much of a difference.

For their part, about a quarter of women (27%) say their gender has made it harder for them to succeed in life, compared with just 7% of men. About six-in-ten men and women say their gender hasn't made much difference, but men are much more likely than women to say their gender has made it easier to succeed (30% vs. 8%). In addition, a 2013 Pew Research Center survey found that about one-in-five women (18%) say they have faced gender discrimination at work, including 12% who say they have earned less than a man doing the same job because of their gender. By comparison, one-in-ten men say they have faced gender-based workplace discrimination, including 3% who say their gender has been a factor in earning lower wages.

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Racial, gender wage gaps persist in U.S. despite some progress

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Large racial and gender wage gaps in the U.S. remain, even as they have narrowed in some cases over the years. Among full- and part-time workers in the U.S., blacks in 2015 earned just 75% as much as whites in median hourly earnings and women earned 83% as much as men.

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Most countries around the world are doing everything they can to tackle the problem with the gender wage gap. Some places in america have come up or tried to come up with a solution to the gender wage gap problem. The solution they have come up with is to bar employers from asking job applicants what they currently earn. They think that with employers asking about their previous salary will cause them to base their new wages to their previous one. With wage gap laws coming to the table of law makers in many states as well at a national level. The goal is to make sure that people are getting payed fairly by the employers for the job they are working. [Sherman, Natalie. “America's Answer to the Gender Pay Gap.” BBC News, BBC, 13 Feb. 2018, www.bbc.com/news/business-42909987. Accessed December 6,2018.]

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As countries around the world grapple with the gender pay gap, some places in America have come up with a new way to tackle the problem.

Their solution? Bar employers from asking job applicants what they currently earn, so new salary offers are not based on the previous figure.

Laws are already on the books in a handful of jurisdictions, including California, Massachusetts, New York City and Puerto Rico. Similar measures are under consideration in more than 20 other states, as well as at the national level.

The aim is to stop a hiring practice that critics say perpetuates the pay gap, since women often start out with lower salaries.

"What these bans are doing is ensuring that employers pay employees for the job they have to do," says Kate Nielson, state policy manager for the American Association for University Women, which supports the new laws.

"There is a real attraction to this kind of policy because it is proactive."

Why now?

The US has officially banned unequal pay for equal work since 1963, but what counts as equal can be controversial, as highlighted by recent rows in the UK at the BBC and Tesco.

And unlike the UK - which now requires large companies to report publicly on pay by gender - the Trump administration recently suspended a rule that would compel firms to report similar data to the government.

Gender pay gap: What you need to know

Equal pay day: What is the gender pay gap like where you are?

People who campaigned for the law in Massachusetts - which became the first place in the US to approve such a rule in 2016 - said they think the idea has caught on because it is simple and does not punish firms retroactively.

"Instead of taking the traditional approach... we wanted to actually create new standards to make sure that employers and businesses were being proactive," says Sasha Goodfriend, president of the Massachusetts chapter of the National Organization for Women.

"It sometimes needs to be redefined in a new way to reignite an age-old conversation."

Gender gap

On average, women in the US earn about 80% of the amount paid to men - roughly comparable to the UK, according to government statistics. For black and Hispanic women, the gap is even wider.

Some of the difference is due to factors like occupation or part-time work.

Yet even after allowing for this, women just one year out of college earned about 7% less than men, a gap that widens over time, according to research by the American Association for University Women.

Aileen Rizo, 43, who coached math teachers for a school district in California, said she had not considered the link between the pay gap and salary inquiries - until she encountered it herself.

In 2012, she confronted her employer after learning her pay was lower than that of co-workers in the same role.

The district said the difference was due to a policy that set salaries based on prior pay, not gender discrimination.

"If you always look at my prior salary, I could never break that barrier," says Ms Rizo, who eventually filed a lawsuit.

The dispute has not yet been finally resolved, but her case helped to galvanise support for new equal pay laws in California, including the ban on prior pay inquiries.

"I think maybe it's the right time," Ms Rizo says. "The culture is shifting and women are finding their voice and finding empowerment."

Sea change

The rules require a sea-change in hiring practices, especially for white collar fields.

About 95% of more than 100 large and mid-size employers surveyed by human resources consulting firm Korn Ferry in November said they asked about candidates' pay histories.

Companies typically offer about 10% above someone's current salary, says Katie Donovan, who founded the consulting firm Equal Pay Negotiations and previously worked in the staffing industry.

Gender pay gap: What every woman should know

Important moments in the fight for equal pay

In some cases, she says firms also use salaries to screen candidates, interpreting high pay as a proxy for competence and responsibility.

"They think it's an objective number when it's anything but," says Ms Donovan, who pushed to include the ban on prior pay queries in the Massachusetts law.

"The dirty little secret in hiring, is for the most part we pay people what they're willing to accept."

Firms' responses

In liberal Massachusetts, advocates worked carefully to get business support for the proposal.

Firms elsewhere were sometimes more resistant, worried the measure would induce higher research and costs during hiring.

In Philadelphia, the local Chamber of Commerce even sued on behalf of employers that included Comcast, charging that the measure violated free speech grounds, a case that is still being litigated.

As the idea gains traction, however, companies are starting to adjust, says David Woolf, a Philadelphia-based partner at the law firm Drinker Biddle, who works on employment issues.

"I don't mean to suggest they like it," he says. "It's just the reality now."

Possible drawbacks

Ms Donovan and other supporters said they are hopeful the rule is a step toward companies setting salaries based on the job, not the person, noting research that has found women tend to negotiate less and are less successful when they do.

