Around the country, legislators from across the political spectrum have been passing laws to chip away at a gender pay gap that has been stalled at about 82 cents on the dollar.
Since Massachusetts became the first state to enact such legislation in 2016, 18 other states and 17 localities have followed suit. Others have yet to do so, but make no mistake: As such prohibitions become more common, the practice of asking job candidates what they earned in past jobs will become as egregious as asking them about their marital status, health conditions or sexual orientation.
In the meantime, the movement at the state and local level is having an impact. There’s a groundswell of activity that employers – and federal lawmakers – can’t ignore. And as more states pass pay equity laws, national companies may be increasingly compelled to make these practices the norm across the board.
We need to we ensure that women aren’t disproportionately trapped in low-paying jobs – and, just as importantly, that female-dominated jobs don’t automatically pay less than jobs dominated by men. We need to find ways to put more women in the pipelines so they can move into leadership roles. We need to remove the barriers that are keeping girls and women from entering the STEM fields, which are among the fastest growing and highest paying jobs.
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