​​​​​​​The Future of Work is Female: EPT & members host panel at United State of Women 2018

USoW Day 2 Event Graphic.jpg

Friday, May 4, 2018

CONTACT

Delia Coleman, 415.575.2396, dcoleman@equalrights.org

LOS ANGELES – The American workforce is due for an extreme makeover, one that centers women and serves the needs of the modern family.

What should our workplaces look like in the Me Too era? What can policymakers do to end systemic workplace discrimination and close the gender wage gap? How do we address the intersectional challenges faced by women of color, immigrant women, indigenous women, LGBTQ women, and women with disabilities?

IMG_1605.JPG

Nine panelists from state and national women’s rights organizations, local government, and corporate America will answer these questions Sunday afternoon to a sold-out audience of nearly 350 attendees at the annual United State of Women Summit in Los Angeles.

“The Future of Work is Female: Re-designing the modern workplace” will feature speakers from Salesforce, Teach for America, ACLU, Los Angeles City Council, National Partnership for Women and Families, Southwest Women’s Law Center, and The Representation Project.

“This solution-focused panel will explore innovative workplace policies and practices that center women in all our diversity,” said host Joi Chaney, Campaign Director at Equal Pay Today.

Panelists will imagine how to redesign workplaces where women are treated and compensated equitably, where career and family co-exist, and where all workers are valued. Seem unrealistic? It’s not.

“Attendees can expect to leave with ideas they can bring their bosses Monday morning — and to their elected officials this fall,” said moderator Noreen Farrell, Executive Director of Equal Rights Advocates. Equal Rights Advocates is currently sponsoring seven workplace equality and anti-sexual harassment bills in California, known as the Stronger CA package.

The United State of Women is the nation’s premiere annual gathering of the women leaders and problem solvers. This year’s speakers and special guests include Michelle Obama, Jane Fonda, Tarana Burke, Brittany Packnett, Mayor Eric Garcetti, and Valerie Jarrett.

Event Details
Sunday, May 6
1:00 – 3:30 pm PT
University of Southern California Seeley Mudd Building, Room 123
Event link: http://ow.ly/15gD30jPd87

Location: The Seeley Mudd Building is located on USC Campus, on the corner of McClintock Avenue and Downey Way. For reference, see this map of the campus.

Speakers
Joi Chaney, Equal Pay Today (Host), @joitweets  
Noreen Farrell, Equal Rights Advocates (Moderator), @farrellERA
Sarah Fleisch Fink, National Partnership for Women and Families, @sffink  
Molly Ford, Salesforce, @QueenMollyMol 
Pameyla Herndon, Southwest Women’s Law Center@TallCypress 
Lenora Lapidus, American Civil Liberties Union@LenoraLapidus
Tolu Lawrence, The Representation Project@tolulawrence
Brittany Packnett, Teach for America@MsPackyetti
Monica Rodriguez, L.A. City Council@MRodCD7

#EqualPayDay Social Media Storm on April 10 at 2:00 pm ET

Copy of Copy of A New Design (2).jpg

Washington, DC -- This year, in honor of silence breakers everywhere, Equal Pay Today and our partners in the Equal Pay Day Coalition -- women's rights, civil rights, and labor rights advocates -- is using the 2018 Equal Pay Day on April 10th to shine a light on efforts to level the playing field between employees and employers by focusing on pay transparency as a means of closing the gender wage gap. Join us in calling for:

  • EEOC pay data collection;
  • Passage of the federal Paycheck Fairness Act and local/state bills that close the gender wage gap; and
  • High road employers who post salary ranges, limit the use of prior salary, conduct pay audits, and protect employees who discuss pay at work.

Access the coalition toolkit and learn more about the gender wage gap or other Equal Pay Day events at www.equalpaydayforall.org.

