I have continued to call on the Congress to pass the Paycheck Fairness Act, which would help mitigate sex-based pay discrimination while ensuring greater transparency and reporting of disparities in wages. We are working to eliminate anticompetitive barriers that keep women from bargaining for better pay and demanding dignity and respect in the workplace. My Administration is fighting to ensure that women have the free and fair choice to organize and collectively bargain for the wages and benefits they deserve and to access training for good-paying jobs in sectors where they have historically been underrepresented. We can be proud of that progress - but there is more we need to do. And I have raised the minimum wage for Federal contractors, which has significantly benefitted women - especially women of color - who are disproportionately represented in minimum-wage and low-wage jobs. In addition, my Administration has taken key steps to address pay discrimination, including issuing an Executive Order directing the Office of Personnel Management to take appropriate steps to advance equal pay at Federal agencies. We have turned the tide on women’s labor force participation, which the COVID-19 pandemic had pushed to a more than 30-year low. We also saw the strongest economic growth in nearly 4 decades, rising wages, and an estimated nearly 40 percent decline in child poverty. In our first full year in office, we saw the largest calendar year decline in unemployment. The Biden-Harris Administration has moved quickly to deliver results for women and working families and to dismantle the barriers that women face in the workplace. Over the course of a career, the pay gap can add up to hundreds of thousands of dollars in lost earnings, particularly for women of color, significantly impacting retirement savings and uniquely burdening households led by single mothers. The pay gap reflects outright discrimination as well as barriers that women face in accessing good-paying jobs and meeting caregiving responsibilities - including a lack of affordable child care, paid family and medical leave, and fair and predictable scheduling - which often prevent women from joining and staying in the workforce. Disabled women also continue to experience significant disparities and make 80 cents for every dollar compared to men with disabilities. And once again, the disparities are even greater for Black, Native American, Latina, and certain subpopulations of Asian women when compared to white men. In 2020, the average woman working full-time, year-round, for wages or a salary earned 83 cents for every dollar paid to their average male counterpart. But while we should celebrate the progress we have made, as I have said in the past, we should not be satisfied until Equal Pay Day is no longer necessary at all. The earlier that Equal Pay Day arrives, the closer our Nation has come to achieving pay fairness. This year, Equal Pay Day falls on March 15, the earliest we have ever marked the occasion. For over 25 years, Equal Pay Day has helped draw attention to gender-based pay disparities by highlighting how far into a new year a woman must work, on average, to earn what a man did in the previous year. Get Involved Show submenu for “Get Involved””Įqual pay is a matter of justice, fairness, and dignity - it is about living up to our values and who we are as a Nation. The White House Show submenu for “The White House””.Office of the United States Trade Representative.Office of Science and Technology Policy.Executive Offices Show submenu for “Executive Offices””.
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