5 Resources for Equal Pay Day

Equal Pay Day 2018 is Tuesday, April 10. This day symbolizes how far into the new year women had to work to earn as much as men earned in the previous year. In 2016, women working full-time, year-round made only 80.5 cents for every dollar earned by men, a gender wage gap of 19.5 percent.

We hope these 5 resources on the gender wage gap will help inform your conversations about the gender wage gap on Equal Pay Day.. Join the conversation online with #EqualPayDay and follow us at @IWPResearch.

  1. Five Ways to Win an Argument about the Gender Wage Gap

The 80.5 percent wage gap statistic is not misleading. It is actually a moderate estimate of gender pay inequality. IWPR’s fact sheet provides research-backed responses to five common misconceptions about the gender wage gap statistics.

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  1. The Gender Wage Gap: 2017 Earnings Differences by Race and Ethnicity

The last decade saw the slowest progress on closing the gender wage gap in nearly 40 years, according to IWPR’s recently updated fact sheet. IWPR also found that, with median weekly earnings of $941, men earned $171 more per week than women, who earned $770.

  1. Projections for when the wage gap will close: for women of color and for each state

Women will have to wait another four decades—or much longer—for equal pay.

If current trends continue, it will take 41 years—or until 2059—for women to finally reach pay parity with men. For many women of color, the rate of progress is even slower. Hispanic women will have to wait until 2233—216 years from now—and Black women will wait until 2124 for equal pay.

The pace of progress also depends on where you live. The wage gap is projected to close first in Florida, with women achieving pay parity with men in 2038. In four states—North Dakota, Utah, Louisiana, and Wyoming—the wage gap will close in the 22nd century at current rates of progress.

  1. The Impact of Equal Pay on Poverty and the Economy

Equal pay would cut poverty among working women by half and add $513 billion in wage and salary income to the U.S. economy. IWPR’s briefing paper also analyzes the impact on children with working mothers, finding that equal pay would cut the poverty rate for children with a working mother by half.

Bonus: our state analysis explores the impact of equal pay on poverty and state economies.

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  1. The Economic Status of Women in the States: 2018

How does your state measure up? IWPR’s new state grades on the economic status of women show stagnant or declining progress in most states. Compared with 2015, the last time the state scores were calculated, 11 states received a lower grade on IWPR’s Employment & Earnings Index, which measures states on women’s earnings, the gender wage gap, women’s labor force participation, and women’s representation in professional and managerial occupations.

See your state’s report card at statusofwomendata.org.

Bonus: The Gender Wage Gap by Occupation 2017 and by Race and Ethnicity

There are 4.2 million women who work in occupations with poverty-level wages, more than eight times as many as the 0.5 million men who do, according to a new analysis of the gender wage gap by occupation released by the Institute for Women’s Policy Research (IWPR) in advance of Equal Pay Day on Tuesday, April 10.

Find more resources on Pay Equity & Discrimination at IWPR.org.

Years of Supporting Women Through Research

Years of Supporting Women Through Research

By Allison Lewis

This Women’s History Month, IWPR is reflecting on its 30 years of researching the issues, such as paid leave and equal pay, that shape women’s lives.

This year marks the 25th anniversary of the passage of the landmark Family and Medical Leave Act (FMLA) which guarantees job protected, but not paid, leave. In August 1989, IWPR released its first report, Unnecessary Losses: Costs to Americans in the States of the Lack of Family and Medical Leave. IWPR’s research showed that, by not recognizing the need for work-life balance in all families, established policies not only failed to support workers and their families, but were costly to taxpayers. Now nearly a quarter century later, the Family and Medical Leave Act has become a cornerstone of U.S. employment law and human resource policy.

IWPR’s research shifted the terms of the policy debate—from focusing almost exclusively on the costs to businesses of providing family and medical leave to the costs to families and the overall economy of not providing leave. IWPR’s paid leave simulation model, which is the only economic model developed specifically to estimate the costs and benefits of implementing a paid family and medical leave system, continues to inform policymakers in cities and states around the country looking to expand access to paid leave for their workers. You can read more about IWPR’s continuing research on paid leave by visiting our Family & Medical Leave page.

This year’s Equal Pay Day is on April 10th. IWPR is proud to continue producing forward-thinking data that connect the impact of policies and people’s pocketbooks. IWPR’s research finds that equal pay would cut poverty among working women by half and add more than half a trillion dollars in additional wage and salary income to the U.S. economy.

