Inside the ever-present gender pay gap

DIVIDE AND WHAT CAN BE DONE ABOUT IT? HERE'S THE GENDER PAY ABOUT ITIT? HERE'S THE GENDER PY GAP SIMPLY EXPLAINED.

PUT GAP SIMPLY EXPLAINED. PUT SIMPLY, THE GENDER PAY GAP IS SIMPLY, THE GENDER PAY GAP IS THE DIFFERENCE IN EARNINGS THE DIFFERENCE IN EARNINGS BETWEEN WOMEN AND MEN, WHERE BETWEEN WOMEN AND MEN, WHERE WOMEN GENERALLY MAKE LESS. IN WOMEN GENERALLY MAKE LESS.

IN 2022, THE GAP REACHED ITS 2022, THE GAP REACHED ITS SMALLEST POINT SINCE DATA FIRST SMALLEST POINT SINCE DATA FIRST STARTED BEING COLLECTED IN 1979, STARTED BEING COLLECTED IN 1979, WITH FULL TIME SALARIED WOMEN WITH FULL TIME SALARIED WOMEN EMPLOYEES MAKING APPROXIMATELY EMPLOYEES MAKING APPROXIMATELY 84% OF WHAT MEN IN SIMILAR ROLES 84% OF WHAT MEN IN SIMILAR ROLES MADE. BUT IN 2023, THE GAP MADE. BUT IN 2023, THE GAP WIDENED ONCE AGAIN.

THE FIRST WIDENED ONCE AGAIN. THE FIRST SIGNIFICANT WIDENING OF THE SIGNIFICANT WIDENING OF THE GENDER PAY GAP SINCE 200003. QUK GENDER PAY GAP SINCE 2003.

QUICK HISTORY LESSON WHEN THE UNITED HISTORY LESSON WHEN THE UNITED STATES ENTERED THE SECOND WORLD STATES ENTERED THE SECOND WORLD WAR IN 1941, MEN WERE SHIPPED WAR IN 1941, MEN WERE SHIPPED OVERSEAS BY THE MILLIONS, OVERSEAS BY THE MILLIONS, LEAVING JOBS ON THE HOME FRONT. LEAVING JOBS ON THE HOME FRONT. THE U.

S. GOVERNMENT ENCOURAGED THE U. S.

GOVERNMENT ENCOURAGED WOMEN TO JOIN THE WORKFORCE. AD WOMEN TO JOIN THE WORKFORCE. AD CAMPAIGNS LIKE ROSIE THE RIVETER CAMPAIGNS LIKE ROSIE THE RIVETER URGED WOMEN TO BELIEVE WE CAN DO URGED WOMEN TO BELIEVE WE CAN DO IT, BUT NOT EVERYONE WAS IT, BUT NOT EVERYONE WAS INCLUDED.

MANY EMPLOYERS REFUSED INCLUDED. MANY EMPLOYERS REFUSED TO HIRE BLACK WOMEN DURING WORLD TO HIRE BLACK WOMEN DURING WORLD WAR TWO, BUT IN 1963, WOMEN MADE WAR TWO, BUT IN 1963, WOMEN MADE UP JUST ONE THIRD OF THE UP JUST ONE THIRD OF THE WORKFORCE AND WERE PAID ONLY WORKFORCE AND WERE PAID ONLY $0. 59 TO EVERY DOLLAR A MAN $0.

59 TO EVERY DOLLAR A MAN MADE. THAT SAME YEAR, THE EQUAL MADE. THAT SAME YEAR, THE EQUAL PAY ACT WAS SIGNED INTO LAW BY PAY ACT WAS SIGNED INTO LAW BY THEN-PRESIDENT JOHN F KENNEDY, THEN-PRESIDENT JOHN F KENNEDY, ENSURING EMPLOYEES RECEIVED ENSURING EMPLOYEES RECEIVED EQUAL PAY FOR EQUAL WOWORK EQUAL PAY FOR EQUAL WORK REGARDLESS OF THEIR SEX.

BUT THE REGARDLESS OF THEIR SEX. BUT THE LEGISLATION WASN'T A FIX ALL. IN LEGISLATION WASN'T A FIX ALL.

