![]() In an article published in the Boston University Law Review, Stephanie Bornstein of the University of Florida Levin College of Law critiques the current enforcement mechanisms of workplace discrimination laws.This leaves state and local legislatures responsible for strengthening such protections through workplace transparency regulations, which are most effective when combined with other policies, including salary history bans and pay reporting requirements, argue Sun, Rosenfeld, and Denice. Senate, would better protect workers, explain Sun, Rosenfeld, and Denice. House of Representatives but failed in the U.S. The Paycheck Fairness Act, a bill that passed in the U.S. Although the National Labor Relations Act theoretically protects workers’ right to discuss pay, it has limited efficacy because it fails to protect workers from employer retaliation, contend Sun, Rosenfeld, and Denice. Research suggests that pay transparency reduces this discrepancy. Louis, and Patrick Denice of the University of Western Ontario find that lack of knowledge about coworkers’ pay contributes to the continuation of the gender pay gap. In a policy brief issued by the Institute for Women’s Policy Research, Shengwei Sun of the Institute for Women’s Policy Research, Jake Rosenfeld of Washington University in St. ![]() In this week’s Saturday Seminar, experts evaluate the efficacy of current pay equity regulations and explore alternative regulatory approaches. Salary history bans, which prohibit employers from inquiring into a candidate’s pay history, have also been adopted by 28 states, along with Puerto Rico and the District of Columbia. Recently, seven states have begun to regulate employer transparency, requiring employers to publish salary ranges on job postings or provide pay scales to candidates and current employees. With the continued persistence of the wage gap, however, local and state legislatures have begun implementing additional safeguards to reduce pay inequities. More specifically, the Equal Pay Act of 1963 prevents wage discrimination by requiring that employees receive equal pay for equal work, while the National Labor Relations Act outlaws pay secrecy policies that would prohibit employees from discussing salaries. They say it is “highly likely” that “at least some of this unmeasured portion is the result of discrimination.”Īt the federal level, Title VII of the Civil Rights Act of 1964 prohibits employment discrimination based on race, color, religion, sex, and national origin. Census Bureau determined that the wage gap cannot be wholly explained through measurable differences between workers, including education level, age, marital status, or hours of work. The Women’s Bureau of the Labor Department and the U.S. Pay disparities are even larger for women of color, with Black women being paid only 64 percent of what men are paid and Hispanic women being paid only 57 percent. In 2021, the average woman earned approximately $12,000 less than the average man. The current gender wage gap contributes to significant losses in earnings for women. This represents only a slight improvement from 2020, when women earned 81 percent of earnings made by men. Department of Labor reported that women in the United States were paid, on average, 82 percent of what men were paid. At the current rate of progression, it will take women decades-until 2054 or later-to reach pay equity with men. ![]()
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