Gender and Pay Equality: Join the Conversation

by admin on April 8, 2013 · 5 comments

dollar billThis year, Equal Pay Day is Tuesday, April 9. As part of the larger conversation about gender pay equality taking place this week, we’ll be hosting an equal pay Web chat this Friday, April 12, at 1 p.m. EDT. You’ll be able to ask experts about the current state of women’s wages, and how Labor Department resources can help workers and businesses pursue pay equality. Representatives from the department’s Office of the Chief Economist, Office of Federal Contract Compliance Programs and Women’s Bureau will address the current pay gap and ongoing policy initiatives.

  • Jennifer Hunt, chief economist, will be on hand to talk about trends in women’s earnings over time and how closing the pay gap will benefit U.S. families and the nation’s economy.
  • Latifa Lyles, acting director of the Women’s Bureau, will answer questions about what the agency is doing to ensure economic security for working women of all ages and to encourage younger women to pursue careers in growing industries.
  • Patricia Shiu, director of the Office of Federal Contract Compliance Programs, and Pamela Coukos, senior program advisor, will address questions about how OFCCP is helping contractors comply with the law, and how recent guidance on pay equality could affect your business.

Email your questions before the event to womensbureaunetwork@dol.gov, or submit them on Twitter using the hashtag #EqualPayChat. We look forward to chatting with you!

{ 5 comments… read them below or add one }

1 CHARLES E. KELLY April 9, 2013 at 9:04 am

If a business is running an equal pay in the place to be service, what are the options to sustain excellencein expertise in human services to generate a substancial income for the average family in this country?

2 Chuck Hosmer April 9, 2013 at 10:01 pm

Please start a list of occupations/jobs that have true equality so that women know where to look and employers work to gain the recognition of being on the list. Many union jobs fit the bill. A teacher receives the same pay for time in grade, education, seniority, etc., regardless of gender. I’m sure it is the same for police, fire, and other civil service jobs (including at the DOL). Pilots, flight attendants, etc., are exactly equal. You could also start a list of shame for those that do not.

3 Louise Sheppard April 11, 2013 at 10:16 am

Most large federal contractors conduct an annual compensation analysis as part of their regular monitoring process to ensure their company is complying with its EEO policy. Many of those companies have a very small EEO staff who is performing this function along with other EEO and affirmative action responsibilities, including managing OFCCP audits. It would be very helpful if companies were able to analyze these data the same way the federal Compliance Officers are being taught. This type of transparency and consistency among the federal government and federal contractor community will help to ensure equal employment opportunity in the American workplace, which is the goal of both government and industry. I would like to request the OFCCP to please consider training contractors in the same manner that Compliance Officers are being trained on compensation analyses. In this way we cover much more ground among the contractor community. Thank you for considering this request.

4 Karen Brandt April 25, 2013 at 2:44 pm

I read Louise Sheppard’s comment from 4/11/13, and I echo her suggestion to have transparency about how the OFCCP analyzes compensation data, and then allow contractors to trained on the same compensation analysis techniques that the OFCCP uses so that we’re all reading from the same sheet of music. We don’t expect companies file their taxes without the government providing detailed tax codes, so wouldn’t it make sense that AAP plan preparers be provided detailed guidelines to ensure their practices and analysis techniques are correct and meet government regulations?

5 Manohar TN April 28, 2014 at 10:45 pm

Many of those companies have a very small EEO staff who is performing this function along with other EEO and affirmative action responsibilities, including managing OFCCP audits. It would be very helpful if companies were able to analyze these data the same way the federal

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