Equal pay day quotes12/1/2023 ![]() “It's important for companies to do their part, but also for the individuals to negotiate. ![]() ![]() Cummings says her biggest negotiation tip is to look at the facts in terms of what the industry should be paying for this job, and then speak to the impact, value and level of experience that you're bringing to the job so you can advocate for what you believe is right and equitable. Negotiate your value, and know when to walk away. There’s a demand not to go back to business as usual, and that reaches everything from higher wages to more stable schedules.” “We’re seeing a real worker demand for employers to rethink the nature of work in those jobs. “We saw lots of job loss in these sectors that definitely impacted Black women, and they still have much higher unemployment rates than they did before the pandemic,” says Martin. It has benefits for entire families.”ĭon’t return to “business as normal.” Covid’s effects on the economy particularly hit the low-paid service jobs where women in general are overrepresented, and where Black women are specifically overrepresented. That's building wealth and helping close the wealth gap for Black women in a significant way. We recently did an analysis that found if high-quality, affordable childcare were universally available, it would result in a lifetime net increase in income of more than $100,000 for the average Black mother. “One reason is that it enables women to work and it disproportionately enables women of color and Black women to work. “We could make a very long list of policies that would make a difference in closing the racial and gender wage gap, but making childcare universally available and affordable is important for lots of reasons,” says Martin. The gap widens for Black mothers, who are are paid just 52 cents on the dollar. Mothers working full time are paid 75 cents for every dollar fathers make. It can mean that moments like the pandemic-where people are out of work for a while and folks in low-wage jobs were particularly likely to lose their jobs-lead these workers to experiencing a real penalty when pay in a new job is based on their salary history.” “The pay discrimination follows you from job to job and actually compounds over time. “It’s really harmful for Black women, and for anybody who is likely to be paid less than their peers in the same job, when employers base your compensation on your salary history,” says Emily Martin, Vice President of Education & Workplace Justice at the National Women’s Law Center. Make sure you’re doing exit interviews and, once you figure out what the problem is, then you're able to create an action plan to rectify differences and truly change the culture of the company.”ĭon’t base compensation on salary history. “Companies have to do a deep dive into why people may be leaving as their career progresses, and what’s happening during the transition from manager to director by comparing different dimensions of identity across the board, such as gender and race. Cummings, leadership coach and author of the new book Next Move, Best Move: Transitioning Into a Career You'll Love. “We’re seeing more companies emphasizing diverse hires, but as we start moving into middle management and top leadership roles, the amount of diversity tends to dwindle,” says Kimberly B.
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