03/10/2020 - Laserfiche WebLink

Home Browse Search

What Can We Do to Close the Gender Pay Gap: <." Congress should pass the Paycheck Fairness Act, which would update and strengthen the Equal Pay Act of 1963; the Pay Equity for ALL Act, which would prohibit employers from using salary history to set pay; and the Fair Pay Act, which would require employers to provide equal pay for jobs of equivalent value to help reduce the impact of occupational segregation. Congress should pass the Family and Medical Insurance Leave (FAMILY) Act, which would create a national paid family and medical leave insurance program for all workers and the Healthy Families Act, which would guarantee paid sick leave. Congress and institutions should also find ways to invest in affordable child care. Policymakers should also protect and expand Pell grants for low-income students, champion tuition- and debt -free options for students, support income -driven repayment options and allow for expanded public interest Loan forgiveness programs. The U.S. Equal Employment Opportunity Commission (EEOC) has indicated it will stop collecting pay data from employers. Implemented by the Obama Administration, the pay data collection identifies trends in pay disparities based on sex, race and ethnicity. The EEOC should not roll back this program; it must properly collect and sufficiently analyze data on pay disparities. More states need new and stronger pay equity laws and enforcement. As of October 2019, 42 states considered bills to help narrow the gender pay gap; 11 states passed laws. In 2018, 40 states and Washington, D.C. considered pay equity Legislation, and six states enacted new laws. Employers should conduct regular pay audits, post salary ranges for jobs, eliminate the use of salary history to set wages and prohibit retaliation against employees for discussing, disclosing, or inquiring about their wages. Individuals can help to negotiate their own financial futures by taking an AAUW Work Smart salary negotiation course in-person or online.