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The Simple TruThabt t G pay Ga
2013 ediTion
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Tab f Ctts
Foreword 2
Introduction 3
What Is the Pay Gap? 5
Is the Pay Gap Really about
Womens Lie Choices? 8
How Does the Pay Gap Aect Women
o Dierent Demographics? 10
Is Tere a Pay Gap in All Jobs? 15
How Can I Make a Dierence? 17
What Should I Do I I Experience
Sex Discrimination at Work? 22
AAUW Resources 23
Notes 24
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Fw
I you take one simple truth rom this guide, I hope its this: Te pay gap isreal. Tis guide backs up this assertion with the latest evidence and presents
ideas or what we can do about it.
Te American Association o University Women (AAUW) has been on the
ront lines o the ght or pay equity since 1913. AAUW members were in
the Oval Oce when President John F. Kennedy signed the Equal Pay Acto 1963 into law, and 50 years later, we continue to lead the push or poli-
cies and legislation to encourage and enorce air pay in the workplace.
Pay equity is a priority or AAUW, and it will continue to be until women
everywhere earn a air days pay or a air days work. In January 2009, Presi-
dent Barack Obama signed the Lilly Ledbetter Fair Pay Act into law, thanks
to the hard work and leadership o AAUW, our members, and our coalitionpartners. Since then, AAUW has worked or the passage o the Paycheck
Fairness Act, which would give women additional and much-needed equal
pay protections. Te legislation ailed in procedural votes in the House and
Senate in summer 2012. Clearly, our work is not yet over.
Tis guide is designed to empower our members and other advocates with
the acts and resources they need to tell the simple truth about the pay gap.
Its real, its persistent, and its undermining the economic security o Ameri-
can women and their amilies. We hope you will join us in the ght.
Linda D. Hallman, CAE
AAUW Executive Director
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100%
90%
80%
70%
60%
50%
40%
30%
20%
10%
0%
197
1
197
5
198
3
198
7
199
3
199
7
200
3
200
9
60%
77%
197
3
197
9
198
1
198
5
198
9
199
1
199
5
199
9
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1
200
5
2011
Did you know that in 2011, women working ull time in the United States
typically were paid just 77 percent o what men were paid, a gap o 23
percent? Te gap has narrowed since the 1970s (Figure 1), due largely to
womens progress in education and workorce participation and to mens
wages rising at a slower rate. Progress has stalled in recent years, and the pay
gap does not appear likely to go away on its own.
itct
Fg 1.Ws ma Aa eags as a pctag f ms ma
Aa eag f F-t, Ya- Wks, 197120111
Note: Includes people ages 15 and older beginning in 1980; for previous years, includes people ages 14 oldand older as of the following year. Before 1989, only civilian workers are included.
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Equal pay is not simply a womens issueits a amily issue. Families
increasingly rely on womens wages to make ends meet. In typical married
households, womens incomes accounted or 36 percent o total amilyincome in 2008, up rom 29 percent in 1983. A large majority o mothers
are in the paid labor orce, and about one-third o employed mothers are the
sole breadwinners or their amilies.2
For the 34 percent o working mothers who are their amilies sole bread-
winnereither because they are single parents or their spouses are not in
the labor orcethe gender pay gap can contribute to poor living condi-
tions, poor nutrition, and ewer opportunities or their children.3 For these
women, closing the gender pay gap is much more than a point o prideits
a matter o necessity.
Tis guide provides key acts about the gender pay gap in the United States,
along with explanations and resources. Inormation is organized around sixcommon questions:
1. What is the pay gap?
2. Is the pay gap really about womens lie choices?
3. How does the pay gap afect women o diferent demographics?
4. Is there a pay gap in all jobs?
5. What can I do to make a diference?
6. What should I do i I experience sex discrimination at work?
AAUW is condent that this inormation will help you to eectively and
condently advocate or pay equity or all workers in your community.
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Te pay gap is the dierence in mens and womens typical earnings, usu-ally reported as either the earnings ratio between men and women or as an
actual pay gap, as dened below. Te median value is the middle value, with
equal numbers o ull-time workers earning more and earning less.
Earnings ratio =Womens median earnings
Mens median earnings
Pay gap =[Mens median earnings Womens median earnings]
Mens median earnings
In 2011, median annualearnings in the United States or women and men
working ull time, year round were $37,118 and $48,202, respectively.
