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"White, non-Hispanic women are paid 79 cents, Black women are paid 63 cents. Native American women are paid 60 cents, Latina women are paid 55 cents, Asian American and Pacific Islander women are paid 52 cents, and on average get paid 85 cents for every dollar paid to white, non-Hispanic men" (NPFWF, 2021).

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Gender wage gap: The difference in pay between females and males

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Gender wage gap: The difference in pay between females and males

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"The wage gaps does not necessarily represent each individual woman's personal experience. In particular, the earnings figure for Asian women likely underestimates the wage gap experienced by women belonging to many Asian subgroups." (Bleiweis, 2020)

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Bleiweis, R. (2020, March 24). Quick facts about the gender wage gap. Center for American Progress. Retrieved November 6, 2021, from https://www.americanprogress.org/article/quick-facts-gender-wage-gap/.

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The Equal Pay Act of 1963, amending the Fair Labor Standards Act, protects against wage discrimination based on sex. The Equal Pay Act (EPA) protects both men and women.

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Women of Color Experience a Wider Gender Pay Gap compared to their White Counterparts

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Women of Color Experience a Wider Gender Pay Gap compared to their White Counterparts

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"The gaps represent the tangible consequences of sexism and white supremacy in the United States and how our country systematically devalues women of color and their labor" (NPFWF, 2021)

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The differences between White Women v. WOC's experience with the gender pay gap

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The differences between White Women v. WOC's experience with the gender pay gap

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♀ "Factors that contribute to the wage gap are often different that those of white women due to the fact that women of color frequently work in lower-paying jobs, work fewer hours, and experience more substantial caregiving burdens" (Fisher, 2015).
♀ "Women of color, who might be subject to both gender and racial discrimination, could experience a double burden" (Fisher, 2015).
♀ "Women of color are also more likely to be employed as involuntary part-time workers than their white counterparts" (Fisher, 2015).

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Scan this QR to watch a short clip of CNBC reporter Julia Boorstin talking about pay inequality women of color face compared to men on Equal Pay Day

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"Equal Pay Day: Women of color suffer larger pay gaps" CNBC YouTube Video 

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"Equal Pay Day: Women of color suffer larger pay gaps" CNBC YouTube Video 

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Fisher, M. (2015, April 14). Women of Color and the Gender Wage Gap. Center for American Progress Action Fund. https://www.americanprogress.org/issues/women/reports/2015/04/14/110962/women-of-color-and-the-gender-wage-gap/

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Fisher, M. (2015, April 14). Women of Color and the Gender Wage Gap. Center for American Progress Action Fund. https://www.americanprogress.org/issues/women/reports/2015/04/14/110962/women-of-color-and-the-gender-wage-gap/

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"The gender wage gap is a measure of just how far our nation still has to go to ensure that women can participate fully and equally in our economy-and it is widest for many women of color" (NPFWF, 2021).

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https://youtu.be/4x8y58ThUrI

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Women Can't Win: Exploring the Gender Wage Gap

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Businesses play a critical role in reducing the national pay gap.

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Businesses play a critical role in reducing the national pay gap.

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Companies that have signed the White House Equal Pay Pledge

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White House Equal Pay Pledge

"We applaud the growing number of countries that have already made significant progress in closing their gender wage gap. Despite passage of the Equal Pay Act of 1963, which requires equal pay for equal work, the gender pay gap in the United States persists. Women working full-time earn only 79 percent of men's wages, and we are committed to taking action individually and collectively to reduce that national pay gap.
We believe that businesses must play a critical role in reducing the national pay gap. Toward that end, we commit to conducting an annual company-wide gender pay analysis across occupations; reviewing hiring and promotion processes and procedures to reduce unconscious bias and structural barriers; and embedding equal pay efforts into broader enterprise-wide equity initiatives. We pledge to take these steps as well as identify and promote other best practices that will close the national wage gap to ensure fundamental fairness for all workers."

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White House Equal Pay Pledge "We applaud the growing number of countries that have already made significant progress in closing their gender wage gap. Despite passage of the Equal Pay Act of 1963, which requires equal pay for equal work, the gender pay gap in the United States persists.

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“One of the most important things to get right is starting pay,” Bowen said. “If a woman comes into a company low, she tends to stay low. If a job candidate comes to Starbucks making 70 or 80 cents on the dollar, and we use that as the basis for her pay at Starbucks, we simply import gender inequality into our own system. Prior salary can be tainted and should not dictate how we pay our partners.”

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Starbucks announces 100 percent gender, racial pay equity

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After announcing Starbucks had achieved gender and racial pay equity among its U.S. partners, Lucy Helm, chief partner officer, said the company will now work “with deliberate speed” to close the gender pay gap for all partners in company-operated markets worldwide.

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"As a business leader, we have a responsibility to stand up to discrimination and make equality part of the fabric of our companies. We are better people, companies, and communities when we commit equal pay, equal opportunities, equal education an equal rights. Salesforce is proud to take the CEO Action Diversity and Inclusion pledge.”

Mark Benioff

Chairman and CEO,

Salesforce

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‘Gender Pay Scorecard’ grades 50 major U.S. companies

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What factors explain the gender pay gap?

