For the last three years, my local NOW chapter—Ni-Ta-Nee NOW—has organized community education events surrounding Equal Pay Day and paycheck fairness. We have focused on this issue because of the continuing inequity in women’s wages as compared to the male coworkers.
A frequent question we have is, “What’s Equal Pay Day and why should I care?” To help answer that question, we have done op-eds and interviews with the local press (See here and here). We also create a flyer that we update each year. As President of Pennsylvania NOW, I wrote another blog on this issue in 2011. And last year, I commented on Equal Pay Day 2013 as well as the need for fairness in pay.
Like last year, my local NOW chapter will once again be distributing Equal Pay Day flyers in front of the gates of The Pennsylvania State University over the dinner hour.
Why today? Because Equal Pay Day moves from year to year. For 2014, that day is April 8.
The following is a web-based version of this flyer updated from 2013 to reflect today’s stats and information. The hard-copy version focuses on Pennsylvania. I have kept that information here and added additional commentary and links for information and contacts in other states.
TUESDAY APRIL 8, 2014 is EQUAL PAY DAY
IT’S THE DAY ON WHICH WOMEN’S WAGES CATCH UP WITH MEN’S WAGES FROM THE PREVIOUS YEAR.
The wage gap is the ratio of women’s to men’s median annual earnings for full-time, full-year workers. Based on these earnings, women across the US earned just 77% of what men earned (AAUW, 2014).
Equal Pay Day symbolizes how far into the year a woman must work, on average, to earn as much as a man earned the previous year. In 2014, it took 1 day LESS than in 2013, 9 days LESS than in 2012, and 2 day MORE than in 2011 for a woman to earn as much as a man earned in the entire year. At the current rate of progress, the Institute for Women’s Policy Research estimates that it will be 2057 before women’s wages reach parity and Equal Pay Day will finally be on December 31 rather than somewhere in April of the following year!
THE WAGE GAP
Nationally, Asian American women have the smallest wage gap, earning 87 percent of what the average white man earned in 2012. White women are next, earning approximately 78 percent of white men’s average income. Hawaiian and Asian Pacific women (65 percent), African-American women (64 percent), Native American and Alaskan Native women (60 percent), and Hispanic women (53 percent) have the largest wage gaps as compared to white men (AAUW, 2014). A typical woman earns $431,000 less in pay over 40 years due to this wage gap. (Center for American Progress, 2012)
THE WAGE GAP IN PENNSYLVANIA
The wage gap is even worse, in Pennsylvania. When ranked among the other 50 states plus the District of Columbia, Pennsylvania’s wage gap placed the state at 40out of 51 states. The median annual income for a woman working full-time, year round in Pennsylvania in 2012 was $37,414, compared to men’s $49,330 or 76% of what a man earns. This is a wage gap of 24%.
Of the 50 largest metropolitan areas in the nation, only Seattle ranks worse than Pittsburgh (with a gap of 27%); Philadelphia fairs better than the state with a gap of just 20%. A typical woman in PA earns $459,000 less in pay over 40 years due to this wage gap. This gap rises to $722,000 for women who have earned college degrees (Center for American Progress, 2010)
WHAT CAN I DO??
If You are an Employer
If you are an employer, you can get help in examining pay practices by conducting an equal pay self-audit using the guidelines from the US Department of Labor (available at www.pay-equity.org/cando-audit.html).
If You Believe You Are Experiencing Wage-Based Discrimination
Tell your employer if you are being paid less than your male co-workers. Click here for some tips on negotiating for pay equity.
If there’s a union at your place of work, ask for their help.
If discrimination persists: There are three places to file complaints – at the federal level, at the state level, and at the local level.
At the Federal Level
You can file under federal law with the Equal Employment Opportunity Commission (EEOC). Go to this link and follow the instructions.
At the State Level
You can find your state’s anti-discrimination agency website and contact information in a pdf file created by Legal Momentum starting on page 28. Most of the agencies have a website address that you can copy and paste into your browser. All of the agencies have a phone number that you can call for assistance.
If you live in Pennsylvania, you can file a complaint with the PA Human Relations Commission in Harrisburg. Contact information is available by region. Just go to their website and look for your county’s name. The phone number and address for your regional office is listed directly above the names of the counties served by each office.
You should also check to see if your local county, city, or community has an ordinance providing similar protections for wage-based discrimination. You can also file under federal law with the Equal Employment Opportunity Commission (EEOC).
At the Local Level
There are a few communities throughout the country that have created local ordinances that include the state-based anti-discrimination protections and have also expanded coverage to other areas (such as protections based on sexual orientation, family status, and/or family responsibilities across the life-span). If so, you can more conveniently file a wage-based complaint at the local level. Check with your state’s anti-discrimination agency to see if there is a local ordinance in your community.
In Pennsylvania, there are about 30 communities with such an ordinance. Your regional office of the Pennsylvania Human Relations Commission can give you this information, along with whom to contact. Check with your state’s anti-discrimination office if you live in another state to determine if your state allows such local ordinances and if such an ordinance exists in your community.
