Equal Pay Day 2021

By Mia Lukic

This year Equal Pay Day fell on March 24, 2021. This date represents how far into 2021 the average of all women must work in order to make what a man made in 2020. If this were a race, with the start line being January 1, 2020, the men’s finish line would be December 31, 2020, or 365 days (or meters for the sake of analogy).

The average of all women have to work 83 more days, or 448 days total. An intersectional perspective is essential in all evaluations so let us consider how it impacts Equal Pay Day. Black Women’s Equal Pay Day is August 3, 2021, 216 days longer than men. Latina Women’s Equal Pay Day is October 21, 2021 or 294 days longer than men. Native Women’s Equal Pay Day is September 8, 2021 or 251 days longer than men. Asian and Pacific Islander Women’s Day is March 9, 2021 or 68 days longer than men. The women’s races would be much longer than the men’s as their finish lines are much further away.

Upon first glance, we can see that Asian and Pacific Islander Women’s Day is earlier in the year, coming even before the average of all women. The AAUW stresses the importance of further examining the why. “Asian women’s experiences differ greatly depending on their subgroup. A previous analysis has shown that while women who report Indian or Chinese ethnicity or ancestry earn nearly as much as white men, women who identify as Filipina, Vietnamese and Korean are paid much less and all are subjected to the model minority myth, which erases ethnic subgroups’ diverse experiences as well as racism against Asian Americans as a whole” (AAUW).

The AAUW explores many factors that contribute to the gender pay gap such as the undervaluing of women’s work and discrimination of women for being mothers. They explain that women dominated fields are generally paid less than male dominated fields that require almost the exact same education and experience. Hairdressers make less than barbers and maids less than janitors, even though they are often seemingly synonymous professions. Women are also still disproportionately the caretakers and often take time out of their careers to focus on children and/or independent seniors. Time out of the workforce greatly impacts overall salary. The COVID19 pandemic has only heightened these issues as many schools shut down, eliminating that childcare and forcing women to stay home with children.

https://www.aauw.org/app/uploads/2020/12/SimpleTruth_2.1.pdf

Is Google Underpaying Female Employees?

by Thea Voutiritsas

The US Labor Department accused Google of underpaying their female employees compared to males. Silicon Valley isn’t exactly known for its pay equity compliance. Tech company Oracle, data analytics Company Palantir, and Microsoft have all been sued for pay discrepancy issues.

Google has been releasing their own diversity statistics since 2014, though they don’t necessarily prove that the company is diverse. Last year, 31 percent of their workforce were women, 19 percent of tech workers were women, and only 3 percent were Latina and 2 percent were black.

Google denies the charge that there is a gender pay gap in their company, claiming on Twitter that they have “closed the gender pay gap globally, and also provide equal pay across races in the U.S., according to [Google’s] annual compensation analysis.” In response to US Labor Department’s accusation, Google claimed that their remuneration calculations are gender “blind.” Each year, they suggest an amount for every employee’s new compensation based on role, job level, job location and performance.

By Google Inc. (google.com) [Public domain], via Wikimedia Commons

Though Google’s systematic approach to paying employees seems blind at face value, pay equity is far more complicated than whether the salary negotiators know the employee’s gender. That fact that Google’s analysis shows no pay gap, while the US Labor Department’s showed an extreme gap proves just how difficult it is to measure the pay gap to begin with.

While Google’s efforts seem to be transparent, an important thing to note is whether both studies take into account the amount of women in high-paying positions. Just because there may be no pay discrepancy between a woman and her coworker, doesn’t mean that there isn’t a discrepancy between what it takes for a woman to get promoted versus her male counterpart. If men are moving up the chain of command faster than women, then a pay discrepancy cannot be accurately measured against her counterparts.

At the same time, the numbers of women in STEAM careers is relatively low compared to men, which may account for other aspects of the wage gap measured at Google, and all over Silicon Valley. So, while Google may be paying the women that actually do work there the same wages as their male counterparts, they may not be hiring nearly as many women as they do men. This could be due to unconscious biases, or due to a lack of women in STEAM in general.

It’s highly unlikely that Google, as a company, has explicitly decided to promote men more than women, or to pay men more than women. Rather, this may be a symptom of the more insidious was that gender biases can penetrate the workplace. It is easier to perceive men as qualified leaders and innovators because it is what many people in the US are just used to seeing. Whether employers know that they may carry these biases is another story. What we should realize here is that Google isn’t necessarily the bad guy, but the inequities they may incubate are a symptom of a larger cultural problem of inequality.

Minding the Gap: Women’s Job Growth

by Logan Snook

On the eve of National Equal Pay Day, let’s talk about job growth for women, a significant aspect of closing the gap between genders and creating a more stable future for women in the U.S.