2011 earnings ratio =$37,118
= 77%
$48,202
2011 pay gap =[$48,202 - $37,118]
= 23%$48,202
Earnings can also be reported on a weekly basis. Te gender pay gap inweekly earnings tends to be slightly smaller than the pay gap in terms o
annual earnings. In 2012, the pay gap in median weekly earnings was 19
percent, according to the U.S. Department o Labor.
W t ata c f?Federal agencies such as the Census Bureau, the Department o Education,
and the Bureau o Labor Statistics conduct surveys o individuals, house-holds, and businesses to gather inormation about peoples salaries and other
earnings.
Wat is t pay Ga?
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Most reports on national workorce participation, pay, and pay dierences
depend on data rom the Current Population Survey (CPS) (www.census.gov/cps), the countrys primary source o labor orce statistics. Te CPS is a
monthly survey o about 50,000 households conducted by the U.S. Census
Bureau or the Bureau o Labor Statistics.
Te estimate o the pay gap usingweeklyearnings is based on the annual
average o median weekly earnings or the previous year, usually released
in January o each year by the Bureau o Labor Statistics (www.bls.gov/
cps). Te estimate o the pay gap usingannualearnings is based on the
CPS Annual Social and Economic Supplement data, which is published
each September by the Census Bureau and the Bureau o Labor Statistics.
In recent years, this data has been published in Income, Poverty, and Health
Insurance Coverage in the United States.4
Stat-v ataA pay gap can also be calculated or each state (Figure 2). Te American
Community Survey (ACS) (www.census.gov/acs) is oten used to make esti-
mates o the pay gap at the state level because it includes more households
than the CPS. Te Census Bureau began the ACS in 1996 as the successor
to the long orm o the decennial census. Te ACS results are released
annually in September, and bries based on the survey can be ound on thebureaus website.5 According to ACS data, in 2011 the pay gap was small-
est in Washington, D.C., where women were paid 90 percent o what men
were paid, and largest in Wyoming, where women were paid 67 percent o
what men were paid.
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Fg 2.Stat ma Aa eags a eags rat f F-t,
Ya- Wks, Ags 16 a o, by Stat a G, 20116
1Washington, D.C. $66,760 $60,332 90%
2Vermont $44,057 $38,177 87%
3 Maryland $56,708 $48,748 86%
4 Nevada $41,803 $35,484 85%
5California $49,281 $41,817 85%
6Rhode Island $48,842 $41,412 85%
7Arizona $42,544 $36,048 85%
8 New York $50,388 $42,113 84%
9Florida $40,951 $33,823 83%
10 Arkansas $37,488 $30,752 82%
11 Hawaii $45,494 $37,242 82%
12 Texas $43,160 $35,301 82%
13 Georgia $43,902 $35,438 81%
14 Delaware $50,411 $40,500 80%
15 Tennessee $41,309 $33,184 80%
16Minnesota $50,580 $40,416 80%
17 North Carolina $41,950 $33,459 80%
18 Nebraska $42,182 $33,424 79%
19 Colorado $50,987 $40,236 79%
20New Mexico $41,037 $32,316 79%
21Maine $43,944 $34,599 79%
22Kentucky $41,612 $32,684 79%
23Missouri $43,146 $33,865 78%
24 Oregon $45,976 $36,027 78%
25Connecticut $60,705 $47,476 78%
26New Jersey $60,568 $47,155 78%
m Weags
ratm W
eagsrat
27 South Dakota $40,285 $31,329 78%
28Wisconsin $46,214 $35,890 78%
29 Virginia $52,805 $40,969 78%
30 Alaska $52,379 $40,550 77%
31 Ohio $46,176 $35,746 77%
32Iowa $43,624 $33,745 77%
33 New Hampshire $53,033 $41,021 77%
34 Pennsylvania $47,956 $37,089 77%
35 Washington $53,046 $40,993 77%
36 Illinois $50,746 $39,150 77%
37Massachusetts $60,264 $46,185 77%
38Kansas $43,993 $33,269 76%
39 South Carolina $41,464 $31,330 76%
40 Oklahoma $41,420 $31,274 76%
41Indiana $45,183 $34,023 75%
42 Idaho $41,528 $31,238 75%
43Montana $41,635 $31,067 75%
44Alabama $42,951 $31,862 74%
45Michigan $50,053 $36,931 74%
46 Mississippi $40,202 $29,548 73%
47North Dakota $44,660 $32,462 73%
48 West Virginia $42,125 $29,688 70%
49 Utah $47,573 $32,843 69%
50Louisiana $46,313 $31,844 69%
51Wyoming $51,630 $34,381 67%
United States* $48,202 $37,118 77%
*National data include workers ages 15 and older and are based on data from the U.S. Census BureausCurrent Population Survey.
