Equal pay for women: A guide for employers
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More women are entering the workforce and comprise almost half of the U.S. labor force, yet a gender earnings gap persists between women and men. Several major laws aim to promote equal pay, including the Equal Pay Act which requires equal pay for equal work, and Title VII of the Civil Rights Act which prohibits employment discrimination based on sex or national origin. Additionally, the National Labor Relations Act protects employees' rights to discuss wages with colleagues. To ensure compliance, employers should review their pay practices, increase pay transparency, and seek assistance from enforcement agencies.
Equal pay for women: A guide for employers
- 1. O ur Nation’s workforce includes more women than ever before. Working women comprise almost half of the U.S. labor force and are a growing number of breadwinners in their families. More women are also working in positions Despite continued progress toward there between women and men. The gap is with disabilities. The gender earnings gap persists This guide is designed to help to help ensure compliance with those laws. MAJOR LAWS AFFECTING EQUAL PAY compensation. Under the Equal Pay Act “Despite continued progress toward gender equality in the workplace, there still exists earnings gap between women and men.” An Employer’s Guide to Equal Pay
- 2. are performed under similar working conditions. The compensation can is attributable to a factor other than sex. Title VII of the Civil Rights Act of 1964 (Title VII) with at least 15 workers from discriminating on the basis of their sex or national origin in all terms that results from steering women into them promotions and other forms of The Lilly Ledbetter Fair Pay Act of 2009 compensation is actionable under Title VII. Under the of Title VII. Executive Order 11246 prohibits federal assisted construction contractors and federal subcontractors from discriminating in entities’ contracts The National Labor Relations Act (NLRA) protects the rights of most conditions. Section 7 of the NLRA discussing their wages or working conditions with their colleagues as Board (NLRB). “Most private sector employees have the right to join together, with or without a union, to improve their wages and working conditions under the National Labor Relations Act.”
- 3. Reviewing Your Pay Practices LISTEN to what your managers and employees are saying. The following types of statements can be red “It is not our fault if they are bad negotiators for their own salaries.” “We should be able to pay our workers what we want to pay them.” “We can’t talk about pay at work.” “I assume everything is fair because no one is complaining.” “I’m not sure who checks our compensation system for equality, but I know it’s not me.” “I’m not exactly sure what was used to decide this salary.” LOOK at Whether and How You Monitor Your Pay Practices be responsible for monitoring local anti-discrimination laws. compensation problems. training on compensation to increase awareness. assigned to job classes. How are women and minorities make assumptions about what If starting salaries and signing to ensure that decisions are made in a non- INCREASE TRANSPARENCY IN COMPENSATION allows workers to know how much their colleagues are earning. Such a Make it clear that top work harder. Stop meritless complaints
- 4. EQUAL=PAY WHERE TO GO FOR HELP U.S. Department of Labor Women’s Bureau Programs U.S. Equal Employment Opportunity Commission National Labor Relations Board ASK FOR HELP reduced to a checklist. You can obtain further compliance assistance from the resources listed below.