{"id":941,"date":"2019-08-21T19:29:45","date_gmt":"2019-08-21T19:29:45","guid":{"rendered":"https:\/\/courses.lumenlearning.com\/wm-humanresourcesmgmt\/?post_type=chapter&#038;p=941"},"modified":"2024-04-25T01:31:48","modified_gmt":"2024-04-25T01:31:48","slug":"pay-equity-issues","status":"publish","type":"chapter","link":"https:\/\/courses.lumenlearning.com\/wm-humanresourcesmgmt\/chapter\/pay-equity-issues\/","title":{"raw":"Pay Equity Issues","rendered":"Pay Equity Issues"},"content":{"raw":"<div class=\"textbox learning-objectives\">\r\n<h3>Learning Outcomes<\/h3>\r\n<ul>\r\n \t<li>Discuss current pay equity issues<\/li>\r\n \t<li>Discuss compensation best practices in regards to pay equity<\/li>\r\n<\/ul>\r\n<\/div>\r\n<img class=\"alignright wp-image-1065\" src=\"https:\/\/s3-us-west-2.amazonaws.com\/courses-images\/wp-content\/uploads\/sites\/4056\/2019\/08\/23210643\/sharon-mccutcheon-8a5eJ1-mmQ-unsplash-1024x683.jpg\" alt=\"A woman counting dollar bills.\" width=\"400\" height=\"267\" \/>\r\n\r\nOne of the most discussed and divisive pay equity issues is the gender pay gap, or the difference between what men and women performing comparable work are paid. Fifty-six years after passage of the Equal Pay Act, women still earn approximately 80% of what a male peer makes.[footnote]Calfas, Jennifer. \"<a href=\"https:\/\/fortune.com\/2018\/04\/09\/equal-pay-companies-starbucks-apple\/\" target=\"_blank\" rel=\"noopener\">How These Major Companies Are Getting Equal Pay Right.<\/a>\" Fortune. April 09, 2018. Accessed August 22, 2019.[\/footnote] The National Women\u2019s Law Center calculates that this gap costs women who work full-time $10,169 annually; over the course of a 40-year career, that translates to $403,440 lost due to the pay gap.[footnote]Salam, Maya. \"<a href=\"https:\/\/www.nytimes.com\/2019\/04\/02\/business\/equal-pay-day.html\" target=\"_blank\" rel=\"noopener\">Womansplaining the Pay Gap.<\/a>\" The New York Times. April 02, 2019. Accessed August 22, 2019.[\/footnote]\r\n\r\nDrilling down into US census data, the statistics are even more stark. Here\u2019s the amount women earn, by race, for every dollar their white male counterpart earns:[footnote]Vagins, Deborah J. \"<a href=\"https:\/\/www.aauw.org\/research\/the-simple-truth-about-the-gender-pay-gap\/\" target=\"_blank\" rel=\"noopener\">The Simple Truth About the Gender Pay Gap.<\/a>\" AAUW. Accessed August 22, 2019.[\/footnote]\r\n<ul>\r\n \t<li>Asian women: 85 cents<\/li>\r\n \t<li>White women: 77 cents<\/li>\r\n \t<li>Black women: 61 cents<\/li>\r\n \t<li>Pacific Islander women: 62 cents<\/li>\r\n \t<li>Native American women: 58 cents<\/li>\r\n \t<li>Hispanic women: 53 cents<\/li>\r\n<\/ul>\r\nThe National Committee on Pay Equity (NCPE), a coalition of women's and civil rights organizations, established Equal Pay Day in 1996 in an effort to raise awareness of this gap. Specifically, the organization declares a day in March to symbolize how much longer a woman would have to work to earn what a man made in the prior year. Or, how far women are \u201cin the red\u201d with their pay. Although the gender gap has narrowed since 1963, progress has been negligible since 2005.\r\n<div class=\"textbox examples\">\r\n<h3>Is there A Reason for the Pay Gap?<\/h3>\r\nPew Research states that \u201cMuch of the gap has been explained by measurable factors such as educational attainment, occupational segregation and work experience,\u201d[footnote]Graf, Nikki, Anna Brown, and Eileen Patten. \"<a href=\"https:\/\/www.pewresearch.org\/fact-tank\/2019\/03\/22\/gender-pay-gap-facts\/\" target=\"_blank\" rel=\"noopener\">The Narrowing, but Persistent, Gender Gap in Pay.<\/a>\" Pew Research Center. March 22, 2019. Accessed August 22, 2019.[\/footnote] and attributes narrowing primarily to \u201cgains women have made in each of these dimensions.\u201d The New York Times gender editor and author Jessica Bennett counters that narrative:[footnote]Salam, Maya. \"<a href=\"https:\/\/www.nytimes.com\/2019\/04\/02\/business\/equal-pay-day.html\" target=\"_blank\" rel=\"noopener\">Womansplaining the Pay Gap.<\/a>\" The New York Times.[\/footnote]\r\n<ul>\r\n \t<li style=\"font-weight: 400;\">Educational attainment (read: women are paid less because they have less education)\r\n<ul>\r\n \t<li style=\"font-weight: 400;\">More women than men have earned bachelor\u2019s and masters (since the 1980s) and doctoral degrees (for the last 10 years)<\/li>\r\n<\/ul>\r\n<\/li>\r\n<\/ul>\r\n<ul>\r\n \t<li style=\"font-weight: 400;\">Occupational segregation (read: women are paid less because they choose low-paying fields)\r\n<ul>\r\n \t<li style=\"font-weight: 400;\">While women are more likely to work in lower-paying professions such as education and health care, the pay gap is also evident in these fields.<\/li>\r\n<\/ul>\r\n<\/li>\r\n<\/ul>\r\n<ul>\r\n \t<li style=\"font-weight: 400;\">Work experience (read: women are paid less because they take time off to have children)\r\n<ul>\r\n \t<li style=\"font-weight: 400;\">Women do experience a baby penalty, but the gap is also experienced straight out of college, where women with a similar GPA and working in the same field earns 93% of what their male peers earn.<\/li>\r\n<\/ul>\r\n<\/li>\r\n<\/ul>\r\nAs Maya Salam mused in the introduction to her \u201cWomensplaining the Pay Gap\u201d article in The New York Times: \u201cIf I had a nickel for every time someone told me, \u2018The gender pay gap is a myth,\u2019 I may have made back the income I\u2019ve lost over the years for being a woman.\u201d[footnote]Ibid.[\/footnote]\r\n\r\n<\/div>\r\n<h2>The Pay Gap across the United States<\/h2>\r\nAs Figure 1[footnote]\"<a href=\"https:\/\/www.pay-equity.org\/day.html\" target=\"_blank\" rel=\"noopener\">Equal Pay Day<\/a>.\" National Committee on Pay Equity. Accessed August 22, 2019.[\/footnote] illustrates, a gender pay gap exists in every state.\r\n\r\n[caption id=\"attachment_1062\" align=\"aligncenter\" width=\"1024\"]<img class=\"wp-image-1062 size-large\" src=\"https:\/\/s3-us-west-2.amazonaws.com\/courses-images\/wp-content\/uploads\/sites\/4056\/2019\/08\/23205906\/United_States_Wage_Gap_Map-1024x640.png\" alt=\"See caption for link to alternative text for &quot;What Women Make for Every Dollar Men Make.