According to the most recent employment summary release from the Bureau of Labor Statistics, released April 1st, states that 215,000 jobs were created in March. Great news! Of the 215,000 jobs created in March, two-thirds went to women. More good news! What is not good news is that 34% of these positions were low-wage, primarily in retail and hospitality and leisure. Men also saw a growth in these fields, with a 55% increase of low-wage jobs.

While 34% does not seem like much, figures from the last year show that the majority of jobs created were low-wage. According to the Pew Research Center, 40% of breadwinners in U.S. families are mothers, and married mothers are either the primary or co-breadwinners in over half of families. When you put in place that many of the jobs going to women are low-wage positions, a huge red flag should go up. The National Women’s Law Center states that women are more than twice as likely as men to work in occupations that typically pay $10.50 per hour or less – some states they are three times as likely. These jobs include retail, food service, and child care. When you add in the fact that women are also paid 15% less than their male coworkers, these statistics become even more disheartening. The stress of putting food on the table, paying for health care, and providing a solid education is a burden many women in this country currently face.

The next problem: with minimum-wage job growth on the incline, pay for these jobs has not seen similar improvements over the past several decades. The current mandated minimum wage is $7.25 an hour. If the value of minimum wage stayed consistent over the last 40 years, the current minimum wage should be $10.90 an hour. That is a difference of $3.65 an hour. Combining the pay from minimum-wage jobs as well as the loss from the pay gap, women are set up for an unstable future for themselves and their families. With the buzz of states proposing to raise the minimum-wage (and those who have already implemented a higher wage), there is some hope for more security for the staggering percentage of women (and minorities) working low-wage jobs.Scala_EqualPayDay

While growth in fields with pay above the minimum wage, such as healthcare and education, are positive signs, there is a lot that still needs to be done with lower paying positions and the minimum-wage. Creating sustainable jobs for women will help ensure that their lives and those of their families can live their day-to-day lives with less financial insecurities, and lead to prosperous futures.

Want to learn more about equal pay and improving the lives of women in the U.S.? Stop by the National Equal Pay Day Information Table hosted by the Women’s Center on Tuesday, April 12th, from 9:00am – 11:00am at the Miller Nichols Learning Center Lobby for trivia, coffee and donuts.

“When women succeed, America succeeds” Equal Pay Day 2016

by Logan Snook

April 12th is Equal Pay Day. What is the importance of this day? And why is it needed?

Equal Pay Day originated in 1996 by the National Committee on Pay Equity. This day was meant to shed light on the gap between men’s and women’s wages. This year in the U.S., Equal Pay Day is being celebrated on April 12th, to signify how far into the year women must work to earn what men earned in the previous year (National Committee on Pay Equity). Not only was the date chosen to symbolize the pay gap, but the physical day of the week which the event falls – Tuesday – also represents how far into the next work week women must work to earn the same as men did in the previous week. On average in the U.S., statistics show white women making between 75-80% of what white men earn, and this figure drops even further for women of color. It is estimated that women will not receive equal pay to men until the year 2059. 2059!

How does this affect us today?on the issues magazine

  • In the U.S., mothers are primary breadwinners in more than 40% of families, and married mothers are the primary or co-breadwinners in more than half of families. (Pew Research Center)
  • In general, women working full-time earn 79¢ for every dollar paid to men. (CBS News)
  • Female surgeons and physicians make 69.1% and female dentists are paid 67.8% compared to men. (CBS News)
  • Waitresses make up 64.3% of people working wait jobs, but they earn 18% less than their male counterparts. (CBS News)

The gender pay gap is not just a problem being addressed in the U.S. On March 8th, International Women’s Day, the gender pay gap was highlighted across the globe, where groups campaigned for world-wide pay equity. Across the world, women are seeing dramatic gaps between their pay compared to their male coworkers

  • In the United Kingdom, women earn £300,000 less than men over a lifetime of working. That comes out to a 24% gap in annual salaries. (The Guardian, 2016)
  • In Germany, women earn 21.6 percent less than men, making them the country with the 3rd largest pay gap in Europe. (DW News, 2016)
  • The estimated gender pay gap in South Africa is, on average, between 15%-17%. (The Conversation, 2015)
  • The gender pay gap in Norway is currently at 6.3% – on of the lowest gaps globally (The Economist), and they employ 65% of its female population.

So…what can you do to help?

  • Start small – in support of National Equal Pay Day on April 12th, wear red to symbolize how women and minorities pay is “in the red.”
  • Join NCPE’s annual Equal Pay Day Campaign by visiting pay-equity.org.
  • Start a WAGE club, where women can gather to discuss strategies to take action to address the wage gap in their workplaces.
  • Contact your House Representative and Senators to tell them how important fair pay is to you! Also, ask them to co-sponsor the current bills in Congress that would help achieve equal pay.

