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Gender wage gap still persists. The persistence of the gender wage gap is shown by data released by the Census Bureau on Sept. 10, 2019. In 2018, the median salaries for all full-time, year-round workers showed women earning 81.6 cents for every dollar men earned, statistically the same gap as in 2017.The median salaries of all full-time, year-round workers showed women earning $45,097 ABOUT THE NATIONAL COMMITTEE ON PAY EQUITY The National Committee on Pay Equity (NCPE), founded in 1979, is a coalition of women's and civil rights organizations; labor unions; religious, professional, legal, and educational associations, commissions on women, state and local pay equity coalitions and individuals working to eliminate sex- and race-based wage discrimination and to achieve pay equity. PAY EQUITY INFORMATION Pay equity (sex and race) bills for Federal employees introduced in Congress. 1988-1989 - Pay Equity for Federal workers passes House 302-98. National Committee on Pay Equity celebrates its 10th Anniversary, now has 120 organizational members. 24 states have pay equity studies, 20 states have made some pay adjustments. PAY EQUITY INFORMATION Pay equity is a means of eliminating sex and race discrimination in the wage-setting system. Many women and people of color are still segregated into a small number of jobs such as clerical, service workers, nurses and teachers. These jobs have historically been undervalued and continue to be underpaid to a large extent because ofthe gender
EMPLOYER PAY EQUITY SELF-AUDIT Employer Pay Equity Self-Audit . In 2009, the wage gap was 23%, meaning that the average American woman was paid 77 cents for every dollar made by a man. PAY EQUITY INFORMATION S ince the Equal Pay Act was signed in 1963, the wage gap has been closing at a very slow rate. In 1963, women who worked full-time, year-round made 59 cents on average for every dollar earned by men. PAY EQUITY INFORMATION Women of Color in the Workplace. The wage gap is most severe for women of color. Consider these facts about the paychecks of black and Hispanic women in the workplace: PAY EQUITY INFORMATION Taking an employer to court under the Equal Pay Act, Title VII of the Civil Rights Act, or appropriate state laws is an option out of reachfor many women.
EQUAL PAY DAY KIT
Dear Editor: On Wednesday, March 24, 2021 thousands of women from across the United States will join in a national day of action against unfair pay called Equal Pay Day. April is symbolic of the point into the new year that a woman must work in order to earn the wages paid to a man in the previous year. On a national level, women are paid only THE GENDER WAGE GAP BY OCCUPATION 4 of men, men earn more than women in the most common male occupations. Women have almost reached parity in the occupation of ‘police and sheriff’s patrol officers,’ where women NATIONAL COMMITTEE ON PAY EQUITY NCPETHE WAGE GAP OVER TIMEEQUAL PAYDAYJOIN BUTTON
Gender wage gap still persists. The persistence of the gender wage gap is shown by data released by the Census Bureau on Sept. 10, 2019. In 2018, the median salaries for all full-time, year-round workers showed women earning 81.6 cents for every dollar men earned, statistically the same gap as in 2017.The median salaries of all full-time, year-round workers showed women earning $45,097 ABOUT THE NATIONAL COMMITTEE ON PAY EQUITY The National Committee on Pay Equity (NCPE), founded in 1979, is a coalition of women's and civil rights organizations; labor unions; religious, professional, legal, and educational associations, commissions on women, state and local pay equity coalitions and individuals working to eliminate sex- and race-based wage discrimination and to achieve pay equity. PAY EQUITY INFORMATION Pay equity (sex and race) bills for Federal employees introduced in Congress. 1988-1989 - Pay Equity for Federal workers passes House 302-98. National Committee on Pay Equity celebrates its 10th Anniversary, now has 120 organizational members. 24 states have pay equity studies, 20 states have made some pay adjustments. PAY EQUITY INFORMATION Pay equity is a means of eliminating sex and race discrimination in the wage-setting system. Many women and people of color are still segregated into a small number of jobs such as clerical, service workers, nurses and teachers. These jobs have historically been undervalued and continue to be underpaid to a large extent because ofthe gender
EMPLOYER PAY EQUITY SELF-AUDIT Employer Pay Equity Self-Audit . In 2009, the wage gap was 23%, meaning that the average American woman was paid 77 cents for every dollar made by a man. PAY EQUITY INFORMATION S ince the Equal Pay Act was signed in 1963, the wage gap has been closing at a very slow rate. In 1963, women who worked full-time, year-round made 59 cents on average for every dollar earned by men. PAY EQUITY INFORMATION Women of Color in the Workplace. The wage gap is most severe for women of color. Consider these facts about the paychecks of black and Hispanic women in the workplace: PAY EQUITY INFORMATION Taking an employer to court under the Equal Pay Act, Title VII of the Civil Rights Act, or appropriate state laws is an option out of reachfor many women.
