Gender Wage Gap Increased for the First Time in 20 Years

Usually, we don’t discuss the pay gap between men and women until Equal Pay Day rolls around (March or April each year). As a nation, we observe Equal Pay Day to raise awareness about the wage gaps between men and women and demographic Equal Pay Days throughout the year to raise awareness about the harmful wage gaps faced by women of color compared to their white non-Hispanic male counterparts. 

However, we’re mentioning the topic earlier than normal because this article says that for the first time in more than 20 years, the pay gap increased between women and men, according to new census data. The article argues that “the gender wage gap isn’t just about salary; it reflects broader societal inequities.” The article examines what it refers to as the invisible work ─ work that goes unpaid, unacknowledged, and unregulated ─ that women are expected to perform both in work and home environments. 

The article further explains that “one type of invisible work is emotional labor, a term coined to describe the caregiving work that women do in the workforce that is now also used to refer to carrying the mental load at home.” The combination of invisible work and emotional labor can lead to feelings of burnout and overwhelm. This can negatively impact job performance, career advancement, and earning potential. 

The article concludes by stating “We must recognize the importance of invisible work and emotional labor and take steps to address the gender pay gap.” We don’t have to wait until Equal Pay Day to address this issue. Employers (if you have not already begun) can make a change now. This second article suggests seven ways of addressing the gender pay gap, offering ideas for actionable strategies that can help promote pay equity within your library or organization. We understand that a variety of factors can lead to pay inequality. The article says, “It’s a complex problem with many root causes, so you’ll need to respond with a multi-pronged action plan.” It might feel overwhelming, but employers can begin by increasing pay transparency, conducting regular pay audits, and offering flexible working options. Let’s not use the excuse that it’s too much work, to avoid doing what’s not only right, but also what makes good business sense. Employers can start now.

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