"Workplace discrimination is not universal, but it is far too common — and the people who suffer most are the American workers," said OFCCP Director Patricia A. Shiu. "At OFCCP, we are charged with identifying which federal contractors discriminate in their hiring and pay practices, and which are abiding by the law. We cannot serve our mission to protect workers if companies refuse to give us access to the records they promised to keep and share with us when they signed their contracts."
Friday, November 18, 2011
Thursday, November 3, 2011
1. For the StarTribune Minneapolis Public School Article and the Pay Equity Coalition of Minnesota’s response:
2. The St. Louis Fed’s article regarding a dip in the 2nd quarter wage gap numbers with reasons for the wage gap. We caution the use of the word ‘choice’ in terms of employment. Women choose to be nurses, teachers, administrators rather than executives and engineers. Yes….to a certain extent. I often call this rationale for paying women less than men the ‘let them be plumbers’ argument.
3. Stereotypes: Excerpts from Malcolm Gladwell’s book Blink can be found by clicking here
4. Catalyst research on the gender wage gap from Current Population Survey 2009 can be found by clicking here
5. U.S. Bureau of Labor Statistics: Women’s Earnings by Industry 2009 is here.
Tuesday, November 1, 2011
Here's the Pay Equity Coalition of Minnesota's response:
The whole point of the pay equity law was to challenge the notion that pay should be set "according to the market" - which really just means paying what everybody else pays, but is far from scientific or objective and invariably incorporates historic bias against all marginalized groups.
Monday, September 26, 2011
Saturday, September 17, 2011
Wednesday, September 14, 2011
September 15, 3 pm. Uncover Gender Inequities in the Market Place. A teleconference. You must click on the link and leave your name and email for call details.
Eddy Lindenstein of PayScale
will show us how their Insight tool helps determine market rates of
pay and gender inequities inherent in the marketplace for wages. This
tool is used by employees and employers alike.
Equity Coalition of Minnesota has long believed that market
considerations (external equity) as well as how your salary compares to
others at your workplace (internal equity) must be taken into account
when setting wages. The state of Minnesota assigns job point values to
each job class then ensures pay properly reflects that value. As was
determined by Minnesota Taxpayer Association report published October,
"State employee wages are typically above market rates for positions requiring less
education while below market rates for positions with higher educational requirements."
state's pay equity laws ensures there are no patterns of paying women
less then men for jobs of similar job point value in the public sector.
Employers - This tool will show you how gender inequities exist in the
market place for the same jobs in any market. You will learn how wage
benchmarking alone may be a trap leading to discriminatory wage
Employees - This tool will show the realities of gender wage
discrepancies. Many employees use this as a starting point from which
to begin salary negotiations.
September 20, 12 pm - 2 pm, 2012 legislative session strategy meeting of the Pay Equity Coalition of Minnesota. Lunch will be served. Everyone is welcome! Please rsvp by responding to this email and stating 'yes -- I plan to attend'. Big conference room, basement, 550 Rice St., St. Paul.
Tuesday, June 21, 2011
Tuesday, June 14, 2011
Wednesday, June 8, 2011
A woman graduating with a bachelor's degree last year earned a median starting salary of $36,451. For a man, it was $44,159. When you calculate a lifetime of percentage raises and compound interest, that nearly $8,000 difference is staggering.We press on.....
Tuesday, May 24, 2011
American cultural norms sometimes get in the way. In a February 2010 survey of 1,356 employed adults by Harris Interactive, only 33 percent said they were comfortable sharing details of their compensation … with their best friend. Even fewer — 15 percent — felt comfortable discussing wages with other employees at their level.
Since only 7% of the U.S. workforce is unionized -- that means the rest of us better be prepared when we start talking about salary. Get the facts at salary.com and glassdoor.com
Saturday, April 30, 2011
Wednesday, April 27, 2011
Monday, April 25, 2011
House Government Operations & Elections Committee.
