IV 
119TH CONGRESS 
1ST SESSION 
H. CON. RES. 21 
Recognizing the significance of equal pay and the disparity between wages 
paid to men and women. 
IN THE HOUSE OF REPRESENTATIVES 
MARCH 25, 2025 
Ms. LOIS FRANKEL of Florida (for herself, Ms. DELAURO, Ms. WILLIAMS of 
Georgia, Ms. LEGER FERNANDEZ, Ms. BALINT, Ms. BARRAGA´N, Mrs. 
BEATTY, Mr. BELL, Mr. BERA, Mr. BEYER, Mr. BISHOP, Ms. BONAMICI, 
Mr. BOYLE
of Pennsylvania, Ms. BROWN, Ms. BROWNLEY, Ms. 
BUDZINSKI, Mr. CARBAJAL, Mr. CARSON, Mr. CARTER of Louisiana, Ms. 
CASTOR of Florida, Mr. CASTRO of Texas, Mrs. CHERFILUS-MCCORMICK, 
Ms. CHU, Ms. CLARKE of New York, Mr. CLEAVER, Mr. CONNOLLY, Mr. 
CORREA, Mr. COSTA, Mr. DAVIS of Illinois, Ms. DEAN of Pennsylvania, 
Ms. DEGETTE, Ms. DELBENE, Mr. DELUZIO, Ms. DEXTER, Mrs. DIN-
GELL, Mr. DOGGETT, Ms. ELFRETH, Ms. ESCOBAR, Mr. EVANS of Penn-
sylvania, Mr. FIELDS, Mr. FOSTER, Mrs. FOUSHEE, Mr. FROST, Mr. 
GARAMENDI, Ms. GARCIA of Texas, Mr. GOLDMAN of New York, Mr. 
VICENTE GONZALEZ of Texas, Mr. GOTTHEIMER, Mr. GREEN of Texas, 
Mr. HUFFMAN, Mr. JACKSON of Illinois, Ms. JACOBS, Mr. JOHNSON of 
Georgia, Ms. JOHNSON of Texas, Ms. KAMLAGER-DOVE, Ms. KAPTUR, 
Mr. KEATING, Ms. KELLY of Illinois, Mr. KENNEDY of New York, Mr. 
KHANNA, Mr. KRISHNAMOORTHI, Mr. LANDSMAN, Mr. LARSEN of Wash-
ington, Mr. LARSON of Connecticut, Mr. LATIMER, Ms. LEE of Pennsyl-
vania, Ms. LEE of Nevada, Mr. LYNCH, Mr. MAGAZINER, Mr. MANNION, 
Ms. MATSUI, Ms. MCBRIDE, Mrs. MCCLAIN DELANEY, Ms. MCCLELLAN, 
Ms. MCCOLLUM, Mr. MCGOVERN, Mr. MEEKS, Ms. MENG, Mr. 
MORELLE, Mr. MOSKOWITZ, Mr. MOULTON, Mr. NADLER, Mr. NEAL, 
Ms. NORTON, Ms. OCASIO-CORTEZ, Mr. OLSZEWSKI, Ms. OMAR, Mr. 
PALLONE, Mr. PANETTA, Mr. PETERS, Ms. PETTERSEN, Ms. PINGREE, 
Mr. POCAN, Ms. PRESSLEY, Mrs. RAMIREZ, Ms. RANDALL, Mr. RASKIN, 
Ms. ROSS, Ms. SALINAS, Ms. SA´NCHEZ, Ms. SCANLON, Ms. SCHA-
KOWSKY, Mr. SCHNEIDER, Ms. SCHOLTEN, Mr. DAVID SCOTT of Georgia, 
Mr. SCOTT of Virginia, Ms. SHERRILL, Ms. SIMON, Mr. SMITH of Wash-
ington, Ms. STANSBURY, Mr. STANTON, Ms. STRICKLAND, Mr. 
SUBRAMANYAM, Mr. SUOZZI, Mr. SWALWELL, Mrs. SYKES, Mr. 
THANEDAR, Ms. TITUS, Ms. TLAIB, Ms. TOKUDA, Mrs. TORRES of Cali-
fornia, Mr. VARGAS, Ms. VELA´ZQUEZ, Ms. WASSERMAN SCHULTZ, Mrs. 
WATSON COLEMAN, Ms. WILSON of Florida, and Mr. TAKANO) submitted 
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•HCON 21 IH 
the following concurrent resolution; which was referred to the Committee 
on Education and Workforce 
CONCURRENT RESOLUTION 
Recognizing the significance of equal pay and the disparity 
between wages paid to men and women. 
