IV 

118TH CONGRESS 

2D SESSION H. CON. RES. 131 

Recognizing the significance of equal pay and the disparity in wages paid 

to Latina women in comparison to White, non-Hispanic men. 

IN THE HOUSE OF REPRESENTATIVES 

SEPTEMBER 25, 2024 

Ms. LEGER FERNANDEZ (for herself, Ms. BARRAGA ́N, Mr. CASTRO of Texas, 

Ms. SALINAS, Ms. GARCIA of Texas, Ms. CARAVEO, Mr. DOGGETT, Ms. 

SA ́NCHEZ, Mr. GARCI ́A of Illinois, Mr. VARGAS, Ms. CASTOR of Florida, 

Mr. COSTA, Ms. ESCOBAR, Ms. NORTON, Ms. PORTER, Ms. BONAMICI, 

Mr. ESPAILLAT, Ms. CHU, Mr. CARBAJAL, Mr. CLEAVER, Ms. DELAURO, 

Mr. RUIZ, Mrs. RAMIREZ, Mr. CARSON, Mr. GOMEZ, Ms. TLAIB, Ms. 

ADAMS, Mr. CA ́RDENAS, Mr. CORREA, and Mr. GOTTHEIMER) submitted 

the following concurrent resolution; which was referred to the Committee 

on Education and the Workforce 

CONCURRENT RESOLUTION 

Recognizing the significance of equal pay and the disparity 

in wages paid to Latina women in comparison to White, 

non-Hispanic men. 

Whereas October 3, 2024, is designated as ‘‘Latina Equal 

Pay Day’’ to observe the pay gap between Latina women 

and White, non-Hispanic men; 

Whereas, as of 2024, there are 13,907,000 Hispanic women 

in the labor force, representing slightly more than 17 percent of all women in the labor force; 


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•HCON 131 IH 

Whereas section 6(d) of the Fair Labor Standards Act of 

1938 (29 U.S.C. 206(d)) (commonly known as the 

‘‘Equal Pay Act of 1963’’) prohibits discrimination in 

wages on the basis of sex for equal work; 

Whereas title VII of the Civil Rights Act of 1964 (42 U.S.C. 

2000e et seq.) prohibits discrimination in compensation 

because of race, color, religion, national origin, or sex; 

Whereas, despite the passage of the Equal Pay Act of 1963 

(Public Law 88–38; 77 Stat. 56) more than 6 decades 

ago, which established that employers shall not discriminate in wages on the basis of sex, but shall provide equal 

pay for equal work, Bureau of the Census data show that 

Latina women working full-time and year-round are paid 

58 cents for every dollar paid to White, non-Hispanic 

men, while the average wage differential for all Latina 

women with reported earnings working full-time, parttime, and part-year is 51 cents for every dollar paid to 

White, non-Hispanic men; 

Whereas an analysis by the National Partnership for Women 

& Families of data from the Bureau of the Census shows 

that disabled Latina women are paid 44 cents for every 

dollar paid to White, non-Hispanic, nondisabled men; 

Whereas the National Women’s Law Center has calculated 

that, on average, Latina women lose over $1,200,000 in 

potential earnings over a 40-year career to the wage gap; 

Whereas, at the rate observed in 2023, Latina women will 

not reach equal pay with White non-Hispanic men for 

182 years after the date of enactment of this resolution; 

Whereas, in 2024, the Bureau of Labor Statistics and the 

Bureau of the Census reported the median annual pay 

for all Latina women in the United States working fullVerDate Sep 11 2014 05:40 Sep 27, 2024 Jkt 049200 PO 00000 Frm 00002 Fmt 6652 Sfmt 6300 E:\BILLS\HC131.IH HC131

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•HCON 131 IH 

time, part-time, and part-year was $32,410, compared to 

the median annual pay of $63,210 for White, non-Hispanic men; 

Whereas lost wages mean Latina women have less money to 

support themselves and their families, save and invest for 

the future, and spend on goods and services; 

Whereas, approximately 51 percent of Latina women are unable to earn sick days through their jobs; 

Whereas the lack of access to affordable, quality child care, 

paid family and medical leave, and other family-friendly 

workplace policies forces many Latina women to choose 

between their paycheck or job and getting quality care 

for themselves or their family members, a dynamic that 

contributes to the wage gap; 

Whereas, if the annual wage gap were eliminated, on average, 

a Latina woman working full-time and year-round would 

have enough money to pay for nearly 3 years of childcare, 

37 months of food, or more than 16 months of mortgage 

and utility payments; 

Whereas workplace harassment forces many women to leave 

their occupation or industry, or pass up opportunities for 

advancement, which contributes to the gender wage gap; 

Whereas targets of workplace harassment are 6.5 times as 

likely as nontargets to change jobs; 

Whereas there is a high personal cost for women who have 

been sexually harassed, including unemployment, underemployment, and financial stress resulting from changing 

jobs, which lead to long-term consequences for earnings 

and career attainment; 

Whereas, in 2023, nearly 70 percent of workers paid the minimum wage or less were women, and there was a disVerDate Sep 11 2014 05:40 Sep 27, 2024 Jkt 049200 PO 00000 Frm 00003 Fmt 6652 Sfmt 6300 E:\BILLS\HC131.IH HC131

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•HCON 131 IH 

proportionate concentration of women of color in lowwage and tipped jobs; 

Whereas the pay disparity Latina women face is part of a 

wider set of disparities Latina women face in homeownership, unemployment, poverty, access to childcare, and the 

ability to build wealth; 

Whereas the underpayment of Latina women workers causes 

businesses and the economy to suffer; 

Whereas true pay equity requires a multifaceted strategy that 

addresses the gender and racial injustices that Latina 

women face daily; and 

Whereas many national organizations have designated October 3, 2024, as ‘‘Latina Equal Pay Day’’ to recognize the 

pay gap between Latina women and White, non-Hispanic 

men in the prior year: Now, therefore, be it 

1 Resolved by the House of Representatives (the Senate 

2 concurring), That Congress— 

3 (1) recognizes the disparity in wages paid to 

4 Latina women and the impact of that disparity on 

5 women, families, the economy, and the United 

6 States; and 

7 (2) reaffirms its support for ensuring equal pay 

8 and closing the gender wage gap. 

Æ 


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