The Fight for Fair Pay

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The Fight for Fair Pay Isn’t Over

Did you know International Women’s Day dates back to 1908 when 15,000 bold female textile workers marched through New York City demanding better working conditions? Talk about courage! By 1975, the UN made it official, and now it's a day when women worldwide are celebrated for their achievements.

This International Women’s Day, we’re breaking down the state of pay transparency, the challenges of pay equity, and the path forward.

The Highs: Progress in Equity and Family Balance

First, let's celebrate the wins:

• Pay Transparency Heats Up: Several states have stepped up this year with laws requiring employers to show salary ranges in job postings, including Florida, Indiana, Missouri and Oregon. Check out our Pay Transparency Map to track each state’s current (and upcoming) laws and how to stay protected.

• Legislative Protections for Pregnant Workers: The Pregnant Workers Fairness Act went into effect in June 2023, mandating reasonable workplace accommodations for pregnant employees, thereby enhancing job security and promoting women's health.

• Employer-Sponsored Child Care Initiatives: Recognizing the critical role of child care in employee productivity and retention, more companies are offering on-site child care services. For instance, Pittsburgh International Airport introduced an on-site child care center, enabling employees to balance work and family responsibilities more effectively.

The Lows: Ongoing Challenges

Despite transparency progress, the pay gap increased for the first time in years in 2023, and workplace hurdles still exist:

• Gender Pay Gap Widened: For the first time in two decades, the U.S. gender pay gap increased in 2023, with women earning about 82.7 cents for every dollar earned by men, down from 84 cents in 2022. Economic disruptions, occupational segregation, and caregiving responsibilities contributed to the setback (more on that below).

• Underrepresentation in Leadership Positions: Despite increased awareness, women, particularly women of color, remain significantly underrepresented in senior and executive roles. This disparity limits diverse perspectives in decision-making processes and perpetuates systemic inequalities.

The Pay Gap

Let's talk about that 84 cents 82.7 cents on the dollar. This isn't just about different career choices – it's about how we value work based on who's doing it.

Why does this gap exist?

Occupational Segregation: Look around most elementary schools or hospitals, and you'll see predominantly female workforces. Check out the executive floors of tech companies or investment banks, and it's often the opposite. This separation isn't random, it reflects decades of messaging about which careers are "suitable" for women versus men.

The Motherhood Penalty: When a child is born, or a family member needs care, who typically steps back from their career? Many employers also perceive women as being ‘less committed’ after having children, while fathers typically experience a "fatherhood bonus" with increased earnings. That’s BS.

Negotiation Gaps: Recent years have proven that women negotiate just as much as men - however, studies still show that when women (and workers of color) do negotiate, they are still receiving lower raises than men who ask for the same increase.

So, besides decreasing occupational segregation and encouraging more diversity across all job fields, how do we truly close the gender pay gap?

1) Strengthen pay transparency laws, and enforce equal pay protections.

2) Require companies to conduct regular pay audits, eliminate biased hiring practices, and support women’s career advancement through mentorship and leadership opportunities.

3) Expand access to affordable child care, and normalize parental leave for all genders.

Want to know how you can make a difference this International Women's Day? Share this newsletter with a friend who needs it, have an open conversation about pay with friends or colleagues, and/or call your representatives to tell them you support legislation that promotes families and equity in the workforce.

How did Hannah climb the corporate ladder, and why did she leave it all behind to start Salary Transparent Street?

On this episode of Two Cents, Hannah breaks down her career journey - from the moment she got bit by the entrepreneurship bug to a major pivot into data analytics (and how much she made)!

• Are you underpaid? Find out by taking our free quiz.

• Gender and negotiation 🤑 How to get paid more regardless of your gender.

• From $5,000 to $147 million 🫨 What started as a side hustle in a tiny NYC apartment is now a multimillion-dollar granola empire.

• Helping Americans with disabilities save and invest 🙌 What to know about ABLE accounts - how they work and who qualifies.

• How much do Social Workers and Therapists make? Watch our compilation.

Before you go, we want to hear from you! 💬