Pay equity is essential in the workforce. For many years, the reality has been that women have often not been paid the same as their male counterparts for performing the same jobs. With pay equity, gender equality comes to the forefront, and there is a better opportunity for career advancement by either gender.
The pay equity gap data varies by study and industry, but it is believed that women earn around 79.6 cents for every dollar than men earn, according to the National Committee on Pay Equity.
Is it possible to close the pay equity gap, and if so, how?
It is possible to close the pay equity gap, but only with the right laws and regulations as well as the involvement of business owners. Workers also have to advocate for the pay they deserve.
Right now, the focus is on paying the same rate for equal work. For example, if you have two officer clerks doing the same job but one is male and the other female, they should both be paid the same. Other factors, like schooling and education, tenure and performance may play a role later on in a job, but upon hiring, the same rate should be applied.
Women are disproportionately affected by the pay gap
Unfortunately, women are disproportionately affected by the pay gap. That’s why it’s so important to correct those gaps where they’re found. Improving pay equity creates a larger labor pool for companies and makes for a better workplace. In fact, 78% of employees admitted that working somewhere where all employees are treated equally is something that is important to them.
What should you do if you are not receiving equal pay as a woman?
If you are not being paid fairly for the role you are in, then it’s possible to seek support and to fight for equal pay. The Equal Pay Act from 1963 mandates that women receive pay equal to the pay men receive for the same work. That work needs to require equal effort, skill and responsibility. They also need to take place under the same conditions. Proving those factors, you may have a claim if you are being underpaid.