Good reads on Equal Pay Day 2017 -- Wage gap apologists beware

Learn more about Equal Day.

Learn more about Equal Day.

Equal Pay Today! Organizations across the nation penned blogs on Equal Pay Day 2017.  Make no mistake, the wage gap is as real as it is conquerable, and we don't have to wait 40+ years. We can achieve Equal Pay ... today.

Tired of waiting for Equal Pay? Here are a few things you can do about it. (Medium)

Joi Chaney, Executive Director, Equal Pay Today! Campaign & Noreen Farrell, Executive Director, Equal Rights Advocates, Chair, Equal Pay Today! Campaign, Chair, A Stronger California Advocates Network

Excerpt:

Here’s what you can do:
1) Demand that your member of Congress and President Trump support the Paycheck Fairness Act, which would ban the use of prior salary during the interview and hiring process; protect employees from retaliation for discussing pay; close loopholes that allow employers to unfairly justify the gender wage gap; strengthen enforcement under the Equal Pay Act; and create a negotiation skills training program for women and girls. And let them know that you won’t settle for less than the best.
2) Support efforts to close the gender wage gap at the state level. Learn more about Equal Pay Today organizations, your state’s wage gap and ongoing state efforts to close the gap.

3) Engage on Social Media. You can download a selfie-worthy, state-specific graphic to tweet to your local, state, or federal policymaker, using #EqualPayDay (today) & #EqualPay (thereafter).

4) Support those businesses that have made a public commitment to closing the gender wage gap. And if you are an employer, consider reviewing and updating your practices to ensure you are part of the solution.

Given who’s in the White House, we have an uphill battle to be sure. But at the Women’s March, at international airports, and at town halls across the country, we have shown our power and what our solidarity and commitment can achieve in the fight for equality.  

Working Women, Your Paycheck Has Been Trapped in a Time Warp (ACLU)

By Lenora M. Lapidus, Director, Women's Rights Project, ACLU & Vania Leveille, Senior Legislative Counsel

Excerpt:

Multiple factors contribute to the gender wage gap. They include:
  • Lower wages: Some employers still pay women less for the same job — in violation of the Equal Pay Act and Title VII.
  • Lack of transparency: Surveys show as many as half of employers have policies that punish their employees who discuss their salaries, a lack of transparency that prevents women from even knowing when they are paid less than their male counterparts.
  • Salary history: Women may be hired at lower starting salaries than their male peers because an employer bases those decisions on the pay earned at the applicant’s last job, perpetuating prior inequalities.
  • Occupational segregation: “Women’s jobs” — such as retail, administrative work, child care, and teaching — are undervalued and paid less than traditional “men’s jobs,” such as law enforcement, manufacturing, and the skilled trades.
  • Pregnancy discrimination: Women who become pregnant face economic penalties — from outright job loss to being forced onto unpaid leave because their jobs are physically strenuous and they are denied simple job modifications that would enable them to continue working.
  • Lack of paid family leave: Women with family care obligations — for a new child or an elderly parent — lose income during periods of unpaid family care leave. Sometimes they even lose their jobs because their employers don’t provide any leave time at all.

To close the gender wage gap, policy makers and employers must address each of these factors.

A Legal Expert Explains How To Fight The Wage Gap Right Now (Bustle)

By Maya Raghu, Director of Workplace Equality & Senior Counsel, National Women's Law Center.

'Excerpt:

Now, a 20-cent gap might seem like small change, but small change adds up over time. For a 20-year-old woman starting full-time, year round work today, that 20 cent gap translates to $418,800 less than her male counterpart over the course of a 40-year career. To close that gap, she’d have to work an extra ten years. Broken down by race, the lifetime wage gap is even more stark: for a Black woman, that lifetime wage gap adds up to $840,040. For a Native woman, it’s $934,240. For a Latina, it’s over $1 million. Left unchecked, that means Black and Native women would have to work well into their 80s, and Latinas into their 90s, in order to catch up to what white, non-Hispanic men are paid by age 60.