IN 1998, LILLY LEDBETTER FILED A 1998, LILLY LEDBETTER FILED A DISCRIMINATION LAWSUIT AFTER SHE DISCRIMINATION LAWSUIT AFTER SHE LEARNED HER EMPLOYER WAS PAYING LEARNED HER EMPLOYER WAS PAYING HER LESS THAN MEN WHO WERE DOING HER LESS THAN MEN WHO WERE DOING THE SAME JOB. THE SAME JOB. >> I JUST COULD NOT T BELIEVE TT >> I JUST COULD NOT BELIEVE THAT THEY WOULD SEPARATE THE FEMALE THEY WOULD SEPARATE THE FEMALE PAY SO FAR DOWN THE LINE, AWAY PAY SO FAR DOWN THE LINE, AWAY FROM MY MALE PEERS.

FROM MY MALE PEERS. >> LEDBETTER'S LAWSUIT MADE IT >> LEDBETTER'S LAWSUIT MADE IT ALL THE WAY TO THE SUPUPREME COT ALL THE WAY TO THE SUPREME COURT AND THE WHITE HOUSE. AND THE WHITE HOUSE.

>> MRS. LILLY LEDBETTER. >> MRS.

LILLY LEDBETTER. >> THE LILLY LEDBETTER FAIR PAY >> THE LILLY LEDBETTER FAIR PAY ACT SIGNED INTO LAW BY PRESIDENT ACT SIGNED INTO LAW BY PRESIDENT BARACK OBAMA IN 2009. BARACK OBAMA IN 2009.

>> I SIGNED THIS BILL FOR MY. >> I SIGNED THIS BILL FOR MY. DAUGHTERS AND ALL THOSE WHO WILL DAUGHTERS AND ALL THOSE WHO WILL COME AFTER US.

COME AFTER US. >> SOME PEOPLE MAY DISPUTE THIS >> SOME PEOPLE MAY DISPUTE THIS IDEA THAT THE GENDER PAY GAP IDEA THAT THE GENDER PAY GAP EXISTS. EXISTS.

>> MANY PEOPLE WILL DENY THE >> MANY PEOPOPLE WILL DENY THE GENDER PAY GAP IS REAL, BUT IT GENDER PAY GAP IS REAL, BUT IT IS REPRESENTATATIVE OF SOME OF E IS REPRESENTATIVE OF SOME OF THE SYSTEMIC ISSUES THAT WOMEN FACE SYSTEMIC ISSUES THAT WOMEN FACE IN TERMS OF EQUAL OPPORTUNITY IN IN TERMS OF EQUAL OPPORTUNITY IN THE WORKPLACE. THE WORKPLACE. >> RUTH THOMAS IS A PAY EQUITY >> RUTH THOMAS IS A PAY EQUITY STRATEGIST AT PAYSCALE, A STRATEGIST AT PAYSCALE, A COMPANY THAT TRACKS SALARIES COMPANY THAT TRACKS SASALARIES ACROSS INDUSTRIES.

ACROSS INDUSTRIES. >> THE FIGURES THAT T WE'VE BEEN >> THE FIGURES THAT WE'VE BEEN TALKING G ABOUT TODAY ARE THE TALKING ABOUT TODAY ARE THE AVERAGE PAY Y GAP. THERE IS A AVERAGE PAY GAP.

THERE IS A DIFFERENT TYPEPE OF PAY GAP, WHH DIFFERENT TYPE OF PAY GAP, WHICH IS CALLED THE CONTROLLED PAY IS CALLED THE CONTROLLED PAY GAP. AND THAT MEASURES EQUAL PAY GAP. AND THAT MEASURES EQUAL PAY FOR EQUAL WORK.

FOR EQUAL WORK. >> EXPERTS SAY MANY FACTORS >> EXPERTS SAY MANY FACTORS CONTRIBUTE TO DISPARATE PAY, CONTRIBUTE TO DISPARATE PAY, INCLUDING THE SO-CALLED INCLUDING THE SO-CALLED MOTHERHOOD PENALTY. MOTHERHOOD PENALTY.

