Equal pay day for black women11/14/2023 ![]() If the gender pay gap were eliminated, on average, a Black woman working full-time year-round would have enough money for more than two-and-a-half years of child care, more than two-and-a-half additional years of tuition and fees for a four-year public university, or 22 more months of rent, according to the National Partnership for Women & Families. “The issue of equal pay is not just a woman’s issue because it trickles down into our families and into our communities, and it trickles down into our overall economy,” Williams said. Experts are reflecting on this wage gap on the date known as Black Women’s Equal Pay Day, which comes four months after Equal Pay Day, averaged for all women, reflecting the larger pay gap Black women face. Get StartedĬompare the experiences of your employees with the most credible benchmark data available.For Black women, of whom many are the primary breadwinners of their households, the pay gap of 63 cents on the dollar represents more than just a loss of money, said Shannon Williams, the director of Equal Pay Today, a project of Equal Rights Advocates. For companies to succeed, it’s essential to ask if workers are being paid what they deserve.Īnd if they aren’t? Start taking steps to put things right. It’s how mistakes are addressed that can make the difference for Black employees.Ĭlosing the pay gap for Black women requires a multi-faceted approach. ![]() Be transparent when you don’t get it right.Įven the very best leaders make mistakes. Instead of building trust in leaders, employees learn that leaders’ words don’t match their real priorities. When listening sessions don’t lead to tangible action, employees can feel betrayed. They are sharing their personal thoughts with the hope that their work environment will change for the better. When employees participate in listening sessions, they are taking a risk. Follow through with action-and make sure any activity is communicated clearly. And building one-on-one relationships is a powerful way to make underrepresented workers feel seen and appreciated. If you simply ask employees about their experiences, you might be surprised about what you learn.Įmployee surveys can reveal gaps where targeted investment could make a real difference in helping all workers succeed. The best leaders are curious about all the ways that can make their organizations better-more efficient, more profitable and more equitable. Lead listening tours and build relationships. Look for telltale signs that women and women of color in your organization are being left behind. What is the gender and racial makeup of your leadership team? How are different roles and pay scales assigned to different genders and ethnic backgrounds in your organization? Audit your numbers-and ask the right questions. And according to the data, it’s likely you aren’t paying them nearly enough. If you aren’t paying Black women what they are worth, your business is in trouble. ![]() ![]() being less resilient in economic downturns.In our For All™ model, companies that don’t maximize the human potential of all workers end up: That gap adds up, coming to $24,110 dollars a year and almost $1 million over a 40+ year career.Īccording to Great Place To Work® research, inequality isn’t just bad for workers. That means Black women will work an additional 214 days before they catch up to the 2021 earnings of white, non-Hispanic male colleagues.Īccording to the National Women’s Law Center, Black Women only receive 63 cents for every dollar paid to white male workers. Supporting this neglected employee demographic has a profound impact on your business.Įqual Pay Day for Black women in 2022 is Aug.
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