Workplace, Wage and Women
Though women have increased their presence in higher-paying jobs traditionally dominated by men, such as professional and managerial positions, women continue to be overrepresented in lower-paying occupations relative to their share of the workforce. Today 1 in 4 employed women say they earn less than a man who is doing the same job; however just 5% of men said they earn less than a woman doing the same job. In 2020, a Pew Research Center (https://www.pewresearch.org) analysis was conducted of median hourly earnings for fulltime and part-time female workers, it found that women were earning 84% of what men earned. Based on this estimate, it would take women an extra 42 days of work to earn what men did in 2020.
In 2019, the U.S. Census Bureau looked at year-round, full-time working women earning 82% of what their male counterparts earned. Workers who took parental, family, or medical leave in the two years prior to the survey showed that mothers after the birth or adoption of their child was 11 weeks, compared to 1 week for fathers.
Esther Peterson was a labor activist appointed head of the Women’s Bureau of the Department of Labor in 1961. She presented a drafted bill in early 1963 of the Equal Pay Act to Congress. The draft bill, called for equal pay for “comparable work,” but the phrasing was changed to “equal work.” Though the bill was an essential step toward equality in the workplace, the Equal Pay Act didn’t solve the wage gap. Many women were still limited in their work opportunities, especially women with husbands or children. These women were often still expected to perform household labor, like cleaning, cooking, and childcare work that was unpaid and often unrecognized.
The Equal Pay Act. President John F. Kennedy signed the Equal Pay Act into law on June 10, 1963. This labor law made it illegal for employers to pay men and women different wages and benefits for jobs that require the same skills and responsibilities and is an amendment to the Fair Standards Act. The Equal Pay Act was an important step forward; however, there were and still are issues of a wage gap between men and women, especially among Black, Hispanic, Native American, and Pacific Islander women.
World War II and Rosie the Riveter brought many women into the workforce, and the push for equal pay grew stronger. In 1945, the Women’s Equal Pay Act introduced by Congress failed to pass. The female workforce went from 37% to less than 28% after the war. This was partly because U.S. businesses that had hired women during the war now only hired men or lowered wages for women. Though by 1960 women once more made up 37% of the workforce and about 25 million women worked outside of the home.
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