>> IT STILL L BEARS TRUE THAT >> IT STILL BEARS TRUE THAT WOMEN HAVE GREATER WOMEN HAVE GREATER RESPONSIBILITY FOR CARING AND RESPONSIBILITY FOR CARING AND BEARING CHILDREN, AND THAT BEARING CHILDREN, AND THAT IMPACTS THEIR ABILITY TO IMPACTS THEIR ABILITY TO PROGRESS AND GAIN EQUAL PAY IN PROGRESS AND GAIN EQUAL PAY IN THE WORKPLACE. THE WORKPLACE. >> ALSO, A FACTOR JOB TYPE, OR >> ALSO, A FACTOR JOB TYPE, OR WHAT SOME CALL OCCUPATIONAL WHAT SOME CALL OCCUPATIONAL SEGREGATION.

SEGRGREGATION. >> YOU SEE WOMEN REPRESENTED IN >> YOU SEE WOMEN REPRESENTED IN CERTAIN INDUSTRIES THAT TEND TO CERTAIN INDUSTRIES THAT TEND TO BE LOWER PAID INDUSTRIES. AND BE LOWER PAID INDUSTRIES.

AND THEN WE ALSO HAVE THE CONCEPT OF THEN WE ALSO HAVE THE CONCEPT OF VERTICAL SEGREGATION. AND THAT VERTICAL SEGREGATION. AND THAT IS WHERE WOMEN ARE MORE HEAVILY IS WHERE WOMEN ARE MORE HEAVILY REPRESENTED IN LOWER LEVELS OF REPRESENTED IN LOWER LEVELS OF THE ORGANIZATION.

THE ORGANIZATION. >> AND THERE ARE MAJAJOR >> AND THERE ARE MAJOR DISPSPARITIES BASED ON RACE AND DISPARITIES BASED ON RACE AND ETHNICITY AS OF 2022. WHILE ETHNICITY AS OF 2022.

WHILE WHITE WOMEN MAKE AROUND $0. 83 WHITE WOMEN MAKE AROUND $0. 83 FOR EVERY DOLLAR A WHITE MAN FOR EVERY DOLLAR A WHITE MAN MAKES.

ASIAN AMERICAN WOMEN MAKE MAKES. ASIAN AMERICAN WOMEN MAKE $0. 93, WHILE BLACK WOMEN MAKE $0.

93, WHILE BLACK WOMEN MAKE $0. 70. HISPANIC WOMEN EARN $0.

70. HISPANIC WOMEN EARN $0. 65, AND NATIVE AMERICAN WOMEN $0.

65, AND NATIVE AMERICAN WOMEN MAKE AROUND $0. 55. HOW DO WE MAKE AROUND $0.

55. HOW DO WE CLOSE THE GENDER PAY GAP? CLOSE THE GENDER PAY GAP?

>> WELL, AS A WORKFORCE, IF >> WELL, AS A WORKFORCE, IF WE'RE GOING TO AIM TO CLOSE E TE WE'RE GOING TO AIM TO CLOSE THE PAY GAP, WE NEED TO THINK ABOUOT PAY GAP, WE NEED TO THINK ABOUT SOME KEY FACTORS. AFFORDABLE SOME KEY FACTORS. AFFORDABLE CHILDCARE, FAMILY LEAVE CHILDCARE, FAMILY LEAVE POLICIES.

FLEXIBLE WORKING FOR POLICIES. FLEXIBLE WORKING FOR ALL ORGANIZATIONS REALLY NEED TO ALL ORGANIZATIONS REALLY NEED TO LOOK AT WHAT'S GOING ON IN THEIR LOOK AT WHAT'S GOING ON IN THEIR OWN ORGANIZATION TO BE ABLE TO OWN ORGANIZATION TO BE ABLE TO SEE WHERE THERE ARE POTENTIAL SEE WHERE THERE ARE POTENTIAL BARRIERS THAT THEYEY'RE NOT AWAE BARRIERS THAT THEY'R'RE NOT AWAE OF.