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Critics charge that pay dierences between men and women are simply a
matter o personal choices. AAUW addressed this argument in our 2012
report, Graduating to a Pay Gap: Te Earnings of Women and Men One Year
after College Graduation. Our analysis ound that just one year ater college
graduation, women were paid just 82 percent o what their male counter-
parts were paid.7
An earlier report, Behind the Pay Gap (AAUW, 2007),ound that 10 years ater graduation, the pay gap widened, and women
were paid only 69 percent o what men were paid.8
In part, these pay gaps do refect mens and womens choices, especially the
choice o college major and the type o job pursued ater graduation. For
example, women are more likely than men to go into teaching, and this
contributes to the pay gap because teachers tend to be paid less than other
college graduates. Tis portion o the pay gap is considered to be explained,
regardless o whether teachers wages are considered air.
Yet not all o the gap can be explained away. Ater accounting or college
major, occupation, economic sector, hours worked, months unemployed
since graduation, GPA, type o undergraduate institution, institutionselectivity, age, geographical region, and marital status, Graduating to a Pay
Gap ound that a7 percent diference in the earnings o male and emale
college graduates one year ater graduation was still unexplained.
Similarly, Behind the Pay Gap ound a12 percentunexplained dierence in
earnings among ull-time workers 10 years ater college graduation. Other
researchers have also ound that the gender pay gap is not ully accountedor by womens and mens choices.9, 10
is t pay Ga ray abtWs lf Ccs?
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Becoming a parent is an example o a choice that oten has dierent out-
comes or men and women. Behind the Pay Gap ound that 10 years ater
graduation, 23 percent o mothers in our sample were out o the workorce,and 17 percent worked part time. Among athers, only 1 percent were out
o the workorce, and only 2 percent worked part time.
Many stay-at-home and part-time working mothers will eventually decide
to return to the ull-time workorce, and when they do they may encoun-
ter a motherhood penalty that extends beyond the actual time out o the
workorce. Experimental research has documented that employers are less
likely to hire mothers compared with childless women, and when employ-
ers do make an oer to a mother, they oer her a lower salary than they
do other women. Fathers, in contrast, do not suer a penalty compared
with other men.11 Clearly, parenthood oten aects men and women very
dierently in terms o labor orce participation and how they are viewed by
employers, and that dierence may be refected in a workers salary.
Fran/www
.cartoonstock.com
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0
$200
$400
$600
$800
$1,000
$1,200
AsianAmerican
WhiteAfricanAmerican
Hispanic orLatina/o
Total
xx%= women's earnings as a percentage of men's earningsWomen Men
$691
$854
$521
$592 $599
$665
$710
$879
$770
$1,055
73%
81%
90%
88%
81%
Fg 3.ma Wky eags, by rac/etcty a G, 201212
Te pay gap aects women rom all backgrounds, at all ages, and o all levels
o educational achievement, although earnings and the gap vary depending
on a womans individual situation.
hw ds t pay Ga Affct
W f dfft dgacs?
Note: Based on median usual weekly earnings of full-time wage and salary workers, ages 16 and older, 2012annual averages
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rac/tctyAmong ull-time workers in 2012, Hispanic, Latina, and Arican American
women had lower median weekly earnings compared with white and AsianAmerican women. But within racial/ethnic groups, Arican American and
Hispanic or Latina women experienced a smaller gender pay gap compared
with men in the same group than did white and Asian American women
(Figure 3).
Using a single benchmark provides a more inormative picture. Because
white men are the largest demographic group in the labor orce, they are
oten used or that purpose.
Compared with the salary inormation or white male workers, Asian wom-
ens salaries show the smallest gender pay gap, at 88 percent o white mens
earnings. Te gap was largest or Hispanic and Latina women, who were
paid only 59 percent o what white men were paid in 2012 (Figure 4). Tesmaller gender pay gap among Arican Americans, Hispanics, and Latinos is
due solely to the act that Arican American, Hispanic, and Latino men were
paid substantially less than white men in 2012.