This has to change. Not only is the underlying sexism that fuels the wage gap morally indefensible, this kind of inequality is bad for families’ economic security, our economy, and overall quality of life as a society. It’s bad for families when nearly 42 percent of women are the sole or primary breadwinners in families with children and they are being underpaid. It's bad for business when half of consumers are underpaid, and can't afford to buy as much of what companies are selling. Fewer customers equals less money to pay for employees, and further down the spiral goes.

Get Active on Equal Pay Day to Address the Many Causes of the Pay Gap (9to5)

By  Linda Meric, National Executive Director, 9to5

Excerpt:

Sometimes it’s about women being paid less than men for doing the same work. For Leisa from Texas, a new employer asking about her previous salary combined with a workplace culture of pay secrecy led to a history of unequal pay following her to a new job.
Sometimes it’s about those intersections of identity, when race or pregnancy or transgender discrimination increase the pay gap. For Deb from Colorado, employment discrimination against trans women meant being penniless and homeless. For Yolanda from Texas, it meant being a bilingual Latina searching for work and being offered lower pay. Christina from Colorado was forced to leave her job to maintain a healthy pregnancy.
Sometimes it’s about women’s labor being undervalued and jobs paying less just because they’re done predominantly by women. As 9to5 National Board Co-Chair Gloria Smith from Georgia says, “Why should someone caring for your beloved children make minimum wage while someone performing basic car maintenance makes a solid living?”
And sometimes it’s about being responsible for family caregiving but not being able to pay the billsKeisha from Wisconsin lays out how not having access to paid sick days or paid family leave forced her to have to choose between her family’s health and a consistent paycheck, and punished her financially for taking care of her family.

Equal Pay Today & Women’s, Labor, and Civil Rights Advocates to Host #EqualPayDay Twitter Storm on Tuesday, April 4th

www.equalpaytoday.org/equalpaydays

www.equalpaytoday.org/equalpaydays

EPD Save the Date w Pay Bar.png

EQUAL PAY DAY IS TUESDAY, APRIL 4 -- Twitter Storm at 2:00 – 3:00 pm ET.

On Tuesday, April 4 – Equal Pay Day, 2017 – women’s, labor, and civil rights advocates will participate in an #EqualPayDay Twitter Storm at 2:00 – 3:00 pm ET to mark the day when the average woman’s pay finally catches up to the average man’s pay from last year. We are asking the public to download a photo of themselves holding a state-specific sign -- “Another [INSERT State]ian for Equal Pay” -- and share it on social media using #EqualPayDay and including the twitter handle of their local, federal, and or state lawmaker. State-specific graphics and sample tweets, as well as background materials and other shareable graphics, can be found at www.equalpaytoday.org/equalpaydays or by following #EqualPayDay.

On average, women are paid only 80₵ for every $1 paid to men. This means that a woman must work more than 15 months to earn what a man earns in 12 months. Over a 40-year career, this can cost a woman and her family more than $400,000.

Moreover, while Equal Pay Day for women overall is observed on April 4, the Equal Pay Days for different demographics of women come much later in the year because their gap is much wider. The wage gap for moms compared to dads is 71₵ (May 23, 2017). The gap for White women compared to White, non-Hispanic men is 75₵ (May 1, 2017); the gap for African American women is 63₵ (July 31, 2017); the gap for Native American Women is 58₵ (September 25, 2017); the gap for Latinas is 54₵ (November 2, 2017); and for some Asian American women the gap is so wide it takes more than two years to earn what White, non-Hispanic men earn in one year. The cost to these women and their families can be upwards of $1 million over a 40-year career. This is unacceptable, especially in 2017.

On Tuesday, advocates will call on women and men to speak out in favor of meaningful strategies at the local, state, and federal level to close the gender wage gap for all women, beginning with the federal Paycheck Fairness Act being introduced in Congress this week. The Paycheck Fairness Act will bar retaliation against workers who voluntarily discuss or disclose their wages, close loopholes that have allowed employers to pay women less than men for the same work without any important business purpose related to the job, ensure women can receive the same robust remedies for sex-based pay discrimination that are currently available to those subject to discrimination based on race and ethnicity, and prohibit employers from relying on salary history in determining future pay. 

