AAUW salary skills builder interactive tool
The gender pay gap is real and has far-reaching consequences for women’s economic security. Get the pay you deserve. AAUW’s new online, interactive will help you articulate your value in your next negotiation.
Click to start a short online lesson. Read More
States Notch Multiple Equal Pay Victories in 2017
Voters are fed up with the persistent gender pay gap, and many state legislators are listening. In 2015 and 2016 dozens of legislatures proposed and enacted bills and laws addressing pay inequality. In 2017 a whopping 42 states, plus Puerto Rico and Washington, D.C., offered legislative solutions to the gender pay gap. While not all of these bills passed, this growing activity shows that red, blue, and purple states realize that the pay gap is real and that something needs to be done about it.
The gender pay gap is a real and consistent problem, which is all too apparent when we examine the data on the earnings of men and women. No matter how you break down the numbers—by state, by age, by education, or by occupation—the gap is substantial. And cities are not immune to this problem, as our new analysis shows.
AAUW has analyzed the pay gap faced by women of different races and ethnicities in 25 of the largest U.S. metropolitan areas. The analysis revealed that there is a substantial gender pay gap in all 25 cities, with even larger gaps for black and Hispanic women.
A product of a partnership between AAUW and Dell, the Playbook on Best Practices: Gender Equity in Tech equips advocates and employers with actionable steps and a data-driven approach to promoting gender equity in tech.
Simply put, the gender pay gap is the gap between what women are paid and what men are paid. The most commonly cited gender pay gap statistic in the United States compares the median annual earnings of women who work full time, year-round against the median annual earnings of men who work full time, year-round. There are as many ways to calculate gender pay gaps as there are ways to calculate average pay earned by workers, as long as the original data source records whether workers are men or women. Though the ratio of women’s pay to men’s pay varies depending on the data source and analysis, the finding that women are paid less than men is extremely consistent.
AAUW Work Smart Salary Negotiation Training Now Available Across the U.S.
The AAUW Work Smart salary negotiation program that helps women hammer away at the gender wage gap will have greater reach this Equal Pay Day, due in large part to frustration with the status quo. Left on its own, the gender wage gap won’t close for another 135 years, which is unacceptable and explains why numerous cities are collaborating with AAUW.
4 Tips to Negotiating for the Salary and Benefits You’re Worth
At AAUW we’re moving the needle on the gender pay gap through our innovative research, powerful advocacy, and salary negotiation programs for women across the country. You can sign up for a workshop near you, but in the meantime here are four tips for you. Ready to get paid what you’re worth? Follow these four steps to successfully negotiate your salary and benefits package. Read more.
You’ve probably heard that men are paid more than women are paid over their lifetimes. But what does that mean? Are women paid less because they choose lower-paying jobs? AAUW’s The Simple Truth about the Gender Pay Gap succinctly addresses these issues by going beyond the widely reported 80 percent statistic.
The gender pay gap is real, and it hurts women and families. Passing a federal law, like the Paycheck Fairness Act or the Fair Pay Act, would help protect everyone in all states. But until that happens, each state will continue operating under antiquated regulations and piecemeal state and local laws to combat unequal pay. While some states do have stronger laws than other states, AAUW members will keep working to make the whole country a better place for women to live and work.de to Equal Pay in the States
Earlier this year, Massachusetts Governor Charlie Baker (R) signed a bipartisan pay equity bill, which prohibits employers from requiring salary history information before receiving a formal job offer.
Other states have followed suit in diminishing this harmful practice. Governor of California, Jerry Brown (D), signed into law a bill saying that salary history can’t be the only reason to point to if a wage discrepancy exists. Legislators in Maryland, Delaware, Utah, and Nebraska also passed equal pay bills in 2016. Red, blue, and purple states are realizing that the pay gap is real and are taking steps to close it.