Whereas section 6(d) of the Fair Labor Standards Act of 
1938 (29 U.S.C. 206(d)) prohibits discrimination in com-
pensation for equal work on the basis of sex; 
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, more than 6 decades after the passage of the Equal 
Pay Act of 1963 (29 U.S.C. 206 note), Census Bureau 
data show that women working full-time, year-round are 
paid an average of 83 cents for every dollar paid to all 
men, while women overall, including part-time and sea-
sonal workers, are paid just 75 cents for every dollar paid 
to men, and Latinas are paid 58 cents, American Indian 
and Alaska Native women are paid 58 cents, Native Ha-
waiian and Pacific Islander women are paid 65 cents, Af-
rican-American women are paid 66 cents, White, non- 
Hispanic women are paid 80 cents, and Asian-American 
women are paid 94 cents, for every dollar paid to White, 
non-Hispanic men; 
Whereas March 25, 2025, is Equal Pay Day, marking the 
day that symbolizes how long into 2025 women must 
work to make what men were paid in 2024; 
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Whereas April 7, 2025, is observed as Asian American, Na-
tive Hawaiian, and Pacific Islander Women’s Equal Pay 
Day; July 10, 2025, is observed as Black Women’s Equal 
Pay Day; August 28, 2025, is observed as Native Hawai-
ian Pacific Islander Women’s Equal Pay Day; October 8, 
2025, is observed as Latinas’ Equal Pay Day; October 
23, 2025, is observed as Disabled Women’s Equal Pay 
Day; and November 18, 2025, is observed as Native 
Women’s Equal Pay Day; 
Whereas LGBTQI+ women and women with disabilities may 
face further pay disparities; 
Whereas, for the first time in 21 years, the gender wage gap 
grew in 2024; 
Whereas, if current trends continue, Asian women are pro-
jected to close the gender pay gap for all workers, includ-
ing part-time, full-time, and seasonal workers, in 23 
years, White women in 43 years, Black women in 121 
years, and Latinas in 187 years; 
Whereas the disparity in median annual earnings for women 
and men working full-time, year-round is $11,550, which 
can add up to nearly $462,000 over a career; 
Whereas women’s median earnings are less than men’s at 
every level of academic achievement, with women with 
less than a high school diploma being paid 71 percent of 
men’s earnings, and women with a professional degree 
being paid 70 percent of men’s earnings at the same level 
of education; 
Whereas women are often paid less than men with lower lev-
els of education, with women with associate’s degrees 
paid less than men with a high school diploma, women 
with master’s degrees paid less than men with bachelor’s 
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degrees, and women with doctorate degrees paid less than 
men with master’s degrees; 
Whereas, in the United States, mothers working full-time and 
all year typically are paid 74 percent of what fathers are 
paid; 
Whereas the gender wage gap collectively costs women em-
ployed full-time and all year in the United States more 
than $994,000,000 in annual lost wages, so that families 
have less money to spend on goods and services that help 
drive economic growth; 
Whereas, if the annual gender wage gap were eliminated for 
just 1 year, on average, a working woman in the United 
States would have enough money for approximately 13 
months of childcare, more than 10 additional months of 
rent, more than 7 additional months of mortgage and 
utilities payments, almost 3 semesters of tuition and fees 
for a 4-year public university or the full cost of tuition 
and fees for attending a 2-year college, almost 9 addi-
tional months of premiums for employer-based health in-
surance, almost 75 weeks of food, more than 60 percent 
of the maximum annual individual 401(k) contribution, 
or enough money to pay off student loan debt in less 
than 3 years; 
Whereas women hold nearly two-thirds of the Nation’s out-
standing 
student 
loan 
debt, 
totaling 
over 
$929,000,000,000, and are less likely to be able to pay 
off their student loan debt promptly due to wage dispari-
ties; 
Whereas the wage gap impacts women’s ability to save for re-
tirement and women’s total Social Security and pension 
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benefits, and older women are more likely than men to 
live in poverty; 
Whereas sex-based wage differentials reduce family incomes 
and contribute to the higher poverty rates among women 
and their families; 
Whereas a wage gap exists in nearly every occupational field, 
but opening traditionally male-dominated jobs to women 
and reducing occupational segregation by sex increases 
earnings for women; 
Whereas nearly two-thirds of workers paid the minimum 
wage or less are women, and the concentration of women 
in low-wage jobs is a significant contributor to the wage 
gap; 
Whereas the gender wage gap between union women and men 
is about three-quarters the size of the wage gap between 
nonunion women and men, and women union members 
typically are paid $216 more per week than women who 
are not represented by unions; 
Whereas two-thirds of private sector workers report that em-
ployers either prohibit or discourage them from dis-
cussing their pay, which can keep the existence of pay 
discrimination hidden and prevent remedying that dis-
crimination; 
Whereas the lack of family friendly policies, such as access 
to affordable, quality childcare, paid family and medical 
leave, paid sick days, and fair and predictable work 
schedules, forces many caregivers to choose between pro-
viding for their families financially and ensuring their 
loved ones receive quality care, and contributes to the 
wage gap; 
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Whereas at least 1 in 3 women have experienced sexual har-
assment during their careers, and an estimated 87 to 94 
percent of those who experience sexual harassment never 
file a formal complaint; 
Whereas workplace harassment forces many women to leave 
their occupation or industry, or pass up opportunities for 
advancement, and this contributes to the gender wage 
gap; 
Whereas equal pay strengthens the economic security of fami-
lies and enhances retirement savings; 
Whereas when women are paid fairly, families are stronger, 
businesses prosper, and American values and the econ-
omy are strengthened; and 
Whereas numerous national organizations have designated 
Tuesday, March 25, 2025, as ‘‘Equal Pay Day’’ to rep-
resent the additional time that women must work to com-
pensate for the average 17-percent lower wages paid to 
women working full-time, year-round last year: Now, 
therefore, be it 
Resolved by the House of Representatives (the Senate 
concurring), That Congress— 
(1) recognizes the disparity between wages paid 
to women and men and its impact on women, fami-
lies, and the Nation; and 
(2) reaffirms its commitment to supporting 
equal pay and to narrowing the gender wage gap. 
Æ 
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