@Baldimo,
Heres who you should be believing:
http://www.iwpr.org/initiatives/pay-equity-and-discrimination
About Pay Equity & Discrimination
Women are almost half of the workforce. They are the equal, if not main, breadwinner in four out of ten families. They receive more college and graduate degrees than men. Yet, on average, women continue to earn considerably less than men. In 2012, female full-time workers made only 77 cents for every dollar earned by men, a gender wage gap of 23 percent. Women, on average, earn less than men in virtually every single occupation for which there is sufficient earnings data for both men and women to calculate an earnings ratio.
In 2012, female full-time workers made only 77 cents for every dollar earned by men, a gender wage gap of 23 percent.
IWPR tracks the gender wage gap over time in a series of fact sheets updated annually. According to our research, if change continues at the same slow pace as it has done for the past fifty years, it will take almost fifty years—or until 2058—for women to finally reach pay parity. IWPR’s annual fact sheet on the gender wage gap by occupation shows that women earn less than men in almost any occupation. IWPR’s Status of Women in the States project tracks the gender wage gap across states. IWPR’s project on sex and race discrimination in the workplace shows that outright discrimination in pay, hiring, or promotions continues to be a significant feature of working life.
Pay equity may also be impacted by other more subtle factors than workplace discrimination. IWPR’s research shows that, irrespective of the level of qualification, jobs predominantly done by women pay less on average than jobs predominantly done by men. Women have made tremendous strides during the last few decades by moving into jobs and occupations previously done almost exclusively by men, yet during the last decade there has been very little further progress in the gender integration of work. This persistent occupational segregation is a significant contributor to the lack of significant progress in closing the wage gap.
IWPR, in collaboration with The WAGE Project, Inc., examined consent decree remedies for sex and race discrimination in the workplace. Consent decrees are court approved settlements of law suits where the defendant does not admit guilt but agrees to the implementation of a set of measures to remedy and prevent future occurrence of potentially unlawful practices. In employment discrimination cases, in addition to individual relief (such as monetary damages for the person(s) who brought the discrimination claim), consent decrees typically mandate organizational remedies such as sexual harassment training, the introduction of new grievance procedures, supervisory training or revised performance management, and reward schemes. Click here for more information.
Resources
The Gender Wage Gap: 2013 | Fact Sheet
The Wage Gap by Occupation: 2013 | Fact Sheet
Ending Sex and Race Discrimination in the Workplace: Legal Interventions That Push the Envelope | Report
To see our experts on this and other initiatives, click here.
Visit our external resources page for links to more information on this topic.
Latest Reports from IWPR
The Gender Wage Gap by Occupation and by Race and Ethnicity, 2013
by Ariane Hegewisch and Stephanie Keller Hudiburg (April 2014)
Women’s median earnings are lower than men’s in nearly all occupations, whether they work in occupations predominantly done by women, occupations predominantly done by men, or occupations with a more even mix of men and women. Data for both women’s and men’s median weekly earnings for full-time work are available for 112 occupations ; there are only three occupations in which women have higher median weekly earnings than men. In 101 of the 112 occupations, the gender earnings ratio of women’s median weekly earnings to men’s is 0.95 or lower (that is, a wage gap of at least 5 cents per dollar earned by men); in 17 of these occupations the gender earnings ratio is lower than 0.75 (that is, a wage gap of more than 25 cents per dollar earned by men).
The Gender Wage Gap: 2013; Differences by Race and Ethnicity, No Growth in Real Wages for Women
by Ariane Hegewisch, Claudia Williams, Heidi Hartmann, Ph.D., and Stephanie Keller Hudiburg (March 2014)
The gender wage gap in the United States has not seen significant improvement in recent years, and remains a reality for women across racial and ethnic groups. In 2013, the ratio of women’s to men’s median weekly full-time earnings was 82.1 percent, an increase of more than one percentage point since 2012,when the ratio was 80.9 percent (but still slightly lower than the 2011 ratio of 82.2 percent). This corresponds to a weekly gender wage gap of 17.9 percent. Real earnings have remained largely unchanged since 2012; women’s median weekly earnings increased by $5 to $706 in 2013; men’s median weekly earnings increased to $860, a marginal increase of $7 compared with 2012.