WHAT:                    Equal Pay Day Coalition Social Media Storm

WHEN:                   Tuesday, April 10, 2018 at 2:00 – 3:00 pm ET

WHERE:                 Twitter, Facebook, Instagram, and Snapchat using hashtags #equalpayday, #talkpay, and #time4transparency.

BACKGROUND: Equal Pay Day -- April 10, 2018 -- is the approximate date the typical woman must work to make what the typical man made at the end of 2017. Women who work full time, year-round in the United States are paid only 80 cents for every dollar paid to their male counterparts. Over a 40-year career, this can cost a woman over $400,000. When you factor in race, the wage gap is wider. When compared to White, non-Hispanic men, Latinas earn 54 cents for every dollar, Black women earn 63 cents for every dollar, and White women earn 79 cents for every dollar.

Therefore, while Equal Pay Day compares all women to all men, the Equal Pay Days for women of color fall much later in the year. Women of color, therefore, must work far longer to achieve equity, while losing far more over the course of their lifetimes. That’s not equitable at all. And in 2018, it’s no longer acceptable.

It’s time for multi-pronged solutions that seek to close the gender wage gap by addressing its many contributors: lack of pay transparency, hiring, pay and promotion discrimination based on gender and at the intersections of race, national origin, sexual orientation, pregnancy, and caregiver status; occupational segregation; wage theft and an inadequate minimum wage; unfair workplace policies; lack of paid leave; lack of affordable childcare; and sexual harassment in the workplace.

Access the coalition toolkit and learn more about the gender wage gap or other Equal Pay Day events at www.equalpaydayforall.org.

CO-SPONSORS: As of this writing, the social media storm is co-sponsored by the following organizations:


#VOTEPROCHOICE
9to5
A Better Balance
ACLU
AFL-CIO
AFSCME
Alianza Nacional de Campesinas
American Association of University Women
Asian Pacific American Labor Alliance, AFL-CIO
California Women's Law Center
Catalyst
Coalition of Labor Union Women
Communications Workers of America
Connecticut Women's Education and Legal Fund (CWEALF)
Disciples Center for Public Witness
Economic Policy Institute
Equal Pay Today
Equal Rights Advocates
Family Values @ Work in partnership with Labor Project for Working Families
Feminist Majority
Friends of the Delaware County Women's Commission
Gender Justice
Herd on the Hill
Institute for Women's Policy Research
Labor Council for Latin American Advancement
Labor Project for Working Families
Latina Circle
Legal Aid at Work
Let Justice Roll
Main Street Alliance
Michigan Progressive Women’s Caucus
MomsRising MamasConPoder
Movement Advancement Project (MAP)
MS Low Income Child Care Initiative
Ms. Foundation for Women
NARAL Pro-Choice America
National Asian Pacific American Women's Forum (NAPAWF)
National Black Worker Center Project
National Center for Law and Economic Justice
National Council of Jewish Women
National Domestic Workers Alliance
National Employment Lawyers Association
National Partnership for Women & Families
National Women's Law Center
New York Women’s Foundation
Parity.org
PathWays PA
People For the American Way
Progressive Congress Action Fund
Religious Action Center of Reform Judaism
She Geeks Out
Southwest Women's Law Center
State Innovation Exchange
The Leadership Conference on Civil and Human Rights
The Program on Gender Analysis in Economics (PGAE) at American University
The Sargent Shriver National Center on Poverty Law
The United State of Women
UltraViolet
United Food and Commercial Workers Union Women's Network
Walker's Legacy
Women Employed
Women For Action
Women For Justice
Women's Law Project
Women's Rights and Empowerment Network (WREN)
Workplace Equity Project (WE)
Young People For
YWCA USA

 

#EQUALPAYDAY COALITION HOLDS FB LIVE WITH MEMBERS OF CONGRESS ON EQUAL PAY DAY AT 4:00 PM ET

Copy of A New Design - 2.jpg

ADVISORY

Download a pdf of this advisory.