EQUAL PAY DAY KIT
Dear Editor: On Wednesday, March 24, 2021 thousands of women from across the United States will join in a national day of action against unfair pay called Equal Pay Day. April is symbolic of the point into the new year that a woman must work in order to earn the wages paid to a man in the previous year. On a national level, women are paid only THE GENDER WAGE GAP BY OCCUPATION 4 of men, men earn more than women in the most common male occupations. Women have almost reached parity in the occupation of ‘police and sheriff’s patrol officers,’ where women PAY EQUITY INFORMATION Pay Equity Information. Research reports. 2020 – Wage Gap Over Time, table by NCPE compares earnings of women and men since 1960 (US Census) 2019 – Five Ways to Win an Argument about the Gender Wage Gap from IWPR. 2019 – Projection for Pay Equity in 2059 from IWPR, wage ggap figures from 1960-2018, with projection showing stalledprogress.
PAY EQUITY INFORMATION S ince the Equal Pay Act was signed in 1963, the wage gap has been closing at a very slow rate. In 1963, women who worked full-time, year-round made 59 cents on average for every dollar earned by men. PAY EQUITY INFORMATION For P.R. professionals in the 5-10 year category, women earn $41,141 while men earn $47,888. In the 10-15 year category, women earn $44,941 and men earn $54,457. In the 15-20 year range, women earn $49,270 and men earn $69,120. • a salary survey of purchasers demonstrating that for professionals in the field of purchasing with 3 or fewer PAY EQUITY INFORMATION Yes. Under the Fair Pay Act, employers are allowed to pay equivalent jobs differently if the disparity is proven to be a result of a seniority or merit system, or a system that measures pay by the quantity or quality of work. In addition, differences in pay are justifiable for other reasons having to do with a legitimate businessinterest.
WHAT YOU CAN DO
What You. Can Do. W hether you are an employer, advocate, legislator, or an individual working woman, you can help close the wage gap by getting involved. One way to get involved is to join NCPE's annual Equal Pay Day campaign. Businesses can take the first step towards achieving pay equity by examining their pay practices to determine ifthey
JOIN THE NATIONAL COMMITTEE ON PAY EQUITY If you want to become a member of NCPE, please fill in the form below, which attests that you or the organization you represent adheres to the above Principles, and hit the SUBMIT button. Please indicate whether you are joining as an individual or as a representative of an organization: Individual Organization. Name of individual ororganization:
EQUAL PAY DAY
Equal Pay Day. The next Equal Pay Day is Wednesday, March 24, 2021. This date symbolizes how far into the year women must work to earn what men earned in the previous year. Equal Pay Day was originated by the National Committee on Pay Equity (NCPE) in 1996 as a public awareness event to illustrate the gap between men's and women's wages.EQUAL PAY DAY KIT
Equal Pay Day involves thousands of local advocates in programs and activities focused on eradicating wage discrimination against women and people of color. Local Equal Pay Day activists organize rallies, lobby days, speak-outs, letter-writing campaigns, workshops, and meetings with employers, policy-makers, and enforcement agencies to promote effective solutions for closing the wage gap. EMPLOYMENT - PAY EQUITY 11 Dupont Circle NW, Suite 800, Washington, DC 20036 | 202.588.5180 Fax 202.588.5185 | www.nwlc.org How tHe PaycHeck Fairness a ct will strengtHen tHe equal Pay a ct • F act sHeet NATIONAL COMMITTEE ON PAY EQUITY National Committee on Pay Equity Profile of the Gender Wage Gap by Selected Occupations For the Year 2000 According to an analysis of data in over 300 job classifications provided by the U.S. Departmentof
NATIONAL COMMITTEE ON PAY EQUITY NCPETHE WAGE GAP OVER TIMEEQUAL PAYDAYJOIN BUTTON
The gender wage gap figure used by the National Committee on Pay Equity has been coming under fire as being politically motivated, at best, and downright inaccurate, at worst. NCPE’s wage gap figure, showing that women earn 79.6 cents for every dollar men earn, is based on the most recent Census data of the median salaries of all full-time PAY EQUITY INFORMATIONNATIONAL COMMITTEE ON PAY EQUITYPAY EQUITY ACTPAY EQUITY STATESPAY EQUITY LAWSPAY EQUITY MNNEW PAY EQUITY LAWS Pay Equity Information. Research reports. 2020 – Wage Gap Over Time, table by NCPE compares earnings of women and men since 1960 (US Census) 2019 – Five Ways to Win an Argument about the Gender Wage Gap from IWPR. 2019 – Projection for Pay Equity in 2059 from IWPR, wage ggap figures from 1960-2018, with projection showing stalledprogress.