Pay Secrecy and Wage Discrimination
by Institute for Women's Policy Research (January 2014)
About half of all workers (51 percent of women and 47 percent of men) report that the discussion of wage and salary information is either discouraged or prohibited and/or could lead to punishment. Most government agencies have formal grade and step systems that make general wage and salary information public (only 18 percent of women and 11 percent of men in the public sector report discouragement or prohibition of wage and salary discussions).
How Equal Pay for Working Women would Reduce Poverty and Grow the American Economy
by Heidi Hartmann, Ph.D., Jeffrey Hayes, Ph.D., and Jennifer Clark (January 2014)
Persistent earnings inequality for working women translates into lower pay, less family income, and more poverty in families with a working woman, which is of no small consequence to working families. About 71 percent of all mothers in the United States work for pay. Of these, about two-thirds (68 percent) are married and typically have access to men’s incomes, but married women’s earnings are nevertheless crucial to family support. One-third (32 percent) are single mothers and often the sole support of their families. And many without children, both single and married, work to support themselves and other family members. This briefing paper summarizes analyses of the 2010-2012 Current Population Survey Annual Social and Economic supplement and uses statistical controls for labor supply, human capital, and labor market characteristics to estimate: 1) how much women’s earnings and family incomes would rise with equal pay; 2) how much women and their families lose because women earn less than similarly qualified men; and 3) how much the economy as a whole suffers from inequality in pay between women and men.
Gender Wage Gap Projected to Close in Year 2058: Most Women Working Today Will Not See Equal Pay during their Working Lives
by Jeff Hayes, Ph.D. (September 2013)
The Gender Wage Gap: 2012
by Ariane Hegewisch, Claudia Williams (September 2013)
The ratio of women’s and men’s median annual earnings was 76.5 percent for full-time/year-round workers in 2012. This means the gender wage gap for full-time/year-round workers is 23.5 percent. Women’s median annual earnings in 2012 were $37,791 compared with $49,398 for men. The gender wage gap has stayed essentially unchanged since 2001. In the previous decade, between 1991 and 2000, it closed by almost four percentage points, and in the decade prior to that, 1981 and 1990, by over ten percentage points (Table 2). If the pace of change in the annual earnings ratio continues at the same rate as it has since 1960, it will take another 45 years, until 2058, for men and women to reach parity.
Spring/Summer 2013 Newsletter-25th Anniversary Edition
by Institute for Women's Policy Research (August 2013)
This special 25th Anniversary edition of the newsletter presents a review of IWPR's policy research since our founding in 1987.
Workforce Investment System Reinforces Occupational Gender Segregation and the Gender Wage Gap
by Institute for Women's Policy Research (June 2013)
IWPR’s analysis of training services received by WIA clients shows stark gender segregation in the jobs and careers for which women and men receive training.
The Truth in the Data: How Quantifying Women’s Labor Market Experiences Changes the Conversation about the Economy
by Ariane Hegewisch, Maxwell Matite, and Youngmin Yi (May 2013)
From the outset, IWPR has highlighted the wage gap as a key indicator of women’s economic security and gender (in)equality in the workplace. Fact sheets on the overall gender wage gap were published in IWPR’s first years and document how much the earnings ratio between men and women changed over time, as well as how earnings for different groups of women varied over this period of time. From 1996 onwards, the Institute’s research program on the Status of Women in the States has made these data available on a state-by-state basis, including in the report Women's Economic Status in the States: Wide Disparities by Race, Ethnicity, and Region (published in 2004). IWPR also provides state-by-state wage data in Femstats, a section of its website, in spreadsheet form. IWPR’s research has also linked trends in the wage gap to policy developments, changes in the economy, and ongoing changes in women’s lives. Such trends as later marriage, reduced fertility, gains in education, the growth of low-wage jobs and contingent work in the U.S. economy, and changes in the minimum wage, equal employment opportunity enforcement, and collective bargaining all affect women’s opportunities in the labor market, including their labor force participation and the amount of sex segregation they face in employment. IWPR’s studies have ranged from detailed examinations of specific industries to analyses of trends affecting the entire economy.
