Equal Pay Day has come and gone but how is your organization supporting pay equity year round?
March 12th, 2024 was Equal Pay Day in the United States. Equal Pay Day represents the number of days women have to work into the current year just to make the same amount of money men made in the prior one. This year, women have to work approximately 14.5 months to equal the contributions of an average man’s median wages.
Still in 2024, a woman in the U.S. is paid 84 cents on the dollar compared to their male counterparts. Even more alarming is that Equal Pay Day is further out for women of color and women with other intersectional identities:
- Asian American, Native Hawaiian and Pacific Islander Women’s Equal Pay Day – April 3
- LGBTQIA+ Equal Pay Awareness Day – June 13
- Black Women’s Equal Pay Day – July 9
- Moms’ Equal Pay Day – August 7
- Native Hawaiian and Pacific Islander (NHPI) Women’s Equal Pay Day – August 28
- Latina Equal Pay Day – October 3
- Native Women’s Equal Pay Day – November 21
Equal Pay Day is not just a date on the calendar; it’s a powerful reminder of the work we still need to do to ensure fairness and equity in our workplaces. For far too long, the gender pay gap has been a harsh reality in our society. Women have been undervalued, underpaid and overlooked in male-dominated industries and professions. It’s a stark reminder of the systemic inequalities that persist in our workplaces.
Equal Pay Day isn’t just about acknowledging the problem. It’s about taking action. It’s about amplifying our voices, demanding change and standing up for what’s right for all genders.
We’ve made strides in recent years. Organizations are becoming more transparent about their pay practices. Policies and initiatives aimed at closing the gender pay gap are gaining momentum. And conversations about pay equity are happening more openly and frequently than ever before.
But there’s still work to be done. We need to keep pushing for equal pay for equal work – not just for ourselves but for future generations of women. We need to challenge the status quo, hold companies and leaders accountable and advocate for policies that promote fairness and inclusion.
3 Ways to be a Better Ally on Pay Equity
We need to understand the root causes of the gender pay gap and how it impacts women from diverse backgrounds. We need to support…..
Read the rest of this article by Julie Kratz on Forbes.com
At Next Pivot Point we have lots of resources to help you facilitate successful diversity and inclusion initiatives. Schedule some time with our team today to discuss where to start or how to do better. You can also check out:
- 💻 Our Lead Like an Ally online, self paced program
- 🗣️ Our available workshop topics for developing inclusive leaders.
- 🎓 Our Train the Trainer programs for scalability within your organization
- 🤏 Our Right-Sized DEI micro-content packages for consistent small-drip content throughout the year.