Understanding the Income Gap and Why It Still Matters
When I first chose to focus on the income gap for this project, I thought I understood it. I knew women often earned less than men, and that race played a role in widening those differences. But once I started reading the research, it became clear that the issue is bigger and more persistent than I realized. According to the Pew Research Center, women in the United States earn about 82 cents for every dollar earned by men, and this number has barely changed in about twenty years. The gap is even larger for women of color, with Black women earning around 64 cents and Latina women earning about 57 cents when compared to white men. The full report is available through the Pew Research Center at https://www.pewresearch.org/social-trends/2023/03/01/the-enduring-grip-of-the-gender-pay-gap/.
These numbers are not just statistics. They represent real people who are trying to pay rent, raise families, support loved ones, or save for the future. Income inequality affects millions of workers, especially women, Black workers, Hispanic workers, and Native workers who face layers of challenges in hiring, promotions, and career advancement. The United States Department of Labor explains that unequal pay impacts long term wealth, retirement security, debt, and even the ability to afford childcare or healthcare. Their guide to equal pay protections can be found at https://www.dol.gov/agencies/oasam/centers-offices/civil-rights-center/internal/policies/equal-pay-for-equal-work.
As I learned more, it became clear that the income gap does not come from one single cause. It grows from a mix of workplace bias, limited transparency, unequal access to opportunities, and the ongoing effect of traditional expectations about who should work certain jobs. Research from the Harvard Business Review points out that people often carry unconscious bias into hiring and promotion decisions, even in professional settings. Companies that do not regularly examine their pay practices often overlook these patterns. The article can be read at https://hbr.org/2019/06/how-to-reduce-personal-bias-when-hiring.
Through this campaign, I want to encourage people to take small steps that create meaningful change. Talking about pay with coworkers, supporting businesses that value fairness, and staying informed about leaders who support equal pay policies are all ways individuals can make a difference. Awareness is the first step in breaking the silence that allows inequality to stay hidden.
There are also many resources available for anyone who wants to learn more or advocate for themselves. The National Committee on Pay Equity and the Equal Employment Opportunity Commission both share tools, facts, and support for workers who believe they may be facing unequal treatment. These organizations help people understand their rights and how to take action.
As I continue building the #LevelThePayField campaign, this first blog post represents the foundation of everything I hope to accomplish. Change starts with understanding, and understanding starts with paying attention to what the research, the history, and the lived experiences of people are telling us.