The Gender Wage Gap by Occupation
by Ariane Hegewisch and Maxwell Matite (April 2013)
Women’s median earnings are lower than men’s in nearly all occupations, whether they work in occupations predominantly done by women, occupations predominantly done by men, or occupations with a more even mix of men and women. During 2012, median weekly earnings for female full-time workers were $691, compared with $854 per week for men, a gender wage ratio of 80.9 percent (Table 1; a gender wage gap of 19.1 percent).1 Added to the gender wage gap within occupations is the gender wage gap between occupations. Male-dominated occupations tend to pay more than female-dominated occupations at similar skill levels, particularly in jobs that require higher educational levels.2 Tackling occupational segregation is an important part of eliminating the gender wage gap.
At Current Pace of Progress, Wage Gap for Women Expected to Close in 2057
by Institute for Women's Policy Research (April 2013)
The Gender Wage Gap: 2012
by Ariane Hegewisch, Claudia Williams, and Angela Edwards (March 2013)
In 2012, the ratio of women’s to men’s median weekly full-time earnings was 80.9 percent, a decline of more than one percentage point since 2011 when the ratio was 82.2 percent. This corresponds to a weekly gender wage gap of 19.1 percent for 2012. Women’s median weekly earnings in 2012 were $691, a marginal decline compared to 2011; men’s median weekly earnings were $854, a marginal increase compared to 2011.
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The Gender Wage Gap in New York State and Its Solutions
by Ariane Hegewish, Jeff Hayes, Heidi Hartmann, Jocelyn Fischer, Claudia Williams, Justine Augeri (December 2012)
The Gender Wage Gap: 2011
by Ariane Hegewisch and Angela Edwards (September 2012)
The ratio of women’s and men’s median annual earnings was 77.0 for full-time/year-round workers in 2011, essentially unchanged from 77.4 in 2010. (This means the gender wage gap for full-time/year-round workers is now 23 percent.) During the last decade the wage gap narrowed by less than half of one percentage point. In the previous decade, between 1991 and 2000, it closed by almost four, and in the decade prior to that, 1981 and 1990, by over ten percentage points.
Gender Segregation in Fields of Study at Community Colleges and Implications for Future Earnings
by Layla Moughari, Rhiana Gunn-Wright, and Barbara Gault, Ph.D. (May 2012)
Postsecondary education yields myriad benefits, including increased earnings potential, higher lifetime wages, and access to quality jobs. But postsecondary degrees are not all equalin the benefits they bring to students and women tend to obtain degrees in fields with lower earnings. Women with associate degrees earn approximately 75 percent of what men with associate degrees earn (U.S. Department of Commerce and the Executive Office of the President, 2011). This wage gap occurs in part because women with AA degrees—like women at all degree levels—often work in lower-paid, female-dominated occupations (Hegewisch, et al. 2010).
The Gender Wage Gap by Occupation
by Ariane Hegewisch, Claudia Williams, and Vanessa Harbin (April 2012)
Women’s median earnings are lower than men’s in nearly all occupations, whether they work in occupations predominantly done by women, occupations predominantly done by men, or occupations with a more even mix of men and women.