But hiring experts say they see little sign that pay negotiations are becoming less important.

Companies are asking candidates how much they want to get paid as a "fallback" says Mr Woolf.

And if anything, the new rules are likely to prompt pay discussions to start earlier in the hiring process, says Paul McDonald, senior executive director at the staffing firm Robert Half.

Six ways to tackle the gender pay gap

Gender pay gap to remain until 2069, report says

Peter Cappelli, director of the Center for Human Resources at the University of Pennsylvania's Wharton School, says he thinks the legislation could have other unintended consequences.

For example, if job candidates don't volunteer salaries during the discussions, firms are likely to assume their pay is lower than it is.

Mr Cappelli says this effect is likely to be especially pronounced for women and other groups that are statistically likely to have lower pay.

"The phrase for this is statistical discrimination," he says. "Now we've got this quirky situation where it's actually likely to make things worse."

Practical impact

Advocates say it will take a few years of job switching and hiring before they can say whether the measure is meeting its goal.

They are not the only parties optimistic about change, however.

About two-thirds of companies surveyed by Korn Ferry said they expect the legislation to improve pay equity at their firm by at least a small extent.

Bob Wesselkamper, global leader of awards and benefit consulting at Korn Ferry, says many US companies have not examined the issue in recent years and may be overestimating the legislation's effects.

Even with that caveat, he adds: "I firmly believe that there will be organizations that will benefit ... and become a more fair and equitable environment because of this legislation."

Ms Rizo and others add that they know this idea is not a silver bullet.

They're also pushing for better accommodations for pregnancy, stronger sexual harassment laws and paid family and sick leave, which is not a national requirement in the US.

"I've seen a lot of progress," says Ms Rizo. "There's still a lot of work to do"

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As countries around the world grapple with the gender pay gap, some places in America have come up with a new way to tackle the problem. Their solution? Bar employers from asking job applicants what they currently earn, so new salary offers are not based on the previous figure.

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Gender Pay Gap Is Still 20 Percent, But Millennial Women Are Closing In On Men 

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Gender Pay Gap Is Still 20 Percent, But Millennial Women Are Closing In On Men 

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Women are paid 20 percent less than men even though they work the same jobs. A women that works full-time year round earns 76 cents. Women of color see way lower working year round. Some experts say that women won't see equal pay between them and men until 2152. Other researchers seem to disagree with that; some even believe women's pay will surpass men's pay by 2020. Seeing as millennial women are surpassing millennial men in higher education, they believe soon women will become this generations top earners.
[Carter, Shawn M. “The Gender Pay Gap in the US Is Still 20 Percent - but Millennial Women Are Closing in on Men.” CNBC, CNBC, 7 Aug. 2017, Accesed December 6, 2018. www.cnbc.com/2017/08/07/gender-pay-gap-is-still-20-percent-but-millennial-women-are-closing-in.html ]

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The American Association of University Women is more pessimistic, however, and for a reason: "Women typically earn about 90 percent of what men are paid until they hit 35. After that, median earnings for women are typically 74-82 percent of what men are paid."

"At every level of academic achievement, women's median earnings are less than men's median earnings, and in some cases, the gender pay gap is larger at higher levels of education," the AAUW points out.

Some of America's foremost business and political leaders are drawing attention to their efforts to make things better.

Sheryl Sandberg, chief operating officer of Facebook and founder of professional-networking platform Lean In, launched the #20percentCounts campaign to raise pay equity awareness. Marc Benioff, chief executive officer of Salesforce, spent $3 million to close Salesforce's pay gap and announced he would double that amount this year. And Sen. Kamala Harris, D-Calif., expressed her support for pay equity in a Teen Vogue op-ed.

Google has also weighed in.

"We're proud to share that we have closed the gender pay gap globally, and also provide equal pay across races in the U.S., according to our annual compensation analysis," Sundar Pichai, chief executive officer of Google," said in a tweet. "At our re:Work site, we're sharing some of the lessons we've learned to help other businesses close the pay gap."

Some dispute Google's claims that it is making real progress in terms of pay equity and diversity. Meanwhile, one anonymous, disgruntled employee's 10-page manifesto on the subject went viral over the weekend. It claims the company's "left-leaning culture" places too much emphasis on adding gender and racial diversity to a workplace that is largely male for a reason.

"We need to stop assuming that gender gaps imply sexism," it states, claiming that women are biologically more neurotic and less competitive than men. That being the case, "discrimination to reach equal representation is unfair, divisive, and bad for business."
Like this story? Like CNBC Make It on Facebook. Don't miss: Why one manager quit a six-figure Google job to help other women break into tech

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The gender pay gap in the US is still 20 percent - but millennial women are closing in on men

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The American Association of University Women is more pessimistic, however, and for a reason: "Women typically earn about 90 percent of what men are paid until they hit 35. After that, median earnings for women are typically 74-82 percent of what men are paid."

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Women being nearly half of the workforce are still payed far less than men. Even women who are far more educated and have received more college degrees than men still get payed crumbs compared to men. On average women get payed less than men in nearly every single occupation. As slow as the progress is going for women to get equal pay. Women are not going to see any change for the next 40 or so years or until 2059. For women of color that change is even farther. For Hispanic women they probably won't see equal pay until the year 2233 and for black women they won't see equal pay until the year 2124. [“Pay Equity & Discrimination.” Institute for Women's Policy Research, Accessed December 6,2018. www.iwpr.org/issue/employment-education-economic-change/pay-equity-discrimination/]