What: Equal Pay Day Twitter Storm

When: Tuesday, April 4 from 2:00 -- 3:00 PM ET (1:00-2:00 pm CT, 12:00-1:00 pm MT, 11:00 am - 12:00 pm PT) 

Where: Twitter (and other social media platforms), using the primary hashtag #EqualPayDay. We are asking the public to download a photo of themselves holding a state-specific sign -- “Another [INSERT State]ian for Equal Pay” -- and share it on social media using #EqualPayDay and including the twitter handle of their local, federal, and or state lawmaker. State-specific graphics and sample tweets, as well as background materials and other shareable graphics, can be found at www.equalpaytoday.org/equalpaydays or by following #EqualPayDay. 

Who: 

CO-SPONSOR    TWITTER HANDLE

9to5, National Association of Working Women   @9to5org

A Better Balance               @ABetterBalance

AFL-CIO @AFLCIO

American Association of University Women         @AAUWPolicy

American Women            @AmericanWomen

Asian Pacific American Labor Alliance, AFL-CIO   @APALANational

Black Women's Health Imperative            @blkwomenshealth

California Women's Law Center @CWLC_la

Casa de Esperanza: National Latin@ Network      @casadeesperanza

Catalyst @catalystInc

Chamber Watch                @USChamberWatch

Cleveland Jobs with Justice          @clejwj

Coalition of Labor Union Women              @CLUWNational

Emerge America               @EmergeAmerica

Equal Pay Today!              @equalpay2dayorg

Equal Rights Advocates @EqualRightsAdv

Family Values @ Work, Labor Project for Working Families            @FMLYValuesWork @LaborProject

Gender Justice@genderjustice

IAM Western Territory  

Institute for Science and Human Values @humanistXXI

Interfaith Worker Justice              @iwjnational

International Association of Machinists & Aerospace Workers     @MachinistsUnion

Jewish Women International (JWI)           @JewishWomenIntl

Labor Council for Latin American Advancement @lclaa

Legal Aid at Work             @legalaidatwork

Main Street Alliance        @mainstreetweets

Metro-Detroit CLUW      @CLUW

Mi Familia Vota @MiFamiliaVota

Michigan Progressive Women's Caucus

MomsRising       @MomsRising and @MamasConPoder

National Action Network              @nationalaction

National Asian Pacific American Women's Forum               @NAPAWF

National Center for Law and Economic Justice     @NCLEJustice

National Council of Jewish Women          @NCJW

National Hispanic Leadership Agenda (NHLA)      @nhlagenda

National Latina Institute for Reproductive Health                 @NLIRH

National LGBTQ Task Force          @thetaskforce

National Network to End Domestic Violence (NNEDV)     @NNEDV

National Organization for Women            @NationalNOW

National Partnership for Women & Families          NPWF

National Women's Law Center   @nwlc

NC Justice Center - Workers' Rights Project          @ncworkers

NC State AFL-CIO             @ncstateaflcio

NCJW UT Section             

New England Women's Policy Initiative@cwppp_umb

PathWays PA     @pathwayspolicy

People Demanding Action            @pdaction

Progressive Nation WNC               @progressiveWNC

State Innovation Exchange           @stateinnovation

The United State of Women        @USOWomen

UAW Women's Department        @UAWWomen

Utah Women Unite         @utahwomenunite

Women of Reform Judaism          @wrj1913

Women's Fund of Western Massachusetts (or WFWM)   @WomensFundWMass

Women's Information Network (WIN)    @winonline

Working America             @WorkingAmerica

YWCAUSA           @YWCAUSA

Questions: Contact one of the co-sponsors above or email Equal Pay Today! at info@equalpaytoday.org.

Join Equal Pay Today & Women's Rights Coalition in Speaking Out for Asian American Pacific Islander Women's Equal Pay on March 7

Twitter Storm for Asian American Pacific Islander Women's Equal Pay Day on March 7, 2017

Save the Date AAPI Equal Pay Day -- EPT Logo.png

You are invited to participate in an #AAPIEqualPay Day Twitter Storm on March 7, 2017, to mark the day when Asian American-Pacific Islander (AAPI) women’s pay finally catches up to what White, non-Hispanic men were paid last year. On average, AAPI women are paid only $.85 for every $1 paid to White men. This means that AAPI women must typically work 14 months to earn what White men earn in 12 months! And the situation is much worse for women in certain AAPI communities. For example, Vietnamese women typically earn only $.64 and Burmese women typically earn $.44 on the dollar of White men, delaying their "equal pay day 2017" to March 2018! This is unacceptable in any year. Let your networks, employer, and elected officials know that you demand equal pay for all women, including all AAPI women. Speak out for #AAPIEqualPay on March 7! 

