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FIGURE 2 Median Annual Earnings and Earnings Ratio for Full -Time, Year -Round Workers, by State and Gender, 2015 ❑ National pay gap average The states with no state protections from pay discrimination tend to have the biggest pay gaps. However, states with stronger laws do not necessarily have the smallest gaps. Strong pay equity laws help close the pay gap, but the gap itself is affected by other issues such as occupational segregation and access to paid leave. State laws addressing the pay gap vary considerably. For example, each state's laws apply to different subsets of employees, with some states cov- ering all employees, others affecting only pubhc or only private employees, and still others regulating only employers who have more than a certain number of workers. Currently, two states -Alabama and Mississippi -have no state pay equity or sex -based employment discrimination regulations. All other states have at least some basic equal pay protections. But roughly one-third of states also 1994 1997 2009 2014 The Fair Pay Act, which addresses unequal pay between female -dominated jobs equivalent to male -dominated jobs, was first introduced. The legislation also takes steps to protect employees who discuss their salaries and requires employers to file wage information with the EEOC. As of the 114th Congress, the bill has yet to pass. The Paycheck Fairness Act, an update to the Equal Pay Act, was first introduced. It would close loopholes, strengthen incentives to prevent pay discrimination, and prohibit retaliation against workers who discuss wages. Every year since 1997, the legislation has been reintroduced, even passing the House in 2009 before falling short in the Senate. As of the 114th Congress, the bill has yet to pass. The Lilly Ledbetter Fair Pay Act was enacted to address the unfortunate Supreme Court ruling that sided with Ledbetter's employer in her gender discrimination case, thereby overturning 40 years of precedent in discrimination cases. The law clarifies that pay discrimination can occur when a pay decision is made, when an employee is subject to that decision, or at any time that an employee is injured by it. President Barack Obama signed AAUW-supported executive orders to increase pay protections for women. The provisions collect more wage data and target federal contractors to protect workers from retaliation and labor law violations. 2-3/ 25 Male Female Earnings Ratio 1 New York $52,124 $46,208 89% 2 Delaware $51,037 $45,192 89% 3 Florida $41,105 $35,604 87% 4 District of Columbia $72,230 $62,191 86% 5 North Carolina $42,039 $36,113 86% 6 Rhode Island $51,368 $44,050 86% 7 California $50,562 $43,335 86% 8 New Mexico $41,440 $35,070 85% 9 Hawaii $48,074 $40,434 84% 10 Vermont $47,960 $40,173 84% 11 Nevada $43,681 $36,565 84% 12 Maryland $60,591 $50,635 84% 13 Arizona $44,421 $37,084 83% 14 Massachusetts $61,761 $51,343 83% 15 Connecticut S61,666 $50,802 82% 16 Kentucky $43,037 $35,294 82% 17 New Jersey $61,462 $50,373 82% 18 Minnesota $51,979 $42,137 81% 19 Tennessee $42,525 $34,427 81% 20 South Carolina $42,238 $34,182 81% 21 Oregon $48,001 $38,774 81% 22 Colorado $51,628 $41,690 81% 23 Georgia $45,396 $36,650 81% United States $51,212 $40,742 80% 24 Illinois $52,161 $41,327 79% 25 Washington S56,215 $44,422 79% 26 Texas $46,791 $36,934 79% ❑ National pay gap average The states with no state protections from pay discrimination tend to have the biggest pay gaps. However, states with stronger laws do not necessarily have the smallest gaps. Strong pay equity laws help close the pay gap, but the gap itself is affected by other issues such as occupational segregation and access to paid leave. State laws addressing the pay gap vary considerably. For example, each state's laws apply to different subsets of employees, with some states cov- ering all employees, others affecting only pubhc or only private employees, and still others regulating only employers who have more than a certain number of workers. Currently, two states -Alabama and Mississippi -have no state pay equity or sex -based employment discrimination regulations. All other states have at least some basic equal pay protections. But roughly one-third of states also 1994 1997 2009 2014 The Fair Pay Act, which addresses unequal pay between female -dominated jobs equivalent to male -dominated jobs, was first introduced. The legislation also takes steps to protect employees who discuss their salaries and requires employers to file wage information with the EEOC. As of the 114th Congress, the bill has yet to pass. The Paycheck Fairness Act, an update to the Equal Pay Act, was first introduced. It would close loopholes, strengthen incentives to prevent pay discrimination, and prohibit retaliation against workers who discuss wages. Every year since 1997, the legislation has been reintroduced, even passing the House in 2009 before falling short in the Senate. As of the 114th Congress, the bill has yet to pass. The Lilly Ledbetter Fair Pay Act was enacted to address the unfortunate Supreme Court ruling that sided with Ledbetter's employer in her gender discrimination case, thereby overturning 40 years of precedent in discrimination cases. The law clarifies that pay discrimination can occur when a pay decision is made, when an employee is subject to that decision, or at any time that an employee is injured by it. President Barack Obama signed AAUW-supported executive orders to increase pay protections for women. The provisions collect more wage data and target federal contractors to protect workers from retaliation and labor law violations. 2-3/ 25