&quot;\" width=\"1024\" height=\"640\" \/> Figure 1. What Women Make for Every Dollar Men Make. <a href=\"https:\/\/courses.lumenlearning.com\/wm-humanresourcesmgmt\/what-women-make-for-every-dollar-men-make-alternative-text\/\" target=\"_blank\" rel=\"noopener\">Alternative text for \"What Women Make for Every Dollar Men Make\" can be found here.<\/a>[\/caption]\r\n\r\nThe National Women\u2019s Law Center notes that \u201cwomen fare best in California [also D.C., New York, and Florida], where women working full time, year round typically make 89 cents for every dollar their male counterparts make. Women fare worst relative to men in Louisiana and Utah, where women\u2019s earnings represented only 69 and 71 percent of men\u2019s earnings, respectively.\u201d Of the 25 major cities profiled by the Association of University of Women, Los Angeles had the highest overall gender pay ratio at 91%, outperforming New York (85%), San Francisco (83%), Portland (79%) and Chicago and Seattle, both posting a ratio of 78%.[footnote]\"<a href=\"https:\/\/www.aauw.org\/article\/gender-pay-gap-in-25-major-cities\/\" target=\"_blank\" rel=\"noopener\">The Gender Pay Gap in 25 Major Cities<\/a>.\" AAUW. April 2, 2019. Accessed August 22, 2019.[\/footnote] For perspective, the gender pay ratio is calculated as women\u2019s median earnings divided by men\u2019s median earnings.\r\n\r\nThe American Association of University Women (AAUW) notes that \u201cEmployer practices\u2014such as using prior salary history in setting current pay and prohibiting employees from discussing their wages\u2014compound the problem.\"[footnote]Vagins, Deborah J. \"<a href=\"https:\/\/www.aauw.org\/research\/the-simple-truth-about-the-gender-pay-gap\/\" target=\"_blank\" rel=\"noopener\">The Simple Truth About the Gender Pay Gap<\/a>.\" [\/footnote] To the first point, a number of states and localities have passed laws banning employers from asking candidates for salary history. HR Dive notes that some \u201calso prohibit an employer from relying on an applicant's pay history to set compensation if discovered or volunteered; others prohibit an employer from taking disciplinary action against employees who discuss pay with coworkers.\u201d[footnote]\"<a href=\"https:\/\/www.hrdive.com\/news\/salary-history-ban-states-list\/516662\/\" target=\"_blank\" rel=\"noopener\">Salary History Bans<\/a>.\" HR Drive. August 13, 2019. Accessed August 22, 2019.[\/footnote]\r\n\r\nCalifornia law, applicable to both private and public employers, prohibits requests for a candidate's pay history and, further, prohibits employers from using information if volunteered or otherwise known to determine a new hire\u2019s pay. Finally, the law requires employers to provide applicants with pay scale information if requested. Absent a state law regarding discussion of wages, an employer may be restrained by either the National Labor Relations Act (NLRA) or Executive Order 13665, both of which support wage transparency.\r\n<div class=\"textbox key-takeaways\">\r\n<h3>LEarn More<\/h3>\r\nFor more on this point, read Nancy Owen\u2019s article \u201c<a href=\"https:\/\/eastcoastriskmanagement.com\/is-it-illegal-to-prohibit-employees-from-talking-salary\/\" target=\"_blank\" rel=\"noopener\">Is It Illegal to Prohibit Employees from Talking Salary?<\/a>\u201d\r\n\r\n<\/div>\r\n<h2>Economics of the Pay Gap<\/h2>\r\n<img class=\"alignright wp-image-1068\" src=\"https:\/\/s3-us-west-2.amazonaws.com\/courses-images\/wp-content\/uploads\/sites\/4056\/2019\/08\/23211600\/neonbrand-0VUe6qODBOU-unsplash-1024x683.jpg\" alt=\"A group of people walking down the street.\" width=\"400\" height=\"267\" \/>\r\n\r\nThe pay gap isn\u2019t just a women\u2019s problem, it\u2019s a societal and economic issue. The Institute for Women\u2019s Policy Research (IWPR) notes that women represent almost 50% of the workforce and are the sole or co-provider in half of American families with children.[footnote]Milli, Jessica, Yixuan Huang, Heidi Hartmann, and Jeff Hayes. \"<a href=\"https:\/\/iwpr.org\/publications\/impact-equal-pay-poverty-economy\/\" target=\"_blank\" rel=\"noopener\">The Impact of Equal Pay on Poverty and the Economy<\/a>.\" Institute for Women's Policy Research. April 5, 2017. Accessed August 22, 2019.[\/footnote] Despite being paid less, women\u2019s earnings are critically important to the stability of individuals, families and the extended family networks that women support. IWPR\u2019s analysis found that equal pay would:[footnote]Ibid.[\/footnote]\r\n<ul>\r\n \t<li>Reduce the rate of poverty for working women by over half, from 8% to 3.8%<\/li>\r\n \t<li>Reduce the rate of poverty for working single mothers by almost half, from 28.9% to 14.5%<\/li>\r\n \t<li>Reduce the rate of poverty for working single women from 10.8% to 4.4%<\/li>\r\n \t<li>Reduce the number of children with working mothers living in poverty from 5.6 million to 3.1 million<\/li>\r\n \t<li>Increase GDP 2.8%<\/li>\r\n<\/ul>\r\n<div class=\"textbox tryit\">\r\n<h3>Practice Question<\/h3>\r\nhttps:\/\/assess.lumenlearning.com\/practice\/72f8c8f4-7a1c-4167-8b37-1cfe3f981719\r\n\r\n<\/div>\r\n<h2>Best Practices<\/h2>\r\n<img class=\"alignright wp-image-1069\" src=\"https:\/\/s3-us-west-2.amazonaws.com\/courses-images\/wp-content\/uploads\/sites\/4056\/2019\/08\/23211759\/interior-4406027_1920-1024x682.jpg\" alt=\"An empty reception area of an office \" width=\"400\" height=\"266\" \/>\r\n\r\nUntil changes are made to federal or state laws, progress on closing the pay gap will require business leadership and advocacy. And, based on their values or in response to employee expectations or both, a number of businesses are taking the challenge. In its 2019 Compensation Best Practices Report, PayScale notes that \u201cIt will prove increasingly difficult to attract and keep the right people without ensuring your compensation philosophy, strategy and practices are in close alignment with your values as an organization.