What: Asian American Pacific Islander Equal Pay Day Twitter Storm. 

When: Next Tuesday, March 7 from 2:00 -- 3:00 PM ET (1:00-2:00 pm CT, 12:00-1:00 pm MT, 11:00 am - 12:00 pm PT) 

Where: Twitter (and other social media platforms), using the primary hashtag #AAPIEqualPay and secondary hashtags #NotYourModelMinority. A sample promotional tweet is included below and co-sponsors will receive additional background and support materials, like this fact sheet from the National Asian Pacific American Women's Forum.

Who: 

9to5, National Association of Working Women

A Better Balance

AFL-CIO

American Association of University Women (AAUW)

American Women

Asian Pacific American Labor Alliance, AFL-CIO

Asian Women Giving Circle

California Women's Law Center

Catalyst

Coalition of Labor Union Women

Dialogue on Diversity

Disciples Justice Action Network

Equal Pay Today!

Equal Rights Advocates

Instiute for Science and Human Values

Labor Council for Latin American Advancement (LCLAA)

Make It Work Campaign

Metro-Detroit CLUW

Mi Familia Vota

MomsRising.org

National Asian Pacific American Women's Forum

National Center for Law and Economic Justice

National Council of Asian Pacific Americans (NCAPA)

National Council of Jewish Women

National LGBTQ Task Force

National Organization for Women

National Partnership for Women & Families

National Women's Law Center

Planned Parenthood Federation of America and Planned Parenthood Action Fund

PowHer New York

Progressive Women's Caucus

SisterSong: National Women of Color Reproductive Justice Collective

Southwest Women's Law Center

State Innovation Exchange

The Leadership Conference on Civil and Human Rights

Tides

Women's Law Project

Working America

YWCAUSA

Questions: Contact Aliya Khan at National Asian Pacific American Women's Forum, Joi Chaney at the Equal Pay Today! Campaign, or Maya Raghu at National Women's Law Center with questions.

SAMPLE PROMOTIONAL TWEET

#AAPI #EqualPay Day is Tues 3/7! Join us for a Women's Rights Community Twitter Storm at 2 pm ET using #AAPIEqualPay & #NotYourModelMinority  

 

 

 

STATEMENT ON THE WITHDRAWAL OF ANDREW PUZDER AS PRESIDENT TRUMP'S NOMINEE FOR U.S. DEPARTMENT OF LABOR

February 15, 2017 

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

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

STATEMENT ON THE WITHDRAWAL OF ANDREW PUZDER AS PRESIDENT TRUMP'S NOMINEE FOR U.S. DEPARTMENT OF LABOR

Washington, DC -- Equal Pay Today applauds Andrew Puzder's decision to withdraw from consideration for U.S. Secretary of Labor. Joi Chaney, Executive Director of Equal Pay Today, released the following statement:

"As we noted in our letter of concern to the U.S. Health, Education, Labor, and Pensions Committee, 'Mr. Puzder is hostile to the laws that would prevent wage theft, raise the minimum wage, and provide sick leave - all of which would help close the gender wage gap... [and] does not appear to posses the temperament of a leader who is pro-worker, a requirement of the Labor Secretary.

"Under his leadership, CKE had an alarming record of labor and equal employment abuses, which seemed to be a reflection of his disdain for workers, especially low-wage workers and women. Indeed, he was personally sued for sexual harassment by a CKE executive, who also believed she had been punished for demanding to be paid like her male counterparts. And this is just his professional record; concerns have been growing for some time about Mr. Puzder's personal record. All of which undermined his potential credibility as the nation's top labor advocate and labor law enforcement official. 