PAY EQUITY INFORMATION Pay equity (sex and race) bills for Federal employees introduced in Congress. 1988-1989 - Pay Equity for Federal workers passes House 302-98. National Committee on Pay Equity celebrates its 10th Anniversary, now has 120 organizational members. 24 states have pay equity studies, 20 states have made some pay adjustments. PAY EQUITY INFORMATION Pay equity is a means of eliminating sex and race discrimination in the wage-setting system. Many women and people of color are still segregated into a small number of jobs such as clerical, service workers, nurses and teachers. These jobs have historically been undervalued and continue to be underpaid to a large extent because ofthe gender
SUPPORT THE NATIONAL COMMITTEE ON PAY EQUITY Support Pay Equity. Membership in the National Committee on Pay Equity is free. NCPE has adopted a Statement of Principles as its membership application for both voting and associate members.. Types of Membership . A voting member is a trade union, other workforce representative, women's or minority/civil rights organization — represented by a designated contact person — that endorses the PAY EQUITY INFORMATION S ince the Equal Pay Act was signed in 1963, the wage gap has been closing at a very slow rate. In 1963, women who worked full-time, year-round made 59 cents on average for every dollar earned by men.WHAT YOU CAN DO
What You. Can Do. W hether you are an employer, advocate, legislator, or an individual working woman, you can help close the wage gap by getting involved. One way to get involved is to join NCPE's annual Equal Pay Day campaign. Businesses can take the first step towards achieving pay equity by examining their pay practices to determine ifthey
EMPLOYER PAY EQUITY SELF-AUDITPAY EQUITY AUDIT CHECKLISTPAY EQUITY AUDIT STEPSPAY EQUITY BEST PRACTICESPAY EQUITY STUDIESCONDUCTING A PAY EQUITY ANALYSISEQUITY AUDIT TOOL Employer Pay Equity Self-Audit . In 2009, the wage gap was 23%, meaning that the average American woman was paid 77 cents for every dollar made by a man. JOIN THE NATIONAL COMMITTEE ON PAY EQUITY If you want to become a member of NCPE, please fill in the form below, which attests that you or the organization you represent adheres to the above Principles, and hit the SUBMIT button. Please indicate whether you are joining as an individual or as a representative of an organization: Individual Organization. Name of individual ororganization:
EQUAL PAY DAY KIT
Dear Editor: On Wednesday, March 24, 2021 thousands of women from across the United States will join in a national day of action against unfair pay called Equal Pay Day. April is symbolic of the point into the new year that a woman must work in order to earn the wages paid to a man in the previous year. On a national level, women are paid only NATIONAL COMMITTEE ON PAY EQUITY NCPETHE WAGE GAP OVER TIMEEQUAL PAYDAYJOIN BUTTON
The gender wage gap figure used by the National Committee on Pay Equity has been coming under fire as being politically motivated, at best, and downright inaccurate, at worst. NCPE’s wage gap figure, showing that women earn 79.6 cents for every dollar men earn, is based on the most recent Census data of the median salaries of all full-time PAY EQUITY INFORMATIONNATIONAL COMMITTEE ON PAY EQUITYPAY EQUITY ACTPAY EQUITY STATESPAY EQUITY LAWSPAY EQUITY MNNEW PAY EQUITY LAWS Pay Equity Information. Research reports. 2020 – Wage Gap Over Time, table by NCPE compares earnings of women and men since 1960 (US Census) 2019 – Five Ways to Win an Argument about the Gender Wage Gap from IWPR. 2019 – Projection for Pay Equity in 2059 from IWPR, wage ggap figures from 1960-2018, with projection showing stalledprogress.