 April 9, 2018

Washington, DC -- This year, in honor of silence breakers everywhere, Equal Pay Today and our partners in the Equal Pay Day Coalition -- women's rights, civil rights, and labor rights advocates -- is using the 2018 Equal Pay Day on April 10th to shine a light on efforts to level the playing field between employees and employers by focusing on pay transparency as a solution to the gender wage gap. Join Equal Pay Today, Center for American Progress, Members of Congress and colleagues for a Facebook Live on Tuesday, April 10th at 4:00 pm ET to call for:

  • EEOC pay data collection;
  • Passage of the federal Paycheck Fairness Act and local/state bills that close the gender wage gap; and
  • High road employers who post salary ranges, limit the use of prior salary, conduct pay audits, and protect employees who discuss pay at work.

As of this writing, confirmed participants include:

  • Congresswoman Brenda L. Lawrence (MI-14) 
  • Joi Chaney, Equal Pay Today 
  • Jocelyn Frye, Center for American Progress 
  • Emily Martin, National Women’s Law Center 
  • Deborah Vagins, American Association of University Women 

Additional participants are expected.

Access the #EqualPayDay - #Time4TransparencyToolkit at www.equalpaydayforall.org.

WHAT:                     #EqualPayDay Facebook Live with Advocates & Members of Congress

 WHEN:                    Tuesday, April 10, 2018 at 4:00 pm ET

WHERE:                  facebook.com/americanprogress

BACKGROUND:     Equal Pay Day -- April 10, 2018 -- is the approximate date the typical woman must work to make what the typical man made at the end of 2017. Women who work full time, year-round in the United States are paid only 80 cents for every dollar paid to their male counterparts. Over a 40-year career, this can cost a woman over $400,000. When you factor in race, the wage gap is wider. When compared to White, non-Hispanic men, Latinas earn 54 cents for every dollar, Black women earn 63 cents for every dollar, and White women earn 79 cents for every dollar.

Therefore, while Equal Pay Day compares all women to all men, the Equal Pay Days for women of color fall much later in the year. Women of color, therefore, must work far longer to achieve equity, while losing far more over the course of their lifetimes. That’s not equitable at all. And in 2018, it’s no longer acceptable.

It’s time for multi-pronged solutions that seek to close the gender wage gap by addressing its many contributors: lack of pay transparency, hiring, pay and promotion discrimination based on gender and at the intersections of race, national origin, sexual orientation, pregnancy, and caregiver status; occupational segregation; wage theft and an inadequate minimum wage; unfair workplace policies; lack of paid leave; lack of affordable childcare; and sexual harassment in the workplace.

Access the #EqualPayDay - #Time4TransparencyToolkit at www.equalpaydayforall.org.

 

 

 

#EQUALPAYDAY COALITION HOLDS PRIMER ON THE GENDER WAGE GAP – TODAY, MONDAY APRIL 9 AT 2:00 PM ET 

A New Design.jpg

ADVISORY  

Download a pdf of this advisory.

April 9, 2018

Washington, DC -- This year, in honor of silence breakers everywhere, Equal Pay Today and our partners in the Equal Pay Day Coalition -- women's rights, civil rights, and labor rights advocates -- is using the 2018 Equal Pay Day on April 10th to shine a light on efforts to level the playing field between employees and employers by focusing on pay transparency as a solution to the gender wage gap. To get prepared, Equal Pay Today and Center for American Progress are hosting a #EqualPayDay Primer on Monday, April 9th at 2:00 pm ET. Participants include:

  • Joi Chaney, Equal Pay Today
  • Sarah Fleisch Fink, National Partnership for Women & Families
  • Jocelyn Frye, Center for American Progress
  • Emily Martin, National Women’s Law Center
  • Deborah Vagins, American Association of University Women

Join us for a discussion of the gender wage gap, why its important to observe Equal Pay Day, and solutions for achieving pay equity.

Access the #EqualPayDay - #Time4TransparencyToolkit at www.equalpaydayforall.org.

