April 4th, 2017 represents how far into the year women must work to earn the same amount men did in the previous year. That is to say that women must work an extra 3+ months per year to earn what men earn. While it’s unacceptable that incomes are disparate by more than three months of work, this is a conservative average. For intersectional women, the figures are much worse. Women of color, disabled women, and LGBT+ women suffer an even worse reality. For Latina women, Equal Pay Day isn’t until November. African American women have to work to August. For Native American women, they must work until September. The average household earning for same-sex couples is 20% less than heterosexual couples. Additionally, women with disabilities make substantially less than not only able-bodied women but also disabled men. Equal Pay Day as a day to highlight injustice and create equality; Allinium also notes that only discussing the pay gap as it affects cisgender, heterosexual able-bodied white women minimizes the reality of the wage gap and erases intersectional women from the feminist narrative.
The Gender Pay Gap is in the spotlight. Many companies are pouring money, time and energy into Diversity and Inclusion efforts with little to no results. Today is an opportunity for company executives to realize this is no longer an HR initiative. We have seen that it takes a contextual shift from the top of the organization to achieve tangible results. At Allinium, we partner with our clients to create inclusive cultures. In an increasingly female economy, companies should be listening to the conversation today and seeking ways to create equality and inclusion that will utilize and support everyone in the workplace.