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90 percent until around the age of 35, at which point median earnings for women start to grow much more slowly than median earnings for men. From age 35 through retirement, women are typically paid 76-81 percent of what men are paid, depending on age. By the time workers reach 55-64 years old, women are paid only 76 percent of what their male peers are paid (Figure 5). Disability Disability status is a challenging population demographic to capture because it covers many definitions. In the current ACS questionnaire, disability is measured by answering questions related to six disability types: hearing, vision, cognitive, ambulatory, self-care, and independent living (U.S. Census Bureau, 2014b). According to the ACS, in 2015, people with disabilities made just 68 percent of what people without disabilities made. And among FIGURE 5 Median Weekly Earnings, by Gender and Age, 2014 $1,200 $1,000 $800 $600 $400 $200 So 16-19 20-24 25-34 years years years 35-44 45-54 years years 55-64 65 years years and older • Women • Men XX% Women's earnings as a percentage of men's earnings Note Based on median usual weekly earnings of full-time wage and salary workers, 2014 annual averages Source: U.S. Census Bureau, Current Population Survey, reported in U S. Department of Labor, U S Bureau of Labor Statistics, Highlights of Women's Earnings in 2014, Table 1 12 -2--/" How Can I Make a Difference? The gender pay gap is unlikely to go away on its own, but there are many things that we can do in our workplaces and in our communities to make a difference. Here are some steps that individuals, employers, and govern- ments can take to ensure fair pay. Individuals Many personal decisions have profound implications for economic secu- rity. Pursuing a college education has long been viewed as an important step toward ensuring a middle-class lifestyle, and higher degrees are usually associated with higher pay. But choice of college major can profoundly affect future earnings (Carnevale et at, 2011). In addition, the kinds of jobs pursued early in a career set the stage for an entire career of earnings. Since benefits and subsequent raises are generally based on initial wages, a lower starting salary could mean a lifetime of lower compensation and smaller retirement benefits. Because most employers have some latitude when it comes to salaries, negotiating can pay off. While women can't negotiate around discrimina- tion, knowing what your skills are worth and learning techniques to pro- mote them can help. Traditionally, it has been socially expected (and there- fore accepted) for men to negotiate for raises because negotiating conforms with the stereotype of men as assertive. But negotiation is especially tricky for women because some behaviors that work for men, like self -promotion and assertiveness, may backfire on women (Carter & Silva, 2011; Bowles & Babcock, 2013). Knowing what your skills are worth, making clear what you bring to the table, emphasizing common goals, and maintaining a positive attitude are some negotiation tactics that have been shown to be effective for women (Babcock & Laschever, 2008). AAUW offers Start Smart and Work Smart salary negotiation workshops to teach women how to negotiate with confidence. Beyond their personal lives, individuals can also take steps to influence employers and governments. There are more ways to make your voice heard than ever before—letters to your legislators and local papers, blogs, 1 21