The Gender Wage Gap: 2011
by Ariane Hegewisch, Claudia Williams, and Anlan Zhang (March 2012)
The ratio of women’s to men’s median weekly full-time earnings rose by one percentage point since 2010 and reached a historical high of 82.2 percent. The narrowing of the weekly gender earnings gap from 18.8 percent to 17.8 percent, however, is solely due to real wages falling further for men than for women. Both men and women’s real earnings have declined since 2010; men’s real earnings declined by 2.1 percent (from $850 to $832 in 2011 dollars), women’s by 0.9 percent (from $690 to $684 in 2011 dollars).
Tipped Over the Edge: Gender Inequity in the Restaurant Industry
by Restaurant Opportunities Center United and Family Values @ Work, HERvotes, IWPR, MomsRising, NCBCP's Black Women's Roundtable, NCRW, NOW Foundation, NPWF, NWLC, WOW, NYU Wagner, 9to5 (February 2012)
The restaurant industry employs over 10 million workers in one of the largest and fastest-growing sectors of the United States economy. The majority of workers in this huge and growing sector are women. Despite the sector’s growth and potential to offer opportunities to advance women’s economic security, restaurant workers’ wages have not kept pace with the industry’s economic growth.The restaurant industry offers some of the nation’s lowest-wage jobs, with little access to benefits and career advancement. In 2010, seven of the ten lowest-paid occupations were all restaurant occupations. The restaurant industry has one of the highest concentrations of workers (39 percent) earning at or below the minimum wage. Moreover, low wages tell only part of the story; workers also lack access to benefits and career mobility. These challenges create a disproportional burden for women.
Tipped Over the Edge: Gender Inequity in the Restaurant Industry (Executive Summary)
by Restaurant Opportunities Center United and Family Values @ Work, HERvotes, IWPR, MomsRising, NCBCP's Black Women's Roundtable, NCRW, NOW Foundation, NPWF, NWLC, WOW, NYU Wagner, 9to5 (February 2012)
The restaurant industry employs over 10 million workers1 in one of the largest and fastest-growing sectors of the United States economy. The majority of workers in this huge and growing sector are women. Despite the sector’s growth and potential to offer opportunities to advance women’s economic security, restaurant workers’ wages have not kept pace with the industry’s economic growth. The restaurant industry offers some of the nation’s lowest-wage jobs, with little access to benefits and career advancement. In 2010, seven of the ten lowest-paid occupations were all restaurant occupations.The restaurant industry has one of the highest concentrations of workers (39 percent) earning at or below the minimum wage. Moreover, low wages tell only part of the story; workers also lack access to benefits and career mobility. These challenges create a disproportional burden for women.
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Low Literacy Means Lower Earnings, Especially for Women
by Jennifer Herard, Kevin Miller, Jane Henrici, and Barbara Gault (February 2012)
Equal Job Growth for Women and Men in Last Quarter of 2011: Women Continue to Leave the Labor Force
by Institute for Women's Policy Research (January 2012)
According to IWPR analysis of the January employment report from the U.S. Bureau of Labor Statistics, job growth was moderate in December with 200,000 jobs added to nonfarm payrolls.
The Gender Wage Gap in New York State and Its Solutions
by Ariane Hegewich, Jeff Hayes, Ph.D., Heidi Hartmann, Ph.D., Jocelyn Fischer, Claudia Williams, and Justine Augeri (December 2011)
This gender wage gap has pernicious consequences for women and their families. 14.8 percent of women in New York State had incomes at or below the official poverty threshold (for families of their size and composition). This poverty rate for women in New York is approximately the same as that for women in the United States as a whole, with 28 states having less female poverty than New York State.
Slow Job Growth in September Points to Need for Federal Help with Job Creation
by Institute for Women's Policy Research (October 2011)
The Gender Wage Gap: 2010
by Ariane Hegewisch and Claudia Williams (September 2011)
The ratio of women‟s and men‟s median annual earnings was 77.4 for full-time/year-round workers in 2010, essentially unchanged from 77.0 in 2009.