"The good news is that -- thanks to the hard work of womens', labor, human, and civil rights advocates and the nation's workers, who stood up in resistance to Mr. Puzder's ill-advised nomination -- President Trump has been afforded another opportunity to get it right with a nominee who will work to close the gender and racial wage gap and who will honor the mission of the Department of Labor 'to foster, promote, and develop the welfare of the wage earners, job seekers, and retirees of the United States; improve working conditions; advance opportunities for profitable employment; and assure work-related benefits and rights.' America's workers deserve nothing less."

Equal Pay Today expresses deep concerns with President Trump's Labor Secretary Nominee

On January 25, 2017, Equal Pay Today! submitted a letter of concern on the nomination of Andrew Puzder as Labor Secretary to the U.S. Senate Committee on Health, Education, Labor & Pensions. 

On behalf of Equal Pay Today, we are writing to express our deep concern with President Donald Trump’s nominee for Department of Labor Secretary, Andrew Puzder. Mr. Puzder’s professional record calls into question his fitness to serve as this nation’s chief champion of workers. While we recognize and respect each President’s right to appoint nominees of his or — one day — her choosing, we also recognize, respect and rely on the Senate’s responsibility to provide advice and consent on those nominees as a key tenet of the balance of power. As a result, we are compelled to add our voice to the chorus of individuals and organizations encouraging you to evaluate carefully and with a critical eye Mr. Puzder’s record, conflicts, temperament, and commitment to the mission of the Department of Labor.

Equal Pay Today! is an innovative collaboration of women’s legal and workers’ rights organizations, working at the local, state and federal level to close the gender wage gap and engage new and diverse constituencies in the fight for equal pay. We have members in nearly every region of the country and six state projects in California, Illinois, Minnesota, New Mexico, Pennsylvania, and Washington State. Understanding that many factors contribute to the gender wage gap, we focus on combatting pay discrimination, pay secrecy, occupational segregation, pregnancy and caregiver discrimination, wage theft and an inadequate minimum wage. To this end, it is of paramount importance to us that the Secretary of Labor be a champion of these issues on behalf of women workers and the families and communities who depend on them.

After reviewing his record, we are concerned that far from a champion, Mr. Puzder appears to be indifferent, dismissive, or at odds with the needs of America’s workers on a range of issues. This includes those who work for his company, CKE Restaurant Holdings (CKE). Chief amongst our concerns, however, are his positions on the policies and laws that impact the gender wage gap and women’s economic security.

Mr. Puzder is hostile to laws that would prevent wage theft, raise the minimum wage, and provide sick leave – all of which would help close the gender wage gap. Women, including many working and single mothers, comprise nearly two-thirds of minimum wage workers and nearly two-thirds of tipped workers. We also know that wage theft due to wage and hour violations disproportionately impacts women. As a result, raising the minimum wage, including for tipped workers, and enforcing and improving wage and hour laws, including expanding overtime pay, are critical to closing the gender wage gap. Moreover, these policies are overwhelmingly popular amongst the American people, regardless of political affiliation. Polls have also shown that a majority of small business owners are also supportive of gradual minimum wage increases. Unfortunately, Mr. Puzder does not appear to agree. Over the years, he has opposed raising the minimum wage and extending overtime protections.

Moreover, under Mr. Puzder’s leadership as CEO, CKE has been a repeat and egregious violator of wage and hour laws and other workplace laws, from equal employment opportunity laws to occupational health and safety laws. Indeed, a recent investigation found that during Mr. Puzder’s tenure, CKE has been hit with more federal employment discrimination lawsuits than other major hamburger food chains, including Burger King and McDonalds. Many of the laws his company violated are laws that, as Labor Secretary, Mr. Puzder would be charged with enforcing. How can the American people have confidence that he would enforce nationally what he could not or would not enforce within his own company?

Mr. Puzder is also a strong critic of paid sick leave laws, despite the fact that these laws are overwhelmingly popular amongst the American people. Given his position, it is difficult to see him as a credible enforcer of the Labor Department’s rule requiring federal contractors to provide their employees earned paid sick days – days that can be used to address illness, or domestic violence and sexual assault.

