On Equal Pay Day, Step Up or Step Out of the Way

According to the last study by the National Center for Educational Statistics:

• Female high school graduates are more likely than male graduates to have taken geometry, algebra II, pre-calculus, biology, and chemistry.


• Females are more likely than their male classmates to participate in music or performing arts, belong to academic clubs, work on the school yearbook or newspaper, or participate in student government.

Last month, The White House's Women in America Report noted that those trends continue in college:

• Greater percentages of females attend college.


• Females are more likely to attend and graduate from college without dropping out.


• Females are more likely to earn a graduate school degree.

And the 2010 "Women in the Labor Force: A Databook," compiled by the U.S. Bureau of Labor Statistics reflects similar developments in the workforce:

• Women account for 51 percent of all people employed in management, professional, and related occupations, somewhat more than their share of total employment (47 percent).


• The increase in female managers coming to the table with undergraduate and graduate degrees is greater than the increases in male managers.

So, are you ready for reality?

• Women earn 77 percent of what men earn.


• Equal Pay Day, which signifies the point into the year that a woman must work to earn what a man made, falls on Tuesday, April 12 this year.

Wait, what? That's right; and it's not what you were expecting, is it?

Truth be told, we should expect more for our working women, and they get more. Nearly 50 years ago, when the Equal Pay Act of 1963 brought pay parity for women to the national forefront, critics argued that women simply did not have the same educational background as men, and therefore did not merit the same wages. Well, instead of coming a long way, baby, it seems we have come full circle.

Today's critics of equal pay argue that men as a group earn higher wages in part because men dominate blue collar jobs, which are more likely to require payments for overtime work. In contrast, women comprise more of the salaried white collar management workforce that is often exempted from overtime laws.

We were told that we didn't have enough education to merit equal pay then, and now our educational achievements are the cause of the disparity. Corporate America wants it both ways. Last December, the Paycheck Fairness Act, which would have toughened legal action against discriminating employers, narrowly failed to pass Congress. With few exceptions, business opposed it, citing that new legislation is unnecessary, redundant, and would simply lead to unfair lawsuits against employers. In a June 21, 2010 letter to U.S. Office of Management and Budget Director Peter Orszag, the Business Roundtable wrote, "The Paycheck Fairness Act ... would open companies to potentially crippling employment litigation without adding significant benefit to workers, since current law already addresses the discrimination issue."

Then why, nearly 50 years later, has the wage gap only improved by only half a cent per year? In 1963, according to the National Committee on Pay Equity, "women working full-time and year-round earned on average 59 cents for every dollar earned by men. A woman now earns 77 cents for every man's dollar." At that rate, it will take nearly another half-century for women to earn a fair wage.

In that same time frame, women have made tremendous strides and are more likely than males to enter the workforce with degrees from high school, college, and graduate school. It makes good financial sense for businesses to invest in attracting and retaining the best talent by offering equal and fair compensation and benefits.

It's time for America's business community to step up with fair pay, or step out of the way of legislation like the just re-introduced Paycheck Fairness Act that will help ensure pay equity. I urge you, on Equal Pay Day this year, to review your compensation packages and address the inequality. We can help.

BPW Foundation encourages employers to recognize and reward the skills and contributions of working women. The Employer Pay Equity Self-Audit was developed to assist employers in analyzing their own wage-setting policies and establishing consistent and fair pay practices for all. It can be found on the BPW Foundation website:

It's the right thing to do for your employees. It's the smart thing to do for your business.

Don't let another year go by for working women -- and their families -- who are doing more for less. We held up our end of the bargain and came to the workforce better prepared and more skilled. Now it's your turn: make sure you offer equal pay for equal work.

 

Follow Deborah Frett on Twitter: www.twitter.com/BPW_CEO

Comments

[MaleMatters]

07:57 PM on 04/11/2011

Despite the 40-year-old demand for women's equal wages, millions of wives still choose to earn no wages at all. In fact, according to Dr. Scott Haltzman, author of The Secrets of Happily Married Women, stay-at-home wives, including those who are childless, constitute a growing niche. "In the past few years,” he says in a CNN August 2008 report, “many women who are well educated and trained for career tracks have decided instead to stay at home.” (“Census Bureau data show that 5.6 million mothers stayed home with their children in 2005, about 1.2 million more than did so a decade earlier....”)

How can these stay-at-home wives afford to receive no paycheck while often living in luxury? Because they are supported by their husbands."

If millions of wives are able to have no wages, millions of others are able to work for low wages, to refuse overtime and promotions, to take more unpaid days off, to avoid discomforting wage-negotiating — all the while lowering women's average pay — all because they are supported by a husband who must earn more than if he'd remained single—which is how MEN help create the wage gap.

"The Ledbetter Act Analyzed" http://www.battlinbog.blog-city.com/a_male_matters_response_to_the_ledbetter_fair_pay_act.htm