Wednesday, March 22, 2017
 

Same Job? Same Pay!

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Same Job? Same Pay!

We’re already well into the 21st century and I’m still baffled that pay gaps still exist between men and women for the same job. Obviously, an employee’s experience, seniority, or other factors could adjust their pay, but the employee’s gender should never be one of those factors.

According to an article on Human Resource Executive Online titled, “Committing to Gender Pay Equity,” just a little over 100 employers have signed on to the White House’s Equal Pay Pledge launched in the summer of 2016. This pledge is an acknowledgement by companies that they play a critical role in reducing the current gender pay gap, they will annually analyze their wages, hiring, and promotions as they relate gender, and take steps to identify best practices that ensure fairness for all workers.

Wow. Did it really take this type of pledge to get companies to recognize and actually do something about providing equal pay for equal work? And why isn’t every company in the U.S. on board with this? Maybe, just maybe, I’m making too much out of something that’s not an issue. So, just how big are gender gaps right now?

The same article in Human Resource Executive Online says that when it comes to controlled pay gaps, the worst industry in the U.S. is oil and gas, where men make 7.4 percent more than women in the same job. The worst state with controlled pay gaps is Louisiana where the pay gap is seven percent. These gaps don’t sound too bad as they’re just single digits, but what happens when you look at states with uncontrolled pay gaps? The worst offender is Wyoming with a 29 percent gap! The smallest uncontrolled gender pay gap is in Vermont, where men only make 15 percent more than women. I say “only,” but a double-digit difference is fairly (or, more appropriately unfairly) significant in my book.

The next question you may ask is are there any states where women earn more than men for the same job? The answer is yes in Rhode Island, Connecticut, and the District of Columbia.

What happens going forward is anyone’s guess, but it appears that the issue of gender pay is gaining some traction and will be top-of-mind with companies, hiring managers, and almost certainly women. All we can hope for is that common sense prevails and everyone in the workforce is treated equally and fairly as long as they’re doing a good job.

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