\u201d[footnote]\"<a href=\"https:\/\/www.payscale.com\/content\/report\/2019-Compensation-Best-Practices-Report.pdf\" target=\"_blank\" rel=\"noopener\">The 2019 Compensation Best Practices Report<\/a>.\" PayScale. 2019. Accessed August 23, 2019.[\/footnote] As PayScale SVP of Marketing, Tim Low, notes \u201cemployees have become fed up when their organizations behave in ways that don\u2019t align with their personal values,\u201d[footnote]Ibid.[\/footnote] referencing demonstrations and court cases based on perceived pay discrimination at Google, Nike, and Oracle in 2018.\r\n<div class=\"textbox key-takeaways\">\r\n<h3>Perspective Point<\/h3>\r\nFor perspective on what\u2019s at stake, a PaySale study found that \u201cemployees who rate their employers poorly on pay transparency are 80 percent more likely to say they want to leave in the next six months than those who give higher marks.\u201d[footnote]Frankel, Barbara. \"<a href=\"https:\/\/www.diversitybestpractices.com\/how-companies-are-achieving-pay-equity\" target=\"_blank\" rel=\"noopener\">How Companies Are Achieving Pay Equity<\/a>.\" Diversity Best Practices. April 9, 2018. Accessed August 23, 2019.[\/footnote]\r\n\r\n<\/div>\r\nWhat does success look like? Companies taking the lead, for example, Adobe, Starbucks, and Salesforce, have achieved full pay parity for women and underrepresented minorities and are \u201ctaking steps toward creating a better workplace for women and minorities to thrive, advance their careers and move into more leadership roles.\u201d[footnote]Calfas, Jennifer. \"<a href=\"https:\/\/fortune.com\/2018\/04\/09\/equal-pay-companies-starbucks-apple\/\" target=\"_blank\" rel=\"noopener\">How These Major Companies Are Getting Equal Pay Right<\/a>.\" Fortune. April 9, 2018. Accessed August 23, 2019.[\/footnote] As Adobe\u2019s Executive Vice President of Customer and Employee Experience, Donna Morris, puts it: \u201cIf you fundamentally believe that people are the most important asset to your company, why wouldn\u2019t you seek to establish practices and programs, and have a principle that you should compensate fairly based on their contribution?\u201d[footnote]Sheen, Robert. \"<a href=\"https:\/\/payparitypost.com\/organizations-need-to-take-these-steps-to-address-equal-pay\/\" target=\"_blank\" rel=\"noopener\">Organizations Need to Take These Steps to Address Equal Pay<\/a>.\" PayParity. May 30, 2019. Accessed August 23, 2019.[\/footnote]\r\n\r\n<img class=\"alignright wp-image-1072\" src=\"https:\/\/s3-us-west-2.amazonaws.com\/courses-images\/wp-content\/uploads\/sites\/4056\/2019\/08\/23212111\/people-gathering-inside-room-1345085-1-1024x682.jpg\" alt=\"Men and women sitting around a work conference table \" width=\"400\" height=\"267\" \/>\r\n\r\nBarbara Frankel states that \u201cpay equity is about more than just leveling salaries .\u00a0.\u00a0. [it] means creating equal opportunities for high-paying positions, evaluating areas of bias that may prohibit hiring and promotions, and factoring in work accommodations that could slow pay progress, such as flexible work arrangements and time off for family leave.\u201d[footnote]Frankel, Barbara. \"How Companies Are Achieving Pay Equity.\"[\/footnote]\r\n\r\nThe following are best practice highlights based on Frankel's interviews with executives:[footnote]Ibid.[\/footnote]\r\n<ol>\r\n \t<li style=\"font-weight: 400;\"><strong>Senior Leadership Commitment.<\/strong>\u00a0L\u2019Oreal\u2019s global leadership committed to equity and, specifically, not only equal pay but also a succession planning initiative to recruit and develop women leaders.<\/li>\r\n \t<li style=\"font-weight: 400;\"><strong>Conduct Regular, Objective Pay Audits.<\/strong> Companies recommend regular audits\u2014including audits to reflect acquisitions\u2014and use of experts or certification providers such as <a href=\"http:\/\/edge-cert.org\/\" target=\"_blank\" rel=\"noopener\">EDGE<\/a> for validity and credibility.<\/li>\r\n \t<li style=\"font-weight: 400;\"><strong>Communicate Results.<\/strong> Clearly communicate results to make transparency a part of the culture.<\/li>\r\n \t<li style=\"font-weight: 400;\"><strong>Define Performance Metrics.<\/strong> Frankel relays L\u2019Oreal USA\u2019s head of Diversity &amp; Inclusion Angela Guy recommendation to have \u201cclear metrics on what defines good performance and [ensure], through unconscious bias training, that prejudices don\u2019t influence what defines good performance.\u201d The company also factors in the impact of maternity leave on performance and pay.<\/li>\r\n \t<li style=\"font-weight: 400;\"><strong>Review Offer Process.<\/strong> Salary history questions should be banned, regardless of whether a company is subject to state or local laws.<\/li>\r\n \t<li style=\"font-weight: 400;\"><strong>Collaborate &amp; Share Learning.<\/strong> This was a requirement of the original White House Equal Pay Pledge, and it\u2019s critical to accelerating progress.<\/li>\r\n<\/ol>\r\n<div class=\"textbox tryit\">\r\n<h3>Practice Question<\/h3>\r\nhttps:\/\/assess.lumenlearning.com\/practice\/632f9747-6e7b-481e-a2a8-392a407b3b72\r\n<\/div>","rendered":"<div class=\"textbox learning-objectives\">\n<h3>Learning Outcomes<\/h3>\n<ul>\n<li>Discuss current pay equity issues<\/li>\n<li>Discuss compensation best practices in regards to pay equity<\/li>\n<\/ul>\n<\/div>\n<p><img loading=\"lazy\" decoding=\"async\" class=\"alignright wp-image-1065\" src=\"https:\/\/s3-us-west-2.amazonaws.com\/courses-images\/wp-content\/uploads\/sites\/4056\/2019\/08\/23210643\/sharon-mccutcheon-8a5eJ1-mmQ-unsplash-1024x683.jpg\" alt=\"A woman counting dollar bills.\" width=\"400\" height=\"267\" \/><\/p>\n<p>One of the most discussed and divisive pay equity issues is the gender pay gap, or the difference between what men and women performing comparable work are paid. Fifty-six years after passage of the Equal Pay Act, women still earn approximately 80% of what a male peer makes.<a class=\"footnote\" title=\"Calfas, Jennifer. &quot;How These Major Companies Are Getting Equal Pay Right.