PAY EQUITY INFORMATION Pay equity (sex and race) bills for Federal employees introduced in Congress. 1988-1989 - Pay Equity for Federal workers passes House 302-98. National Committee on Pay Equity celebrates its 10th Anniversary, now has 120 organizational members. 24 states have pay equity studies, 20 states have made some pay adjustments. PAY EQUITY INFORMATION Pay equity is a means of eliminating sex and race discrimination in the wage-setting system. Many women and people of color are still segregated into a small number of jobs such as clerical, service workers, nurses and teachers. These jobs have historically been undervalued and continue to be underpaid to a large extent because ofthe gender
SUPPORT THE NATIONAL COMMITTEE ON PAY EQUITY Support Pay Equity. Membership in the National Committee on Pay Equity is free. NCPE has adopted a Statement of Principles as its membership application for both voting and associate members.. Types of Membership . A voting member is a trade union, other workforce representative, women's or minority/civil rights organization — represented by a designated contact person — that endorses the PAY EQUITY INFORMATION S ince the Equal Pay Act was signed in 1963, the wage gap has been closing at a very slow rate. In 1963, women who worked full-time, year-round made 59 cents on average for every dollar earned by men.WHAT YOU CAN DO
What You. Can Do. W hether you are an employer, advocate, legislator, or an individual working woman, you can help close the wage gap by getting involved. One way to get involved is to join NCPE's annual Equal Pay Day campaign. Businesses can take the first step towards achieving pay equity by examining their pay practices to determine ifthey
EMPLOYER PAY EQUITY SELF-AUDITPAY EQUITY AUDIT CHECKLISTPAY EQUITY AUDIT STEPSPAY EQUITY BEST PRACTICESPAY EQUITY STUDIESCONDUCTING A PAY EQUITY ANALYSISEQUITY AUDIT TOOL Employer Pay Equity Self-Audit . In 2009, the wage gap was 23%, meaning that the average American woman was paid 77 cents for every dollar made by a man. JOIN THE NATIONAL COMMITTEE ON PAY EQUITY If you want to become a member of NCPE, please fill in the form below, which attests that you or the organization you represent adheres to the above Principles, and hit the SUBMIT button. Please indicate whether you are joining as an individual or as a representative of an organization: Individual Organization. Name of individual ororganization:
EQUAL PAY DAY KIT
Dear Editor: On Wednesday, March 24, 2021 thousands of women from across the United States will join in a national day of action against unfair pay called Equal Pay Day. April is symbolic of the point into the new year that a woman must work in order to earn the wages paid to a man in the previous year. On a national level, women are paid only PAY EQUITY INFORMATION Pay Equity Information. Research reports. 2020 – Wage Gap Over Time, table by NCPE compares earnings of women and men since 1960 (US Census) 2019 – Five Ways to Win an Argument about the Gender Wage Gap from IWPR. 2019 – Projection for Pay Equity in 2059 from IWPR, wage ggap figures from 1960-2018, with projection showing stalledprogress.