Women simply can’t afford to wait 40 years for pay equity— women of color can’t wait up to 232 years as IWPR projections indicate. The movement for equal pay remains a constant focus in IWPR’s research, and with your help we will continue to provide accurate data to lawmakers, activists—and you!

We are living in a watershed moment that holds the opportunity for women to achieve significant gains in leadership at work and in society. Honor the future changemakers this Women’s History Month by supporting the research that will spark action. Donate to IWPR today!


For other ways to donate to IWPR please visit our website.

Contributions to the Institute for Women’s Policy Research are fully tax-deductible.

The Institute for Women’s Policy Research conducts and communicates research to inspire public dialogue, shape policy, and improve the lives and opportunities of women of diverse backgrounds, circumstances, and experiences.

www.womenandgoodjobs.org   |   www.statusofwomendata.org

Leading Economists Comment on the AEA’s Draft Code of Professional Conduct

(On January 17, 2018, Peter L. Rousseau, Secretary-Treasurer of the American Economic Association asked AEA member for comments on the code of professional conduct as drafted by an AEA Ad Hoc Committee. The draft Code of Professional Conduct is available here:
https://www.aeaweb.org/resources/member-docs/draft-code-of-conduct 

The ad hoc committee’s interim report is available here: https://www.aeaweb.org/resources/member-docs/code-of-conduct-interim-report

The comment period closed on March 15; 211 comments were received)

Heidi Hartmann, Institute for Women’s Policy Research, Michael Reich, University of California Berkeley, and Eileen Appelbaum, Center for Economic and Policy Research offered the following comment:
The Draft Code of Professional Conduct is seriously incomplete. It offers no method for the AEA to update the code or ensure that it is being followed. Nor does it make any provision to have allegations of noncompliance investigated and resolved by appropriate enforcement actions. To say that “the AEA strives to promote these principles through its activities” is a lovely statement of intent, but a thorough review of AEA activities is called for to assess whether the AEA is in fact creating an environment for “the perfect freedom of economic expression.” And then the review must be followed up with specific actions.

We note that the Interim Report of the Ad Hoc Committee to Consider a Code of Professional Conduct notes the many problems in the profession that were reported to them and suggests a number of steps that could be taken to ensure that the profession and the AEA do in fact work to improve the climate in the profession.

We suggest the AEA accept the additional proposals contained in the report and establish a standing committee on the Code of Conduct and task it with:  1) assessing how well the AEA and the profession generally are living up to the code of conduct, 2) monitoring and encouraging progress, and 3) making annual reports, containing recommendations for further action when needed, to the AEA and the membership for how further improvements can be made.  These annual reports should be widely shared with department chairs and deans, large employers of economists, and relevant public agencies. Finally, the committee should be charged with 4) investigating complaints of violations of the Code of Ethics, sanctioning violators, and otherwise enforcing the code of conduct throughout the profession.

While the Ad Hoc Committee explained its choice of a parsimonious code, it also noted a more complete code would require more time, a committee devoted to the effort, and resources to solicit feedback from the members. We suggest that the committee be provided with an adequate budget and staffing to carry out a comprehensive, ongoing effort to expand the code of ethics to deal with issues such as harassment, particularly harassment that occurs at AEA sponsored events, and to reform the culture of discourse and hostile treatment of diverse ideas and diverse people within the field.

Neither the draft code of conduct nor the Interim Report notes the importance of creating an environment where diverse ideas as well as diverse economists are welcomed. For example, in discussing the diversity of the Executive Committee and Officers, the Interim Report suggests that the range of departments, colleges, and careers be considered as dimensions of diversity.  Diversity of schools of thought within economics is also important and should be included and indeed welcomed. For another example, when discussing best practices for addressing bias, the interim report fails to mention bias against economic ideas that are outside the mainstream.  Finally, in addition to considering and spreading best practices for avoiding bias, the committee should be charged with reviewing and assessing best practices for enforcement methods among those used by other professional associations.

At the same time, Mr. Rousseau announced that the AEA decided to create a website/message board designed to provide additional information and transparency to the job market for new PhDs. This is planned to be operational in time for the 2018-19 job market cycle.

