Transparency would make a huge difference for women.
After years of little progress toward pay equity, more and more states and localities are passing pay transparency laws that eliminate the secrecy around salaries and could be a powerful tool for eliminating the gender pay gap.that highlights how little progress the country has made toward closing the gender pay gap.
This year, advocacy group Equal Rights Advocates, a nonprofit gender advocacy organization that co-founded the Equal Pay Today! campaign in 2013 and helps set Equal Pay Days, began to take into account part-time and gig workers when comparing pay, pushing Equal Pay Days for women of color later into the year. According to their calculations, for each $1 earned by a White man:
It’s already illegal for employers to discriminate on the basis of sex, but gaps persist because employers continue to pay workers based on the prior salary, repeating inequities, or because women are less likely to negotiate salaries and more likely to be viewed negatively if they push for higher pay.
Pay transparency laws are still a fairly new phenomenon — the first bills passed in 2018 and were far more limited — so there is limited data on their effectiveness in the United States. Recent data from Canada on its public-sector salary disclosure law found that the law reduced the pay gap between men and women at Canadian universities by about 20 to 40 percent, according to a report from the U.S.
It’s part of a new trend in pay transparency laws, started by Colorado, that require more disclosure earlier in the application process.
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