​SEEING IS BELIEVING

 The statistics below exemplify the incredible pay inequity that exists today.  There is so much work that needs to be done.  It is up to all of us to do our part in achieving pay parity.  

We believe that PAY PARITY can be achieved with WAGE TRANSPARENCY.

The time is NOW.

The time is now to bridge the gender pay gap.  With record low unemployment and a still booming economy, women must seize this moment to elevate not only their incomes, but also their status within the organization where they work.  In the decades that we have known about the gender pay gap there has been minimal progress in pay equality.  It is simply unfair that a woman is paid less than a man for doing the exact same job. We believe that in order to achieve pay parity, we must first encourage employers to share what they are paying employees within peer groups.  Without wage transparency, no progress can be made.  If you knew that you were being paid less than the male next to you, wouldn't you say something?  If you knew that the woman on your team was earning less than you, wouldn't you say something?  We owe it to ourselves, and to the next generation of soon-to-be professional females to do something.

We are actively working with Massachusetts State lawmakers to push for additional pay equity legislation. Of the 50 states, D.C. and Puerto Rico, 44 states have some form of standalone equity pay law in place. Of those 44, 10 currently ban employers from asking about salary history. This legislation is absolutely a step in the right direction, however, it is limited in that it helps to protect prospective job candidates and not incumbent employees. We would like to expand legislation to include applicants or current employees to ask about pay scale for a role they are applying for or currently in. We are proposing an extension of California's Equal Pay Law, specifically:

An employer, upon reasonable request, shall provide the pay scale for a position to an applicant applying for employment [or to an employee currently holding the position]. For purposes of this section, "pay scale" means a salary or hourly wage range. For purposes of this section "reasonable request" means a request made after an applicant has completed an initial interview with the employer.
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We are seeking support and feedback from our community and would love to hear your thoughts and opinions. Please sign our petition to the left to show your interest!