Equal pay day 2021 how to#

This year, the highest paid NBA player вЂ“ Stephen Curry вЂ“ will make the equivalent of 350-plus WNBA salaries. In sports, the gender pay gap is especially lopsided. This year, Black WomenвЂ™s Equal Pay Day is August 3, Native WomenвЂ™s Equal Pay Day is September 8, and Latina Equal Pay Day is October 21. While March 24 represents the womenвЂ™s average, the gender pay gap is compounded by the racial pay gap. The date is a symbolic representation of the gender pay gap, showing how far into 2021 the average woman has to work to match what her male counterpart made in 2020 alone. This story first appeared on вЂ“ MaвЂ“ is вЂњEqual Pay DayвЂќ in the United States. The future of work can be successful for women of color if companies and organizations are willing to partner on the road to success. I believe companies and organizations have another unique opportunity to not only invest in the women of color in the workplace, but also providing their managers with the tools to be successful Most people donвЂ™t leave their jobs because of their day to day duties, they tend to leave because of who they report to. And when women of color are not heard or invested in by their managers, the result tends to be losing their diverse talent. But in many cases, managers have not been trained in conflict resolution and tend to dismiss any racialized claims by women of color-because they havenвЂ™t experienced it themselves. For example, if a woman of color on their team has racialized concerns, itвЂ™s important their manager is equipped to be an active listener and exercise their conflict resolution skills. Managers must demonstrate equity, it canвЂ™t be a choice. Related: Many refer to the summer of 2020 as a 'racial reckoning,' but what comes next?

Equal pay day 2021 how to#

That means choosing not to discuss topics because they arenвЂ™t comfortable or trained in how to engage with people on their team, can no longer be permitted. With that said, managers should not be able to opt-in to equity. And in most cases, managers will be tasked with having a difficult conversation that might include race. It can be a challenge for managers to provide everyone on their team a safe environment to do their best work if they arenвЂ™t aware of the language and cultural differences each person brings to the table. I teach a course at New York University focused on talent development, which is centered on a curriculum that prioritizes how to make team environments psychologically safe and as diverse as possible. If we want to recruit and retain women of color, then we have to make sure there are no signs of wage theft practices. Related: Despite recent gains for women across sectors, the gender pay gap - or the difference in what women are paid compared to men - is stubbornly persistent.Д«etween 20, only 22 percent of companies reported performing salary audits, which can be used to assess any differences in pay related to gender and race. A first and important step is for all companies and organizations to conduct annual or quarterly pay audit reports and make them available to their employees. The answer is simple, it wonвЂ™t happen if companies donвЂ™t prioritize equal pay for all women. So much bias happens during the hiring process, and by modifying current hiring practices that might skew heavily to one demographic, gender, or race, implementing an equitable hiring framework will inevitably benefit the recruitment and advancement of women of color.ДЄs we mark Black WomenвЂ™s Equal Pay Day, it should be a reminder to all companies that they must work to find an equitable solution. And in addition, a diverse hiring committee should be formed to participate in the interview process. What I am recommending is for companies and organizations to be intentional about having a diverse slate of candidates for all future positions at every level. I am not suggesting preferential treatment. Only one in five C-suite executives at Fortune 500 companies is a woman, according to a 2019 McKinsey study conducted in partnership with, And for women of color, it's even more isolating, with just one in 25 in C-suite roles.Дespite this current reality, there's good news: Companies can change and implement hiring practices that center on Black and brown women that have not been prioritized in the past. Companies and organizations now have a unique opportunity to play a vital role in evening the playing field for women of color.