Womens earnings as a
percentage of mens earningswithin race/ethnicity
Womens earnings as apercentage of white
mens earnings
Hispanic or Latina 88% 59%
African American 90% 68%
White 81% 81%
Asian American 73% 88%
Note: Based on median usual weekly earnings of full-time wage and salary workers, 2012 annual averages
Fg 4.eags rat, by rac/etcty, 201213
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0
$200
$400
$600
$800
$1,000
65 yearsand older
5564 years4554 years3544 years2534 years2024 years1619 years
$328
$370
$438$470
$662
$717$734
$935
$744
$979
$749
$997
$664
$821
81%
75%76%79%
92%
93%
89%
xx%= women's earnings as a percentage of men's earningsWomen Men
Note: Based on median usual weekly earnings of full-time wage and salary workers, 2011 annual averages
Fg 5.ma Wky eags, by Ag a G, 201114
AgEarnings or both emale and male ull-time workers tend to increase with
age, with a plateau ater 45 and a drop ater age 65. Te gender pay gap alsogrows with age, and dierences among older workers are considerably larger
than gaps among younger workers.
In 2011, or ull-time workers ages 2024, women were paid 93 percent
o what men were paid on a weekly basis. Among workers 5564 years
old, women were paid only 75 percent o what their male peers were paid.
Women typically are paid about 90 percent o what men are paid until
around the age o 35, at which point median earnings or women start to
grow much more slowly than median earnings or men. From around age
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$388
$543
$677
$909
$1,127
$1,362 $1,352
$486
$710
$886
$1,188
$1,488
$1,881
$1,686
$0
$200
$400
$600
$800
$1,000
$1,200
$1,400
$1,600
$1,800
$2,000
Less than highschool diploma
High schoolgraduate
Associatedegree
Bachelor'sdegree
Master'sdegree
Professionaldegree
Doctoraldegree
80%
76%
76%
77%
76%
72%
80%
xx%= women's earnings as a percentage of men's earningsWomen Men
Note: Based on median usual weekly earnings of full-time wage and salary workers, ages 25 and older, 2010
annual averages
Fg 6.ma Wky eags, by lv f ecat a G, 201015
35 through retirement, women are typically paid about 75 to 80 percent o
what men are paid (Figure 5).
ecatAs a rule, earnings increase as years o education increase or both men and
women. While more education is an eective tool or increasing earnings, it
is not an eective tool against the gender pay gap. At every level o academic
achievement, womens median earnings are less than mens median earnings,
and in some cases, the gender pay gap is larger at higher levels o education
(Figure 6).
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$0
$200
$400
$600
$800
$1,000
$1,200
Hispanic womenAfrican American womenWhite women
Advanced degreeBachelor's degreeSome college or associate degree
High school graduates, no collegeLess than a high school diploma
$389
$581
$678
$939
$1,164
$377
$499
$595
$389
$846
$997
$369
$501
$611
$818
$1,093
Education improves earnings or women o all races and ethnicities, but
earnings are aected by race and ethnicity as well as gender. White women
are paid more than Arican American and Hispanic women at all educationlevels (Figure 7).
Research suggests that dierences in education and other measurable actors
explain part o the dierence in earnings between racial and ethnic groups.
However, as is the case with gender, part o the racial/ethnic pay gap cannot
be explained by actors known to aect earnings and is likely due, at least in
part, to discrimination.16
Fg 7.ma Wky eags f W, by rac/etcty a lv f
ecat, 201217
Note: Based on median usual weekly earnings of full-time wage and salary workers, ages 25 and older, 2012annual averages
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In nearly every line o work, women ace a pay gap. Among the manyoccupations or which the Bureau o Labor Statistics collects data that
allow or valid comparison, womens earnings are higher than mens in
only a handul.18
While a pay gap exists in nearly every occupational eld, jobs traditionally
associated with men tend to pay better than traditionally emale jobs or thesame level o skill required. And even in 2013, women and men still tend to
work in dierent kinds o jobs. Tis segregation o occupations is a major
actor behind the pay gap.19, 20
In 2011, the U.S. civilian workorce included approximately 140 million
ull- and part-time employed workers; 53 percent were men, and 47 percent
were women.21 Just over 40 percent o working women were employed intraditionally emale occupations such as social work, nursing, and teaching.