**Call Rep. Peppin and ask to testify at the hearing in opposition to HF7. 651-296-7806
**Call Committee Members in your district -- tell them you oppose HF7, the bill to repeal of the local government pay equity act --
**Attend the hearing on Wednesday the 27th in support of pay equity. State Office Building Room.
Questions -- call Patty Tanji 651-271-1462, email@example.com
Please call these committee members if they represent your district and tell them you oppose HF7 the pay equity repeal bill:
Chair of House Government Operations & Elections Committee: Rep. Joyce Peppin (R-Rogers) 651-296-7806
Duane Quam 29A, Byron 651-296-9236
David Hancock 2B, Bemidji 651-296-4265
Rich Murray 27A, Albert Lea 651-296-8216
Marion Greene 60A, Minneapolis 651-296-0171
Frank Hornstein 60B, Minneapolis 651-296-9281
Carol McFarlane 53B, White Bear Lake 651-296-5363
Tim O’Driscoll 14A, Sartell 651-296-7808
Tim Sanders 51A, Blaine 651-296-4226
Bev Scalze 54B, Little Canada 651-296-7153
Steve Simon 44A, St. Louis Park 651-296-9889
Dean Urdahl 18B, Grove City 651-296-4344
Ryan Winkler 44B, Golden Valley 651-296-7026
Michael Beard 35A, Shakopee 651-296-8872
Michael Nelson 46A, Brooklyn Park 651-296-3751
Sunday, April 24, 2011
Thursday, April 14, 2011
Tuesday, March 29, 2011
Another voice from a concerned citizen who believes in fairness, accountability, trust, and transparency in our public sector wage setting practices!
Monday, March 28, 2011
Tuesday, March 8, 2011
Eliot Seide of AFSCME and Rep. Downey discuss the proposed 15% reduction in Minnesota State employee workforce. Also mentioned are equal pay and benefits for public and private workers. The gender wage gap between public sector employees and private sector employees is mentioned. (77% for private sector 100% for state employees).
Thursday, March 3, 2011
We are thrilled to learn of Senator Carlson's change of heart. Thank you Senator Carlson.
There are still more anti-pay equity bills in the Minnesota state hopper: HF698 / SF282.
Thank you to all our supportive organizations:
Child Care Works
American Association of University Women/Minnesota
American Association of University Women/Minneapolis
JOBS NOW Coalition
Joint Council Legislative Committee of the Girl Scouts
Minnesota Business Women
Minnesota Constitution Amendment for Equality
Minnesota Library Association
Minnesota National Organization for Women
Minnesota Women’s Consortium
Minnesota Women Lawyers
MPIRG – Minnesota Public Interest Research Group
Women’s Foundation of Minnesota
Thursday, February 24, 2011
The law does not require raising men's wages.
The law does not require hiring a consultant.
It does not require a market survey.
It does not require re-evaluating all jobs every year.
The law does not dictate any particular system for assigning points to jobs
It does not dictate statewide pay rates for any job.
It does not require "pay for points."
The "pay equity study" can be completed in about an hour for any jurisdiction with fewer than 10 job titles.
Management determines the value of each job, based on the skill, effort, responsibility, and working conditions.
The law was written to address sex based pay inequities. Any pay raise that does not address the consistent pattern of paying women less then men for jobs of comparable value - is a misuse of the law. Anyone who gets a raise for any reason other than gender based pay inequity is not the result of Minnesota's pay equity law but rather management's decision to pay those people more for whatever reason.
Wednesday, February 23, 2011
Monday, February 21, 2011
Sunday, February 20, 2011
Tuesday, February 15, 2011
Monday, February 14, 2011
"Republicans, who lead both the Minnesota House and Senate, may have been overzealous in their attempt to trim government. Under the mantle of removing mandates from local governments, a Republican effort is underfoot to repeal the 1984 law that brings gender balance to public employment."
