A Call for Equal Pay in the Workplace
By: Tisa Batey
Tags: Gender Pay Gap, Equal Pay, HR, Gender Equality, Hr Talent Management

Over the past fifty years, it has become very apparent that there is certainly a disparity in the pay between men and women, both in the US and abroad. In addition, the bulk of the disparity exists in not all women, but primarily those of color. It is present across the board in all positions, at all ages and even widens the older women become.

Equal Pay for Equal Work

On average, women earn roughly 81 to 83 percent of what men do. Some studies show the percentage being slightly higher. Collectively, women lose out on about $500 billion a year if you estimate the gender pay gap in dollars instead of percentages. And although there have been significant improvements in narrowing the gap, there is still quite a ways to go prior to becoming comfortable or complacent.

We’ve learned a few things about why this gender pay gap exists. Most research attributes this variance in pay to the fact that Black and Latino women are more likely to work in low-wage jobs, and as such, earn 55–65 percent of what their male counterparts do. Compare this to white women who are at 79% percentage of male salaries, and Asian women, who are actually the highest earners at 90% of their male counterparts.

Research also suggests that the gender pay gap exists because of systematic racism, sexism, discrimination and blatant disregard for women of color. Clearly, the statistics prove that women of color are at the bottom of the totem pole in pay. There have been no other credible explanations or findings discovered through research other than color and gender. (National Partnership for Women and Families 2020)

Both men and women working in fields such as the food industry, writers, counselors, pharmacists and social workers experience the smallest pay gap, as women make about 98% of what their male counterparts earn. On the contrary, those in the financial services industry experience the largest or widest pay gap, while women only earn roughly 64% of what their male counterparts make. (AAUW 2020)

Although studies show that women excel over men in most professional leadership roles, have more college and graduate degrees and are the primary or sole breadwinners for most families, they’re still not afforded the opportunity of experiencing equal pay in the workplace. In fact, women who have obtained the same bachelor’s degrees as men, make 26% less than their male counterparts. (Bleiweis 2020)

The very unfortunate reality is that this pay gap does not only exist during the working years, but it remains present during the retirement years as well. If women make less than men, then they pay less into their retirement and social security funds, so this is a continuum, and one that absolutely must be corrected. This correction doesn’t need to happen over a span of time, but rather, it’s something that should be addressed and dealt with swiftly by all HR Managers across the country.

There is no better time than the present to right grievous wrongs regarding gender pay gap. It is beyond the respectable timeframe for HR professionals to begin to collaborate with organizational top executives in determining the necessary steps needed to lessen these pay gaps in the US and abroad. Women have proven their worth and their value in the workplace. They have continuously excelled over men in many different key components needed to successfully master running businesses. Yet…

Just imagine how successful our organizations could really be, were there not the distraction of gender pay gaps. Women are the constant thread which holds together our cultures, families and businesses. When they are valued and made to feel equally important to the success of any organization, they are loyal and they thrive! How much more successful could our companies be if they had the 100% buy-in of their female counterparts? I cannot begin to imagine.

It’s time we realize that equality in pay does not just benefit women…it benefits EVERYONE!