Women Underrepresented Among High Earners in Banking and Finance
by Institute for Women's Policy Research (September 2011)
Women and Men in the Public Sector
by Jeff Hayes, Ph.D. (September 2011)
The Job Loss Tsunami of the Great Recession: Wave Recedes for Men, Not for Women
by Heidi Hartmann, Jeffrey Hayes (July 2011)
Pay Secrecy and Wage Discrimination
by Ariane Hegewisch, Claudia Williams and Robert Drago, Ph.D. (June 2011)
The New Mexico Pay Equity Initiative in State Contracting
by Martha Burk (May 2011)
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The New Mexico Pay Equity Initiative in State Contracting
by Martha Burk, Ph. D (May 2011)
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The Wage Gap and Occupational Segregation
by Barbara Gault, Ph.D. (April 2011)
The Gender Wage Gap by Occupation (April 2011)
by Ariane Hegewisch, Claudia Williams and Amber Henderson (April 2011)
The Gender Wage Gap: 2010 (Updated April 2011)
by Ariane Hegewisch, Claudia Williams and Amber Henderson (April 2011)
Ending Sex and Race Discrimination in the Workplace: Legal Interventions That Push the Envelope (Executive Summary)
by Ariane Hegewisch, Cynthia Deitch and Evelyn Murphy (March 2011)
Ending Sex and Race Discrimination in the Workplace: Legal Interventions That Push the Envelope
by Ariane Hegewisch, Cynthia Deitch and Evelyn Murphy (March 2011)
This report draws on the IWPR/WAGE Consent Decree Database to analyze the injunctive relief awarded in 502 sex and/or race discrimination settlements that became effective between 2000 and 2008.
#C379, Report, 176 pages
$30.00
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Monthly Number of Women and Men on Payrolls (Seasonally Adjusted), December 2007– February 2011
by (March 2011)
Women’s Median Earnings as a Percent of Men’s Median Earnings, 1960-2009 (Full-Time, Year-Round Workers) with Projection for Pay Equity in 2056
by Jeffrey Hayes (March 2011)
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Brief Of Amicus Curiae The Institute for Women's Policy Research in Support of Respondents
by The Institute for Women's Policy Research (January 2011)
IWPR submits this brief in support of Respondents who are seeking affirmance of the order of class certification generally, and specifically, certification under Rule 23(b)(2). Title VII is a remedial statute providing “make whole relief,” including injunctive relief, to those subjected to discrimination in the workplace.
The Gender Wage Gap 2009 (Updated September 2010)
by Robert Drago, PhD, and Claudia Williams (September 2010)
The ratio of women’s and men’s median annual earnings, was 77.0 for full-time, year-round workers in 2009, essentially unchanged from 77.1 in 2008. (This means the gender wage gap for full-time year-round workers is now 22.9 percent.) This is below the peak of 77.8 percent in 2007.
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Separate and Not Equal? Gender Segregation in the Labor Market and the Gender Wage Gap
by Ariane Hegewisch, Hannah Leipmann, Jeffrey Hayes, and Heidi Hartmann (September 2010)
Separate and Not Equal? Gender Segregation in the Labor Market and the Gender Wage Gap
by Ariane Hegewisch, Hannah Liepmann, Jeffrey Hayes, and Heidi Hartmann (August 2010)
Occupational gender segregation is a strong feature of the US labor market. While some occupations have become increasingly integrated over time, others remain highly dominated by either men or women. Our analysis of trends in overall gender segregation shows that, after a considerable move towards more integrated occupations in the 1970s and 1980s, progress has completely stalled since the mid 1990s. Occupational segregation is a concern to policy makers for two reasons: it is inefficient economically, preventing able people from moving into occupations where they could perform well and that would satisfy them more than the ones open to them. And occupational segregation is a major cause for the persistent wage gap. Our analysis confirms that average earnings tend to be lower the higher the percentage of female workers in an occupation, and that this relationship is strongest for the most highly skilled occupations, such as medicine or law. Yet this is also a strong feature of jobs requiring little formal education and experience, increasing the likelihood of very low earnings for women working in female-dominated, low-skilled occupations such as childcare.
