Mary Hayashi – Unpacking the Complexities of the Gender Pay Gap for Women of Color

The gender pay gap is a long-standing issue that affects women of all races and ethnicities. It refers to the difference in pay between men and women who perform the same job, and it has been a persistent problem in the United States for decades. However, women of color face an even more significant pay disparity than their white female counterparts, making it a critical issue of intersectional inequality.

According to the National Women’s Law Center, Latinas, on average, are paid only 54 cents for every dollar paid to white, non-Hispanic men. Moreover, even with a bachelor’s degree, Latinas earn 31% less than white, non-Hispanic men. Similarly, Black women earn only 63 cents, and Native American women earn only 60 cents for every dollar white, non-Hispanic men earn. These disparities have far-reaching implications for the economic stability and well-being of women of color and their families.

It is essential to recognize and address the gender pay gap for women of color to promote workplace fairness, equity, and justice. This issue goes beyond mere statistics – it has real consequences for the lives of countless women and their loved ones.

The Gender Pay Gap and Women of Color

The gender pay gap affects all women, but it is particularly acute for women of color. This is because women of color are more likely to be in low-wage jobs and underrepresented in higher-paying fields. This lack of representation and devaluation of their work perpetuates the cycle of poverty and inequality.

A report from the Center for American Progress explains how women earn less than men in nearly every occupation, including those traditionally dominated by women, and discusses how the pay gap is particularly wide for women of color. The unfortunate reality is that women of color face a wide range of challenges in the workplace, including discrimination and lack of access to career advancement opportunities. The report highlights the need for policy changes and suggests several solutions, including pay transparency, more vigorous enforcement of equal pay laws, and workplace flexibility policies.

To further illustrate the point, here are additional statistics on the pay gap and economic status of women of color in the United States. Of course, each minority group has unique challenges and barriers to overcome, and below we’ve provided some data on Black women, Asian American and Pacific Islander women, and Latinas.

• Black women are paid 63 cents for every dollar paid to non-Hispanic white men, and they must work until August 3 of the following year to earn what white men earned in the previous year.
• AAPI women earn only 85 cents per dollar compared to white, non-Hispanic men. Moreover, Southeast Asian and Pacific Islander women experience even more significant pay gaps than white, non-Hispanic men.
• On average, Latinas in the United States are paid (54 cents for every dollar spent) the least when compared to non-Hispanic white, non-Hispanic men. This wage gap results in an average lifetime loss of $1,163,920 for Latina workers. Additionally, Latinas are overrepresented in low-wage jobs and are less likely to have access to paid leave and other benefits.

These pay disparities are unacceptable and have far-reaching consequences for the financial well-being of women of color and their families. It is essential to recognize that the gender pay gap is a multifaceted issue, and it is crucial to address the root causes to achieve equity and justice in the workplace.

Stereotypes and Biases

The pay gap for women of color is not just a result of educational attainment or experience. Stereotypes and biases also play a significant role in perpetuating pay disparities. For example, women of color often face assumptions about their competence, ambition, and priorities in the workplace that can contribute to their being paid less.

For example, employers often believe that Latinas do not expect to be paid well and do not prioritize their careers. These assumptions lead to lower job offers and fewer promotions. Even with the same job, Latinas are paid less than white men. In traditionally female-dominated professions, such as nursing, Latinas experience sexism and racism in the workplace, including being stereotyped as less competent and less intelligent than their white counterparts.

These stereotypes and biases are deeply ingrained in our culture and can be challenging. Therefore, it is essential to raise awareness of these issues and work to change the workplace culture to ensure that women of color are valued and paid equitably.

The Need for Change

The gender pay gap for women of color is attributed to racial and gender biases. To address this issue, policies, and practices need to change.

Some examples of policies and practices that can help close the gender pay gap for women of color include:

1. Pay Transparency: Employers should be required to disclose salary ranges for open positions to job applicants, which can help prevent unfair pay practices.
2. Equal Pay Laws: Stronger laws prohibiting employers from paying employees differently based on race or gender can help close the pay gap.
3. Workplace Diversity and Inclusion: Employers should prioritize creating diverse and inclusive workplaces that value and respect all employees, regardless of race or gender.
4. Intersectional Analysis: Policymakers and employers should consider the unique experiences of women of color when designing policies and programs to address the gender pay gap.
5. Family-Friendly Policies: Policies such as paid family leave, affordable childcare, and flexible work arrangements can help women of color balance work and family responsibilities, impacting their ability to earn fair wages.

By implementing these policies and practices, employers and policymakers can take essential steps toward closing the gender pay gap for women of color.

Clearly, the gender pay gap disproportionately affects women of color, with Latinas being particularly affected. Stereotypes about women of color, as well as racial and gender bias, contribute to the pay gap, and to address this issue, policies and practices need to change. Acting and advocating for equal pay for women of color is important. This can include supporting policies that address pay equity, negotiating salaries, and raising awareness about the issue. Working together can help create a more just and equitable society for all.

About Mary Hayashi

Mary Hayashi is a respected healthcare leader and former California State Assemblymember. She has over two decades of experience in healthcare and public service, having served on several boards and committees related to health policy and advocacy. During her time in the Assembly, Hayashi authored vital legislation to improve access to healthcare and mental health services, particularly for underserved and vulnerable communities. She is also a strong advocate for the rights of patients and healthcare workers. Hayashi’s work has earned her numerous awards and recognitions, including the California Primary Care Association’s “Legislator of the Year” award and the Women’s Foundation of California’s “Women’s Policy Maker Award.” Today, Hayashi continues to be a passionate voice for healthcare reform and mental health issues, advocating for increased investment in resources for mental health professionals and better care for all. Learn more about Mary and her mental health advocacy here.