In contrast, ewer than 5 percent o men worked in these jobs. Forty-our
percent o working men were in traditionally male occupations, such as
computer programming, aerospace engineering, and reghting, compared
with just under 6 percent o women in those jobs.22 Women are more likely
to work in proessional, oce and administrative support, sales, and service
occupations, and men are more likely to work in construction, maintenance
and repair, and production and transportation occupations.
Although men and women still tend to work in dierent jobs, occupational
gender segregation has decreased over the last 40 years. Te reduction in
gender segregation is largely due to women moving into previously predom-
inantly male jobs, especially during the 1970s and 1980s,23
and to astergrowth o more mixed-gender occupations in the 1990s.24
is T a pay Ga A Jbs?
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0 $500 $1,000 $1,500 $2,000 $2,500
Counselors
Editors
Secondaryschool teachers
Financialmanagers
Medical scientists
Registered nurses
Computerprogrammers
Lawyers
Pharmacists
xx%= women's earnings as a percentage of men's earningsWomen Men
103%
90%
93%
70%
80%
91%
84%
80%
100%
Fg 8.T G pay Ga ma Wky eags ag F-t Wks,
Sct occats, 2012 25
Increasing the number o women in traditionally male elds is likely to
improve wages or women, but it is unlikely to ully eliminate the pay gap.
Women in male jobs such as computer programming still ace a pay gapcompared with their male counterparts (Figure 8), even though they may
be paid higher salaries than women in traditionally emale elds. It will take
more than individual women pursuing careers in male elds to ensure air
pay or all.
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hw Ca i mak a dffc?
Te gender pay gap is unlikely to go away on its own, but there are manythings that we can do in our workplaces and in our communities to make
a dierence. Here are some steps that employers, individuals, and govern-
ments can take to ensure air pay.
ivas
Many personal decisions have proound implications or our economicsecurity. Pursuing a college education has long been viewed as an impor-
tant step toward ensuring a middle-class liestyle. But not all college majors
will provide an equal oundation or a secure nancial uture. In addition,
the kinds o jobs pursued early in a career set the stage or an entire career
o earnings. Because benets and subsequent raises are generally based on
initial wages, a lower starting salary could mean a lietime o lower compen-
sation and smaller retirement benets. Decisions about marriage, children,and caregiving also play critical roles in womens economic security.
Developing negotiation skills can help workers to be paid airly. Because
most employers have some latitude when it comes to salaries, negotiating
can pay o. But negotiation skills are especially tricky or women because
some behaviors, like sel-promotion, that work or men may backre on
women.26, 27 Knowing what your skills are worth, making clear what you
bring to the table, emphasizing common goals, and maintaining a positive
attitude are some negotiation tactics that have been shown to be eective or
women.28 AAUW, in collaboration with the Wage Project, oers $tart $mart
salary negotiation workshops on college campuses to train women how to
negotiate beore they enter the job market.
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Beyond their personal lives, individuals can also take steps to infuence
employers and governments. Tere are more ways to make your voice heard
than ever beoreletters to your legislators and local papers, blogs, andtweets are just a ew examples. Joining an organization like AAUW can
make all these activities a little easier, especially i you use our Programs in
a Box and other resources and connect with our ready-made network o
activists.
eysCompanies should know by now that paying workers airly is necessary or
legal and ethical reasons. But not every employer has taken this lesson to
heart. Companies like Home Depot, Novartis, and Smith Barney have paid
hundreds o millions o dollars to settle cases o gender pay discrimination
brought by women employees under the Equal Pay Act and itle VII o
the Civil Rights Act. Wal-Mart recently spent billions o dollars deending
what would have been the largest class-action lawsuit in history, brought bywomen employees alleging systemic pay and promotion discrimination.
Indeed, air pay can be good or the bottom line. Believing that an employer
is air improves workers morale,29, 30 and employees are less likely to be
absent when they perceive that their employer is air. Work perormance
has also been linked to the perception o organizational justice.31 In other
words, a worker who believes that she or he is paid airly is more likely to
contribute her or his best eort to the job.
