EQUAL PAY DAY

April 10, 2018

 

This is a symbolic day to mark how far into the year women have to work to earn the same amount as men earned – 22% less = 100 days more work

Women overall 80 cents for $1 men earn

The effect on minority women?

Black women have to work until August 7  = 38% less

Latinas – biggest loss – work until Nov. 1 = 46% less

But how does this affect us on a day to day basis?

  1. Woman with Bachelor’s degree earns roughly $61,000 a year less.
  2. If we closed the gender pay gap 3.1 million working women and their families would be lifted out of poverty!
  3. ¾ of American’s think it would be a major problem if they earned 20% less. Yet this is what happens to women every day!
  4. If we closed the gender pay gap, Black women on average could afford 14 months of mortgage payments!
  5. Latina women would earn over $1 million more in her career!

TRIAD HR Consulting is dedicated to working towards fair, practical and unique solutions to your employment issues.

Objective and unbiased classification and compensation, leadership development training and hands on issues resolution are major components of TRIAD HR Consulting’s responsibilities.  See our web site for more information.

Website:  www.triadhrconsulting.com

email:  dorothy@triadhrconsulting.com

To bring this to the attention of all of us:

LYFT is pointing out to their customers where 20% less of their trip would end.

Reebok is asking online customers to imagine getting 20% less of their order.

Adidas stores and on-line messages of 20% COUNTS on shopping bags and purchase receipts.

Reasons for pay gap?

  1. Segregation by occupation –

Women tend to be more often in health, education

Even in historically male jobs women make less though overall are paid more  – engineering and computers

Several states and cities have pay equity laws to compare objectively the responsibilities of similar jobs to  pay without consideration of gender of the people in the jobs.  Objective and non biased

2  Motherhood penalty.

When return to workforce, employers less likely to hire returning moms.

Men don’t encounter a fatherhood penalty.  Some studies show they actually make more after having a child.

  1. Gender bias overall

Still an unexplained gap in men and women’s earnings.  This is generally seen as gender bias that is pervasive in our American society and worldwide.

How do we close the gap?

At this rate there will be more of gap the change to improve has considerably slowed down since 2001.  It is stalled.  The gap at this rate will not close until 2152!

That is – 134 years before parity is achieved

This year Iceland has a new law that requires equal pay for equal work and they are enforcing it.

What can we do as individuals and employers:

  1. Negotiate your pay. Massachusetts, Oregon, New York City and others now outlaw asking for current pay during application and interviewing process. Speak up.  Let the employer know your worth!

Women and people of color historically make less from the beginning of their careers.  So this low pay follows them when a new job bases the offer on that reduction.

A Pay Scale survey showed that women who refuse to disclose previous pay actually were paid less than those who did!  And a man who refused was paid higher than a man who disclosed.

As an applicant, what do you do if asked current salary?

  • Bring it back to the task at hand. Talk again about the job and expectations, how you are qualified and how you can help the organization meet their goals.
  • Talk about your salary expectations. Do your homework so you can give a range of similar pay for this work and let them know what level you are looking at
  • Have examples of how much you should be paid from researching the field and type of work.
  • Encourage women and men to go into non-traditional fields. Not everyone is cut out for every job.

Open our minds to career and job options.  Employers are a critical component during recruitment and hiring decisions to moving both men and women into fields where they can best use their talents.

Start with our kids and grandkids.  Begin early.  Let’s not stigmatize a creative young boy from the arts or a fact-based girl from the sciences.

Discuss options with teenagers, encourage those in middle school to look beyond the typical ideas or what they have seen in their own lives.  Show, teach, give options.

When hiring at your workplace, encourage all individuals to be considered for a position.  Hire people you may not have previously considered.  Use internships, part time and temporary workers to break the ice and let them have experiences

Encourage fact based and objective reviews of responsibilities of jobs in the workplace. Implement factually based pay plans in your workplace by combining what you do, how you do it and what the market pays for similar jobs.

TRIAD HR Consulting is dedicated to working towards fair, practical and unique solutions to your employment issues.

Objective and unbiased classification and compensation, leadership development training and hands on issues resolution are major components of TRIAD HR Consulting’s responsibilities.  See our web site for more information.

Website:  www.triadhrconsulting.com

email:  dorothy@triadhrconsulting.com