Mr. Puzder does not appear to possess the temperament of a leader who is pro-worker, a requirement of the Labor Secretary. Mr. Puzder’s statements about “beautiful women eating burgers in bikinis” are well known, but less known and perhaps more troubling are his extended remarks on CKE’s hyper-sexualized ads, in which he reflects on his influence as a leader. He noted, “I used to hear, ‘brands take on the personality of the CEO.’ And I rarely thought that was true, but I think this one, in this case, it kind of did take on my personality.” With respect to workers, he once noted that machines are “always polite, they always upsell, they never take a vacation, they never show up late, there’s never a slip-and-fall, or an age, sex, or race discrimination case.” Worse, in 2011, he disrespectfully characterized his own employees, noting “in the employment pool, you’re hiring the best of the worst. … And at Hardee’s it was so bad, we were hiring the worst of the worst and hoping they would stay.” Even allowing room for differences in personality, these are not the words and tone of a CEO who respects and wants to inspire and protect the totality of his workforce, which includes women, persons of color, persons with disabilities, people over the age of 40, people with children, people who work multiple jobs to make ends meet, humans. These are not the words of an advocate for women who wants to close the gender wage gap. And these are certainly not the words of a servant-leader who desires

’to foster, promote, and develop the welfare of the wage earners, job seekers, and retirees of the United States; improve working conditions; advance opportunities for profitable employment; and assure work-related benefits and rights.’

Nonetheless, this is the mission of the Department of Labor; this is the charge of the Labor Secretary.

As you prepare for Mr. Puzder’s confirmation hearings and consider his fitness to serve in this capacity, we ask you to review carefully his record, and ask whether this is the record and the personality you want to see embodied at our nation’s Labor Department. We look forward to watching his confirmation hearing and robust questioning in February, to hearing more from current and former CKE employees, to reading his responses to your “Questions for Record” and to generally learning more about the man behind the record and his vision for the Department, but, based on what we know thus far, we do not yet believe he would be a champion for workers. That is a concern for us; that is a concern for your constituents; and therefore we hope that is a concern for you.

EPT Executive Director Asks "What would What would you do with equal pay or an extra $1 million?"

On the occasion of Latina Equal Pay Day, Joi Chaney, Executive Director of Equal Pay Today! penned a blog post on her Medium page asking "What would you do with equal pay or an extra $1 million?"

Here is an excerpt. 

This week, millions of Latinas are asking themselves just that: What would I do with an extra $1 million? Latina Equal Pay Day was on Tuesday, November 1 — the day in 2016 when Latina wages finally caught-up to the wages earned by White, non-Hispanic men in 2015. That’s 10 months — nearly a full year — later. Put another way, Latinas must work 22 months to earn what White men earn in 12 months. Nearly twice as hard to get half as much. How much does this cost Latinas? You guessed it: More than $1 million over the course of a 40-year career. -- Joi Chaney

Read the full blog post on her Medium page. Learn more about Joi Chaney here.

 

EPT State Projects Featured in United State of Women #StateofWomen Spotlight Blog

On November 3, 2016, the United State of Women featured the Equal Pay Today! Campaign's State Project Leads on their #StateofWomen Spotlight Blog. 

"On the heels of Latina Equal Pay Day, we sat down with the fearless leaders of the Equal Pay Today Campaign, A Project of the Tides Center, to continue the conversation for this week’s #StateofWomen Spotlight. Learn more about the work being done on the ground to ensure that all women, regardless of race, ethnicity, sexual orientation, age, or disability status receive equal pay for equal work. → http://bit.ly/2eEHGZj" -- United State of Women

Each week, United State of Women shines the spotlight on a pioneer who has influenced the movement toward gender equality. We are so proud to have the pioneering work of our state project leads highlighted this week. The blog featured a video interview with Noreen Farrell, Executive Director of Equal Rights Advocates in California and Chair of Equal Pay Today! followed by interviews with state project leads in five of our six states.

California was represented by Jennifer Reisch at Equal Rights Advocates, Amy Poyer at California Women’s Law Center and Elizabeth Kristen at the Legal Aid Society — Employment Law Center; Illinois was represented by Melissa Joseph at Women Employed; New Mexico was represented by Pamelya Herndon at Southwest Women’s Law Center; Pennsylvania was represented by Terry Fromson at Women’s Law Project; and Washington was represented by Janet Chung at Legal Voice. Equal Pay Today! also supports a project in Minnesota, which is led by Lisa Stratton at Gender Justice. 

