- Sheryl Sandberg, the chief operating officer of Facebook Inc. and founder of the non-profit Lean In, launched a new campaign Tuesday: #20PercentCounts, representing the 20 percent less that women make compared with men.
However, for those who face five, 10 or even 20 years of pay equity discrimination, these protections aren't almost strong enough. And as more and more women move into the career fields that have traditionally been male-dominated, we're seeing even more discrepancies in pay.
All things considered, it seems nearly self-evident that the Fight for $15 isn't just a progressive issue, but a feminist one. Wages make up earnings, but they are not the same thing.
Second, although differences in the number of hours men and women work (and when those hours are worked) is a significant driver of the wage gap, most women don't find this believable. She's grateful for the close, loving support group and wants the same for other women. Women of color have to work even later into the year to reach equal pay; black women have to work until July 31 and Hispanic women until November 2. They never gave up, they never gave in, they never deserve less. Now two years later, Lean In circles from all over the world, leaders in 25 USA cities, went out and negotiated for 20 percent discounts in their cities. Last year, they earned 55 cents, and this year its 54 cents.
Equal Pay Day is the symbolic day dedicated to raising awareness of the gender pay gap. Black women make 66 cents per dollar, while Hispanic women make 60 cents per dollar.
But it's over half a century later, and women are still upset. Over 100 companies signed onto the Equal Pay Pledge pushed forward by the Obama White House last December.
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Brancaccio: How do you feel about pay transparency?
I am happy to report the governor is working with us on a compromise.
"I think that's what's handsome about education period: You don't know when you're going to use it or when you're going to need it, so it's good to always constantly be informed", she adds. It's also really important to be very transparent and audit yourself on whether or not you are paying fairly.
Although women continue to make less than men, progress has been made. "T$3 o address inequities that result from the hiring process, women professionals may be trained with gender specific negotiation skills, while at the same time training will be provided for those responsible for hiring to recognize their own biases". We're looking at our performance ratings. As we have noted, employers should consider conducting audits of their compensation practices and decision making processes to identify any potential areas of concern. More companies need to do this.
The prominent feminist leader urged legislators to be on the "right side of history" and raise New York's minimum wage for fast food workers. The Republican leadership in West Virginia insists on making sure that women are paid less and have less say about the decisions in their everyday lives. And so there's a public policy role to be played in this as well. What has to change? Here, to inspire you, are stories of a few women who had the courage to do just that. Every company should be doing it. But as we get older, the gap gets wider. We know that when you control for education and experience, the gap is almost unchanged. "[My family] understood what it meant to be fair and equal and kind and generous and giving".