As U.S. Supreme Court Justice Louis Brandeis once noted, Sunshine is
the best disinectant. ransparency in compensation is one example o
a policy that can make a dierence. A recent survey by the Institute or
Womens Policy Research (IWPR) ound that about hal o employees said
they worked in a setting where discussions o wages and salaries are either
ormally prohibited or discouraged by managers.32 According to IWPR, pay
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secrecy is much more common in the private sector, where 61 percent o
employees are either discouraged or prohibited rom discussing wage and
salary inormation. In contrast, only 14 percent o public-sector employeesreported that pay discussions were either discouraged or prohibited. Tis
higher degree o transparency in the public sector may be related to the
greater gender pay equity ound in the ederal government. Federal workers
can easily see how their salaries compare with others at their grade level and
geographical location because the U.S. Oce o Personnel Management
makes public the salary and wage range or each level o ederal worker and
additional locality pay or areas where the cost o living is higher.33 A 2009
report ound that, among ederal workers, women were paid 89 percent
o what men were paid, compared with 78 percent in the workorce as
a whole.34
DanaFradon/Th
eNewYorkerCollection/www.cartoonbank.com
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Employers can also use audits to monitor and address gender pay dier-
ences. Te state o Minnesota requires public-sector employers to conduct
a pay equity study every ew years and eliminate pay disparities betweenemale-dominated and male-dominated jobs that require comparable levels
o expertise. Employers use a job evaluation tool to compare jobs on dimen-
sions such as the complexity o issues encountered, the depth and breadth
o knowledge needed, the nature o interpersonal contacts required, and the
physical working conditions. Tis allows employers to identiy jobsor
example, delivery van drivers and clerk typiststhat, despite being di-
erent, require similar levels o knowledge and responsibility. An analysis
is then done to compare wages or predominantly emale jobs with those
o predominantly male jobs o comparable skill levels. I the results o the
study show that women are consistently paid less than men or jobs requir-
ing similar levels o knowledge and responsibility, the employer makes the
necessary salary increases. For more inormation on the audits, visit Minne-
sotas pay equity web page.35
GvtIn 1963, Congress passed the Equal Pay Act, which requires employers
to give men and women employees equal pay or equal work. One year
later, in 1964, the Civil Rights Act was passed. itle VII o that act bars all
discrimination in employment, including discrimination in hiring, ring,
promotion, and wages on the basis o race, color, religion, sex, or nationalorigin.
Yet these legal protections have not ensured equal pay or women and men.
Te rst piece o legislation signed into law by President Barack Obama,
the Lilly Ledbetter Fair Pay Act o 2009, provides some additional protec-
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tion against discrimination. Te law claries that pay discrimination occurs
when a pay decision is made, when an employee is subject to that decision,
or at any time an employee is injured by it; employees have 180 days romany o those instances to le a claim.36
Tis is an essential law, but it is by no means sucient. Additional legisla-
tion is needed to provide more eective equal pay protections. During
each session o Congress since the Equal Pay Act was passed, bills designed
to update it have been introduced and sometimes voted on. In 2009, the
House o Representatives passed the Paycheck Fairness Act, a comprehensive
bill aimed at updating the Equal Pay Act by closing loopholes, strengthen-
ing incentives to prevent pay discrimination, and prohibiting retaliation
against workers who inquire about employers wage practices or disclose
their own wages. But despite widespread backing rom the American public,
the strong leadership o AAUW, and the diligent eorts o our members and
coalition partnersas well as the support o a majority o senators and theWhite Housethe Senate deeated the Paycheck Fairness Act in November
2010 in a procedural vote (58-41). AAUW lobbied hard or the Paycheck
Fairness Act during all 2010 and again in summer 2012, ater the act was
reintroduced. Unortunately, the Paycheck Fairness Act ailed in procedural
votes in summer 2012, this time in both the Senate and the House. AAUW
urges Congress to support this legislation.
AAUW continues to advocate or strong pay equity legislation, regulation,
and enorcement to protect employees and assist employers. AAUW also
educates the public about this persistent problem and its eect on working
amilies. Tese eorts are critical elements as we work to close the gender
pay gap.
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Wat S i d if i exc
Sx dscat at Wk?
1. pt t wtg.Always put everything in writing so you have a record
and a timeline.
2. d y wk. For more inormation on your rights, call the
U.S. Equal Employment Opportunity Commission (EEOC) hotline at
800.669.4000.
3. Sk . alk with your supervisor or human resources representative
at work to learn about the grievance procedure.
4. Av s s. While the desire to talk about your case is under-
standable, the threat o countersuits or deamation is real.
5. Gt ga avc. alk to a lawyer who has specic experience with sexdiscrimination in the workplace. For a reerral in your state, e-mail the
AAUW Legal Advocacy Fund at [email protected].