PAY EQUITY INFORMATION Pay equity (sex and race) bills for Federal employees introduced in Congress. 1988-1989 - Pay Equity for Federal workers passes House 302-98. National Committee on Pay Equity celebrates its 10th Anniversary, now has 120 organizational members. 24 states have pay equity studies, 20 states have made some pay adjustments. ABOUT THE NATIONAL COMMITTEE ON PAY EQUITY The National Committee on Pay Equity (NCPE), founded in 1979, is a coalition of women's and civil rights organizations; labor unions; religious, professional, legal, and educational associations, commissions on women, state and local pay equity coalitions and individuals working to eliminate sex- and race-based wage discrimination and to achieve pay equity.WHAT YOU CAN DO
What You. Can Do. W hether you are an employer, advocate, legislator, or an individual working woman, you can help close the wage gap by getting involved. One way to get involved is to join NCPE's annual Equal Pay Day campaign. Businesses can take the first step towards achieving pay equity by examining their pay practices to determine ifthey
PAY EQUITY INFORMATION Current legislation. The National Committee on Pay Equity supports two bills in Congress aimed at curbing wage discrimination. The bills work on different aspects of wage discrimination, and both are needed to fully close the wage gap. PAY EQUITY INFORMATION Taking an employer to court under the Equal Pay Act, Title VII of the Civil Rights Act, or appropriate state laws is an option out of reachfor many women.
ABOUT THE NATIONAL COMMITTEE ON PAY EQUITY About NCPE. Board and Member Organizations. Officers are elected yearly and board members every two years on a rotating basis at our annual meeting. Chair: Vacant. Secretary-Treasurer: Carolyn York, National Education Association. NCPE Member Organizations. PAY EQUITY INFORMATION “Some say that market forces will take care of the wage gap. If we had relied on market forces, we would have never passed the Civil Rights Act, the Family and Medical Leave Act, PAY EQUITY INFORMATION TEST YOUR FAIR PAY 'CENTS' 1. In 1963, when the Equal Pay Act was passed, women made ___¢ on the dollar compared to men. THE GENDER WAGE GAP BY OCCUPATION 4 of men, men earn more than women in the most common male occupations. Women have almost reached parity in the occupation of ‘police and sheriff’s patrol officers,’ where women fairpay@pay-equity.org National Committeeon Pay Equity
Next Equal Pay Day: Tuesday, March 31, 2020ABOUT EQUAL PAY DAY
Gender wage gap still persists The persistence of the gender wage gap is shown by data released by the Census Bureau on Sept. 10, 2019. In 2018, the median salaries for all full-time, year-round workers showed women EARNING 81.6 CENTS FOR EVERY DOLLAR MEN EARNED, STATISTICALLY THE SAME GAP AS IN 2017. The median salaries of all full-time, year-round workers showed women earning $45,097 compared to $55,291 for men in 2018. (The U.S. CENSUS BUREAU ADJUSTED THEIR PAY DATA METHODOLOGYfor
this year (2018 data) changing the reported gap, but this does not reflect a real change in America. The gap is not statistically different from last year.) The wage gaps continue to be greater for women of color, whose wages show little change compared to those of white men between 2017 and 2018. African American women earned just 62 cents and Hispanic women earned just 54 cents for every dollar white men earned, compared to 61 and 53 cents respectively in 2017. Asian American women earned 90 cents and white women 79 cents for every dollar white men earned, compared to 85 and 77 cents respectively in 2017. A 2016 GUIDE TO THE GENDER WAGE GAPshows
the gap increasing as women earn more. The loss in lifetime earnings is $530,000 for the average woman and $800,000 for college-educated women. About 30 percent of the narrowing of the wage gap since 1979 has been caused by the decline in men’s wages. THE NATIONAL COMMITTEE ON PAY EQUITY'S THE WAGE GAP OVER TIME SHOWS HOW LITTLE THE WAGE GAP HAS CHANGED IN THIS CENTURY. ------------------------- Worse Than We Thought ------------------------- A new study from the Institute for Women’s Policy Research _STILL A MAN’S LABOR MARKET: THE SLOWLY NARROWING GENDER WAGE GAP_compares the
wages of women and men and finds WOMEN EARNING JUST 49 PERCENT OF WHAT MEN EARN. Using a longitudinal data set, Economists Heidi Hartmann and Stephen Rose found that during the years 2001 to 2015, women faced a 51 percent wage gap. Also, while the gender wage gap has narrowed since 1968, progress has been slow in the last 15 years. Other main findings in the study: * Women who take time out of the labor force pay a high price thatis increasing
* Paid leave and affordable child care are critical to women joining the labor force and narrowing the gender wage gap * Strengthening enforcement of Title IX and EEO policies also is crucial to narrowing the gender wage gap. The study was released Nov. 28, 2018. Earlier 15-year studies found that women earned just 19 percent and 38 percent of what men earned, showing some progress in narrowing the wage gap. Other Equal Pay Days in 2020 These dates symbolize how far into 2020 women in the designated groups have to work to earn what white men earned in 2019. (Moms are comparedto white dads.)
