Fresh on the heels of the United States Women’s Soccer Team’s win of the Women’s World Cup, the spotlight has once again been placed on the significant pay disparity between the athletes on the women’s soccer team compared to the athletes on the men’s soccer team. This disparity highlights the continuing overall wage gap many women in the United States are still facing fifty-six years after the passage of the Equal Pay Act of 1963.
What is the Wage Gap?
Women, on average, make .73 cents for every dollar a man makes, or 21% less.[1] This is a minor improvement from the wage gap in 1963, which was .59 cents for every dollar.[2] Women of color are compensated even less. It is important to note that these figures are calculated by comparing the average median wage of men versus the average median wage of women, without taking into account the fields of work each person is in.
What Causes the Wage Gap?
There are several contributing factors that lead to the continuing wage gap in the United States. One factor is having children. Women can see their salaries fall about 4% for each child she has. However, men with children typically make 6% more than their childless peers. [3] Another factor is women breaking into higher paying careers. However, Women are seeking higher paying careers, making up a third of all doctors and lawyers, however they are still, on average, paid less than their male counterparts.[4]
Isn’t it Illegal to Pay Women Less than Men?
Yes and No. The Equal Pay Act of 1963 requires employers to pay the same wage to men and women who perform “equal work on jobs … which require equal skill, effort, and responsibility, and which are performed under similar working conditions.” However, the act allows for men to be paid a higher wage than their female counterparts on the basis of seniority, merit, productivity, and “a differential based on any other factor other than sex.”[5]
What can I do?
In a previous post, we discuss the EEOC and how our firm can help guide you through filing a claim. Fernee Kelly Law has handled a number of discrimination-based claims, including pay disparity cases. If you believe that you are being paid less because of your gender, or would like advice on how to remain compliant and ensure your employees are compensated fairly, our firm is here to help.
HGS for the firm.
[1] https://www.aauw.org/2015/01/20/equal-pay-in-2139/
[2] https://www.infoplease.com/equal-pay-act
[3] https://www.infoplease.com/equal-pay-act
[4] https://www.wsj.com/articles/SB10001424127887323717004578159433220839020