#C377, 16 pages
$5.00
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The Gender Wage Gap by Occupation
by Ariane Hegewisch and Hannah Liepman (March 2010)
The gender wage gap and occupational segregation – men primarily working in occupations done by other men, and women primarily working with other women – are persistent features of the US labor market. During 2009, median weekly earnings for female full-time workers were $657, compared with $819 per week for men, a gender wage ratio of 80.2 percent (or a gender wage gap of 19.8 percent). Women’s median earnings are lower than men’s in nearly all occupations, whether they work in occupations predominantly done by women, occupations predominantly done by men, or occupations with a more even mix of men and women. Four of ten women (39.7 percent, down from 43.6 percent in 2008) work in traditionally female occupations, and slightly more than four of ten male workers (43.6 percent, down from 46.1 percent in 2008) work in traditionally male occupations.1 Typically, male dominated occupations pay more than female dominated occupations at similar skill levels. Therefore, tackling occupational segregation is an important part of tackling the gender wage gap.
#C350a, Fact Sheet, 9 pages
$5.00
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The Workforce Investment Act and Women's Progress: Does WIA Funded Training Reinforce Sex Segregation in the Labor Market and the Gender Wage Gap?
by Ariane Hegewisch and Helen Luyri (January 2010)
#C372, Briefing Paper, 8 pages
$5.00
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The Workforce Investment Act and Women’s Progress: Does WIA Funded Training Reinforce Sex Segregation in the Labor Market and the Gender Wage Gap?
by Ariane Hegewisch, Helen Luyri (December 2009)
#C72, Briefing Paper, 8 pages
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Memo to John Roberts: The Gender Wage Gap is Real
by Heidi Hartmann,PhD, Barbara Gault,PhD, and Erica Williams (August 2005)
Equal pay and the wage gap have become central issues in discussions of John Roberts’ nomination to the Supreme Court. Roberts authored documents in 1983 and 1984 suggesting he did not believe that that there was a gender pay gap or that women experienced pay discrimination, and voicing opposition to proposed actions to promote pay equity, including the Equal Rights Amendment and comparable worth remedies. For example, one memo referred to “the purported gender gap,” while another discussed “perceived problems” of gender bias, and another called comparable worth policies “highly objectionable” and “staggeringly pernicious.”1 Census Bureau data show that the gender pay gap was quite real in the 1980’s, and persists today, even among men and women with comparable education levels.
#C362, Fact Sheet, 3 pages
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State-by-State Rankings on Women's Economic Status: Data on the Wage Gap and Women's Poverty
by (October 2004)
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Women and the Economy: Recent Trends in Job Loss, Labor Force Participation, and Wages
by Heidi Hartmann, Vicky Lovell and Misha Werschkul (September 2004)
In the months since the official end of the recession in November 2001, women’s employment has returned to pre-recession levels, but the lack of job growth in this period means millions of jobs for women are missing. At the same time, the long-term increase in women’s labor force participation has stalled, and the gender wage gap has increased.
#B245, 6 pages
$10.00
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Still a Man's Labor Market: The Long-Term Earnings Gap
by Stephen J. Rose, Ph. D. and Heidi Hartmann, Ph.D. (February 2004)
Many argue that women’s prospects in the labor market have steadily increased and that any small remaining gap in earnings between women and men is not significant. They see the remaining differences as resulting from women’s own choices. Others believe that with women now graduating from college at a higher rate than men and with the economy continuing its shift toward services, work and earnings differences between women and men may disappear entirely.