What’s happening on campus on National Equal Pay Day?

  • Scala_EqualPayDayJoin us on April 12th from 9:00 – 11:00 AM in the Miller Nichols Library Lobby to learn about the pay inequalities women face. Trivia and prizes are available!

*This event is co-sponsored by the UMKC Women’s Center, American Association of University Women – Kansas City Branch, UMKC Career Services, and U.S. Department of Labor Women’s Bureau.

Equal Pay Day

Equal-Pay-Day-Message-BoardBy Kacie Otto

Today, the Women’s Center is recognizing Equal Pay Day. Stop by our table in the Miller Nichols Learning Center Lobby from 11:00-1:00 today to learn about the pay inequities that women still face today. Today’s date symbolizes how far into 2015 women work to earn what their male counterparts earned in 2014.

Pay inequity is one of the biggest reasons I’m a feminist. I believe that men and women should earn the same amount of money for the same job done. That’s why I’m proud and excited to be putting on an event like this one today.

ICYMI (In Case You Missed It) for June 19, 2013

By Andrea.

Here are five quick reads that you may have missed in the last week, covering equal pay, sexual assault in the military, and gender equity in Hollywood.

 

  • From Feminsting: Juliana discusses the impact of the pay gap on Latinas. She addresses the key points on income but also how Latinas are often exploited because of the jobs they are forced to take to support their families.

http://feministing.com/2013/06/18/mind-the-gap-latinas-and-unequal-pay/

 

  • From Feministe: Austrailia is no different than the United States in the recent exposure of sexual misconduct and assault in its military force. Lieutanant General David Morrison, Chief of Army, released this video statement regarding his committment to “ridding the army of people who cannot live up to its values.”

http://www.feministe.us/blog/archives/2013/06/17/how-the-australian-army-reacts-to-sexual-misconduct/

 

  • From Moms Rising: Blogger Ruth Martin shares her experience in spreading messages of the need for stronger equal pay legislation with her daughter and the women of Moms Rising.

http://www.momsrising.org/blog/i-dont-wanna-wait-till-im-48-for-fair-pay/

 

  • From the blog at Ms. Magazine: Oregon’s Multnomah County, including the city of Portland, just became one of the first counties to require gender-neutral, single-occupancy restrooms in all future construction projects. County board chair, Jeff Cogen, said, “It’s about walking our talk.”

http://msmagazine.com/blog/2013/06/13/the-first-us-county-to-require-gender-neutral-bathrooms/

 

  • From Women and Hollywood: The Director’s Guild is taking action toward gender equity for their women constituents, but it has been moving at a glacial pace. Women directors are considering legal action, and are talking with the ACLU, among other civil rights organizations.

http://blogs.indiewire.com/womenandhollywood/a-next-step-towards-gender-parity-for-women-directors

ICYMI (In Case You Missed It)

By Ayomide Aruwajoye.

April is a busy month at the Women’s Center. National Equal Pay Day is on the 9th of this month, and all we are observing Sexual Assault Awareness Month with events throughout April. Below is are serveral links to blogs and news items that coincide with our April programs. For more information on Women’s Center and Violence Prevention and Response Project events, visit us online.

Slut walking

Slut walking has made its way to Kansas City, Missouri! A police officer in Canada told a college class that women should “not dress like sluts” if they don’t want to be raped. Women were not just going to let this one go. With signs that read, “my little black dress does not mean yes,” and, “Don’t tell us how to dress, tell them not to RAPE,” they marched through the streets to show women should be able to dress how they want without being accused of wanting to be raped.

To read more click on the link http://www.kshb.com/dpp/news/local_news/slut-walk-advocates-for-sexual-assault-victims

 

As India Struggles To Address Sexual Violence, Female Tourists Stop Visiting

The idea of teaching women “not to get raped” is a global issue. Can you imagine two women being raped every 60 seconds? This might be shocking news to you, but in India it’s just another estimated statistic. You might think that’s the most shocking part, but it’s far from over. Lingerie to ‘help’ women fight sexual offences in India. Crazy right?

To read more about the subject click on the links below

 

President Obama Hosts a Celebration of Women’s History Month at the White House

On March 18, President Obama welcomed a group of accomplished and inspiring women to a reception in the East Room of the White House to celebrate the progress women make in this country each and every day.

To read more click on link http://www.whitehouse.gov/blog/2013/03/18/president-obama-hosts-celebration-womens-history-month-white-house

 

National Equal Pay Day

UMKC Womens Center celebrates National Equal Pay Day!

  • Join us on the Quad for resources and food with the UMKC Women’s Center, UMKC Career Services, American Association of University Women, and the U.S. Department of Labor Women’s Bureau. Learn more about the wage gap and gather resources about salary negotiation.

