I found a compelling article from the Center for American Progress by Jocelyn Frye and Kaitlin Holmes that shared some notable data. In “Wage Discrimination: Behind the Numbers,” the authors unpack the problem of wage discrimination across different groups including women, men, older workers, and workers with disabilities.
Frye and Holmes posit reviewing wage discrimination charges filed with the Equal Employment Opportunity Commission (EEOC) is essential to providing a better understanding of the challenges workers face and to suggest effective strategies to avoid wage discrimination.
While a majority of alleged wage discrimination charges are brought by women, men also file complaints. In fact, according to data from EEOC over the past four fiscal years going back to 2013, 15 percent of gender-based wage discrimination charges were filed by men in the workforce.
Most charges are filed under Title VII of the Civil Rights Act of 1964 but wage discrimination charges may be filed under several different laws prohibiting employment discrimination. Included could be alleged wage discrimination based on factors including gender, race, ethnicity, sexual orientation, and religion. Nearly twenty percent of wage discrimination are allegedly based on age; a slightly smaller percentage allege disability. The data clearly reveals a variety of workers experience wage discrimination in a variety of ways. Stereotypes about several different groups can create pay disparities and devalue work Frye and Holmes explain. For families trying to make ends meet, the economic consequences can be devastating.
Frye & Holmes conclude by reinforcing why gaining a solid understanding of into all forms and diversities of wage discrimination is critical. For this reason, tools like the Employer Information Report, or EEO-1 (an annual form employers with 100 or more employees are required to fill out regarding workforce demographics) was updated during the prior administration. Such documents help to show concrete insight into workforce demographics regarding pay disparities and why additional strategies are needed. Knowing pay difference by race, ethnicity, and gender provides invaluable information on efforts for federal agency enforcement.
Equal pay for equal work is not just an ideal – it is a foundation of national workplace fairness. However, when allegations of wage discrimination surface toward an organization, combating such practices requires intentional strategies. One proven strategy is a hotline, such as Red Flag Reporting. Red Flag Reporting provides a platform for protection before a problem moves to litigation.. Red Flag Reporting‘s innovative and highly effective ethics hotline, safety hotline, fraud hotline and whistleblower hotline. Red Flag Reporting will help protect your organization’s employees, public profile, goodwill, and bottom line.