In support of closing the workplace wage gap between men and women, today we acknowledge Equal Pay Day.
Started by the National Committee of Pay Equity (NCPE), Equal Pay Day brings awareness to the issue of underpaid women in the workplace. This year, Equal Pay Day falls on April 10, which symbolically means that women had to work approximately 99 days into 2018 to make the same amount that men made by Dec. 31, 2017. According to the NCPE, Tuesdays are generally selected for Equal Pay Day because they “represent how far into the next work week women must work to earn what men earned the previous week.”
With U.S. laws in place that not only mandate equal pay amongst men and women (Kennedy Administration’s 1963 Equal Pay Act) but makes it easier for women to sue their employers in cases of pay discrimination (Obama Administration’s 2009 Lily Ledbetter Fair Pay Act), one would think that we should be past pay inequalities, but we still have a long way to go.
According to Bustle, a 2017 report from the Women’s Bureau of the U.S. Department of Labor revealed that “In 2015, Hispanic women earned only 56.3 percent of the median weekly earnings of white, non-Hispanic men (the largest group of workers in the labor market), [and] black women earned 61.2 percent.”
If you’re interested in becoming a part of the change needed to close the gender wage gap, the National Committee of Pay Equity offers a variety of ways you can help, including starting a wage club, which “allows women to gather regularly to participate in a series of discussions and strategy sessions to help each other take action to close the wage gap in their workplaces.”
The Trump Administration deciding to revert an Obama-era rule that required companies to report how much they were paying their employees by race and gender, may make closing the gender wage gap difficult, but it is not impossible.
For more information, visit https://www.pay-equity.org/day.html