WHAT:                     #EqualPayDay Primer with Advocates

 WHEN:                    Monday, April 9, 2018 at 2:00 pm ET

 WHERE:                  facebook.com/americanprogress

BACKGROUND:     Equal Pay Day -- April 10, 2018 -- is the approximate date the typical woman must work to make what the typical man made at the end of 2017. Women who work full time, year-round in the United States are paid only 80 cents for every dollar paid to their male counterparts. Over a 40-year career, this can cost a woman over $400,000. When you factor in race, the wage gap is wider. When compared to White, non-Hispanic men, Latinas earn 54 cents for every dollar, Black women earn 63 cents for every dollar, and White women earn 79 cents for every dollar.

Therefore, while Equal Pay Day compares all women to all men, the Equal Pay Days for women of color fall much later in the year. Women of color, therefore, must work far longer to achieve equity, while losing far more over the course of their lifetimes. That’s not equitable at all. And in 2018, it’s no longer acceptable.

It’s time for multi-pronged solutions that seek to close the gender wage gap by addressing its many contributors: lack of pay transparency, hiring, pay and promotion discrimination based on gender and at the intersections of race, national origin, sexual orientation, pregnancy, and caregiver status; occupational segregation; wage theft and an inadequate minimum wage; unfair workplace policies; lack of paid leave; lack of affordable childcare; and sexual harassment in the workplace.

Access the #EqualPayDay - #Time4TransparencyToolkit at www.equalpaydayforall.org.

 

 

 

 

Medium Post | American Women are Power Rising

AdobeStock_191268547.jpeg
Equal Pay Today's Executive Director, Joi Chaney, posted a Medium blog on her reflections for anyone fighting for women's equality in the workplace at the intersection of Black History Month and Women's History Month.

"Last month, like every black woman — with the means and opportunity to invest in a movie night — I ran, not walked, to the opening of Black Panther. All the reviews are correct; it was a perfect, glorious display of African Diasporic excellence — both what is and what could have been. The latter sentiment left me wistful, and more than a little angry for all that my ancestors endured, all that my community endures, and all that our children are likely to endure for some time to come. Thus, when I arrived in Atlanta, GA last Thursday for the #WearePowerRising Summit — a national policy development, civic engagement, and economic empowerment convening of nearly 1000 African American women, I was ready raise a little hell. What I got instead was the healing my soul needed in times such as these. I found myself in a real-life Wakanda."

"At every turn, I met a “Nakia,” a “Shuri,” a “T’Challa,” an “Okoye, and together we were the “Dora Milaje” targeting the micro- and macro-aggressions and intersections of sexism, racism, classism, and xenophobia in all it’s manifestations. We were creating a Black Women’s Agenda, but given the gravitas, depth and breadth of the women in the room and the continuing rise in the political and economic power of Black Women — rather, the belated recognition of that power — it was clear that we were also creating an American agenda."

"For my part, my humble charge is employment equality for women. I sought to return from Wakanda, GA with insights into addressing the workplace challenges faced by all women. As we sit on the cusp of Black History Month and Women’s History Month, #Igot5onit, Star Jones — five takeaways for a nation of woke women."

Read the rest on Medium.

 

#PayUsMoreTouchUsLess

A New Design (23).jpg

By Joi Chaney, Equal Pay Today!

For those saying, “what does sexual harassment have to do with equal pay and women’s economic security?”

Pay us more, touch us less!
— Noreen Farrell, Equal Rights Advocates for Every Woman

While sexual harassment in the workplace can manifest itself as sexual assault or some other violation of local and state law, it is, at the very least, employment discrimination on the basis of sex prohibited by Title VII of the federal Civil Rights Act of 1964, which is enforced by the U.S. Equal Employment Opportunity Commission (EEOC).  Similarly, Title VII as well as the Equal Pay Act of 1963, which EEOC also enforces, prohibit wage discrimination on the basis of sex.