Click on the link above for the full article that appeared in the Bemidji Pioneer February 9, 2011.
Wednesday, February 9, 2011
The Pay Equity Coalition of Minnesota opposes the repeal of the local government's pay equity law for many reaons but here's a couple of quick ones.......
The law continues to put money in the pockets of hard-working women working in the public sector.
The pay equity law puts the onus on employers to fairly treat their employees in terms of wage setting.
The law is different than other federal and state pay equity laws that are complaint driven and require employees to sue their bosses to be compensated fairly. Suing your boss.......not a good idea.
This law goes well beyond the concept of equal pay for equal work -- it examines a job's value to an employer, regardless of gender, using criteria such as know how, problem solving, accountability, and working conditions.
Jobs are paid based on their job value. Statistical analysis determines whether or not there is a pattern of paying women less then men doing jobs of similar value to that employer.
If patterns of gender inequities are found in local units of governments, salary adjustments must be made to comply with the law.
And there you have it........
Tuesday, February 8, 2011
"Our state faces a budget deficit, a jobs deficit, and now Republicans are trying to add an equality deficit.....This proposal distracts us from the real challenges facing Minnesotans while making it harder for working women to earn a wage they deserve. It makes no sense."
Thursday, February 3, 2011
Growing Gender Gap in Starting Salaries for Physicians--with Men Making Nearly $17,000 More Than Women in 2008
I've included the contact information for those of you who want to follow-up with the study. In the mean time -- fighting the good pay equity fight here in Minnesota for public sector women.
February 03, 2011
12:01 AM EST
Director of Communications
New Health Affairs Study Identifies Growing Gender Gap in Starting Salaries for Physicians--with Men Making Nearly $17,000 More Than Women in 2008
The Gap Isn't Explained by Women's Choice of Specialty, Practice Type, or Working Hours--What Causes It Isn't Known
Bethesda, MD--Newly trained physicians who are women are being paid significantly lower salaries than their male counterparts, according to a new study published in the February issue of Health Affairs. The authors identify an unexplained gender gap in starting salaries for physicians that has been growing steadily since 1999, increasing from a difference of $3,600 in 1999 to $16,819 in 2008. This gap exists even after accounting for gender differences in determinants of salary including medical specialty, hours worked, and practice type, say the authors.
The authors based their conclusions on survey data from physicians exiting training programs in New York State, which is home to more residency programs and resident physicians than any other state in the country (1,073 programs, according to data assembled by the Association of American Medical Colleges). The number of physicians in the survey sample included 4,918 men and 3,315 women.
The study findings are especially significant since women represent nearly half of all US medical students and are projected to make up about one-third of all practicing physicians at the beginning of this coming decade. Women had lower starting salaries than men in nearly all specialties, according to Anthony Lo Sasso, a professor and senior research scientist at the School of Public Health of the University of Illinois at Chicago, and his coauthors. The gap grew steadily from 1999 to 2008. In 1999, new women physicians earned $151,600 on average compared to $173,400 for men--a 12.5 percent salary difference. That difference grew to nearly 17 percent by 2008, with women starting out at $174,000 compared to $209,300 for men.
"It is not surprising to say that women physicians make less than male physicians because women traditionally choose lower-paying jobs in primary care fields or they choose to work fewer hours," says Lo Sasso. "What is surprising is that even when we account for specialty and hours and other factors, we see this growing unexplained gap in starting salary. The same gap exists for women in primary care as it does in specialty fields."
The authors contend that the differences in pay persist even when adjusting for differences in work hours, specialty choice, practice location, and numerous other factors. Potential reasons that cannot be ruled out include an increase in gender discrimination and that women are not as skilled as men at negotiating salaries.
But Lo Sasso believes that the divergence in starting salaries may have more to do with the fact that women physicians are seeking greater flexibility and family-friendly benefits, such as not being on call after certain hours. He suggests that women may be negotiating these conditions of employment at the same time that they are negotiating their starting salaries.
