Payscale's most recent studies on the gender pay gap give us a look at the numbers for 2021. The first of these studies found that for every dollar earned by men, women make only 82 cents. Since this particular study considers the median salary of all men and all women, this statistic points to a structural issue referred to as the "Opportunity Pay Gap." By not controlling for job position and other factors, this statistic highlights the structural issues that bar women from higher-paying jobs and careers.
Another study, controlled for job title and qualifications, found that women make 98 cents for every dollar a man with a similar job and qualification requirements makes. While this figure is closer to parity than the Opportunity Pay Gap study, it still indicates inequality in pay by gender. There are a few factors that may be at work here, including implicit bias against women in the workplace. At the same time, socialization of the genders may also play a part in this disparity.
Below we provide tips to ensure that you are being paid fairly, without gender bias coming into play, and laws to reference along the way. If you feel that legal action is necessary to ensure your right to equal pay, contact our attorneys to learn more.
The first step to ensuring that you are being paid fairly involves understanding the barriers to pay equity and then learning how to combat them. Understanding the gender pay gap is a solid starting point, but using this disparity as motivation to advocate for yourself is the next step. Studies find that two-thirds of women do not negotiate pay, while half of all men do, indicating that socialization by gender may also play a part in the gender pay gap. Advocating yourself is one proactive way to combat this on the individual level. Below are some tips to help you make sure you are being paid equitably.
Research the job market by industry
Look into the range and median earnings for the particular position and field you are in to determine where you currently fall and whether this rate is reasonable. Bring this information with you as leverage when you negotiate your salary and benefits package with an employer.
Research the company
Look into the company's reputation for gender equality, base salaries, and opportunities for advancement. If you don't like what you find, it might be best to move on.
Negotiate for more
Remember that it is okay to negotiate your salary. Typically, companies who offer you a position want you on their team and will not want to restart the hiring process again. It is unlikely that they will rescind your offer simply because you asked for a higher salary.
Look into salary history legalities
Do you live in a state that prohibits employers from inquiring about your current or previous earnings? If so, use this to your advantage when negotiating.
Talk to the hiring manager
Usually, the hiring manager is ready and eager to bring on new hires. You may find it beneficial to reach out to this individual and ask them to be an advocate for you.
The Equal Pay Act of 1963 is the major piece of legislation designed to promote equal pay for equal work. The law holds that similar, but not necessarily identical, jobs at the same place of work should be compensated similarly. This law applies not only to salary pay but other types of pay benefits as well. Additionally, employers cannot lower the pay of one individual to account for a pay disparity between workers.
If you suspect that your sex or gender identity is playing a role in your compensation, contact the law offices of Remer, Georges-Pierre & Hoogerwoerd, PLLC. We can discuss your case in a free initial consultation at 305-416-5000 before deciding what legal option is right for you.
Call us: 305-416-5000 or go to rgpattorneys.com