&quot; Fortune. April 09, 2018. Accessed August 22, 2019.\" id=\"return-footnote-941-1\" href=\"#footnote-941-1\" aria-label=\"Footnote 1\"><sup class=\"footnote\">[1]<\/sup><\/a> The National Women\u2019s Law Center calculates that this gap costs women who work full-time $10,169 annually; over the course of a 40-year career, that translates to $403,440 lost due to the pay gap.<a class=\"footnote\" title=\"Salam, Maya. &quot;Womansplaining the Pay Gap.&quot; The New York Times. April 02, 2019. Accessed August 22, 2019.\" id=\"return-footnote-941-2\" href=\"#footnote-941-2\" aria-label=\"Footnote 2\"><sup class=\"footnote\">[2]<\/sup><\/a><\/p>\n<p>Drilling down into US census data, the statistics are even more stark. Here\u2019s the amount women earn, by race, for every dollar their white male counterpart earns:<a class=\"footnote\" title=\"Vagins, Deborah J. &quot;The Simple Truth About the Gender Pay Gap.&quot; AAUW. Accessed August 22, 2019.\" id=\"return-footnote-941-3\" href=\"#footnote-941-3\" aria-label=\"Footnote 3\"><sup class=\"footnote\">[3]<\/sup><\/a><\/p>\n<ul>\n<li>Asian women: 85 cents<\/li>\n<li>White women: 77 cents<\/li>\n<li>Black women: 61 cents<\/li>\n<li>Pacific Islander women: 62 cents<\/li>\n<li>Native American women: 58 cents<\/li>\n<li>Hispanic women: 53 cents<\/li>\n<\/ul>\n<p>The National Committee on Pay Equity (NCPE), a coalition of women&#8217;s and civil rights organizations, established Equal Pay Day in 1996 in an effort to raise awareness of this gap. Specifically, the organization declares a day in March to symbolize how much longer a woman would have to work to earn what a man made in the prior year. Or, how far women are \u201cin the red\u201d with their pay. Although the gender gap has narrowed since 1963, progress has been negligible since 2005.<\/p>\n<div class=\"textbox examples\">\n<h3>Is there A Reason for the Pay Gap?<\/h3>\n<p>Pew Research states that \u201cMuch of the gap has been explained by measurable factors such as educational attainment, occupational segregation and work experience,\u201d<a class=\"footnote\" title=\"Graf, Nikki, Anna Brown, and Eileen Patten. &quot;The Narrowing, but Persistent, Gender Gap in Pay.&quot; Pew Research Center. March 22, 2019. Accessed August 22, 2019.\" id=\"return-footnote-941-4\" href=\"#footnote-941-4\" aria-label=\"Footnote 4\"><sup class=\"footnote\">[4]<\/sup><\/a> and attributes narrowing primarily to \u201cgains women have made in each of these dimensions.\u201d The New York Times gender editor and author Jessica Bennett counters that narrative:<a class=\"footnote\" title=\"Salam, Maya. &quot;Womansplaining the Pay Gap.&quot; The New York Times.\" id=\"return-footnote-941-5\" href=\"#footnote-941-5\" aria-label=\"Footnote 5\"><sup class=\"footnote\">[5]<\/sup><\/a><\/p>\n<ul>\n<li style=\"font-weight: 400;\">Educational attainment (read: women are paid less because they have less education)\n<ul>\n<li style=\"font-weight: 400;\">More women than men have earned bachelor\u2019s and masters (since the 1980s) and doctoral degrees (for the last 10 years)<\/li>\n<\/ul>\n<\/li>\n<\/ul>\n<ul>\n<li style=\"font-weight: 400;\">Occupational segregation (read: women are paid less because they choose low-paying fields)\n<ul>\n<li style=\"font-weight: 400;\">While women are more likely to work in lower-paying professions such as education and health care, the pay gap is also evident in these fields.<\/li>\n<\/ul>\n<\/li>\n<\/ul>\n<ul>\n<li style=\"font-weight: 400;\">Work experience (read: women are paid less because they take time off to have children)\n<ul>\n<li style=\"font-weight: 400;\">Women do experience a baby penalty, but the gap is also experienced straight out of college, where women with a similar GPA and working in the same field earns 93% of what their male peers earn.<\/li>\n<\/ul>\n<\/li>\n<\/ul>\n<p>As Maya Salam mused in the introduction to her \u201cWomensplaining the Pay Gap\u201d article in The New York Times: \u201cIf I had a nickel for every time someone told me, \u2018The gender pay gap is a myth,\u2019 I may have made back the income I\u2019ve lost over the years for being a woman.\u201d<a class=\"footnote\" title=\"Ibid.\" id=\"return-footnote-941-6\" href=\"#footnote-941-6\" aria-label=\"Footnote 6\"><sup class=\"footnote\">[6]<\/sup><\/a><\/p>\n<\/div>\n<h2>The Pay Gap across the United States<\/h2>\n<p>As Figure 1<a class=\"footnote\" title=\"&quot;Equal Pay Day.&quot; National Committee on Pay Equity. Accessed August 22, 2019.\" id=\"return-footnote-941-7\" href=\"#footnote-941-7\" aria-label=\"Footnote 7\"><sup class=\"footnote\">[7]<\/sup><\/a> illustrates, a gender pay gap exists in every state.<\/p>\n<div id=\"attachment_1062\" style=\"width: 1034px\" class=\"wp-caption aligncenter\"><img loading=\"lazy\" decoding=\"async\" aria-describedby=\"caption-attachment-1062\" class=\"wp-image-1062 size-large\" src=\"https:\/\/s3-us-west-2.amazonaws.com\/courses-images\/wp-content\/uploads\/sites\/4056\/2019\/08\/23205906\/United_States_Wage_Gap_Map-1024x640.png\" alt=\"See caption for link to alternative text for &quot;What Women Make for Every Dollar Men Make.&quot;\" width=\"1024\" height=\"640\" \/><\/p>\n<p id=\"caption-attachment-1062\" class=\"wp-caption-text\">Figure 1. What Women Make for Every Dollar Men Make. <a href=\"https:\/\/courses.lumenlearning.com\/wm-humanresourcesmgmt\/what-women-make-for-every-dollar-men-make-alternative-text\/\" target=\"_blank\" rel=\"noopener\">Alternative text for &#8220;What Women Make for Every Dollar Men Make&#8221; can be found here.<\/a><\/p>\n<\/div>\n<p>The National Women\u2019s Law Center notes that \u201cwomen fare best in California [also D.C., New York, and Florida], where women working full time, year round typically make 89 cents for every dollar their male counterparts make. Women fare worst relative to men in Louisiana and Utah, where women\u2019s earnings represented only 69 and 71 percent of men\u2019s earnings, respectively.\u201d Of the 25 major cities profiled by the Association of University of Women, Los Angeles had the highest overall gender pay ratio at 91%, outperforming New York (85%), San Francisco (83%), Portland (79%) and Chicago and Seattle, both posting a ratio of 78%.