"It may be that lifestyle factors may be increasingly important to newer physicians," says Lo Sasso. "It could be that women in particular want to have more of a lifestyle balance in their medical careers."
Historically, women have disproportionately chosen primary care fields such as internal medicine, family practice, or pediatrics. But the percentage of women entering primary care dropped from nearly 50 percent in 1999 to just over 30 percent in 2008. Despite entering higher-paying specialties, the authors found that the widening gap in pay persisted. For example:
Female heart surgeons were paid $27,103 less on average than males.
Female otolaryngologists made $32,207 less than males.
Women specializing in pulmonary disease made $44,320 less than men.
Lo Sasso contends that physicians and specialty groups need to clearly understand what is motivating the gender gap in physician pay and address it, especially given the increased need for physicians, particularly in the primary care field. He cautions that policy makers and physician practices should reconsider how to attract providers, the structure of working arrangements, and how to pay providers.
About Health Affairs
Health Affairs, published by Project HOPE, is the leading journal of health policy. The peer-reviewed journal appears each month in print, with additional Web First papers published weekly at www.healthaffairs.org. You can also find the journal on Facebook and Twitter and download Narrative Matters on iTunes. Address inquiries to Sue Ducat at (301) 841-9962 or firstname.lastname@example.org.
Wednesday, January 26, 2011
The Minnesota Local Government Pay Equity Act -- eliminating unfair wages works!
Friday, January 21, 2011
If one examined occupations with more than 90 percent women and more than 100,000 workers, there would only be six such occupations (as compared with 35 for men). Remapping Debate used less stringent measure of occupational domination — greater than 75 percent women — to yield the 30 occupations depicted in this data visualization.
In each and every one — whether large occupations like secretaries or teachers, or smaller occupations like payroll and timekeeping clerks — median earnings of women were less than those of men, although women did have median earnings in excess of 90 percent of those of men in several occupations.
In five cases — including registered nurses and elementary and middle school teachers — median pay for women was $40,000 or more a year (compared with 20 such occupations for men).
The highest median for women is that of registered nurses ($59,499). There were four occupations with more than 100,000 workers in total that had median incomes for men that were higher (including engineering managers and construction managers).
That's why we have to compensate women for the work they do -- not the work that men do. When accountability, problem solving, and know how are taken into consideration -- women's compensation stacks up against men! Comparable worth lives!
Wednesday, January 12, 2011
Monday, January 10, 2011
Today a bill, HF 7, was introduced in the Minnesota House of Representatives to repeal the Local Government Pay Equity Act (LGPEA). Other mandates are also included in the bill.
The LGPEA of 1984 (M.S. 471.991 to 471.999) required local governments (cities, counties, school districts, etc) to “establish equitable compensation relationships” by December 31, 1991. Other common terms for “equitable compensation relationships” are “comparable worth” or “pay equity.” Jurisdictions report to the Commissioner of Minnesota Management and Budget every three years.
The purpose of the law is “to eliminate sex-based wage disparities in public employment in this state.” Equitable compensation relationships are achieved when “the compensation for female-dominated classes is not consistently below the compensation for male-dominated classes of comparable work value…within the political subdivision.” (Minnesota Management & Budget “Minnesota Local Government Pay Equity Compliance Report”, January 2011).
The MMB’s January, 2011 report notes various pay increases as a result of inequities found in local governments who reported in 2010. Before the inequities were corrected, the average pay for females in the examples found in the report was $16.27 per hour. After pay equity adjustments were made, the average pay for females was $17.86 per hour.
What this report tells us is that the LGPEA is of vital importance to the lives of women working public sector jobs in Minnesota and that wage discrimination is alive and well. Not to mention that women still make $.22 less than men, on average, in the state of Minnesota.
We cannot allow the Local Government Pay Equity Act to be abolished! Please pass along this information within your networks.