Asian American womenFebruary 11
White women
March 31
Moms
June 4
African American womenAugust 13
Native American womenOctober 1
Latinas
November 2
History,
Impact
of NCPE
REPORT:
NATIONAL COMMITTEE ON PAY EQUITY: HISTORY & IMPACT 2016 Pay Equity Bill THE PAY EQUITY FOR ALL ACT (H.R.6030), introduced by Rep. Eleanor Holmes Norton (D-DC-At-Large) on Sept. 14, 2016, amends the Fair Labor Standards Act of 1938 to prohibit employers from seeking or requiring previous wage information or salary history from job applicants. ------------------------- If we didn't have a wage gap, we wouldn't need this coupon!
"What
Gender Wage Gap?"
The gender wage gap figure used by the National Committee on Pay Equity has been coming under fire as being politically motivated, at best, and downright inaccurate, at worst. NCPE’S WAGE GAP FIGURE, SHOWING THAT WOMEN EARN 79.6 CENTS FOR EVERY DOLLAR MEN EARN, IS BASED ON THE MOST RECENT CENSUS DATA OF THE MEDIAN SALARIES OF ALL FULL-TIME, YEAR-ROUND WORKERS IN THE UNITED STATES. The Bureau of Labor Statistics (BLS), using a different data set and calculating the wage gap based on weekly salaries, shows women earning 82 cents for every dollar men earn. And a multitude of reports and articles have sliced and diced pay data—by occupation, locality, age—to show a variety of gender wage gaps. The Census data is used by NCPE because it includes bonuses, not included in the BLS data, and its data has been available for a longer period of time than the BLS data. (See http://www.pay-equity.org/info-time.html for gender wage gap figuressince 1960.)
When _The Washington Post_ fact-checker Glenn Kessler criticized the Census figure on April 9, 2014,
he was QUICKLY REBUTTED BY THE INSTITUTE FOR WOMEN’S POLICY RESEARCH (IWPR). IWPR has updated its TALKING POINTS ON THE GENDER WAGE GAP, an
important statement that validates the 80 cent figure. NCPE’s gender wage gap figure is an aggregate. It does not show men and women doing the same work or in the same jobs. But it does show changes over time, with progress in narrowing the gap in the 1990s and little change in this century. In THE STATUS OF WOMEN IN THE STATES: 2015--EMPLOYMENT AND EARNINGS the IWPR projects that if current trends continue, the wage gap will remain until 2058 and won’t close until the next century in somestates.
See FIVE MYTHS ABOUT AMERICA’S GENDER WAGE GAPbased
on the report THE POWER OF PARITY: ADVANCING WOMEN’S EQUALITY IN THEUNITED STATES
from the McKinsey Global Institute. Women of Color and the Gender Wage Gap The prospects for closing the gender wage gap for women of color is dim, according to the Institute for Women’s Policy Research. A 2016 BRIEFING PAPER If Current Trends Continue, Hispanic Women Will Wait 232 Years for Equal Pay; Black Women Will Wait 108 Years FROM IWPR FINDS THAT, IF CURRENT TRENDS CONTINUE, HISPANIC WOMEN WILL WAIT 232 YEARS FOR EQUAL PAY. The exceptionally slow pace of progress for Hispanic women is nearly two centuries behind when white women should expect to see equal pay with white men (2056). African American women are not projected see equal pay until 2124. PREVIOUS IWPR ANALYSIS FOUND THAT WOMEN OVERALL WILL NOT SEE EQUAL PAY UNTIL 2059. IWPR ANALYZED EARNINGS GROWTH OVER THE LAST DECADE AND FOUND THAT PROGRESS FOR HISPANIC WOMEN HAS MOVED BACKWARD: BETWEEN 2004 AND 2014, HISPANIC WOMEN’S REAL MEDIAN ANNUAL EARNINGS FOR FULL-TIME, YEAR-ROUND WORK DECLINED BY 4.5 PERCENT—NEARLY THREE TIMES AS MUCH AS WOMEN’S EARNINGS OVERALL (1.6 PERCENt): Hispanic Women Are Among Those Women Who Saw the Largest Declines in Wages over the Last Decade.