As I just stated, there are about 30 communities in Pennsylvania that have such a local ordinance. One of the most progressive and expansive ordinances is in State College, PA, home of the main campus of The Pennsylvania State University. Their ordinance covers wage-based discrimination based on sex as well as color (race), religion, ancestry, national origin, sexual orientation, gender identity or expression, familial status, marital status, age, mental or physical disability, use of guide or support animals and/or mechanical aids. Four of these categories – sexual orientation, gender identity or expression, familial status and family responsibilities across the lifespan, and marital status—are not covered under state law. State College is the only locality in Pennsylvania (and one of only a handful nationwide) that protects you in employment if you have family responsibilities for adult members of your family whether or not they live in the home with you. If you work within the State College, PA borough, you can file a complaint with the State College Borough under their Employment Anti-Discrimination Ordinance at 814.234.7110814.234.7110 (Side note: I was one of the people instrumental in crafting this ordinance).
If You Want to Support and Advocate for Pay Equity
Both the federal and many state legislatures—including New York and Pennsylvania—are attempting to address the issue of pay equity. I previously summarized what happened in New York with its Women’s Equality Act. The following summarizes the current status of the bills currently moving through Congress and the Pennsylvania General Assembly.
The Federal Paycheck Fairness Act
Ask your Congressional representatives to co-sponsor the Paycheck Fairness Act – HR 377 in the US House of Representatives and both S 84 and S 2199 in the US Senate). The Paycheck Fairness Act updates and strengthens the Equal Pay Act of 1963. It gives women the tools they need to challenge the wage gap itself. HR 377 was introduced in January 2013 and currently has 207 cosponsors; S 84 was introduced in 2013 and has 55 cosponsors; and S 2199 was introduced on 5 days ago and cosponsors are being sought by Senator Barbara Mikulski.
These bills have several different but related requirements. These include:
- limiting wage differentials to bona fide work-related factors such as education, training, or experience;
- prohibiting employer retaliation against employees who discuss their wages with each other or who supports and cooperates with a wage discrimination investigation;
- authorizing the US Secretary of Labor to provide wage negotiation training grants for women and girls;
- requiring employer-level data collection wages broken down by sex, race, and national origin; and
- directing the Secretary of Labor and the Equal Employment Opportunity Commission to provide technical assistance to small businesses so that they can comply with this paycheck fairness law.
You can find out where your representatives stand on the Paycheck Fairness Act by going to http://thomas.loc.gov/home/thomas.php. In the search box in the middle of the page, type in “Paycheck Fairness Act” and click search. On the next page, three bills will show up—SR 84, S 2199, and HR 377. If you then click on “cosponsors” for each bill, you can determine if your representatives are publicly supporting the bill or not. If they are a sponsor, thank them and then ask them to call for a hearing on vote on the bill. If they are not, ask them to sign on.
Pennsylvania’s Workplace Opportunity Act
This bill is a smaller version of the federal Paycheck Fairness Act. Current Pennsylvania law prohibits sex-based wage discrimination between men and women but it suffers from several deficiencies that continue to allow for sex-based wage discrimination. There are two bills in the Pennsylvania General Assembly – HB 1890 and SB 1212. This two bills help to close these loopholes in current state law. Like the federal bill, the Workplace Opportunity Act requires equal pay for equal work. Employers would have to show that that the wage differential is legal if and only if they can demonstrate that the wage differences:
- Are not based upon or derived from a sex-based difference in compensation;
- Are job-related with respect to the position in question, and
- Are consistent with business necessity.
And again like the Federal bills, retaliation against employees who discuss their wages with each other or who support and cooperate with a wage discrimination investigation would be prohibited
HB 1890 has 54 cosponsors. It was introduced on January 2, 2014 and sent to the House Labor and Industry Committee. Yesterday the prime sponsors of the House bill – Representatives Erin Molchany and Brian Sims—along with Representative Frankel and several of their colleagues held a press conference on this bill. Here’s three short videos from that media event.
During that conference (but not stated in these videos), they announced that they have introduced a Resolution Petition to Discharge Committee from Further Consideration of this Bill. This is being done because the ranking committee chair is refusing to hold hearings or hold a vote on this bill. Such a resolution is relatively rare, but is used when legislators believe that there is support for the bill by the members of the legislature despite a committee chair’s refusal to consider the bill.
SB 1212 has 18 cosponsors. It was introduces on February 4, 2014. It is currently sitting in the Senate Labor and Industry. Like the HB 1890, it has had no movement in committee. But like most bills, it has not had a “Resolution to Discharge” petition as of today.
If you live in Pennsylvania, you can contact your PA representative and senator regarding pay equity. So, please take time to contact your legislator. Here’s where to find your legislator’s contact info. And then tell them to bring both of these bills to the floor for a vote.
Finally…For More Information
Visit http://www.pay-equity.org – the website created by the National Committee on Pay Equity (NCPE). NCPE is a coalition of “women’s and civil rights organizations; labor unions; religious, professional, legal, and educational associations, commissions on women, state and local pay equity coalitions and individuals.” They are dedicated to ending wage-based discrimination and achieving pay equity.