<a class=\"footnote\" title=\"&quot;The Gender Pay Gap in 25 Major Cities.&quot; AAUW. April 2, 2019. Accessed August 22, 2019.\" id=\"return-footnote-941-8\" href=\"#footnote-941-8\" aria-label=\"Footnote 8\"><sup class=\"footnote\">[8]<\/sup><\/a> For perspective, the gender pay ratio is calculated as women\u2019s median earnings divided by men\u2019s median earnings.<\/p>\n<p>The American Association of University Women (AAUW) notes that \u201cEmployer practices\u2014such as using prior salary history in setting current pay and prohibiting employees from discussing their wages\u2014compound the problem.&#8221;<a class=\"footnote\" title=\"Vagins, Deborah J. &quot;The Simple Truth About the Gender Pay Gap.&quot;\" id=\"return-footnote-941-9\" href=\"#footnote-941-9\" aria-label=\"Footnote 9\"><sup class=\"footnote\">[9]<\/sup><\/a> To the first point, a number of states and localities have passed laws banning employers from asking candidates for salary history. HR Dive notes that some \u201calso prohibit an employer from relying on an applicant&#8217;s pay history to set compensation if discovered or volunteered; others prohibit an employer from taking disciplinary action against employees who discuss pay with coworkers.\u201d<a class=\"footnote\" title=\"&quot;Salary History Bans.&quot; HR Drive. August 13, 2019. Accessed August 22, 2019.\" id=\"return-footnote-941-10\" href=\"#footnote-941-10\" aria-label=\"Footnote 10\"><sup class=\"footnote\">[10]<\/sup><\/a><\/p>\n<p>California law, applicable to both private and public employers, prohibits requests for a candidate&#8217;s pay history and, further, prohibits employers from using information if volunteered or otherwise known to determine a new hire\u2019s pay. Finally, the law requires employers to provide applicants with pay scale information if requested. Absent a state law regarding discussion of wages, an employer may be restrained by either the National Labor Relations Act (NLRA) or Executive Order 13665, both of which support wage transparency.<\/p>\n<div class=\"textbox key-takeaways\">\n<h3>LEarn More<\/h3>\n<p>For more on this point, read Nancy Owen\u2019s article \u201c<a href=\"https:\/\/eastcoastriskmanagement.com\/is-it-illegal-to-prohibit-employees-from-talking-salary\/\" target=\"_blank\" rel=\"noopener\">Is It Illegal to Prohibit Employees from Talking Salary?<\/a>\u201d<\/p>\n<\/div>\n<h2>Economics of the Pay Gap<\/h2>\n<p><img loading=\"lazy\" decoding=\"async\" class=\"alignright wp-image-1068\" src=\"https:\/\/s3-us-west-2.amazonaws.com\/courses-images\/wp-content\/uploads\/sites\/4056\/2019\/08\/23211600\/neonbrand-0VUe6qODBOU-unsplash-1024x683.jpg\" alt=\"A group of people walking down the street.\" width=\"400\" height=\"267\" \/><\/p>\n<p>The pay gap isn\u2019t just a women\u2019s problem, it\u2019s a societal and economic issue. The Institute for Women\u2019s Policy Research (IWPR) notes that women represent almost 50% of the workforce and are the sole or co-provider in half of American families with children.<a class=\"footnote\" title=\"Milli, Jessica, Yixuan Huang, Heidi Hartmann, and Jeff Hayes. &quot;The Impact of Equal Pay on Poverty and the Economy.&quot; Institute for Women's Policy Research. April 5, 2017. Accessed August 22, 2019.\" id=\"return-footnote-941-11\" href=\"#footnote-941-11\" aria-label=\"Footnote 11\"><sup class=\"footnote\">[11]<\/sup><\/a> Despite being paid less, women\u2019s earnings are critically important to the stability of individuals, families and the extended family networks that women support. IWPR\u2019s analysis found that equal pay would:<a class=\"footnote\" title=\"Ibid.\" id=\"return-footnote-941-12\" href=\"#footnote-941-12\" aria-label=\"Footnote 12\"><sup class=\"footnote\">[12]<\/sup><\/a><\/p>\n<ul>\n<li>Reduce the rate of poverty for working women by over half, from 8% to 3.8%<\/li>\n<li>Reduce the rate of poverty for working single mothers by almost half, from 28.9% to 14.5%<\/li>\n<li>Reduce the rate of poverty for working single women from 10.8% to 4.4%<\/li>\n<li>Reduce the number of children with working mothers living in poverty from 5.6 million to 3.1 million<\/li>\n<li>Increase GDP 2.8%<\/li>\n<\/ul>\n<div class=\"textbox tryit\">\n<h3>Practice Question<\/h3>\n<p>\t<iframe id=\"assessment_practice_72f8c8f4-7a1c-4167-8b37-1cfe3f981719\" class=\"resizable\" src=\"https:\/\/assess.lumenlearning.com\/practice\/72f8c8f4-7a1c-4167-8b37-1cfe3f981719?iframe_resize_id=assessment_practice_id_72f8c8f4-7a1c-4167-8b37-1cfe3f981719\" frameborder=\"0\" style=\"border:none;width:100%;height:100%;min-height:300px;\"><br \/>\n\t<\/iframe><\/p>\n<\/div>\n<h2>Best Practices<\/h2>\n<p><img loading=\"lazy\" decoding=\"async\" class=\"alignright wp-image-1069\" src=\"https:\/\/s3-us-west-2.amazonaws.com\/courses-images\/wp-content\/uploads\/sites\/4056\/2019\/08\/23211759\/interior-4406027_1920-1024x682.jpg\" alt=\"An empty reception area of an office\" width=\"400\" height=\"266\" \/><\/p>\n<p>Until changes are made to federal or state laws, progress on closing the pay gap will require business leadership and advocacy. And, based on their values or in response to employee expectations or both, a number of businesses are taking the challenge. In its 2019 Compensation Best Practices Report, PayScale notes that \u201cIt will prove increasingly difficult to attract and keep the right people without ensuring your compensation philosophy, strategy and practices are in close alignment with your values as an organization.\u201d<a class=\"footnote\" title=\"&quot;The 2019 Compensation Best Practices Report.&quot; PayScale. 2019. Accessed August 23, 2019.\" id=\"return-footnote-941-13\" href=\"#footnote-941-13\" aria-label=\"Footnote 13\"><sup class=\"footnote\">[13]<\/sup><\/a> As PayScale SVP of Marketing, Tim Low, notes \u201cemployees have become fed up when their organizations behave in ways that don\u2019t align with their personal values,\u201d<a class=\"footnote\" title=\"Ibid.