Women's Bureau, U.S. Department of Labor’s Post

This year marked the 61st anniversary of the #EqualPay Act, so why do women still make less than men? This article examines factors that explain the gender #WageGap: https://lnkd.in/g4UKi43s

Stewarts commissioned a survey of 2,000 working women in the UK, revealing that high earning women believe they are more likely to experience gender inequality at work. The findings reveal that a lack of confidence and knowledge about how to take action discourages women from challenging unequal pay.   Read the full report here: https://lnkd.in/epPFZ3JV Joseph Lappin, Head of Employment says: “Employers will need to make sure that, unless a pay differential can be justified lawfully, they are not paying men in senior roles more than women performing the same work." #equalpay #employementlaw

Despite progress in gender equality, disparities in compensation persist, hindering the progress of women in the workplace. This issue goes beyond just numbers; it's about fairness, respect, and opportunity. It is important to recognize that closing the gender pay gap is not just a women's issue - it's everyone's issue. #GenderEquality #PayGap #EqualityAtWork #Seattle

To my senior executive friends, it's time for a gender pay audit - and it's not as hard as you might think. Today, on International Women's Day, let's not just celebrate the talented women we work with, but also recognize the ongoing discrimination they face. Shockingly, women still earn just 84 cents for every dollar earned by men, with black women earning just 70 cents and Latinas only 65 cents. It's not just about the pay gap, either; women are also over-represented in lower wage jobs and burdened with domestic and caregiving responsibilities, no matter their level at work. These are our colleagues, our daughters, our wives, our sisters - people who have supported us in our own careers and dreams. So, I urge my leader friends to take action and conduct a gender pay audit at your organization. Let's make a real difference and ensure that all women are valued and compensated fairly. #InternationalWomensDay #GenderPayGap #EqualPay #FairCompensation

There were an alarming number of leaders across the country this week who criticised WGEA's release of company pay gaps. They claimed the data doesn't compare like-for-like roles (correct, that's very intentional), that it doesn't account for hours worked (not entirely correct, it annualises part-time and casual worker hours), and - most painfully - that it undermines women's "choice" to work less or in particular (low-paid) industries. Choice does not happen in a vacuum. Women's "choices" are informed by norms and expectations about who does care, and this is reinforced by our parental leave, child care and flexible working policies. They might make very different choices if we changed the conditions. They might even rise to senior leadership! More than this, women do not "choose" lower paid roles and industries, low pay "chooses them", with female-dominated work being consistently undervalued throughout history and industries. This week, I responded to critics of the data release on Sky News: https://lnkd.in/gABVqFHp FW (Future Women) , Workplace Gender Equality Agency Lauren Beckman Dr Katie Spearritt Dr Janin Bredehoeft Madden Burns Sally Spicer Jamila Rizvi Helen McCabe Mary Wooldridge

Did you know that today, March 12, 2024, is All Women's Equal Pay Day? It started in 1996 as a public awareness event to illustrate the gap between men and women's wages. And, get this, March 12th symbolizes how far into 2024 women must work to catch up to men's wages and earn what men made in 2023! What can you do to level the wage earning playing field? Look to California where Jennifer Siebel Newsom, the First Partner of California, and California Partners Project has developed "The Equal Pay Playbook" designed to guide companies "to achieve their equal pay objectives." Though she lays out six concrete steps, she also acknowledges that "harassment and sexual violence are still significant barriers that still need to be addressed to ensure a safe and equitable environment for all women." Want to learn more? Check out her website for more detailed information at https://lnkd.in/gEZWjUCX And check out my website for articles on barriers women face in the workplace at: https://lnkd.in/gxnTAauG #EqualPayCA #genderpaygap #genderequity

As the gender pay gap persists, Taylor Swift’s experience sheds light on the challenges women face in the workforce, regarding the gender pay gap https://ow.ly/q3oG50R8HxO #GenderPayGap #DEI #PayTransparency #WTWPerspective

While the introduction of gender pay gap reporting is a great step towards transparency and accountability within organisations, there are concerns that this initiative could create tension. https://bit.ly/4cbwbpx

Very solid information for those interested in pay equity…

When an editorial is written in The Wall Street Journal that basically says it is women's own fault for being in lower paying jobs and that explains the gender pay gap, I have to speak up and point out that discrimination against women does still exist. Is the gender pay gap entirely due to discrimination? No, but it is also not entirely due to women freely choosing lower paying jobs. Both are reasons for the pay gap. So I wrote a letter to the editor about that editorial to give my informed reasons for the gender pay gap. #mereditheconomics #genderpaygap #genderequality https://lnkd.in/e8W_tm4v