Equal Pay Day is March 26, shining a light on the persistent wage gap impacting women in supply chain, and other industries.
Initiated by the National Committee on Pay Equity (NCPE) in 1996, this public awareness event is designed to illustrate the gap between men’s and women’s wages.
Data from the U.S. Census Bureau shows that, at its lowest point in 1973, full-time, working women earned a median of 56.6 cents to every dollar that full-time, working men earned. Since then, women’s median earnings have gained 25 cents, reaching 81.6 cents in 2018.
In 2024, full-time, year-round working women made 81 cents for every dollar paid to men.
At the current rate, it will take until 2059 for women to achieve equal pay.
What’s more, in February alone, the United States lost 92,000 jobs and saw unemployment rise to 4.4%. As outlined by Ms. Magazine, women accounted for nearly all of these losses, with Black women and other women of color hit the hardest.
“We are also pushing for legislation to support workers across the country. It is easier for women to stay in the workforce if they are able to advocate for themselves in a stable, supportive work environment. Paid family and medical leave policies can allow women to care for themselves and their families, and be present for important life events, without risking their job. Implementing local and state-level workplace harassment protections can make it safer for working women. Even policies similar to the Paycheck Fairness Act can work to strengthen the 1963 Equal Pay Act, close loopholes and minimize the pay gap,” according to Mica Whitfield, co-president and CEO of 9to5: The National Association of Working Women, and Ashley Panelli, co-president and CEO of 9to5 and 9to5 Action Fund.
