Thursday marks Black Women’s Equal Pay Day, highlighting the ongoing inequities women of color face in the workforce when it comes to equal wages and opportunity. Black women make roughly 67 cents for every dollar white men make – and have to work about 208 extra days to earn what white men did the year prior, Forbes reports. So how can we help close the gap? It starts with companies building more “equitable pathways” to leadership roles, and enforcing more pay equity audits. LinkedIn members are sharing their thoughts on Black Women’s Equal Pay Day.

 

By Alessandra Riemer, Editor at LinkedIn News

What Black Women’s Equal Pay Day Can Teach Executives About Being Better Allies

Black Women’s Equal Pay Day is a significant date shedding light on the persistent gender and racial pay gap that increasingly impacts the lives of Black women in the workforce. This year it falls on July 27.

According to the National Partnerships for Women and Families, the wage gap for Black women compared to non-Hispanic white men is 67 cents for full-time, year-round workers and 64 cents for all workers (including part-time.)

To make the same amount of money as the average white, non-Hispanic man, a Black woman would have to work into the new year to make the same amount.

This day serves as a stark reminder that despite progress in workplace equality, much work needs to take place to ensure fair wages for all individuals regardless of their race or gender. This day aims to raise awareness about the gender wage gap and end wage inequality. By acknowledging this day, there are hopes to eliminate unfair workplace practices, specifically those that may affect low-income women and women of color.

In today’s world, everyone can make an impact by helping pass the paycheck fairness act, and if passed, this will provide laws and guardrails to ensure women of color obtain access to fair pay. This would modernize and strengthen the Equal Pay Act of 1963 to better combat pay discrimination and close the wage gap — including protecting workers from retaliation for discussing pay, banning the use of prior salary history and codifying pay data collection.

How Bias Impacts Black Women And The Wage Gap

Black women bear the brunt of this entrenched bias in the workforce, according to recent data published by Lean In and McKinsey & Company. As Black women navigate the intersections of race and gender, they face compounded challenges that hinder their career growth and financial prosperity. This discrimination results in lower wages, limited access to opportunities for advancement, and increased vulnerability to economic hardship.

The gender and racial pay gap, far from being isolated incidents of individual bias, are insidiously woven into the very foundations of our society. This systematic devaluation of women of color and their labor paints a troubling portrait of history’s exploitation and discrimination, dating back to the darkest chapters of enslavement, colonial oppression, and discriminatory immigration policies, according to National Partnerships for Women and Families. Discriminatory immigration policies, including the Chinese Exclusion Act of 1882, the Immigration Act of 1924, and many more, have all played their part in perpetuating this vicious cycle of inequality.

Overall, disparities trace back to the reprehensible practice of demoralizing marginalized groups, where their toil was unjustly commodified and devalued.

The disproportionate barriers Black women face in the workplace demand urgent attention and action. By acknowledging and addressing biases in hiring, promotions, and day-to-day interactions, organizations can create an environment that nurtures the talents and potential of all employees. We can dismantle these barriers and pave the way for a truly equitable and inclusive workforce through collective effort.

7 Tips For Privileged Executives Seeking To Be Allies

Sponsor Black Female Leaders: Black women are the most unprotected in the workforce and lack mentorship, allyship and resources to reach higher levels. In a recent article by Jeff Raikes he discusses how we can make an impact by having sponsors stepping up to advocate for women of color in the workplace. Research shows that professionals with mentors and sponsors at their organizations are more likely to receive raises and promotions. Herminia Ibarra outlines a “mentor is someone who has the knowledge and will share it with you. A sponsor is someone who has power and will use it for you.”

A pivotal milestone to accessing the C-suite for women is obtaining high-profile projects for the company they are working for to get exposure. Male business leaders should work to sponsor people outside of their typical network and mentor/sponsor more Black women, and more companies should offer official mentoring opportunities.

Amplify Voices: Empower Black women by amplifying their voices and perspectives in decision-making processes. Encourage diverse representation in leadership roles to create a more inclusive workplace culture and incorporate an inclusive recruiting process.

Diversity and Inclusion Training: Implement comprehensive diversity and inclusion training to raise awareness of unconscious biases and equip all employees with the tools to foster an inclusive workplace.

Transparent Promotional Practices: Establish transparent and merit-based promotional processes to ensure equal opportunities for career advancement for all employees, irrespective of their race or gender.

Cultivate Managerial Support: Encourage managers to actively engage in supporting the well-being and growth of their Black women employees. Regular check-ins, mentoring, and assistance balancing work demands can make a significant difference.

 

 

 

Create Safe Spaces: Foster an organizational culture where employees feel safe reporting instances of discrimination or microaggressions. Provide confidential channels to address concerns and take swift and appropriate action.

The disproportionate barriers Black women face in the workplace demand urgent attention and action. By acknowledging and addressing biases in hiring, promotions, and day-to-day interactions, organizations can create an environment that nurtures the talents and potential of all employees.

Also, having white male leaders step up to become sponsors and mentors to black women in the workforce can drive tremendous impact. Progress takes action, and people are willing to work to see tangible change. We can dismantle these barriers and pave the way for a truly equitable and inclusive workforce through collective effort.

 

BY: Kalina Bryant, Forbes