Click on the link for more info http://info.umkc.edu/womenc/2013/03/28/april-9th-is-national-equal-pay-day/

 

AAUW takes a stand too!

Tuesday, April 9 is Equal Pay Day! AAUW-KC will be partnering with the UMKC Women’s Center  to present activities.

Click on the link for more info http://kansascity-mo.aauw.net/2013/01/11/equal-pay-day-rally-missouri-womens-lobby-day-april-17/

 

Anti-Street Harassment Week 

Meet Us On the Street: International Anti-Street Harassment Week is an opportunity to collectively raise awareness that street harassment happens and that it’s not okay. All over the country people are standing up to say that it’s their neighborhood, their park, their streets too and they want to feel safe.

To get more information about the Meet Us on the Streets Movement and how you can participate click on the link http://www.meetusonthestreet.org/about/

 

Sheryl Sandberg advances gender equality

“I want to ask if you’ve ever said out loud the following sentence…‘I want to be the number one in my field, I want to be the CEO of the company I work in, I want to be president,’” said Sheryl Sandberg. Ms. Sandberg is truly making a difference with her new book, Lean In. Her book is about the absence of leadership roles held by women around the world in fields ranging from business to government and offers solutions to this lack of gender parity. “I want to especially do this for the women, because the blunt truth is that men still run the world,” Sandberg said. “Unequivocally. No questions about it.”

To read more about Ms. Sandberg and her exceptional book click on the link http://www.stanforddaily.com/2013/04/02/sheryl-sandberg-advances-gender-equality/

Join us for National Equal Pay Day!

National-Equal-Pay-Day-(2)Join us on the Quad for National Equal Pay Day. These information tables will raise your awareness to the pay inequities that women still face. This date, April 9, symbolizes how far in 2013 women must work in order to earn the same wages earned by men during 2012. This event is co-sponsored by UMKC Career Services, the American Association of University Women, and the U.S. Department of Labor Women’s Bureau.

Here are some photos from last April’s event.

IMG_5532IMG_5523

IMG_5552   IMG_5527

 

For more information on this and other Women’s Center events, visit us online, like us on Facebook, and follow us on Twitter!

April 9th is National Equal Pay Day

This year’s National Equal Pay Day occurs on April 9th. This date represents how far in 2013 women must work to earn the same wages that men earned in 2012.  Join us on the Quad for resources and food with the UMKC Women’s Center, UMKC Career Services, American Association of University Women, and the U.S. Department of Labor Women’s Bureau. Learn more about the wage gap and gather resources about salary negotiation.

National-Equal-Pay-Day-(2)

In the meantime, take a few minutes to review these online resources to learn more about National Equal Pay Day.

http://www.pay-equity.org/

The official website for the National Committee on Pay Equity.

 

http://www.aauw.org/

The American Association of University Women (AAUW) has been empowering women as individuals and as a community since 1881. For more than 130 years, they have worked together as a national grassroots organization to improve the lives of millions of women and their families.

 

http://www.forbes.com/sites/meghancasserly/2013/02/14/gender-pay-gap-wider-2012-and-its-great-for-women/

From Forbes writer Megan Casserly, a quick read on why the pay gap is widening and how that can actually benefit women. Be sure to check out the slideshow describing what women could afford if they earned equal pay for equal work.

 

http://www.huffingtonpost.com/2013/03/07/gender-wage-gap-2012_n_2830173.html

Jillian Berman of Huffington Post explains how recovery of the national economy held back job growth for women.

 

http://www.aauw.org/article/50-years-after-the-equal-pay-act-parity-eludes-us/

A great article posted on the AAUW website by Beth Pearsall on the origins of Fair Pay legislation dating back to the 1890s.

 

http://www.levoleague.com/news/what-is-lean-in-why-should-i-care

Learn more about Sheryl Sandberg and her Lean In campaign that has been gaining recognition since she premiered her message at a TED Talk in 2010. Sandberg’s new book, Lean In: Women, Work, and the Will to Lead, was released on March 11, 2013.

 

http://www.levoleague.com/office-hours-recaps/media-impact-on-women-in-stem

Read Melissa Stanger’s criticism of stereotyped portrayals of women in STEM fields and her assessment of how the media perpetuates those images.

 

http://www.levoleague.com/career-advice/amanda-palmer-ted-talk-the-art-of-asking

Alix Montes’ reviews Amanda Palmer’s TED talk on “The Art of Asking.”

 

http://www.levoleague.com/career-advice/7-ways-you-are-sabotaging-your-job-interview

Meredith Repore shares tips for a successful job interview.

 

For more information on the Women’s Center and our calendar of events, visit us online, like us on Facebook, and follow us on Twitter.