6. Act qcky. Tere is a statute o limitations on ling complaints with
the EEOC.
7. Watc y cks a s. alk to a lawyer or an accountant
about the nancial burdens o a lawsuit.
8. Vst y ctys, y ct.You may experience a physical
and emotional toll that should be addressed and documented.
9. pa f t g a. Filing a discrimination lawsuit is a long
process, but others have succeeded in ghting discrimination, and you
can too.
10. F a st twk.AAUW branches can help support you. Find
a branch near you at www.aauw.org.
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Visit AAUWs pay equity resource page on the AAUW website at www.aauw.org/issues/economic-justice or current inormation on the status
o legislation, ederal policies, and action that you can take to narrow the
pay gap.
Join AAUWs Action Network to keep up with equal pay advocacy and
receive notices to tell your legislators what you think: capwiz.com/aauw/
home. Visit the LAF online resource library to learn more about pay equity and
what you can do i you believe youre being paid unairly: www.aauw.org/
what-we-do/legal-resources.
Get ideas or programming and advocacy with the AAUW Pay Equity
Resource Kit: www.aauw.org/resource/pay-equity-resource-kit.
Visit AAUWs $tart $mart salary negotiation page on the AAUW web-site at www.aauw.org/what-we-do/campus-programs/start-smart-salary-
negotiation-workshop or the Wage Project website at www.wageproject.
org to nd out how to attend a salary negotiation workshop.
Read more about the pay gap at www.aauw.org/what-we-do/research.
Join AAUW and help ensure pay equity or all: www.aauw.org/join.
AAuW rscs
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nts
1. Source: DeNavas-Walt, Carmen, Bernadette D. Proctor, and Jessica C. Smith. (2012).U.S. Census Bureau, Current Population Reports. Income, Poverty, and Health InsuranceCoverage in the United States: 2011. Washington, DC: U.S. Government Printing Oce.
2. U.S. Senate Joint Economic Committee. (2010) Invest in Women, Invest in America: AComprehensive Review of Women in the U.S. Economy. A Report by the Majority Sta othe Joint Economic Committee, Representative Carolyn B. Maloney, Chair. jec.senate.gov/public/index.cm?p=Reports1.
3. Ibid.
4. DeNavas-Walt, Carmen, Bernadette D. Proctor, and Jessica C. Smith. (2012). U.S. Cen-
sus Bureau, Current Population Reports. Income, Poverty, and Health Insurance Coveragein the United States: 2011. Washington, DC: U.S. Government Printing Oce.5. www.census.gov/acs/www/data_documentation.
6. Sources: State data: U.S. Census Bureau, 2011 American Community Survey. Nationaldata: DeNavas-Walt, Carmen, Bernadette D. Proctor, and Jessica C. Smith. (2012). U.S.Census Bureau, Current Population Reports. Income, Poverty, and Health Insurance Cover-age in the United States: 2011. Washington, DC: U.S. Government Printing Oce.
7. Corbett, Christianne, and Catherine Hill. (2012). Graduating to a Pay Gap: Te Earningsof Women and Men One Year after College Graduation. Washington, DC: AAUW.
8. Dey, Judy Goldberg, and Catherine Hill. (2007). Behind the Pay Gap. Washington, DC:AAUW Educational Foundation.
9. Blau, Francine D., and Lawrence M. Kahn. (2006). Te U.S. gender pay gap in the1990s: Slowing convergence. Industrial and Labor Relations Review60 (1): 4565.
10. Jagsi, R., K. A. Grith, A. Stewart , D. Sambuco, R. DeCastro, and P. A. Ubel. (2012).Gender dierences in the salaries o physician researchers.Journal of the American Medical
Association 307 (22): 2410-17.11. Correll, Shelley J., and Stephen Benard. (2007). Getting a job: Is there a motherhood
penalty?American Journal of Sociology112 (5): 12971338.12. Source: Current Population Survey, reported in U.S. Department o Labor, U.S. Bureau
o Labor Statistics (January 18, 2013). Usual Weekly Earnings Summary Economic NewsRelease, USDL-13-0060. www.bls.gov/news.release/wkyeng.nr0.htm.
13. Ibid.
14. Source: Current Population Survey, reported in U.S. Department o Labor, U.S. Bureauo Labor Statistics. (October 2012). Highlights of Womens Earnings in 2011. able 1.
www.bls.gov/cps/cpswom2011.pd.
