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MOVING TOWARD EQUAL PAY FOR EQUAL WORK

Pay Gaps - the Scoop!

By: Sarah Driver, Driver Consulting

COURSE

Business Case for Gender Equality

by What are the benefits of gender equality for everyone? What are the benefits for our company’s bottom line? We’ll learn the many, many company-wide benefits of gender equality as well as how to make sure that everyone in your company knows why gender equality matters for everyone. | 01

The Magic Number

by What’s the threshold for a gender balanced team? Why isn’t one man on an otherwise all-female team enough (and vice-versa)? We’ll look at what the data show is the threshold for capturing the benefits of gender equality and how to measure it across your company. | 02

Unconscious bias

by I’m not biased and our policies aren’t biased one way or another! We ALL think that we aren't biased and we are ALL biased – it’s just how humans work. We’ll look at where that comes from and the impacts our biases have down the line from hiring, promotions, and management. | 03

Taking stock and getting real

by Our company’s already equal, right? How do I know if we're not? We’ll talk about signs of problems bubbling under the surface and touch on ways to take stock. We’ll talk about why this issue needs day-to-day solutions, not just quarterly trainings. | 04

Pay Equity

by Is the pay gap real? Isn’t it just because women take time off to have children? We’ll look into the pay gap, what drives it, and how to fix it. | 05

Confidence Gap

by We’ll look at how the male-female confidence gap is holding back your company, how lazy management practices allow it to grow, and how to address this underlying driver of gender inequality. | 06

Boosting Objectivity

by If my biases are unconscious, how in the world am I supposed to stop them? Do trainings work? We’ll dive into practical changes we can make in management and HR practices that maximize objectivity and limit the impact of unconscious bias in hiring, evaluations & promotions. (Hint: trainings usually make biases worse.) | 07

Work-life balance and parental leave

by The upcoming generation of workers won’t compromise on work-life balance. We’ll touch on some of the ways to attract those workers and dive into why equal parental leave is the game-changer at home and at work. | 08

March 15 is Equal Pay Day

This symbolic day denotes how far into the year women must work to be paid what men were paid the previous year. This date is based on the latest U.S. Census figures showing that the average woman who works full time is paid on average just 83 percent of the typical man’s pay. Started by the National Committee on Pay Equity (NCPE) in 1996, the goal of Equal Pay Day is to raise awareness about the gender wage gap.  But because the pay gap varies significantly among different communities, other Equal Pay Days have been added to the calendar to reflect that fact that many women must work far longer into the year to catch up to men.

2022 Equal Pay Days

This year, these dates have been designated using a new methodology: The COVID-19 pandemic pushed many women, especially women of color, into part-time or seasonal work, or out of the workforce all together. Because of this, past methods of calculating the wage gap fell short of accurately capturing the full picture. (Historically, Equal Pay Day has been calculated using data on full-time, year-round workers.) For 2022, the Equal Pay Day coalition has adopted a new, more inclusive methodology. This encompasses a broader cross-section of women, including those who work part time or seasonally, to represent a more accurate picture of how the gender pay gap impacts diverse communities

  • Asian American, Native Hawaiian and Pacific Islander Women’s Equal Pay Day is May 3. Asian American and Pacific Islander women are paid 75 cents for every dollar paid to white men.
  • LGBTQIA+ Equal Pay Awareness Day is June 15. Without enough data to make calculations, this day raises awareness about the wage gap experienced by LGBTQIA+ folks.
  • Moms’ Equal Pay Day is September 8. Moms are paid 58 cents for every dollar paid to dads.
  • Black Women’s Equal Pay Day is September 21. Black women are paid 58 cents for every dollar paid to white men.
  • Native Women’s Equal Pay Day is November 30. Native women are paid 50 cents for every dollar paid to white men.
  • Latina’s Equal Pay Day is December 8. Latinas are paid 49 cents for every dollar paid to white men.