Read the blog here on the United State of Women website.

Learn more about these leaders on our Who are We and State Projects pages.

Contact info@equalpaytoday.org with questions.

 

 

Join Equal Pay Today! and Partners in Raising Awareness about #LatinaEqualPay Day

LATINA EQUAL PAY DAY

TWITTER STORM - TUESDAY, NOVEMBER 1 AT 2:00 - 3:00 PM ET

Use: #LatinaEqualPay #Trabajadoras #EqualPay2Day

Latina Equal Pay Day -- the day when Latina pay catches up to that of White, non-Hispanic men from the previous year -- is being observed on November 1, 2016. More than 50 years after the passage of the Equal Pay Act of 1963, Latinas typically earn only 54 cents for every dollar earned by White, non-Hispanic men and must work nearly 23 months to earn what white men earn in 12 months. Indeed, given that this is the last "Equal Pay Day" observance of the year, Latinas must typically work longer than ... everyone. This disparity hurts not only Latinas, but also the families and communities they support. In 2016, this is unacceptable. We need to act now and let everyone know that we support #LatinaEqualPay and we VOTE! Join the women’s rights community, Latino advocacy organizations, the labor movement and workers’ rights advocates for the #LatinaEqualPay Day Twitter Storm on November 1 at 2:00 pm ET! 

WHAT: #LatinaEqualPay Day Twitter Storm. A toolkit including educational resources, sample promotional tweets, info-graphics, and memes can be found at http://www.latinaequalpay.org/. To learn more about EPT Equal Pay Day activities, please visit our Equal Pay Days page.

WHEN: TODAY, Tuesday, November 1 from 2:00 - 3:00 PM ET (1:00 pm CT/12:00 pm MT/11:00 am PT)

WHERE: Twitter, using the primary hashtag #LatinaEqualPay and secondary hashtags #Trabajadoras, #EqualPay and #LatinxEqualPay.

SPONSORS: Equal Pay Today!, Labor Council for Latin American Advancement, National Hispanic Leadership Agenda, AFL-CIO, National Women's Law Center, MALDEF, Alianza Nacional de Campesinas, American Association of University Women, American Federation of Teachers, Be Visible, Casa de Esperanza, Centro de los Derechos del Migrante, Equal Rights Advocates, Farmworker Justice, Hispanic Federation, Institute for Women’s Policy Research, International Association of Machinists and Aerospace Workers , Labor Project for Working Families, Latina Circle, Latino Decisions, LatinoJustice PRLDEF, Latinos United for Secure Retirement, League of United Latin American Citizens, Lideres Campesinas, Make it Work, Make it Work Action!, MANA, Moms Rising, Mamás con Poder, National Association of Hispanic Publications, National Domestic Workers Alliance, National Council of La Raza, National Hispanic Foundation of the Arts, National Association of Hispanic Federal Executives, National Education Association, National Latina Institute for Reproductive Health, National Network to End Domestic Violence, National Partnership for Women and Families, Presente, ROC, SAG-AFTRA, SER- Jobs for Progress National Inc., UFCW, United State of Women, United Steel Workers Local 675,Voto Latino, Colorado Organization for Latina Opportunity and Reproductive Rights (COLOR), National Partnership for Women & Families, IAMAW, Friends of Farmworkers, Inc., The Leadership Conference on Civil and Human Rights, A Better Balance, Institute for Science and Human Values, UltraViolet, Center for Popular Democracy, National Council of Jewish Women, Catalyst, Atlanta Women for Equality, ACLU, American Women, State Innovation Exchange, PowHer New York, Women Employed, CA Women's Law Center, Legal Voice, Progressive Congress, Cleveland Jobs with Justice, NC Justice Center, Working America, Rural Coalition, UAW Women's Department, People's Action/People's Action Institute, Coalition of Labor Union Women, Raise Up Washington, Washington State Labor Council, AFL-CIO, Metro-Detroit CLUW Chapter, Young People For, Caring Across Generations, National LGBTQ Task Force, Toledo Federation of Teachers, 9to5, National Association of Working Women, Transport Workers Union, Women's Law Project, Feminist Majority, AFSCME, Women's Fund of Western Massachusetts, Mi Familia Vota, People For the American Way, Dialogue on Diversity, AFSCME 3299, United Farmworkers of America, Coalition of Florida Farmworker Organizations, The Women's Funding Network, Hispanic Alliance for Career Enhancement , ERA Coalition, National Organization for Women, The Florida Latina Advocacy Network, South Florida AFL-CIO, South Florida LCLAA, Miami Workers Center and UTD-AFT