As has been noted by #TimesUp activists, one form of discrimination -- harassment  -- often exists in concert with other forms of discrimination -- pay discrimination. Underpaid persons are often undervalued in the workplace and vice versa, making them more vulnerable to harassment and discrimination and less likely to report abuse or be believed when they do report. As the EEOC is investigating a claim of sexual harassment, investigators will often find evidence of wage discrimination, something that -- given all we know about the difficulty of uncovering pay discrimination -- might otherwise have gone undetected.

Even in the absence of traditional pay discrimination, sexual harassment can depress wages, economic stability, and professional mobility. One study shows that women who are harassed are 6.5 times more likely to change jobs, even when it is not professionally advantageous to do so. Harassment also exacerbates "voluntary" occupational segregation as some women will seek to avoid careers -- even those that are higher paying -- if they believe those careers or positions would expose them to a hostile work environment. They may embrace instead careers in female-dominated professions that feel safer -- even though they may historically pay less.

So "what does sexual harassment have to do with equal pay?" The answer is: “Everything.” #PayUsMoreTouchUsLess. 

Congress, Gender Equality Starts in the Mirror

o-CAPITOL-HILL-GROWTH-VIDEO-facebook.jpg

By Joi Chaney, Equal Pay Today!

Last week, the U.S. House of Representatives passed H.R. 4924, the Congressional Accountability Act of 1995 Reform Act (CAA) and  H. Res. 724, which advanced much needed reforms to the way Congress handles claims of harassment and discrimination of all kinds -- including sexual and racial -- in the legislative workplace. For those saying, "what difference does this make to the rest of us?" The answer is: "It's a start."

In early January 2018, Equal Pay Today, American Civil Liberties Union, National Women's Law Center, Public Citizen, and the Leadership Conference on Civil and Human Rights led more than 100 women's, civil, labor, and accountability advocates in a sign-on letter outlining our recommendations for a House reform bill. Once the bill was introduced, we offered our feedback.

In a rare bipartisan move, the House - led by House Committee on Administration Chairman Harper and Ranking Member Brady, and Congresswoman Speier - looked at its own reflection in the mirror and said #TimesUp. Congress should set the standard, not lag behind it. 

  • H.Res. 724, will immediately reform House procedures requiring every Representative’s office to establish policies to address and prevent discrimination and harassment and establish an Office of Employee Advocacy.
  • H.R. 4924, if it is enacted, will reform the Congressional Accountability Act of 1995 to eliminate mandatory mediation and nondisclosure, establish fairer procedures for investigating and resolving complaints, provide victims with legal advice and counsel, require members of Congress to repay the Treasury for settlements made on their behalf, and provide for regular reporting that will inform Congress and the public about settlements and awards due to workplace discrimination and harassment, while protecting the identity of the victims. The bill now moves to the Senate Committee on Homeland Security and Governmental Affairs where we hope it will be considered in concert with other proposals and strengthened.

Women's rights advocates -- including Equal Pay Today! -- congratulate them for moving one step closer toward reform. That said, we are remaining vigilant to ensure the Senate reforms are meaningful in terms remedy, prevention, and transparency and that these reforms are timely. Just as the House worked quickly, we encourage the Senate to work quickly to ensure the Congressional workplace is an example to the nation.

Moreover, harassment and discrimination are in every workplace, plaguing all industries, bridging the socio-economic divide, impacting all races and genders, and certainly spanning the political ideological spectrum. Thus, once they have taken care of their own house, it is important that Congress ensure all of the nation's workplaces fulfill the promise of equal employment opportunity regardless of race, ethnicity, national origin, color, disability, religion, or sex, which -- for the record -- includes sexual orientation, gender identity, and pregnancy.

As they work, the members of Equal Pay Today are committed to assisting them, ensuring they have our best thinking. Sexual harassment is a contributor to the wage gap, and, in 2018, it's times up on all of it. 

