If you are worried that you are being paid less than your male coworkers — or that the company you work for is routinely paying women less than men for the same work — then we ask you to please contact us as soon as you can.
We’re providing free and confidential consults to help you determine what’s going on. There are both federal and state laws that require employers to pay men and women equally for the same work. And there are also laws that may help protect women when they choose to speak up and demand equal pay.
We’re here for you!
T ruth: Not a single country around the world pays women and men equally. According to the World Economic Forum, women average 133 days unpaid per year. And, according to The Global Gender Index Gap, women won’t earn as much as men until 2133. Equal pay, around the world, isn’t simply an issue of “women’s rights,” equal pay between men and women is about real, persistent, far-reaching current economic problems affecting families and whole communities around the world. Because, when you keep a woman down, guess what does — or, doesn’t — happen to her society?
If you think the view is better zoomed straight into the American workplace you’d be, well, wrong.
Women have not inched closer to pay equality in the U.S. in the last decade. To put that in perspective, our pay gap is behind “quote” developing countries like Rwanda and the Philippines. And that overall pay gap of 78 cents on the dollar? It’s complicated — bear with us.
The bottom line is pregnant women, moms, black and latino women and (surprise!) doctors, lawyers and successful business women may suffer from an even more severe pay discrimination.
Welcome to the front lines of fighting equal pay. It’s 2016 and we’re about to shake things up.
Why A Case for Women? Because miracles happen when women get the tools they need to help themselves.
You were lied to when you were told that we’d be paid more at work if only we “leaned in,” negotiated more, made more sacrifices or put in more time.
Instead, what you should have been told is that when women “quote” lean in and become more assertive at work we’re most often penalized. That study after study has shown that women from all walks of life and career types are repeatedly punished for attempting to negotiate pay and assuming leadership roles. *This includes women at the top rungs of biz, although, let’s be real, women still only make up two percent of Fortune 500 CEOs.
–> –> All The Crazy Ways Women are Blamed For Their Own Pay Gap & Career Ceilings <– <–
- “Too Aggressive, Assertive” or “Too Tough” (Also known as Not Feminine Enough)
- “Too Soft” or “Too Quiet” (Also Known as Too Feminine)
- Oddly: “Too Aggressive” + “Too Soft,” At The Same Time
- Too Pretty (Yep)
- Not Pretty Enough (Yep, 2x)
- Not Nice
- Too Nice (lol)
Frightening studies also help to show that:
#1. The focus shifts for women in the hiring/promotion process in a way that it simply does not for men; for women, there’s a shift from competence/overall skills –> sheer social skills. The same switcheroo doesn’t happen for men.
#2. The stereotype that women have “care-taking” skills while men have “leadership skills” are strongest in traditionally male-dominated fields, like law and engineering. Guess why? Because, studies show, men tend to judge women more harshly than they do other men. Also, like simply favors like.
#3. That everyone from coworkers and subordinates to bosses are less willing to work with a woman after they witness her negotiate — especially when the negotiation revolved around money, not her (feminine, nurturing) love for the company, etc.
Guess what? You absolutely can’t win here. That double-bind will always get you.
Like, Too Hot or Too Cold?
We’ve Literally Had Enough of Women Being Treated as if We’re Never Enough.
Shout Out to Attorneys On The Frontline of Gender-Based Wage Theft, Like Lori Andrus of Andrus Wagstaff:
Two Words: Mom. Penalty.
W hen stay-at-home or part-time moms re-enter the full-time workforce they may face a “quote” motherhood penalty that extends so far beyond the actual time spent out of the full-time workforce.
Fathers do not suffer a fatherhood penalty. Instead, men typically receive a wage premium once they become fathers.
Oh — and employers may even be less likely to hire mothers compared to women without children.
ACFW Fact Check
F amilies depend on women’s salaries. 40% of households with children under the age of 18 are run by a woman as the primary breadwinner. To be clear, most of these “primary breadwinners” are also the only breadwinners, they’re single moms, superheroes, and it’s so far time for 2016 to catch up to their reality.
Holding women to impossible, unreal standards isn’t working for anyone. Funny side note is it might just be hurting the very companies that employ these women the most, as a company’s success has, yeah, been shown to be pretty well connected to the power of the women they employ.
~ Our Women for Equal Pay Agenda ~
P ay discrimination gathers its strength through secrecy. While there may be some bad apples out there the reality is that many employers and companies do care about equal pay and treating their employers equally, in theory. It’s just, they haven’t been truly held accountable to jump into the 21st century yet, they’re still operating under vague systems that were made way back when to keep us women down.
Not anymore. We’re helping women stand up for themselves by holding companies that refuse to follow equal pay laws accountable.
Are you with us?