These action was taken by the AEA in response to a petition signed by more than 1100 economists (initiated by Michael Reich and Heidi Hartmann) asking the AEA to produce job market information that would surpass what is currently offered by the EJMR (Economic Job Market Rumors), which powerful research by Alice Wu shows is misogynistic as well as racist in the language used to describe job market candidates.

For more on the EJMR controversy and the overwhelming response that also led to the draft code of conduct, please check out the Bloomberg Benchmark episode on the topic that interviews IWPR’s Heidi Hartmann.

#GivingTuesday: Support Trusted Research on Women in 2017

#GivingTuesday: Support Trusted Research on Women in 2017

By Allison Lewis, IWPR Development Coordinator

Tuesday, November 28, is #GivingTuesday, a day dedicated to recognizing the amazing work nonprofits do through your generosity. With dedicated support from our donors and followers, IWPR has been able to release more than 100 reports, fact sheets, and briefing papers so far this year. Our experts and research findings have been cited more than 2,000 times in local, state, and national media.

As information speeds through news cycles at a dizzying pace, you turn to the sources that have consistently produced reliable content over the years. It is because of your continued support that IWPR has been able to produce needed research and shape policy conversations in a year when facts and credible analysis are more important than ever.

In the recent wave of headlines on sexual harassment, IWPR’s experts and research have informed coverage of this issue from many angles: what Hollywood can learn from Wall Street, the connection between campus sexual assault and workplace sexual harassment, and how the pay gap and sexual harassment are two sides of the same coin.

Even on topics that may otherwise go overlooked during busy news cycles, such as the number of single mothers in college, IWPR’s research calls attention to important trends. While the number of single mothers in college has doubled over a decade, the availability of on-campus child care—a key support that can help student parents complete their degrees—has declined. In May, the Trump Administration released their budget proposal, which eliminated funding for CCAMPIS, the only federal program that helps low-income student parents access child care. IWPR experts and partners raised awareness about the critical importance of the CCAMPIS program in The Washington Post, Pacific Standard, and Marketplace radio. In response to an in-depth look at the impact of the program, a White House official told Refinery29 in September, “We are working on ways to preserve the program.”

IWPR’s Student Parent Success Initiative highlighted another trend in September: single mothers are three times more likely to enroll in for-profit colleges than their peers without children. MarketWatch, Slate, and the popular podcast, “Death, Sex & Money,” featured the troubling rise of single mothers at for-profits and the recent efforts of the Department of Education to roll back regulations on for-profit colleges.

While #GivingTuesday is a day focused on giving financial support, we know not everyone is able to give in that way. You can support IWPR not only by donating to one of our general or program support funds, but by donating your time and enthusiasm for IWPR and the work that we do.

You can:

  • Make a one-time donation or set up a recurring donation to IWPR by visiting our donation page. (Need inspiration? Any gift helps, but consider donating $21 to recognize the 21 years IWPR has released state-level data on the Status of Women in the States or $30 in honor of IWPR’s upcoming 30th)
  • Create a fundraiser on Facebook for IWPR. Facebook will match $1 million in donations to U.S. nonprofits—up to $50,000 per nonprofit and $1,000 per fundraiser or donate button—and the Bill & Melinda Gates Foundation will also kick in $1 million.
  • Post your own #Unselfie on Facebook, Twitter, or Instagram, letting your friends and followers know why IWPR’s research is important to YOU. Please click here to download your own #Unselfie template. (Print out, write your reason, and post a selfie online tagging @IWPResearch and using the #Unselfie hashtag.)
  • Like, retweet, and share our social media posts so that more people see the credible, fact-based information our researchers produce.
  • Talk to your friends, family, coworkers, neighbors, social media followers, dog walkers (I better stop there, but you know what I mean) about IWPR and its work, letting them know the reason you support us and how they can find out more about our work.
  • Join our Information Network to receive our emails that feature the latest research on women, student parents, and economic security for survivors. Our Research News Roundup compiles the best publicly available research on gender released in the last month.

With your support, IWPR is able to look toward the future and find more ways our research can help women and their families. Please consider donating this #GivingTuesday in whatever capacity you can. We appreciate the continued and growing support over the past 30 years from each person who reads our publications, emails, press coverage, social media updates, and blog posts like this one. We thank you for assisting in IWPR’s ability to remain the leading women-focused think tank in the United States.