15. Source: Current Population Survey, reported in U.S. Department o Labor, U.S. Bureauo Labor Statistics. (December 2011).Women in the Labor Force: A Databook(2011 Edi-tion). www.bls.gov/cps/wl-databook2011.htm.
16. omaskovicDevey, Donald, Melvin Tomas, and Kecia Johnson. (2005). Race and theAccumulation o Human Capital across the Career: A Teoretical Model and FixedEects Application.American Journal of Sociology111 (1): 58-89.
17. Source: Current Population Survey, reported in U.S. Department o Labor, U.S. Bureauo Labor Statistics (January 18, 2013). Usual Weekly Earnings Summary Economic NewsRelease, USDL-13-0060, able 9. www.bls.gov/news.release/wkyeng.nr0.htm.
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18. U.S. Department o Labor, U.S. Bureau o Labor Statistics. Current Population Surveyannual average data tables. able 39. www.bls.gov/cps/cpsaat39.pd.
19. Reskin, Barbara F., and Denise D. Bielby. (2005). A sociological perspective on gender
and career outcomes.Journal of Economic Perspectives19 (1): 7186.20. Institute or Womens Policy Research. (September 2010). Separate and not equal?
Gender segregation in the labor market and the gender wage gap. IWPR Brieng Papers.www.iwpr.org/publications/all-2010/separate-and-not-equal-gender-segregation-in-the-labor-market-and-the-gender-wage-gap.
21. U.S. Department o Labor, U.S. Bureau o Labor Statistics. Current Population Surveyannual average data tables. ables 1 and 2. www.bls.gov/cps/tables.htm.
22. Institute or Womens Policy Research. (April 2011). Te gender wage gap by occupation.IWPR Fact Sheet. www.iwpr.org/publications/pubs/the-gender-wage-gap-by-occupation-updated-april-2011.
23. Blau, Francine D., Marianne A. Ferber, and Anne E. Winkler. (2006). Dierences inoccupations and earnings: Overview. Te Economics of Women, Men and Work, 5th edi-tion. Englewood Clis, NJ: Prentice Hall.
24. Institute or Womens Policy Research. (September 2010). Separate and not equal?Gender segregation in the labor market and the gender wage gap. IWPR Brieng Papers.
www.iwpr.org/publications/all-2010/separate-and-not-equal-gender-segregation-in-the-labor-market-and-the-gender-wage-gap.
25. Source: U.S. Department o Labor, U.S. Bureau o Labor Statistics. Current PopulationSurvey annual average data tables. able 39. www.bls.gov/cps/cpsaat39.pd.
26. Carter, Nancy M., and Christine Silva. (2011). Te myth o the ideal worker: Does doingall the right things really get women ahead? Catalyst. www.catalyst.org/publication/509/the-myth-o-the-ideal-worker-does-doing-all-the-right-things-really-get-women-ahead.
27. Reskin, Barbara F., and Denise D. Bielby. (2005). A sociological perspective on genderand career outcomes.Journal of Economic Perspectives19 (1): 7186.
28. Babcock, Linda, and Sara Laschever. (2008).Ask For It: How Women Can Use the Power ofNegotiation to Get What Tey Really Want. New York: Bantam Dell.
29. Cohen-Charash, Y., and P. E. Spector. (2001). Te role o justice in organizations: Ameta-analysis. Organizational Behavior and Human Decision Processes86, 278321.
30. Kim, H. (2009). Integrating organizational justice into the relationship managementtheory. www.allacademic.com.
31. Colquitt, J. A., D. E. Conlon, M. J. Wesson, C. O. Porter, and K. Y. Ng. (2001). Justiceat the millennium: A meta-analytic review o 25 years o organizational justice research.
Journal of Applied Psychology86, 42545.32. Institute or Womens Policy Research. (June 2011). Pay secrecy and wage discrimination.
IWPR Fact Sheet. www.iwpr.org/publications/pubs/pay-secrecy-and-wage-discrimination.
33. www.opm.gov/oca/12tables/indexGS.asp.
34. www.gao.gov/new.items/d09279.pd.
35. www.mmb.state.mn.us/comp-pay-equity.36. Te law came in response to Ledbetter v. Goodyear ire & Rubber, which overturned 40years o EEOC policies and precedents on statutes o limitations in discrimination cases.
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