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Equal salary is good for business | Veronique Goy Veenhuys | TEDxZurichWomen

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1. Take time to plan the conversation in advance. Acknowledge your own bias, understand privilege, be willing to educate yourself, and unlearn old behaviors. Acknowledge the difficulty and sensitivity to the topic.

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Giordano, A. L. (2019, April 10). Counseling Today. Retrieved from Five points of discussion for conversations about racial injustice: https://ct.counseling.org/2019/04/five-points-of-discussion-for-conversations-about-racial-injustice/

Liu, J. (2020, June 5). CNBC. Retrieved from Talking about racial inequality at work is difficult- here are tips to do it thoughtfully: https://www.cnbc.com/2020/06/05/how-to-thoughtfully-talk-about-racial-inequality-with-your-coworkers.html

Morgan, J. (2021, March 3). Gendelity -Social Enterprise for Workplace Gender Inclusion. Retrieved from Phrases to Challenge Workplace inequality: https://genderequality.agency/phrases-to-challenge-inequality-at-work/

Taylor, S. J. (2021, February 11). Workest by Zenefits. Retrieved from How to Talk About Racial Injustice in the Workplace: https://www.zenefits.com/workest/how-to-talk-about-racial-injustice-at-the-workplace/

Weinstein, M. (2020, June 13). Training. Retrieved from How to talk About Racial Inequality at Work: https://trainingmag.com/how-to-talk-about-racial-inequality-at-work/

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The Equal Pay Act requires employers to give male and female employees equal pay for equal work. This means that employers have to pay men and women equally for doing substantially the same work at the same workplace. U.S. Equal Employment Opportunity Commission

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SUPPORTING WOMEN'S MOVEMENTS TO CHANGE THE WORLD

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There are many free mental health resources available online. 

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There are many free mental health resources available online. 

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Casey Brown: Know your worth, and then ask for it

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Your boss probably isn't paying you what you're worth -- instead, they're paying you what they think you're worth. Take the time to learn how to shape their thinking. Pricing consultant Casey Brown shares helpful stories and learnings that can help you better communicate your value and get paid for your excellence.

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The Paycheck Fairness Act is a proposed amendment to the Equal Pay Act. It would revise the remedies, enforcement and exceptions to the prohibition against wage discrimination because of sex. It has failed three times, most recently in 2014.   NCSL National Conference of State Legislature

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2. Speak up – Use Facts not judgment

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3. Restate the issues: I want to talk about something that just happened

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4.       Confirm and get curious- ask for a fuller explanation. Ask open ended questions and avoid exaggeration and downplaying the issue, facts are key

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5.       Share your feelings.

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This gender data portal is a one-stop shop for gender information, catering to a wide range of users and providing data from a variety of sources. Data at the country level are organized under six thematic headings, which are aligned to the themes identified by the Inter-agency and Expert Group on Gender Statistics.

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Featured Content

Click on a banner below to access the interactive data tip sheet. The data tip sheets provide a list of the indicators within that topic, instructions on how to access and use those indicators, and examples of visualizations using those indicators from the Gender Data Blog Series.

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Click on a banner below to access the interactive data tip sheet. The data tip sheets provide a list of the indicators within that topic, instructions on how to access and use those indicators, and examples of visualizations using those indicators from the Gender Data Blog Series.

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Launch a pay transparency initiative to improve employer accountability for pay practices and provide workers with better information (Frye, 2021).

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6.  Validate the other persons' feelings using phrases such as, “It seems tough you feel this way or that is a good point but I have some questions."

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Being a man or a woman has a significant impact on health, as a result of both biological and gender-related differences. The health of women and girls is of particular concern because, in many societies, they are disadvantaged by discrimination rooted in sociocultural factors. While poverty is an important barrier to positive health outcomes for both men and women, poverty tends to yield a higher burden on women and girls’ health.

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Countries, territories and areas in the WHO Western Pacific Region:

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The Gender Equality Index is a tool to measure the progress of gender equality in the EU, developed by EIGE. It gives more visibility to areas that need improvement and ultimately supports policy makers to design more effective gender equality measures.

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European Union | Index | 2019 | Gender Equality Index | European Institute for Gender Equality

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The Gender Equality Index is a composite indicator that measures the complex concept of gender equality and, based on the EU policy framework, assists in monitoring progress of gender equality across the EU over time.

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7. If a disagreement occurs, be mindful of their use of language and what can be interpreted as insensitive to others during an emotionally stressful experience

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8.       Give the benefit of the doubt: Assume your coworkers mean well.

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9.       Share your story and be specific- sharing your story with others about discrimination is a good tool to use to show others that this problem is real.

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10.   Awareness- Acknowledge privilege and say things like, “I’m sorry you, I’m learning, and I’m listening.

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Sara Sanford: How to design gender bias out of your workplace

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Equity expert Sara Sanford offers a certified playbook that helps companies go beyond good intentions, using a data-driven standard to actively counter unconscious bias and foster gender equity -- by changing how workplaces operate, not just how people think.

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11.   Keep the conversation going. Don't stop there, there is more work to be done.

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Frye, J. (March 24, 2021). 10 Essential Actions To Promote Equal Pay. CAP. https://www.americanprogress.org/article/10-essential-actions-promote-equal-pay/

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https://www.ymca.org/find-your-y