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Beautiful People,
Fifty three years ago, on June 9th 1963, Equal Pay Act enacted adjusting the Fair Labor Standards Act, aimed at stopping wage disparity based on gender.
Not many people know that back in 1942, Congresswoman Winifred C. Stanley who served one term in Congress and was an advocate for equal rights for women introduced H.R. 5056, barring discrimination in pay on account of gender, which did not pass at the time. However, JFK as part of his New Frontier Program applied that principle, and signed the Equal Pay Act law.
According to the Bureau of Labor Statistics, women’s salaries have risen dramatically since the EPA’s ratification, from 62% of men’s earnings in 1979 to 80% in 2004.
Yet the road for parity is still long. In 2015, female full-time workers made only 79 cents for every dollar earned by men, a gender wage gap of 21 percent.
The American Association of University Women (AAUW) is the nation’s leading voice promoting equity and education for women and girls. On the website you can read the truth about the Gender Pay Gap, and check how much the gap truly is in your state. At the top of the list is District of Colombia with earnings ratio of 90%, at the bottom is Louisiana with earnings ratio of 65%, like no time has passed.
The AAUW mentioned that the pay gap has barely budged in a decade. At the current rate, the gap won’t close for more than 100 years.
The pay gap affects women from all backgrounds, at all ages, and of all levels of educational achievement, but it is even worse to women of color.
Lastly, the gender pay gap is worse for mothers, and it only grows with age.
It is important to tackle the gender pay gap issue but education isn't enough. Companies should perform internal audits to ensure their employees are being compensated according to their positions, accomplishments and contribution and not according to their gander.
Women in HR and other executive positions should help and advocate for other women when it comes to salary, benefits, and promotions. Women should also advocate for themselves when it is possible.
Even a small change is a step forward. So ask for a raise if you feel you’ve earned one, and know that if you received it, even if it wasn’t a big raise, it was a start. Keep believing in yourself and know that you are worthy, and if you got what you had asked for once, you will do even better in the future.
WE ARE EQUAL, WE ARE TALENTED. WE CAN GET WHATEVER WE WANT!
XO,
Sharon
Fifty three years ago, on June 9th 1963, Equal Pay Act enacted adjusting the Fair Labor Standards Act, aimed at stopping wage disparity based on gender.
Not many people know that back in 1942, Congresswoman Winifred C. Stanley who served one term in Congress and was an advocate for equal rights for women introduced H.R. 5056, barring discrimination in pay on account of gender, which did not pass at the time. However, JFK as part of his New Frontier Program applied that principle, and signed the Equal Pay Act law.
According to the Bureau of Labor Statistics, women’s salaries have risen dramatically since the EPA’s ratification, from 62% of men’s earnings in 1979 to 80% in 2004.
Yet the road for parity is still long. In 2015, female full-time workers made only 79 cents for every dollar earned by men, a gender wage gap of 21 percent.
The American Association of University Women (AAUW) is the nation’s leading voice promoting equity and education for women and girls. On the website you can read the truth about the Gender Pay Gap, and check how much the gap truly is in your state. At the top of the list is District of Colombia with earnings ratio of 90%, at the bottom is Louisiana with earnings ratio of 65%, like no time has passed.
The AAUW mentioned that the pay gap has barely budged in a decade. At the current rate, the gap won’t close for more than 100 years.
The pay gap affects women from all backgrounds, at all ages, and of all levels of educational achievement, but it is even worse to women of color.
Lastly, the gender pay gap is worse for mothers, and it only grows with age.
It is important to tackle the gender pay gap issue but education isn't enough. Companies should perform internal audits to ensure their employees are being compensated according to their positions, accomplishments and contribution and not according to their gander.
Women in HR and other executive positions should help and advocate for other women when it comes to salary, benefits, and promotions. Women should also advocate for themselves when it is possible.
Even a small change is a step forward. So ask for a raise if you feel you’ve earned one, and know that if you received it, even if it wasn’t a big raise, it was a start. Keep believing in yourself and know that you are worthy, and if you got what you had asked for once, you will do even better in the future.
WE ARE EQUAL, WE ARE TALENTED. WE CAN GET WHATEVER WE WANT!
XO,
Sharon
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