These trends varied widely by state, with only four states—California, Iowa, Nevada, New Mexico, and Wyoming—and the District of Columbia seeing wage increases among Hispanic women. A 2016 report from the Economic Policy Institute, BLACK-WHITE WAGE GAPS EXPAND WITH RISING WAGE INEQUALITY,
also found rising wage gaps between African American and whiteworkers.
Wage Gap Research
Studies that examine the prevailing gender wage gap find underlying social attitudes and no easy fixes: $ In “THE GENDER WAGE GAP: EXTENT, TRENDS, AND EXPLANATIONS ,” January 2016, Francine D. Blau and Lawrence M. Kahn found that the largest factor in the persistent wage gap is the dearth of women in specific jobs and industries, but they also found that “Current research continues to find evidence of a motherhood penalty for women and of a marriage premium for men.” The researchers note that discrimination, too, can play a role. When it comes to hiring and promotions, concerns that women will (or should) spend more time away from the office, or will somehow underperform can create a labor market in which it’s difficult for women to achieve to the most advanced and highly paid positions. $ The March 2016 report from Third Way, “A DOLLAR SHORT: WHAT’S HOLDING WOMEN BACK FROM EQUAL PAY?”
examines the pay gap through hourly wages, age differences, occupational categories, and evidence of lingering bias, and shows that women’s work is not valued as highly as men’s. The bottom line: “Achieving gender pay parity will require both determination and creativity among policymakers, employers, workers, and educatorsalike.”
$ See New York Times, March 18, 2016 for an OVERALL VIEW OF RECENTRESEARCH
.
Equal Pay in 2059
Last year the Institute for Women’s Policy Research estimated, based on research, that women wouldn’t receive equal pay until 2058. Based on the earnings figures released by the Census Bureau on Sept. 16, 2015, that date has been extended a year. IWPR now estimates that WOMEN WILL NOT RECEIVE EQUAL PAY UNTIL 2059.
NCPE is registered with AMAZON SMILE , so online shopping through this Web site provides us with financial support. Just visit SMILE.AMAZON.COM and select NATIONAL COMMITTEE ON PAY EQUITY as the 501(c)(3) organization you wish to support, and NCPE will receive 0.5 percent of the price of eligible purchases. For more information, see complete program details.
As Federal Legislation Stalls, Action in the States While action on federal equal pay/pay equity laws has stalled in Congress, activity has blossomed in the states, with more than 30 having recently introduced, or expected to introduce soon, suchlegislation.
The current model is the California Fair Pay Act, which took effect Jan. 1, 2016, and strengthens the state’s existing equal pay laws by eliminating loopholes that prevent effective enforcement and by empowering employees to discuss their pay without fear of retaliation. The California Fair Pay Act: * Ensures that employees performing substantially equivalent work are paid fairly by requiring equal pay for “substantially similar” work and eliminating the outdated “same establishment” requirement * Clarifies the employee’s and employer’s burdens of proof under the California Equal Pay Act * Prevents reliance on irrelevant and ill-defined “factors other than sex” to justify unfair pay differentials by replacing the “bona fide factor other than sex” catch-all defense with more specific affirmative defenses * Ensures that any legitimate, non-sex related factor(s) relied upon are applied reasonably and account for the entire pay differential * Discourages pay secrecy by explicitly prohibiting retaliation or discrimination against employees who disclose, discuss, or inquire about their own or co-workers’ wages for the purpose of enforcing their rights under the California Equal Pay Act. THE AAUW TRACKS STATE ACTIVITY AND POSTS STATE LAWS THAT ARE PASSEDHERE , WITH
FURTHER INFORMATION ABOUT STATE EQUAL PAY LAWS HERE.
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