Post from Acting Chair Victoria A. Lipnic - April 2019
Today we recognize Equal Pay Day - how far into the year women must work to earn what men earned the previous year. On this April 2nd, it feels like December 31, 2018 was a very long time ago. For women of color, the wage gap extends even further into the year. And so, we are reminded of the clear and obvious moral point that no one should ever be underpaid or treated adversely because of gender, period.
What we know at the EEOC is that pay discrimination, the concept of "equal pay for equal work" enshrined in the Equal Pay Act of 1963, is real. We see and bring the cases every year. In FY 2018, the agency garnered about $4.1 million just in litigation for discrimination victims whose claims included equal pay violations. If we add in our work in resolving equal pay charges at the administrative level in the last fiscal year, that adds another $10.5 million on behalf of workers.
Some of the recent cases the EEOC has filed on equal pay include:
We see too many examples of the cases like these. In addition, the consequences of harassment at work can have a devastating impact on compensation for women, resulting in lost employment opportunities, adverse actions, and ultimately lost pay for time taken to avoid or recover from it. Know that at the EEOC in the face of pay discrimination, we will continue to enforce the law and do our part to help eliminate the months it takes for women to catch-up. Some day, April should be recognized only as the month we pay our taxes.