Pay Equity & Discrimination

Tipped Over the Edge: Gender Inequity in the Restaurant Industry
by Restaurant Opportunities Center United and Family Values @ Work, HERvotes, IWPR, MomsRising, NCBCP's Black Women's Roundtable, NCRW, NOW Foundation, NPWF, NWLC, WOW, NYU Wagner, 9to5 (February 2012)

The restaurant industry employs over 10 million workers in one of the largest and fastest-growing sectors of the United States economy. The majority of workers in this huge and growing sector are women. Despite the sector’s growth and potential to offer opportunities to advance women’s economic security, restaurant workers’ wages have not kept pace with the industry’s economic growth.The restaurant industry offers some of the nation’s lowest-wage jobs, with little access to benefits and career advancement. In 2010, seven of the ten lowest-paid occupations were all restaurant occupations. The restaurant industry has one of the highest concentrations of workers (39 percent) earning at or below the minimum wage. Moreover, low wages tell only part of the story; workers also lack access to benefits and career mobility. These challenges create a disproportional burden for women.

Tipped Over the Edge: Gender Inequity in the Restaurant Industry (Executive Summary)
by Restaurant Opportunities Center United and Family Values @ Work, HERvotes, IWPR, MomsRising, NCBCP's Black Women's Roundtable, NCRW, NOW Foundation, NPWF, NWLC, WOW, NYU Wagner, 9to5 (February 2012)

The restaurant industry employs over 10 million workers1 in one of the largest and fastest-growing sectors of the United States economy. The majority of workers in this huge and growing sector are women. Despite the sector’s growth and potential to offer opportunities to advance women’s economic security, restaurant workers’ wages have not kept pace with the industry’s economic growth. The restaurant industry offers some of the nation’s lowest-wage jobs, with little access to benefits and career advancement. In 2010, seven of the ten lowest-paid occupations were all restaurant occupations.The restaurant industry has one of the highest concentrations of workers (39 percent) earning at or below the minimum wage. Moreover, low wages tell only part of the story; workers also lack access to benefits and career mobility. These challenges create a disproportional burden for women.

Equal Job Growth for Women and Men in Last Quarter of 2011: Women Continue to Leave the Labor Force
by Institute for Women's Policy Research (January 2012)

According to IWPR analysis of the January employment report from the U.S. Bureau of Labor Statistics, job growth was moderate in December with 200,000 jobs added to nonfarm payrolls.

The Gender Wage Gap in New York State and Its Solutions
by Ariane Hegewich, Jeff Hayes, Ph.D., Heidi Hartmann, Ph.D., Jocelyn Fischer, Claudia Williams, and Justine Augeri (December 2011)

This gender wage gap has pernicious consequences for women and their families. 14.8 percent of women in New York State had incomes at or below the official poverty threshold (for families of their size and composition). This poverty rate for women in New York is approximately the same as that for women in the United States as a whole, with 28 states having less female poverty than New York State.

Slow Job Growth in September Points to Need for Federal Help with Job Creation
by Institute for Women's Policy Research (October 2011)

The Gender Wage Gap: 2010
by Ariane Hegewisch and Claudia Williams (September 2011)

The ratio of women‟s and men‟s median annual earnings was 77.4 for full-time/year-round workers in 2010, essentially unchanged from 77.0 in 2009.

Women Underrepresented Among High Earners in Banking and Finance
by Institute for Women's Policy Research (September 2011)

The Job Loss Tsunami of the Great Recession: Wave Recedes for Men, Not for Women
by Heidi Hartmann, Jeffrey Hayes (July 2011)

Pay Secrecy and Wage Discrimination
by Ariane Hegewisch, Claudia Williams and Robert Drago, Ph.D. (June 2011)

The New Mexico Pay Equity Initiative in State Contracting
by Martha Burk (May 2011)

The Wage Gap and Occupational Segregation
by Barbara Gault, Ph.D. (April 2011)

The Gender Wage Gap by Occupation (April 2011)
by Ariane Hegewisch, Claudia Williams and Amber Henderson (April 2011)

The Gender Wage Gap: 2010 (Updated April 2011)
by Ariane Hegewisch, Claudia Williams and Amber Henderson (April 2011)

Ending Sex and Race Discrimination in the Workplace: Legal Interventions That Push the Envelope (Executive Summary)
by Ariane Hegewisch, Cynthia Deitch and Evelyn Murphy (March 2011)

Ending Sex and Race Discrimination in the Workplace: Legal Interventions That Push the Envelope
by Ariane Hegewisch, Cynthia Deitch and Evelyn Murphy (March 2011)

This report draws on the IWPR/WAGE Consent Decree Database to analyze the injunctive relief awarded in 502 sex and/or race discrimination settlements that became effective between 2000 and 2008.

Monthly Number of Women and Men on Payrolls (Seasonally Adjusted), December 2007– February 2011
by (March 2011)

Women’s Median Earnings as a Percent of Men’s Median Earnings, 1960-2009 (Full-Time, Year-Round Workers) with Projection for Pay Equity in 2056
by Jeffrey Hayes (March 2011)

Brief Of Amicus Curiae The Institute for Women's Policy Research in Support of Respondents
by The Institute for Women's Policy Research (January 2011)

IWPR submits this brief in support of Respondents who are seeking affirmance of the order of class certification generally, and specifically, certification under Rule 23(b)(2). Title VII is a remedial statute providing “make whole relief,” including injunctive relief, to those subjected to discrimination in the workplace.

The Gender Wage Gap 2009 (Updated September 2010)
by Robert Drago, PhD, and Claudia Williams (September 2010)

The ratio of women’s and men’s median annual earnings, was 77.0 for full-time, year-round workers in 2009, essentially unchanged from 77.1 in 2008. (This means the gender wage gap for full-time year-round workers is now 22.9 percent.) This is below the peak of 77.8 percent in 2007.

Separate and Not Equal? Gender Segregation in the Labor Market and the Gender Wage Gap
by Ariane Hegewisch, Hannah Liepmann, Jeffrey Hayes, and Heidi Hartmann (August 2010)

Occupational gender segregation is a strong feature of the US labor market. While some occupations have become increasingly integrated over time, others remain highly dominated by either men or women. Our analysis of trends in overall gender segregation shows that, after a considerable move towards more integrated occupations in the 1970s and 1980s, progress has completely stalled since the mid 1990s. Occupational segregation is a concern to policy makers for two reasons: it is inefficient economically, preventing able people from moving into occupations where they could perform well and that would satisfy them more than the ones open to them. And occupational segregation is a major cause for the persistent wage gap. Our analysis confirms that average earnings tend to be lower the higher the percentage of female workers in an occupation, and that this relationship is strongest for the most highly skilled occupations, such as medicine or law. Yet this is also a strong feature of jobs requiring little formal education and experience, increasing the likelihood of very low earnings for women working in female-dominated, low-skilled occupations such as childcare.