Despite decades of progress, the gender pay gap continues to be a stubborn reality in American workplaces. According to the Pew Research Center, women today earn about 85 cents for every dollar men earn, an improvement from 81 cents in 2003.
This represents some progress since the Equal Pay Act of 1963 first prohibited wage discrimination based on sex. The gap for younger workers ages 25 to 34 narrows to just 5 cents, suggesting some improvement for newer generations entering the workforce.
However, the pace of change has dramatically slowed in the 21st century, compared to previous decades.
Perceptions differ over obstacles to equal pay
Views on the causes of the gender wage gap vary significantly depending on who you ask. The Pew Research Center analysis found women are much more likely than men (61% vs. 37%) to cite employer discrimination as a major factor. Common obstacles to pay equity include:
- Family caregiving responsibilities that disproportionately affect women
- Occupational segregation with women concentrated in lower-paying fields
- Parenthood, which often reduces women’s earnings while increasing men’s earnings
- Workplace cultures that penalize mothers but reward fathers
- Differences in workplace engagement, with mothers more likely to reduce hours
These obstacles extend beyond just compensation. Women are less likely than men to hold top management positions. Working mothers also report feeling significantly more pressure to focus on home responsibilities than do working fathers.
What can you do to address wage disparity?
If you believe you are being paid less than male colleagues for the same work, you have several options:
- Document pay disparities by gathering salary information from colleagues or industry standards
- Collect evidence of your qualifications, performance reviews and achievements
- Research your company’s compensation policies and practices
- Keep a record of any potentially discriminatory comments or decisions
- Compare your job responsibilities with higher-paid male counterparts
Request a meeting with your supervisor or HR department to discuss your concerns. Frame the conversation around your value to the company rather than accusations of discrimination. If internal discussions do not resolve the issue, you can file a complaint with the Equal Employment Opportunity Commission (EEOC) or another appropriate state or local anti-discrimination agency.
Maryland, Virginia and Washington, D.C. all have equal pay laws that complement federal protections. D.C.’s law is particularly strong, prohibiting employers from asking about salary history during hiring. Maryland’s Equal Pay for Equal Work Act extends protections to gender identity, while Virginia recently strengthened its laws to allow employees to discuss wages without fear of retaliation.
Consulting with an employment attorney can provide valuable assistance in evaluating your situation. A knowledgeable lawyer can help you understand what constitutes discrimination as well as possible remedies. An attorney can also help navigate the complex complaint process and represent you if litigation becomes necessary.
