How to Achieve Equal Pay for Women

The gender pay gap is an issue that persists today. In 2022, women earn an average of 82% of what men earn on average across the U.S. In 2002, this figure stood at 80%, which signifies how similar levels have been for the past 20 years.

At Salary.com, we strive to make fair pay a reality. The good news is that there are some steps to be taken that can help close the pay gap and achieve equal pay for women. It won’t happen overnight, but by working together on a variety of levels, we can get there.

Equal pay for equal work should exist in any society. So, let’s see how we can make it happen.

The Obstacles of Having Equal Pay for Women as a Society

Historically, there have been several obstacles that prevent equal pay for women as a society. Here are some of them:

• Gender Occupational Sorting

Many sectors of work that are female-dominated. The so-called ‘five Cs’ of caring, cashiering, catering, cleaning, and clerical work typically command low salaries. Societal norms and gender stereotypes beyond women’s control facilitate this gender occupational sorting.

• Differential Treatment of Women

The differential treatment of women in the workplace often boils down to discrimination and gender stereotypes. This can lead to lower pay and fewer opportunities for women to experience promotions.

• Lack of Transparency

Many organizations choose not to disclose the salary information that they pay their women. This can lead to pay disparities which organizations need to address if they want equal pay for women.

• Family Needs

Family needs can influence the careers and jobs that men and women choose to pursue. As this is the case, gender segregation across occupations can arise.

• Racial and Ethnic Disparities

Depending on race and ethnicity, the gender pay gap can vary. For example, black women in the U.S. are paid 36% less on average than white men, as well as 12% less than white women.

• Broader Economic Forces

Broader economic forces can drive men’s and women’s salaries in their own ways. A consequence of this can lead to organizations failing to achieve equal pay for women.

Individual Actions for Equal Pay for Women

To achieve equal pay for women, individuals need to play their part. Here are some actions that individuals can take for equal pay for women:

• Be Upfront When Discussing Salary Expectations

Be upfront about your salary expectations when you interview for a job. Research what a fair salary range looks like and negotiate based on the skills and experience that you possess. Make sure you don’t lowball yourself and give the employer something to think about.

• Ask for a Raise

If you feel that you perform well in your role, ask your boss for a review of your salary. Approach it professionally and prepare by collecting examples of your contributions and accomplishments. They may say no, but it is worth asking in case they’re open to negotiating.

• Support Organizations Who Actively Work to Close the Gender Pay Gap

You can patronize organizations that promote equal pay for women and women in leadership roles. You can spread the word by writing reviews online. This positive reinforcement can encourage other organizations to strive for equal pay for women.

• Discuss Pay Rates with Others

Discussing pay with coworkers isn’t illegal even if employers discourage you from doing so. It may be best to do so in private, however. Knowing the salary range of your position can help identify any pay disparities within your organization. If this occurs, you can work together with coworkers to push for change.

Organizational Changes to Help Reach Equal Pay for Women

Individual actions aren’t enough by themselves as you will need organizational changes to help make equal pay for women a reality too. Here are some things organizations can do to help support equal pay for women:

• Conduct an Internal Pay Audit

The first step for organizations is to audit their own pay practices. When this occurs, they can identify any gender pay gaps that exist between similar roles. From here, organizations need to identify the root cause of the problem. When they understand this, they can adjust their pay practices to achieve equal pay for women.

• Update Hiring and Promotion Policies

Organizations can evaluate hiring, promotion, and salary increases to ensure that there aren’t any practices that unfairly impact women. Instead of basing pay on personal attributes, employers should base compensation on factors such as experience, skills, and performance. Employers can also offer clear paths for progression and promote transparency in the hiring process.

• Set Equitable Salary Ranges

Organizations should aim to establish fair and unbiased salary ranges. They should base these on the responsibilities and requirements that a position demands. Gender shouldn’t be a determining factor when deciding salary ranges for roles.

• Educate and Train

Educating executives, managers, and employees about the gender pay gap is key. By providing training on aspects such as fair hiring and pay practices. This should all lead to an environment where pay equality is a priority which results in equal pay for women.

Government Policies Needed to Support Equal Pay for Women

Governments can also help when it comes to supporting equal pay for women. Through legislation and enforcement, real changes can be made. Policies can include:

• Transparency in Wage and Salary Information

Governments can bring in legislation to require organizations to publicly disclose wage and salary information by gender. States such as California and New York have recently introduced legislation that requires this of employers. With pay data in the public eye, employers and employees can identify whether there are any pay disparities. From here, they can take action to help support equal pay for women.

• Enforcing Existing Laws

The Equal Pay Act of 1963 and Title VII of the Civil Rights Act aim to prevent pay discrimination, but they often lack enforcement from authorities. Strengthening the enforcement of these laws can help drive equal pay for women. Harsher penalties for organizations that fail to comply are also a great way to increase the chances of equal pay for women.

• Paid Family Leave

A national paid family leave policy could give workers in the U.S. the chance to improve their work-life balance. It will also encourage women to stay in the workforce after having children. This can reduce the gender pay gap and take us one step closer to equal pay for women.

• Banning Salary History Inquiries

Some states ban employers from inquiring about a candidate’s previous salary history. This prevents organizations from basing the salary they offer on the candidate’s previous salary. As a result of this, salary discrimination decreases which reduces the gender and racial pay gaps.

Working Together Helps Achieve Equal Pay for Women

As you can see, several parties can make a difference in helping achieve equal pay for women. Make sure you speak up and demand fair pay for the work that you do and that you support organizations that are fighting the equal pay battle. The future is waiting to be written. So, let’s work together and make equal pay for women a reality today.