Statement on Department of Labor's Proposed Rule Authorizing Tip Theft

src.adapt.960.high.increased_minimum_wage_013114.1391260700846.jpg

Click here to read EPT's comment recommending withdrawal of the proposed rule.

From: Equal Pay Today!, a Project of the Tides Center

Contact: info@equalpaytoday.org, 202-588-7616, www.equalpaytoday.org

Washington, DC -- Equal Pay Today! – a non-partisan collaboration of organizations working to close the gender wage gap – joined women’s and labor rights advocates in expressing extreme disappointment at yesterday’s revelation that the Department of Labor buried internal economic analysis that would have benefited the nation’s tipped workers and cast doubt on the agency’s Notice of Proposed Rulemaking (NPRM), RIN 1235-AA21, on Tip Regulations under the Fair Labor Standards Act (FLSA). Joi Chaney, Equal Pay Today's Executive Director released the following statement:

“Today Equal Pay Today joined millions of tipped workers – most of whom are women – and their advocates in expressing outrage at the news that the Department of Labor covered-up internal economic analysis that showed their proposed tip rule could cost tipped workers billions in lost tips.”

“The rule, which would free employers to seize the tips of their employees, was already a proverbial scandal, but now we’ve learned that there was an actual scandal. Americans expect their federal regulatory agencies to operate above board and based on facts. To learn that they received the facts and then buried them is nothing short of taxpayer betrayal. The analysis should have been made public.”

“Two-thirds of tipped workers are women. Many of those women support families and doing so on the minimum wage and tips is hard enough. Indeed, a minimum wage that is no living wage is a major contributor to the gender wage gap and family economic insecurity. Thus, this proposed tipped rule is yet another blow to women.”

“The good news is that the Administration still has time to redeem itself. As we noted in a formal comment posted to the federal register, we encourage the Department of Labor to withdraw this ill-advised proposal immediately and re-focus itself on growing incomes and improving working conditions for America’s workers not aiding and abetting the theft of their income by corporate interests.”

Click here to read EPT's comment recommending withdrawal of the proposed rule.

Equal Pay Today is one of many voicing concerns with this decision, including several of our member organizations:*

Equal Rights Advocates

National Employment Law Project

National Partnership for Women and Families

National Women’s Law Center

Restaurant Opportunities Centers United

*This list will be updated online at http://www.equalpaytoday.org/news/.

Women's and Civil Rights Advocates Ask EEOC to Continue Fighting for Pay Data Collection

EPT Branded EEO-1 Graphic.jpg

Equal Pay Today, the National Women's Law Center and 48 other women's and civil rights advocates issued a letter today to the U.S. Equal Employment Opportunity Commission's Acting Chair Victoria Lipnic encouraging the Commission to "continue fulfilling the agency’s mission by working to ensure the Office of Management and Budget’s (OMB) stay of EEO-1 pay data collection is lifted and implementation of pay data collection on the basis of race, ethnicity and gender using the EEO-1 resumes as quickly as possible."  Commissioners Jenny Yang, Chair Feldblum, and Charlotte Burrows were also copied.

The full letter can be found here. The list of signatories is included below. 

This letter is one of several actions taken by the women's and civil rights communities to draw attention to OMB's August decision to block the EEOC from collecting pay data using the EEO-1, including statements opposing the action, a social media campaign aimed at EEOC nominees Janet Dhillon and Daniel Gade, a public petition, a FOIA request by the American Civil Liberties Union, and a lawsuit filed by National Women's Law Center,  Labor Council for Latin American Advancement, and Democracy Forward.

