Today is Black Women’s Equal Pay Day, which focuses on how inadequately Black women are paid in comparison to their white male counterparts.

Black women typically earn only 66 cents on the dollar to what white, non-Hispanic men make, according to an analysis of U.S. Census data by the nonprofit National Committee on Pay Equity. (When only those working full-time year-round are considered, Black women’s pay inches up to 69 cents.)

The pay gap is disturbing, but not surprising, say many familiar with this disparity. 

Black women often suffer a double whammy when it comes to this issue of inequality, said Janée Kelly, director of the Office of Multicultural Affairs at Case Western Reserve University.

“The sexism and racism that Black women face allow for a doubling down when we think about pay inequity,” said Kelly, who is Black.

Women, and Black women in particular, are “systematically shuffled” into lower-paying fields and positions, said Hannah Regan, associate director for research and evaluation at CWRU’s Flora Stone Mather Center for Women. Whether the woman is pursuing a career that requires a college degree or one that doesn’t, this often doesn’t change, she said.

Regan said schools and other institutions frequently don’t encourage Black girls and women to pursue careers in lucrative fields, such as those in STEM, or science, technology, engineering and mathematics. Instead, these women and girls are more apt to be directed to careers that generally pay far less. She said these include food service and social services.

Even when Black women build careers in in-demand fields, they are frequently paid less than their white counterparts. She said Black women often fear that they will be penalized for attempting to negotiate a competitive salary.

“Black women in particular face a unique barrier when it comes to these negotiating situations when starting a new job,” said Regan, who is white.

“They’re much more likely to get labeled as difficult, as an ‘angry Black woman’ or something along those lines,”  she said “They aren’t given the appropriate space to advocate for themselves.”

Kelly said not closing the pay gap takes a toll, in many ways.

“It’s beyond financial equality,” she said. “For example, pay inequity can lead to disparities in mental wellness. If you’re less able to pay for your basic needs, compared to someone making more for doing the same job, how are you supposed to feel? If you’re struggling to make those ends meet, where’s the extra money to allocate for mental health services like therapy?”

Black Women’s Equal Pay Day one of several equal pay days

The National Committee on Pay Equity started Equal Pay Day in 1996 to bring awareness to the overall gender pay gap between women and men, regardless of race. This year, Equal Pay Day was March 12. It highlighted how women make 84 cents on the dollar compared to men. This number is based on Census data for full-time, year-round workers in 2022, the latest year available.

Equal Pay Day has led to separate days highlighting different demographic groups and their compensation compared to that of white, non-Hispanic men.

In addition to Black Women’s Pay Day, they include:

• Asian American, Native Hawaiian and Pacific Islander Women’s Equal Pay Day, which was observed April 3. Women in this group earn 89 cents on the dollar.

• Latina Equal Pay Day, which is Oct. 3. Latinas earn 52 cents on the dollar.

• Native and Indigenous Women’s Equal Pay Day, which is Nov. 21. Native and Indigenous women earn 55 cents on the dollar.

To emphasize how long it will take to close the wage gap for Black women and other women of color, Kelly pointed to data, including that from the Institute for Women’s Policy Research. It found that given the persistent disparity, Black women would have to wait until 2124 and Hispanic women until 2248 to close the pay gap with white men.

“That won’t even happen in my lifetime!” she said.

Or the lifetimes of most people alive today.

Kelly also mentioned research by the National Women’s Law Center, which framed closing the gap in the context of a conceivable human lifespan. 

“If a Black woman and a non-Hispanic white man both started on the same career journey at age 20, the Black woman would have to work up to age 85 to make what the white man made by age 60,” she said.

“We’re working far past, not just retirement age,” Kelly said. “We’re also working past our life expectancy to make the money that we should have made by age 60.”

These are ways advocates are observing Black Women’s Equal Pay Day

In addition to the National Committee on Pay Equity, other organizations observing or acknowledging Black Women’s Pay Day include the American Association of University Women (AAUW) and Equal Pay Today. Equal Pay Today’s observance includes a National Social Media Storm at 2 p.m. today. 

The social media campaign will emphasize the “many factors and forms of discrimination in employment that impact Black women’s pay throughout their careers, reducing their families’ economic security and stability,” according to a news release from Equal Pay Today and Equal Rights Advocates, which is also part of the campaign. 

The two organizations said such discrimination includes using a new hire’s salary history to determine her pay. They say this practice bakes in the wage gap by making it difficult for Black women to negotiate beyond existing patterns of pay inequality.

Focusing on solutions to close the racial and gender pay gap

Kelly said pay transparency will be key to Black women receiving pay parity.

“Organizations do have the ability and power to be transparent about what they pay people for certain roles,” she said. “On the individual level, and I know it’s scary, we have to talk about what we’re paid. That’s the first step to holding institutions accountable.”

There also have to be persistent governmental efforts to ensure that companies engaging in pay disparities are held accountable, Kelly said.

Regan said employers have to focus on efforts such as retention of Black women workers, which includes ensuring that their pay is in line with what their white male counterparts are being paid.

Closing the pay gap has to start early, she said. Stop focusing in the primary grades on telling students that they’re not cut out for certain careers. Instead, emphasize determining students’ interests and helping them in developing their potential.

“We have to change the culture from the ground up, from as early as elementary school, when students are making choices that are about what they love and want to do, ” Regan said.