#C355, Report, 46 pages
$15.00
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The Gender Wage Gap: Progress of the 1980s Fails to Carry Through
by Heidi Hartmann, PhD, and Vicky Lovell, PhD (October 2003)
The gender wage gap is much narrower now than it was at the start of the revolutionary decade of the 1960s, when long-standing barriers to women's educational achievement and employment success began to be dismantled and the first of a series of critical equal employment opportunity standards were enacted by Congress. According to the U.S. Census Bureau, the ratio of women’s to men’s earnings was 76.6 in 2002, for full-time workers employed year-round. The comparable figure in 1960 was 60.7.
#C353, Fact Sheet, 3 pages
$5.00
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The Gender Gap in Pension Coverage: What Does the Future Hold?(Final Report)
by Lois Shaw, Ph.D. and Catherine Hill, Ph.D. (December 2001)
This report documents pension coverage among male and female employees and examines voluntary and involuntary reasons why women and men do not participate in pension plans. The good news is that women are participating in pension plans in greater numbers, and, for women working full-time, near equality with men has been achieved. Part-time workers (who are disproportionately women), however, remain much less likely to participate in employer-sponsored pension plans. Less than a third of part-time workers participate in a pension plan. The largest difference in participation between female and male employees occurs for older workers (aged 45- 64), with 35 percent of women saying they work too few hours to participate in their company’s plan compared with 20 percent of men. Overall, older female employees are less likely to expect to have a pension in retirement from any source than are older male workers; 36 percent of male employees lack a pension from any employer compared with 44 percent of female employees.
#D447, Report, 22 pages
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The Gender Gap in Pension Coverage: What Does the Future Hold?
by Lois Shaw, PhD and Catherine Hill, PhD (May 2001)
This report documents pension coverage among male and female employees and examines voluntary and involuntary reasons why women and men do not participate in pension plans. The good news is that women are participating in pension plans in greater numbers and, for women working full-time, near equality with men has been achieved. Part-time workers (who are disproportionately women), however, remain much less likely to participate in employer- sponsored pension plans. Less than a third of part-time workers participate in a pension plan. The largest difference in participation between female and male employees occurs for older workers (aged 45-64), with 35 percent of women saying they work too few hours to participate in their company’s plan compared with 20 percent of men. Overall, older female employees are less likely to expect to have a pension in retirement from any source than are older male workers; 36 percent of male employees lack a pension from any employer compared with 44 percent of female employees.
#E507, 20 pages
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The Gender Gap in Pension Coverage: Women Working Full-Time Are Catching Up, But Part-Time Workers Have Been Left Behind
by Lois Shaw, Ph.D., and Catherine Hill, Ph.D. (March 2001)
The good news is that women are participating in pension plans in greater numbers than ever before. Based on data from the Pension Topical Module of the Survey of Income and Program Participation collected in 1995 by the Bureau of Census, IWPR found that 60 percent of full-time female workers participate in a pension plan, compared with 62 percent of full-time male workers. But bad news still abounds.
#E506, Research-in-Brief, 3 pages
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New and Stronger Remedies Are Needed to Reduce Gender Based Wage Discrimination
by Heidi Hartmann (June 2000)
Testimony before the U.S. Senate Committee on Health, Education, Labor and Pensions. Part of a hearing on Examining Gender-Based Wage Discrimination. Reviews scholarly literature and cites IWPR research to argue that pay equity remedies are needed to reduce the gender wage gap. Eliminating wage discrimination against women could reduce family poverty by one half.
The Gender Wage Gap Earnings Ratio Between Women and Men Employed Full-Time, Year-Round, 1997
by April Shaw (January 2000)
The Institute for Women’s Policy Research’s ongoing research project The Status of Women in the States measures women’s status in all 50 states and the District of Columbia. One component of this project is the calculation of the gender wage gap. This table presents the results of this state-by-state calculation.
#C348W, Fact Sheet, 1 page
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Why Increase the Minimum Wage?
by Heidi Hartmann (October 1999)
Testimony before the U.S. House of Representatives Committee on Educatoin and the Workforce. Argues that increasing the federal minimum wage and benefit levels in accordance with cost of living increases will reduce poverty of women and their families. Available by mail in limited quantities. E-mail iwpr [at] iwpr [dot] org to place an order.