SIGNATORIES

9to5*
A Better Balance*
African American Ministers In Action**
American Association of University Women (AAUW)
American Civil Liberties Union*
American Federation of Labor and Congress of Industrial Organizations (AFL-CIO)
American Federation of State, County and Municipal Employees (AFSCME)
American Federation of Teachers, AFL-CIO
Atlanta Women for Equality*
California Employment Lawyers Association
California Women's Law Center*
Catalyst
Center for American Progress
Child Care Law Center
Coalition of Labor Union Women
Economic Policy Institute
Equal Pay Today!*
Equal Rights Advocates*
Feminist Majority
Gender Justice*
Institute for Women’s Policy Research*
Jewish Women International
Labor Council for Latin American Advancement (LCLAA)*
Lambda Legal
Lawyers' Committee for Civil Rights Under Law
League of United Latin American Citizens
Legal Voice*
Make it Work
National Asian Pacific American Women's Forum (NAPAWF)
National Association for the Advancement of Colored People (NAACP)
National Center for Law and Economic Justice*
National Center for Transgender Equality
National Committee on Pay Equity
National Council of Jewish Women
National Education Association (NEA)
National Employment Law Project*
National Employment Lawyers Association
National LGBTQ Task Force
National Partnership for Women & Families*
National Women’s Law Center*
Pennsylvania NOW
People for the American Way
PowHer New York
Southwest PA National Organization For Women
Southwest Women's Law Center*
The Leadership Conference on Civil and Human Rights
Women Employed*
Women Lawyers of Sacramento
Women's Foundation of California
Women's Law Project*

*Organizational members of Equal Pay Today! 
**Inadvertently omitted from the original list.

Statement on OMB's Decision to Block EEOC's Collection of Pay Data on the Basis of Gender, Race & Ethnicity

Sunlight.EPT-02 (2) (1).png

From: Equal Pay Today!, a Project of the Tides Center

Contact: info@equalpaytoday.org, 202-588-7616, www.equalpaytoday.org

Printable version.

Washington, DC -- Equal Pay Today! – a non-partisan collaboration of organizations working to close the gender wage gap -- was profoundly disappointed to see President Trump's Office of Management and Budget stay the Equal Employment Opportunity Commission's (EEOC) efforts to collect pay data from employers on the basis of sex, race and ethnicity. Joi Chaney, Equal Pay Today's Executive Director released the following statement:

"In the wake of the overt racism seen in Charlottesville, the overt sexism expressed in the so-called 'Google memo,' and everything we know about the gender and racial wage gap, it is clear that wage discrimination is still a challenge for the American workplace. Despite the Trump Administration’s many rollbacks on protections for women and persons of color, we hoped Ivanka Trump's repeated pledge that the Administration would be committed to closing the gender wage gap was sincere. In blocking the EEOC’s implementation of pay data collection on the basis of gender, race and ethnicity, the Administration has reminded us yet again that little is sacred, whether pledges or transparency and fairness.

"Salaries are often shrouded in secrecy, which makes unlawful pay disparities difficult to uncover. Without pay transparency, employees may only learn of disparities by accident and civil rights enforcement agencies are less able to detect and address discrimination. Pay data collection would provide incentive and ensure employers are living up to their commitment to be an equal opportunity employer, not only in hiring but also in compensation, by requiring them to confidentially report pay data to the EEOC. Because many employers already report other types of race, gender and ethnicity data using the EEO-1 and already have W-2 data, the burden is minimal to manageable and the benefits are monumental. Moreover, for employers not already doing a self-audit, EEO-1 pay data collection provides them insight into whether they have a wage gap and encourages them to do an audit.

"If you believe in transparency, if you believe that sunlight is the best disinfectant, if you believe in fairness, if you believe in equal pay, then you should have no problem with the EEOC -- a bipartisan, independent agency -- collecting pay data. That the Administration has chosen to block the EEOC's efforts suggests they don't believe in any of those things, which is a real letdown for the American workforce, especially women, people of color, and their families. They, we deserve better and will be watching to see how this is resolved."

Equal Pay Today is one of many voicing concerns with this decision including several of our member organizations:*

American Association of University Women

American Civil Liberties Union

Equal Rights Advocates

MomsRising

National Women’s Law Center

National Partnership For Women & Families

*This list will be updated online at http://www.equalpaytoday.org/news/.