Women’s History Month & Equal Pay Days
Since 1909, a celebration of women’s accomplishments and societal contributions have been celebrated throughout the world during the month of March. It started as International Women’s Day back in 1909. In 1977, the California legislature created Women’s History Week following the landmark Title IX. In March 1980, then President Jimmy Carter officially declared the first National Women’s History Week. By 1987, Congress declared March to be National Women’s History Month.
Like many other things in society, it is great for women to celebrate and revel in our collective accomplishments. However, it is easy to forget that our work is not close to being done!
March 24, 2021 is Women’s Equal Pay Day according to EqualPayToday.org. Women have to work far into the next year to earn what a man would need to earn in the previous year. When you add the racial lens on top of the gender lens, you can see just how far women are being left behind economically in the U.S.:
Asian American/Pacific Islander Women’s Equal Pay Day: March 9th (85 cents)
All Women Equal Pay Day: March 24th (82 cents)
Black Women’s Equal Pay Day: August 3rd (63 cents)
Native/Indigenous Women’s Equal Pay Day: September 8th (60 cents)
Latina Women’s Equal Pay Day: October 21st (55 cents)
In California, we have had the California Equal Pay Act for decades. In 2016, Governor Brown signed the California Fair Pay Act, which “strengthened the Equal Pay Act in a number of ways and signaled California’s commitment to achieving real gender pay equity.” (California Department of Fair Employment & Housing). The California Fair Pay Act of 2016:
Eliminates the requirement that the employees being compared work at the “same establishment.”
Makes it more difficult for employers to justify inequities in pay through the “bona fide factor other than sex” defense.
Ensures that any legitimate factors relied upon by the employer for pay inequities are applied reasonably and account for the entire pay difference.
Explicitly states that retaliation against employees who seek to enforce the law is illegal, and makes it illegal for employers to prohibit employees from discussing or inquiring about their co-workers’ wages.
Extends the number of years that employers must maintain wage and other employment-related records from two years to three years.
Are you in compliance with the California Fair Pay Act? Not only is it the right and ethical thing to do, but it is the law. Contact us at Akamai Management Solutions to help you assess whether your organization is on the right side of the law.