![]() This trend remained even when survey respondents reported that they held advanced degrees or had pursued additional training. For example, the report survey found that women of color were more likely to face barriers to career advancement and be relegated to lower-level roles (which tend to be lower-paying), relative to white women and men of color. And as people of color, they face additional structural barriers and race-based discrimination, which exacerbates their pay gap.Īn intersectional lens, like the one used by the Building Movement Project in its report Race to Lead: Women of Color in the Nonprofit Sector, sheds light on how race and gender interact to produce a larger pay gap and make it harder for women of color to advance to higher-paying jobs. ![]() As women, they face the structural barriers and gender-based discrimination described above. The larger pay gap that women of color experience is a textbook example of intersectionality. Why women of color experience larger pay gaps Although gender discrimination in employment is technically illegal, it still happens, either blatantly or unconsciously, due to implicit bias. After controlling for other factors besides industry that can affect pay, economists attribute 38% of the gender wage gap to the effects of discrimination. “men’s work.” From early years in school, many girls are unconsciously steered into certain fields, and unfortunately, those fields often pay less.īut even within the same occupation, women tend to earn less than men. It makes a clear divide between “women’s work” vs. Occupational segregation is rooted in gendered perceptions and stereotypes of what men and women are “good” at. One key cause is occupational segregation: women often work in fields that pay less, such as education and administrative support, while men are more heavily represented in higher-paying fields like science, technology, engineering, and math (STEM). There are several factors that contribute to the pay gap. The American Association of University Women (AAUW) finds a gender pay gap in every state, in every age range, and for women of all education levels. There are many ways to slice and dice the data, but no matter how you cut it, women’s earnings typically lag behind men’s. The point of marking each of these Equal Pay Days is to draw attention to the various pay gaps and prompt discussion about what’s behind them-and how to end them. Native and Indigenous women earn 51 cents on the dollar, which means Native Women’s Equal Pay Day will take place on November 30, 2023.Hispanic or Latina women earn 54 cents on the dollar, making Latina Equal Pay Day take place on October 5, 2023.Black women earn 67 cents for every dollar earned by white, non-Hispanic men, which means Black Women’s Equal Pay Day will occur on July 27, 2023.For many women, Equal Pay Day doesn’t come until much later in the year.Ĭompared to white, non-Hispanic men-who are used as the benchmark because they are the largest group in the workforce-women of color often experience a much larger pay gap. Because white women on average earn 83 cents on the dollar compared to men’s earnings, it takes a woman almost 16 months to earn what a man earns in just 12.īut that 83-cent statistic is not an average for all women, compared to men. ![]() will mark Equal Pay Day, the symbolic day each calendar year when a woman’s earnings “catch up” to a man’s earnings from the previous year. On March 14 of this year, people across the U.S.
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