EPT Member ACLU Women's Rights Project Blogged on Women's Equality Day: "The Women Behind the 19th Amendment Had a Grander Vision Than Just the Right to Vote"

Lenora Lapidus, Director of the ACLU's Women Rights Project penned a blog entitled "The Women Behind the 19th Amendment Had a Grander Vision Than Just the Right to Vote" in honor of Women's Equality Day.

Excerpt:

Last week we commemorated Women’s Equality Day, a celebration of the anniversary of the 19th Amendment to the U.S. Constitution. Most people remember that the 19th Amendment gave women the right to vote. However, many people forget the Amendment's original intent: to make women fully equal citizens to men in all respects under the Constitution. 
... In the decades since, countless other ACLU advocates (including Ruth Bader Ginsburg, the co-founder and first director of the ACLU Women's Rights Project) have fought to further women's equality at home, in society, and in the workplace, but that fight is still not won. 
... As a founding steering committee member of the Equal Pay Today! Campaign, which is composed of national and state-based women’s and workers' rights advocacy organizations, the ACLU and its allies seek to end sex discrimination in the workplace and close the gender wage gap. 

Click here to read the full post. 

Join Equal Pay Today! and Partners for a Twitter Storm in Demand of Women's Equality on #WomensEqualityDay

Today is Women’s Equality Day - the day the nation celebrates the progress made in the 96 years since women won the right to vote. Not since 1920 has our progress been more apparent than it is today. Women have more freedom over if, who or when they’ll marry and if, when or how they'll bear children. Women are nearly half of the workforce, are more likely to attend college and earn professional degrees. We have growing representation in local and state government, Congress and, potentially soon, the White House.

But even as women have advanced and families have changed, our workplaces have not kept up. We all know the figure: on average, women make 79 cents for every dollar white men make, and women of color make even less. Earlier this week we commemorated Black Women’s Equal Pay Day – the day that marks when African American women finally catch up to what white men were paid the previous year– eight months later. And we won't hit Latina Equal Pay Day until November 1.

Moreover, one-fifth of women workers report that they have lost a job or were told they would lose a job for taking time off due to personal or family illness. Pregnant workers still face discrimination that threatens their health and the financial stability of their families and according to a recent survey, one in three women have experienced sexual harassment in the workplace.

It's clear that we have not yet reached full equality for women.

Women's Equality Day 2016 must be then - as it has always been - not only a moment for celebration and commemoration, but also an opportunity to renew our demand for full equality for all women - in the home, in society, and in the workplace.

That’s what the Equal Pay Today! Campaign - is fighting for: Ending gender discrimination in the workplace and making sure all women are treated fairly. In addition to equal pay for equal work, the coalition is fighting to address the following issues:

·         Occupational segregation

·         Pay secrecy and retaliation for discussing pay

·         Hiring and promotion discrimination on the basis of pregnancy and caregiving

·         Wage theft and an inadequate minimum wage

As a majority of women serve as the breadwinner, co-breadwinner, or financial contributor to their families, these inequalities conspire to impede family economic security and national economic security. Moreover, they stand in the way of closing the pay gap and achieving full equality for women.

This Women’s Equality Day, we ask you to use Women’s Equality Day as an opportunity to demand that your representatives, your employer and your social network be an advocate for these issues. Join us, our members, and other women’s rights advocates on Friday, August 26 at 2:00 – 3:00 pm ET on Twitter and Facebook using the hashtags #WomensEqualityDay and #EqualPay2Day.

As we move closer to 100 years of women’s suffrage, it’s time to make equal pay – and equality overall –  a reality.