Equal Pay for Equal Work
Equal Pay Day Events
April 4, 2017, was Equal Pay Day, and Catalyst hosted an (Un)Happy Hour on Twitter, asking four key questions:
1. Why should we care about the gender wage gap?
2. Why is the gender wage gap even worse for women of color?
3. What actions can employers/businesses take to help close the gender wage gap?
4. Are there any strategies that individuals can take to ensure equal pay?
The answers prompted a lively discussion, but April 4 shouldn't be the only day to pay attention to the pay gap.
On April 12, Catalyst will hold a webinar about tools and best practices available to help your organization redefine leadership and end the pay gap. Register now!
Facts About Equal Pay
At every level of academic achievement, women’s earnings are less than men’s.
Women MBAs are paid, on average, $4,600 less in their first job than men MBAs.
Would you like to have $11,000 extra each year? That’s how much less US women are paid than men because of the wage gap.
Catalyst Quick Take: Women’s Earnings and Income
Ending the pay gap starts with taking action!
Catalyst has helpful information and handy tools on mentoring, sponsorship, hot jobs and maximizing potential to help your organization take steps to advance women to leadership positions and, potentially, end the pay gap. Organizations can take the following steps to closing the wage gap:
Conduct internal pay equity studies/analyses to make sure you don’t have a gender wage gap. Check out what Catalyst Award winners Gap Inc. and Telstra Corporation Limited did to bring about wage equity.
Implement a “no negotiations” policy. Studies indicate when women negotiate for higher salaries, people react more negatively than they would towards a man asking for more money.
Support pay transparency. Publish salaries or salary bands, along with explanations and discussions to ensure clear and open lines of communications.
Evaluate recruitment, promotion, and talent development systems for gender bias.