Under current federal law, it is illegal to pay women less than men for equal work. And yet, the gender wage gap still exists, and the persistent lack of equal pay is one piece of the puzzle. It is an issue that affects women at all levels, in all types of jobs, across race, ethnicity, and other factors. This includes women in high profile roles, such as the current World Cup champions, to roles behind the scenes, like clerical workers and teachers.
The gender wage gap is caused by a number of differing elements, including some that can be measured. But a sizable portion of the wage gap—around 38 percentby some estimates—cannot be explained by measurable differences between genders. Many researchers hypothesize that this unexplained portion, along with at least some of the other observable differences, are attributable to gender discrimination.
Tackling the gender wage gap
Reducing the gender wage gap requires a lasting, comprehensive solution that addresses the different factors that drive the gap, including discrimination. The Equal Pay Act of 1963, enacted more than 50 years ago, established the core principle of “equal pay for equal work” to root out entrenched pay discrimination that consistently denied women fair wages. But, over time, the courts have narrowed the law’s reach, making it harder to hold employers accountable for discriminatory practices, even as the gender wage gap has persisted.