Pay inequality in the workplace: what do the statistics suggest?

Most women would likely attest that they work at least as hard as men do to achieve their occupational position. And despite the hours of study, financial loans and sacrifice that you dedicated to your profession, you still might not receive equal pay for performing the same work duties as a man in your role.

Some men disagree that pay inequality affects women in the workforce. Yet, women must continue fighting for the right to receive equal pay for their performance and contributions to their places of employment. If you do not think women earn lower salaries than men in similar positions, look at what the statistics suggest.

How the gender pay gap varies by race/ethnicity

For a variety of reasons, certain career paths remain male-dominated. And some employers hold onto traditional misconceptions related to women’s inability to focus on a career, potentially in addition to raising children.

No matter the reason the gender pay gap remains, it varies based on a woman’s race/ethnicity. Compared to men’s pay, women receive disproportionate compensation as follows:

  • Asian 85%
  • White (non-Hispanic) 77%
  • Native Hawaiian/Pacific Islander 62%
  • Black/African American 61%
  • American Indian/Alaska Native 58%
  • Hispanic/Latina 53%

Employers can retain the right to justify pay differentials due to seniority, production, work quality or a merit system. But if you feel you receive less pay for doing the same work as one of your male counterparts, you may be able to hold your employer accountable for violating state and federal employment laws.

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