\" id=\"return-footnote-941-14\" href=\"#footnote-941-14\" aria-label=\"Footnote 14\"><sup class=\"footnote\">[14]<\/sup><\/a> referencing demonstrations and court cases based on perceived pay discrimination at Google, Nike, and Oracle in 2018.<\/p>\n<div class=\"textbox key-takeaways\">\n<h3>Perspective Point<\/h3>\n<p>For perspective on what\u2019s at stake, a PaySale study found that \u201cemployees who rate their employers poorly on pay transparency are 80 percent more likely to say they want to leave in the next six months than those who give higher marks.\u201d<a class=\"footnote\" title=\"Frankel, Barbara. &quot;How Companies Are Achieving Pay Equity.&quot; Diversity Best Practices. April 9, 2018. Accessed August 23, 2019.\" id=\"return-footnote-941-15\" href=\"#footnote-941-15\" aria-label=\"Footnote 15\"><sup class=\"footnote\">[15]<\/sup><\/a><\/p>\n<\/div>\n<p>What does success look like? Companies taking the lead, for example, Adobe, Starbucks, and Salesforce, have achieved full pay parity for women and underrepresented minorities and are \u201ctaking steps toward creating a better workplace for women and minorities to thrive, advance their careers and move into more leadership roles.\u201d<a class=\"footnote\" title=\"Calfas, Jennifer. &quot;How These Major Companies Are Getting Equal Pay Right.&quot; Fortune. April 9, 2018. Accessed August 23, 2019.\" id=\"return-footnote-941-16\" href=\"#footnote-941-16\" aria-label=\"Footnote 16\"><sup class=\"footnote\">[16]<\/sup><\/a> As Adobe\u2019s Executive Vice President of Customer and Employee Experience, Donna Morris, puts it: \u201cIf you fundamentally believe that people are the most important asset to your company, why wouldn\u2019t you seek to establish practices and programs, and have a principle that you should compensate fairly based on their contribution?\u201d<a class=\"footnote\" title=\"Sheen, Robert. &quot;Organizations Need to Take These Steps to Address Equal Pay.&quot; PayParity. May 30, 2019. Accessed August 23, 2019.\" id=\"return-footnote-941-17\" href=\"#footnote-941-17\" aria-label=\"Footnote 17\"><sup class=\"footnote\">[17]<\/sup><\/a><\/p>\n<p><img loading=\"lazy\" decoding=\"async\" class=\"alignright wp-image-1072\" src=\"https:\/\/s3-us-west-2.amazonaws.com\/courses-images\/wp-content\/uploads\/sites\/4056\/2019\/08\/23212111\/people-gathering-inside-room-1345085-1-1024x682.jpg\" alt=\"Men and women sitting around a work conference table\" width=\"400\" height=\"267\" \/><\/p>\n<p>Barbara Frankel states that \u201cpay equity is about more than just leveling salaries .\u00a0.\u00a0. [it] means creating equal opportunities for high-paying positions, evaluating areas of bias that may prohibit hiring and promotions, and factoring in work accommodations that could slow pay progress, such as flexible work arrangements and time off for family leave.\u201d<a class=\"footnote\" title=\"Frankel, Barbara. &quot;How Companies Are Achieving Pay Equity.&quot;\" id=\"return-footnote-941-18\" href=\"#footnote-941-18\" aria-label=\"Footnote 18\"><sup class=\"footnote\">[18]<\/sup><\/a><\/p>\n<p>The following are best practice highlights based on Frankel&#8217;s interviews with executives:<a class=\"footnote\" title=\"Ibid.\" id=\"return-footnote-941-19\" href=\"#footnote-941-19\" aria-label=\"Footnote 19\"><sup class=\"footnote\">[19]<\/sup><\/a><\/p>\n<ol>\n<li style=\"font-weight: 400;\"><strong>Senior Leadership Commitment.<\/strong>\u00a0L\u2019Oreal\u2019s global leadership committed to equity and, specifically, not only equal pay but also a succession planning initiative to recruit and develop women leaders.<\/li>\n<li style=\"font-weight: 400;\"><strong>Conduct Regular, Objective Pay Audits.<\/strong> Companies recommend regular audits\u2014including audits to reflect acquisitions\u2014and use of experts or certification providers such as <a href=\"http:\/\/edge-cert.org\/\" target=\"_blank\" rel=\"noopener\">EDGE<\/a> for validity and credibility.<\/li>\n<li style=\"font-weight: 400;\"><strong>Communicate Results.<\/strong> Clearly communicate results to make transparency a part of the culture.<\/li>\n<li style=\"font-weight: 400;\"><strong>Define Performance Metrics.<\/strong> Frankel relays L\u2019Oreal USA\u2019s head of Diversity &amp; Inclusion Angela Guy recommendation to have \u201cclear metrics on what defines good performance and [ensure], through unconscious bias training, that prejudices don\u2019t influence what defines good performance.\u201d The company also factors in the impact of maternity leave on performance and pay.<\/li>\n<li style=\"font-weight: 400;\"><strong>Review Offer Process.<\/strong> Salary history questions should be banned, regardless of whether a company is subject to state or local laws.<\/li>\n<li style=\"font-weight: 400;\"><strong>Collaborate &amp; Share Learning.<\/strong> This was a requirement of the original White House Equal Pay Pledge, and it\u2019s critical to accelerating progress.<\/li>\n<\/ol>\n<div class=\"textbox tryit\">\n<h3>Practice Question<\/h3>\n<p>\t<iframe id=\"assessment_practice_632f9747-6e7b-481e-a2a8-392a407b3b72\" class=\"resizable\" src=\"https:\/\/assess.lumenlearning.com\/practice\/632f9747-6e7b-481e-a2a8-392a407b3b72?iframe_resize_id=assessment_practice_id_632f9747-6e7b-481e-a2a8-392a407b3b72\" frameborder=\"0\" style=\"border:none;width:100%;height:100%;min-height:300px;\"><br \/>\n\t<\/iframe>\n<\/div>\n\n\t\t\t <section class=\"citations-section\" role=\"contentinfo\">\n\t\t\t <h3>Candela Citations<\/h3>\n\t\t\t\t\t <div>\n\t\t\t\t\t\t <div id=\"citation-list-941\">\n\t\t\t\t\t\t\t <div class=\"licensing\"><div class=\"license-attribution-dropdown-subheading\">CC licensed content, Original<\/div><ul class=\"citation-list\"><li>Pay Equity Issues. <strong>Authored by<\/strong>: Nina Burokas. <strong>Provided by<\/strong>: Lumen Learning. <strong>License<\/strong>: <em><a target=\"_blank\" rel=\"license\" href=\"https:\/\/creativecommons.org\/licenses\/by\/4.0\/\">CC BY: Attribution<\/a><\/em><\/li><li>Image: What Women Make for Every Dollar Men Make. <strong>Provided by<\/strong>: Lumen