Friday, January 29, 2016
The Obama administration is proposing a new rule to address unequal pay practices by requiring companies with more than 100 employees to submit salary data by race, gender and ethnicity.
The announcement comes seven years after President Obama signed the Lilly Ledbetter Fair Pay Act — his first piece of legislation as president — which makes it easier for women to challenge discriminatory pay in court.
But a stubborn, substantial pay gap between men and women persists — and it affects black and Latina women the most, Obama said Friday as he introduced the proposal. The president said he'd continue to work to reduce the gap as long as he was in office."Social change never happens overnight," he said. "It is a slog and there are times when you just have to chip away and chip away ... it's reliant on all of us to keep pushing that boulder up the hill."
"Social change never happens overnight," he said. "It is a slog and there are times when you just have to chip away and chip away ... it's reliant on all of us to keep pushing that boulder up the hill."
Seven years ago today, President Barack Obama signed into law his first piece of legislation as President, the Lilly Ledbetter Fair Pay Act. At today's event celebrating the anniversary, the president directed the Equal Employment Opportunity Commission (EEOC), in partnership with the U.S. Department of Labor (DOL), to publish a proposal to annually collect summary pay data by gender, race, and ethnicity from businesses with 100 or more employees. This step also expands on and replaces an earlier AAUW-supported plan DOL to collect similar information from federal contractors.
The new proposal will cover over 63 million employees, and the data collected would provide critical insights into the gender and racial pay gap. This step, stemming from a recommendation of the President's Equal Pay Task Force and a Presidential Memorandum issued on Equal Pay Day 2014, will help focus public enforcement of equal pay laws and provide better insight into discriminatory pay practices across industries and occupations.
DOL has identified the Equal Employment Opportunity Commission (EEOC) as the best collector of this summary data from employers. AAUW has long asserted that this kind of transparency is associated with a smaller gender pay gap, and that the implementation of this nationwide data collection is an important step in our efforts to ensure fair pay for all.