On June 10, 1963, President John F. Kennedy signed the Equal Pay Act, which prohibits pay discrimination. This federal statute addresses the “unconscionable practice of paying female employees less wages than male employees for the same job.” Yet, it is 2025, and equal compensation for equal effort remains a distant goal for many.
There is no clear reason why the gender wage gap has not progressed further in the twenty-first century. Women tend to get paid similarly to men when they begin their careers but gradually fall behind as they advance. The wage gap between men and women, regardless of whether they hold a bachelor’s degree, remains significant, despite women achieving higher college graduation rates.
Why does the wage gap still exist?
There are various theories regarding why this wage gap persists. For example:
- Many women, especially mothers, opt for non-wage benefits such as flexible scheduling, work-from-home options and part-time work arrangements.
- Due to career interruptions, women are less likely to pursue promotions and gain experience. This is especially true for new moms, who are more likely to take time off from work than new dads.
- Women are more likely to take advantage of maternity leave. Because of this, they may encounter an unjust prejudice in the workplace and skewed views about their overall efficiency.
- Women often spend more time on unpaid domestic tasks like household chores and caring for children, which equates to a 30% increase in unpaid work compared to men.
These factors tend to paint women in an unfair light in their employer’s eyes. Despite having similar qualifications, women often face lower earnings and fewer developmental opportunities due to persistent discrimination, stereotyping and bias. That’s why it’s important to fight back. Seek legal guidance if you are a woman who has been the victim of equal pay discrimination at work despite your excellent performance.