Learning. <strong>License<\/strong>: <em><a target=\"_blank\" rel=\"license\" href=\"https:\/\/creativecommons.org\/licenses\/by\/4.0\/\">CC BY: Attribution<\/a><\/em><\/li><\/ul><div class=\"license-attribution-dropdown-subheading\">CC licensed content, Shared previously<\/div><ul class=\"citation-list\"><li>Untitled. <strong>Authored by<\/strong>: rawpixel. <strong>Provided by<\/strong>: Pexels. <strong>Located at<\/strong>: <a target=\"_blank\" href=\"https:\/\/www.pexels.com\/photo\/people-gathering-inside-room-1345085\/\">https:\/\/www.pexels.com\/photo\/people-gathering-inside-room-1345085\/<\/a>. <strong>License<\/strong>: <em><a target=\"_blank\" rel=\"license\" href=\"https:\/\/creativecommons.org\/about\/cc0\">CC0: No Rights Reserved<\/a><\/em><\/li><\/ul><div class=\"license-attribution-dropdown-subheading\">CC licensed content, Specific attribution<\/div><ul class=\"citation-list\"><li>Counting dollar bills. <strong>Authored by<\/strong>: Sharon McCutcheon. <strong>Provided by<\/strong>: Unsplash. <strong>Located at<\/strong>: <a target=\"_blank\" href=\"https:\/\/unsplash.com\/photos\/-8a5eJ1-mmQ\">https:\/\/unsplash.com\/photos\/-8a5eJ1-mmQ<\/a>. <strong>License<\/strong>: <em><a target=\"_blank\" rel=\"license\" href=\"https:\/\/creativecommons.org\/about\/cc0\">CC0: No Rights Reserved<\/a><\/em>. <strong>License Terms<\/strong>: Unsplash License<\/li><li>Walk walk walk. <strong>Authored by<\/strong>: NeONBRAND. <strong>Provided by<\/strong>: Unsplash. <strong>Located at<\/strong>: <a target=\"_blank\" href=\"https:\/\/unsplash.com\/photos\/0VUe6qODBOU\">https:\/\/unsplash.com\/photos\/0VUe6qODBOU<\/a>. <strong>License<\/strong>: <em><a target=\"_blank\" rel=\"license\" href=\"https:\/\/creativecommons.org\/about\/cc0\">CC0: No Rights Reserved<\/a><\/em>. <strong>License Terms<\/strong>: Unsplash License<\/li><li>Interior Office. <strong>Authored by<\/strong>: MagicDesk. <strong>Provided by<\/strong>: Pixabay. <strong>Located at<\/strong>: <a target=\"_blank\" href=\"https:\/\/pixabay.com\/photos\/interior-office-corporate-branding-4406027\/\">https:\/\/pixabay.com\/photos\/interior-office-corporate-branding-4406027\/<\/a>. <strong>License<\/strong>: <em><a target=\"_blank\" rel=\"license\" href=\"https:\/\/creativecommons.org\/about\/cc0\">CC0: No Rights Reserved<\/a><\/em>. <strong>License Terms<\/strong>: Pixabay License<\/li><\/ul><\/div>\n\t\t\t\t\t\t <\/div>\n\t\t\t\t\t <\/div>\n\t\t\t <\/section><hr class=\"before-footnotes clear\" \/><div class=\"footnotes\"><ol><li id=\"footnote-941-1\">Calfas, Jennifer. \"<a href=\"https:\/\/fortune.com\/2018\/04\/09\/equal-pay-companies-starbucks-apple\/\" target=\"_blank\" rel=\"noopener\">How These Major Companies Are Getting Equal Pay Right.<\/a>\" Fortune. April 09, 2018. Accessed August 22, 2019. <a href=\"#return-footnote-941-1\" class=\"return-footnote\" aria-label=\"Return to footnote 1\">&crarr;<\/a><\/li><li id=\"footnote-941-2\">Salam, Maya. \"<a href=\"https:\/\/www.nytimes.com\/2019\/04\/02\/business\/equal-pay-day.html\" target=\"_blank\" rel=\"noopener\">Womansplaining the Pay Gap.<\/a>\" The New York Times. April 02, 2019. Accessed August 22, 2019. <a href=\"#return-footnote-941-2\" class=\"return-footnote\" aria-label=\"Return to footnote 2\">&crarr;<\/a><\/li><li id=\"footnote-941-3\">Vagins, Deborah J. \"<a href=\"https:\/\/www.aauw.org\/research\/the-simple-truth-about-the-gender-pay-gap\/\" target=\"_blank\" rel=\"noopener\">The Simple Truth About the Gender Pay Gap.<\/a>\" AAUW. Accessed August 22, 2019. <a href=\"#return-footnote-941-3\" class=\"return-footnote\" aria-label=\"Return to footnote 3\">&crarr;<\/a><\/li><li id=\"footnote-941-4\">Graf, Nikki, Anna Brown, and Eileen Patten. \"<a href=\"https:\/\/www.pewresearch.org\/fact-tank\/2019\/03\/22\/gender-pay-gap-facts\/\" target=\"_blank\" rel=\"noopener\">The Narrowing, but Persistent, Gender Gap in Pay.<\/a>\" Pew Research Center. March 22, 2019. Accessed August 22, 2019. <a href=\"#return-footnote-941-4\" class=\"return-footnote\" aria-label=\"Return to footnote 4\">&crarr;<\/a><\/li><li id=\"footnote-941-5\">Salam, Maya. \"<a href=\"https:\/\/www.nytimes.com\/2019\/04\/02\/business\/equal-pay-day.html\" target=\"_blank\" rel=\"noopener\">Womansplaining the Pay Gap.<\/a>\" The New York Times. <a href=\"#return-footnote-941-5\" class=\"return-footnote\" aria-label=\"Return to footnote 5\">&crarr;<\/a><\/li><li id=\"footnote-941-6\">Ibid. <a href=\"#return-footnote-941-6\" class=\"return-footnote\" aria-label=\"Return to footnote 6\">&crarr;<\/a><\/li><li id=\"footnote-941-7\">\"<a href=\"https:\/\/www.pay-equity.org\/day.html\" target=\"_blank\" rel=\"noopener\">Equal Pay Day<\/a>.\" National Committee on Pay Equity. Accessed August 22, 2019. <a href=\"#return-footnote-941-7\" class=\"return-footnote\" aria-label=\"Return to footnote 7\">&crarr;<\/a><\/li><li id=\"footnote-941-8\">\"<a href=\"https:\/\/www.aauw.org\/article\/gender-pay-gap-in-25-major-cities\/\" target=\"_blank\" rel=\"noopener\">The Gender Pay Gap in 25 Major Cities<\/a>.\" AAUW. April 2, 2019. Accessed August 22, 2019. <a href=\"#return-footnote-941-8\" class=\"return-footnote\" aria-label=\"Return to footnote 8\">&crarr;<\/a><\/li><li id=\"footnote-941-9\">Vagins, Deborah J. \"<a href=\"https:\/\/www.aauw.org\/research\/the-simple-truth-about-the-gender-pay-gap\/\" target=\"_blank\" rel=\"noopener\">The Simple Truth About the Gender Pay Gap<\/a>.\"  <a href=\"#return-footnote-941-9\" class=\"return-footnote\" aria-label=\"Return to footnote 9\">&crarr;<\/a><\/li><li id=\"footnote-941-10\">\"<a href=\"https:\/\/www.hrdive.com\/news\/salary-history-ban-states-list\/516662\/\" target=\"_blank\" rel=\"noopener\">Salary History Bans<\/a>.\" HR Drive. August 13, 2019. Accessed August 22, 2019. <a href=\"#return-footnote-941-10\" class=\"return-footnote\" aria-label=\"Return to footnote 10\">&crarr;<\/a><\/li><li id=\"footnote-941-11\">Milli, Jessica, Yixuan Huang, Heidi Hartmann, and Jeff Hayes. \"<a href=\"https:\/\/iwpr.org\/publications\/impact-equal-pay-poverty-economy\/\" target=\"_blank\" rel=\"noopener\">The Impact of Equal Pay on Poverty and the Economy<\/a>.