Equal Pay for Working Families
by (May 1999)
(Based on IWPR Report, Equal Pay for Working Families, by Heidi Hartmann, PhD, Katherine Allen, and Christine Owens)
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How Women Can Earn a Living Wage: The Effects of Pay Equity Remedies and a Higher Minimum Wage
by IWPR (April 1997)
Summarizes research by economists Deborah Figart and June Lapidus showing that both comparable worth and a higher minimum wage would reduce poverty consideably among low-income working women and their families.
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The Wage Gap: Women's and Men's Earnings
by Lois Shaw, Melinda Gish, Jill Braunstein, Sarah Allore, and Jodi Burns (January 1997)
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Pay Equity and the Wage Gap: Success in the States
by (January 1995)
By 1989, twenty states had implemented programs to raise the wages of workers in female-dominated jobs in their state civil services. According to a joint Institute for Women's Policy Research and Urban Institute study, of the fourteen states for which information was available, all succeeded in increasing the female/male wage ratio in their civil service. Statistical analysis of wages and employment in three states indicates that these adjustments were implemented without substantial negative side effects such as increased unemployment. These findings suggest that pay equity is an effective means of raising women's wages to levels that reduce the impact of discrimination or devaluation. This fact sheet answers many common questions about the wage gap and pay equity based on findings from this study. The data analyzed in the study were collected over a four-year period from the relevant state agencies.
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Pay Equity as a Remedy for Wage Discrimination: Success in State Governments
by Heidi Hartmann, Stephanie Aaronson (July 1994)
Testimony concerning the Fair Pay Act of 1994 before the Subcommittee on Select Education and Civil Rights, U.S. House of Representatives Based on findings from teh project The Economic Effects of Pay Equity in the STates. Argues that teh Fair Pay Act would be an effective way to raise women's wages to a level comparable to men's.
The Pregnancy Discrimination Act of 1978: A Ten Year Progress Report
by Roberta Spalter-Roth, Ph.D, Claudia Withers, and Sheila Gibbs (September 1992)
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Women in Telecommunications: Exception to the Rule of Low Pay for Women's Work
by Roberta Spalter-Roth and Heidi Hartmann (May 1992)
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Increasing Working Mother's Earnings: The Importance of Race, Family, and Job Characteristics
by Heidi I. Hartmann, Ph.D, Roberta M. Spalter-Roth, Ph.D (January 1992)
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Increasing Working Mother's Earnings
by Roberta Spalter-Roth, Ph.D, and Heidi Hartmann, Ph.D (November 1991)
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Improving Women's Status in the Workforce: The Family Issue of the Future
by Roberta Spalter-Roth, Heidi Hartmann (July 1991)
Testimony before the Subcommittee on Employment and Productivity, Committee on Labor and Human Resources, U.S. Senate. Presentation of research findings to dispel the "Myth of the Drop-Out Mom". Argues women's wages are becoming more, not less, important for families and provides policy strategies to help improve women's labor froce status and earnings.
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Improving Employment Opportunities for Women
by Heidi Hartmann, Roberta Spalter-Roth (February 1991)
Testimony on H.R. 1 Civil Rights Act of 1991, U.S. House of Representatives Committee on Education and Labor. Describes the importance of women's earnings for family survival, the continued existence of wage and job discrimination, and the effectiveness of civil rights and anti-discrimination policies. Argues that ensuring equal employment opportunities for all workers is needed to strengthen the economy.
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Women in Telecommunications: An Exception to the Rule
by Heidi Hartmann and Roberta Spalter-Roth (April 1990)
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Recent Wage Developments in Telecommunications: An Example from the Northeast
by Roberta Spalter-Roth, Heidi Hartmann, and Linda Andrews (August 1989)
Not like this is new stuff, moron.
