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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

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.



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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


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


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

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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.


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*
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

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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


National Women’s Law Center

National Partnership For Women & Families

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


Equal Pay Today Director Pens Huffington Post Article: Black Women Are Rising – When Will Our Pay?


Joi Chaney, Equal Pay Today's Campaign Director, penned a Black Women's Equal Pay Day op-ed for Huffington Post on July 31, 2017 entitled "Black Women Are Rising – When Will Our Pay?" Click here to read more.


"Using skills born in church, sharpened in sorority meetings, and fueled by the unfair notion that we must be twice as good to get half as much, Black women have been excelling for years in workforce participation, education, and grassroots activism. But, this year feels different. More than a curated few of us are in the driver’s seat. Not just voting, but being elected; not just participating in movements, but leading them; not just being the on-air talent, but being the Executive Producer. And Freshman Senator Kamala Harris – only the second African American woman Senator in history – seems poised for a White House run. Even the women’s movement – often criticized for its lack of women of color leadership, has seen a marketed shift with African American women and other women of color – like Fatima Goss Graves at the National Women’s Law Center and Mallory, Perez and Sarsour of the Women’s March.

So, what does all of this afford? Well, parity overdue, for one. But it also provides an opportunity for African American women to shape and drive the American agenda. Thus, it is of little surprise that the observance of Black Women’s Equal Pay Day in recent years has become bigger, more inclusive, and more closely aligned to the experiences of African American women than ever before."

Equal Pay Today! Gathered Equal Pay & Anti-Pay Discrimination Experts in Washington, DC for its Spring 2017 Convening

On May 15 - 16, Equal Pay Today!, a project of the Tides Center hosted an invite-only Spring convening for equal pay policy advocates and litigators in Washington, DC at the law offices of Cohen Milstein Sellers Toll PLLC.

Equal Pay Today! @EqualPay2DayOrg is an innovative collaboration of 20+ women’s and workers’ rights organizations working at the state, regional, and national level to close the gender wage gap and engage diverse constituencies in the fight for equal pay. Our board is chaired by Equal Rights Advocates (CA), under the leadership of Noreen Farrell, and includes A Better Balance (NY), ACLU Women’s Rights Project (NY), Gender Justice (MN), National Women’s Law Center (DC), Southwest Women’s Law Center (NM), and Women’s Law Project (PA).

Equal pay for equal work for women has never been more popular than it is today. Yet, nearly 55 years after the passage of the Equal Pay Act and nearly a decade after the passage of the Lilly Ledbetter Fair Pay Act, never has achieving actual pay equity seemed more out of reach, especially for women of color. Equal Pay Today! seeks to make equal pay for women a reality by building a groundswell of state and local wins in our focus areas over the next two years that will build toward federal wins that women and families can feel.  

With the support of Open Society Foundations and the Ford Foundation, the Spring convening provided a forum to share, coordinate, and develop policy, litigation, and organizing strategies towards combating key contributors to the wage gap, including pay discrimination, lack of pay transparency, pregnancy and caregiver discrimination, and occupational segregation.

The program featured remarks from Victoria Lipnic, Acting Chair, U.S. Equal Employment Opportunity Commission; Jenny Yang, Former Chair, U.S. Equal Employment Opportunity Commission; P. David Lopez, Partner, Outten and Golden, LLP and Former General Counsel, U.S. Equal Employment Opportunity Commission; and Joseph Sellers, Partner, Cohen Milstein Sellers Toll, PLLC and included one or more participants from the following organizations:

A Better Balance @ABetterBalance
Alyssa F. Wright Consulting @WrightAlyssa1
American Association of University Women @AAUWPolicy
American Civil Liberties Union @ACLU
California Women's Law Center @CWLC_la
Center for American Progress @amprog
Cohen Milstein Sellers Toll PLLC @CohenMilstein
Economic Policy Institute @EconomicPolicy  
Equal Rights Advocates @EqualRightsAdv
Gender Justice @genderjustice
Institute for Women's Policy Research @IWPResearch
Labor Council for Latin American Advancement @LCLAA  
Leadership Conference on Civil and Human Rights @civilrightsorg  
Legal Voice @Legal_Voice
Make It Work @MIWCampaign
MomsRising @MomsRising
National Center for Law and Economic Justice @NCLEJustice
National Employment Law Project @NelpNews
National Partnership for Women & Families @NPWF
National Women's Law Center @nwlc
Outten & Golden, LLC @OuttenGolden
Southwest Women's Law Center @SWWomensLaw
Spitfire Strategies @SpitfireSays
The Washington Center for Equitable Growth @equitablegrowth  
U.S. Equal Employment Opportunity Commission @USEEOC  
United State of Women @USOWomen
University of Colorado Law School @ColoLaw  
University of Minnesota, Humphrey School of Public Affairs @HHHSchool
Women's Law Project @WomensLawProj

Learn more about us, including the full Roundtable, at www.equalpaytoday.org.

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


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


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.


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


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.