\" Institute for Women's Policy Research. April 5, 2017. Accessed August 22, 2019. <a href=\"#return-footnote-941-11\" class=\"return-footnote\" aria-label=\"Return to footnote 11\">&crarr;<\/a><\/li><li id=\"footnote-941-12\">Ibid. <a href=\"#return-footnote-941-12\" class=\"return-footnote\" aria-label=\"Return to footnote 12\">&crarr;<\/a><\/li><li id=\"footnote-941-13\">\"<a href=\"https:\/\/www.payscale.com\/content\/report\/2019-Compensation-Best-Practices-Report.pdf\" target=\"_blank\" rel=\"noopener\">The 2019 Compensation Best Practices Report<\/a>.\" PayScale. 2019. Accessed August 23, 2019. <a href=\"#return-footnote-941-13\" class=\"return-footnote\" aria-label=\"Return to footnote 13\">&crarr;<\/a><\/li><li id=\"footnote-941-14\">Ibid. <a href=\"#return-footnote-941-14\" class=\"return-footnote\" aria-label=\"Return to footnote 14\">&crarr;<\/a><\/li><li id=\"footnote-941-15\">Frankel, Barbara. \"<a href=\"https:\/\/www.diversitybestpractices.com\/how-companies-are-achieving-pay-equity\" target=\"_blank\" rel=\"noopener\">How Companies Are Achieving Pay Equity<\/a>.\" Diversity Best Practices. April 9, 2018. Accessed August 23, 2019. <a href=\"#return-footnote-941-15\" class=\"return-footnote\" aria-label=\"Return to footnote 15\">&crarr;<\/a><\/li><li id=\"footnote-941-16\">Calfas, Jennifer. \"<a href=\"https:\/\/fortune.com\/2018\/04\/09\/equal-pay-companies-starbucks-apple\/\" target=\"_blank\" rel=\"noopener\">How These Major Companies Are Getting Equal Pay Right<\/a>.\" Fortune. April 9, 2018. Accessed August 23, 2019. <a href=\"#return-footnote-941-16\" class=\"return-footnote\" aria-label=\"Return to footnote 16\">&crarr;<\/a><\/li><li id=\"footnote-941-17\">Sheen, Robert. \"<a href=\"https:\/\/payparitypost.com\/organizations-need-to-take-these-steps-to-address-equal-pay\/\" target=\"_blank\" rel=\"noopener\">Organizations Need to Take These Steps to Address Equal Pay<\/a>.\" PayParity. May 30, 2019. Accessed August 23, 2019. <a href=\"#return-footnote-941-17\" class=\"return-footnote\" aria-label=\"Return to footnote 17\">&crarr;<\/a><\/li><li id=\"footnote-941-18\">Frankel, Barbara. \"How Companies Are Achieving Pay Equity.\" <a href=\"#return-footnote-941-18\" class=\"return-footnote\" aria-label=\"Return to footnote 18\">&crarr;<\/a><\/li><li id=\"footnote-941-19\">Ibid. <a href=\"#return-footnote-941-19\" class=\"return-footnote\" aria-label=\"Return to footnote 19\">&crarr;<\/a><\/li><\/ol><\/div>","protected":false},"author":17,"menu_order":5,"template":"","meta":{"_candela_citation":"[{\"type\":\"original\",\"description\":\"Pay Equity Issues\",\"author\":\"Nina Burokas\",\"organization\":\"Lumen Learning\",\"url\":\"\",\"project\":\"\",\"license\":\"cc-by\",\"license_terms\":\"\"},{\"type\":\"original\",\"description\":\"Image: What Women Make for Every Dollar Men Make\",\"author\":\"\",\"organization\":\"Lumen Learning\",\"url\":\"\",\"project\":\"\",\"license\":\"cc-by\",\"license_terms\":\"\"},{\"type\":\"cc-attribution\",\"description\":\"Counting dollar bills\",\"author\":\"Sharon McCutcheon\",\"organization\":\"Unsplash\",\"url\":\"https:\/\/unsplash.com\/photos\/-8a5eJ1-mmQ\",\"project\":\"\",\"license\":\"cc0\",\"license_terms\":\"Unsplash License\"},{\"type\":\"cc-attribution\",\"description\":\"Walk walk walk\",\"author\":\"NeONBRAND\",\"organization\":\"Unsplash\",\"url\":\"https:\/\/unsplash.com\/photos\/0VUe6qODBOU\",\"project\":\"\",\"license\":\"cc0\",\"license_terms\":\"Unsplash License\"},{\"type\":\"cc-attribution\",\"description\":\"Interior Office\",\"author\":\"MagicDesk\",\"organization\":\"Pixabay\",\"url\":\"https:\/\/pixabay.com\/photos\/interior-office-corporate-branding-4406027\/\",\"project\":\"\",\"license\":\"cc0\",\"license_terms\":\"Pixabay License\"},{\"type\":\"cc\",\"description\":\"Untitled\",\"author\":\"rawpixel\",\"organization\":\"Pexels\",\"url\":\"https:\/\/www.pexels.com\/photo\/people-gathering-inside-room-1345085\/\",\"project\":\"\",\"license\":\"cc0\",\"license_terms\":\"\"}]","CANDELA_OUTCOMES_GUID":"3fd194b5-09c0-46b9-b517-8804ae69ab49, 39a21fad-8537-4514-aa29-db4d9190c20c, 7ffad3ad-434f-4cb6-a28d-c903427b1aa5","pb_show_title":"on","pb_short_title":"","pb_subtitle":"","pb_authors":[],"pb_section_license":""},"chapter-type":[],"contributor":[],"license":[],"class_list":["post-941","chapter","type-chapter","status-publish","hentry"],"part":926,"_links":{"self":[{"href":"https:\/\/courses.lumenlearning.com\/wm-humanresourcesmgmt\/wp-json\/pressbooks\/v2\/chapters\/941","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/courses.lumenlearning.com\/wm-humanresourcesmgmt\/wp-json\/pressbooks\/v2\/chapters"}],"about":[{"href":"https:\/\/courses.lumenlearning.com\/wm-humanresourcesmgmt\/wp-json\/wp\/v2\/types\/chapter"}],"author":[{"embeddable":true,"href":"https:\/\/courses.lumenlearning.com\/wm-humanresourcesmgmt\/wp-json\/wp\/v2\/users\/17"}],"version-history":[{"count":19,"href":"https:\/\/courses.lumenlearning.com\/wm-humanresourcesmgmt\/wp-json\/pressbooks\/v2\/chapters\/941\/revisions"}],"predecessor-version":[{"id":3363,"href":"https:\/\/courses.lumenlearning.com\/wm-humanresourcesmgmt\/wp-json\/pressbooks\/v2\/chapters\/941\/revisions\/3363"}],"part":[{"href":"https:\/\/courses.lumenlearning.com\/wm-humanresourcesmgmt\/wp-json\/pressbooks\/v2\/parts\/926"}],"metadata":[{"href":"https:\/\/courses.lumenlearning.com\/wm-humanresourcesmgmt\/wp-json\/pressbooks\/v2\/chapters\/941\/metadata\/"}],"wp:attachment":[{"href":"https:\/\/courses.lumenlearning.com\/wm-humanresourcesmgmt\/wp-json\/wp\/v2\/media?parent=941"}],"wp:term":[{"taxonomy":"chapter-type","embeddable":true,"href":"https:\/\/courses.lumenlearning.com\/wm-humanresourcesmgmt\/wp-json\/pressbooks\/v2\/chapter-type?post=941"},{"taxonomy":"contributor","embeddable":true,"href":"https:\/\/courses.lumenlearning.com\/wm-humanresourcesmgmt\/wp-json\/wp\/v2\/contributor?post=941"},{"taxonomy":"license","embeddable":true,"href":"https:\/\/courses.lumenlearning.com\/wm-humanresourcesmgmt\/wp-json\/wp\/v2\/license?post=941"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}