Despite efforts to address equal pay for women, the gender pay gap persists. A recent White House proclamation stated that women working full-time and year-round are paid an average of 84 cents for every dollar paid to men. In more than 90% of occupations, women earn less than men. These inequalities are even greater for women of color and women with disabilities. In federal work, the disparity is clearly seen in the low numbers of women promoted to higher levels of federal service, also increasing the gender wealth gap.
To commemorate Women’s Equality Day, Federally Employed Women’s (FEW’s) National President Pamela H. Richards explores the most recent pay gap initiatives to advance pay equity for women in the United States federal government and presents approaches to help close the gender pay gap.
When confronted with realities of the gender pay gap and wealth gap, President Richards knows all too well how women are adversely affected. Raising her son as a single parent, she found it a monumental task to find the resources supporting her life in the military and then in civilian life. “Having to overcome bias and gender discrimination first in the Army and then in the workplace in my platoon was tough; knowing there is a system in place that limits my advancement is disappointing. As women, we work too hard not to be recognized with equal pay and an open door for all promotion opportunities.”
Jeri Wolf, a Supervisory Administrative Specialist and Special Emphasis Program Manager at the U.S. Department of Veterans Affairs, agrees the gender pay gap is a formidable enemy to equity and a merit-based system. “Two equally qualified individuals are hired but the man comes in at a higher pay because he has a family to take care of. It harms women. It shows bias when we forgo hiring on skill equally.”
FEW Vice President for Membership and Chapter Organization, Reneé Murdock, adds that “families suffer due to women feeling they have to work harder and longer. This causes a generational wealth gap over time. Working harder does not guarantee career advancement and if so, there is the stigma of always having to prove oneself. This also causes unnecessary stress, women having to deal with mental health issues.”
Latest Gender Pay Gap Initiatives
In an attempt to close the gender pay gap entirely, the Office of Personnel Management (OPM) issued proposed regulations to prevent the use of salary history in the hiring process, which can perpetuate pay inequities.
According to the Department of Labor, relying on an employee’s former income can worsen pay discrepancies for any worker who has experienced labor market discrimination, but evidence shows that enacting salary history prohibitions can help to decrease the gender wage gap. Research also reveals salary history bans raise earnings and eliminate pay discrepancies between workers of color and white workers.
Under the recently proposed regulations, federal agencies wouldn’t be able to consider an applicant’s salary history when setting pay for new federal employees in the:
- General Schedule pay system
- Prevailing Rate pay system
- Administrative Appeals Judge pay system
- Administrative Law Judge pay system
Furthermore, the OPM and the Equal Employment Opportunity Commission (EEOC) are collaborating to ensure the strictest possible enforcement of federal equal pay laws in federal sector employment. Representatives from each agency are working to identify the reasons for this wage gap and routes to close it.
Approaches to Help Achieve Equal Pay in the Federal Government
“The fight for equal pay for women in the federal government is a complex issue that requires additional work”, says Richards. Here are some ways she recommends helping to achieve it:
- Boost Audits and Investigations
Conduct more frequent audits of federal agencies to identify and address pay discrepancies. Currently, there is no single (publicly available) source to track all ongoing audits and investigations for pay discrimination.
- Enhance Compliance Practices
Making it easier for women in the federal government to report pay discrimination can help identify and address pay gaps more efficiently. Currently, reporting pay discrimination can be difficult due to long wait times and process complexity.
- Standardize Pay-Setting Practices
Although the federal government strives for consistent pay-setting practices across agencies, there is inconsistency within the framework, depending on the specific pay system and agency needs. An objective and consistent method for aligning salaries across all federal agencies can help eliminate biases.
- Make Pay Transparency Mandatory
Requiring federal agencies to disclose salary ranges for open positions can empower women to negotiate for fair pay. (It is important to note that not all federal jobs are listed on the official USAJobs site.) Presently, there is no law mandating organizations to disclose salary ranges for their own positions. Some federal agencies may choose to do so voluntarily for transparency. (Most job announcements on USAJobs includes salary ranges.)
- Employ “Unconscious Bias Training”
This type of training can help alleviate unconscious gender biases and perceptions about women that can influence salary decisions. At the moment, there is no single, mandatory unconscious bias training requirement for all federal employees. Individual federal agencies have the option to implement their own programs. Although not directly mandating unconscious bias training, Executive Orders can influence agency practices.
- Enforce Work-Life and Family-Friendly Policies
In a 2023 Best Places to Work in the Federal Government® ranking, employees posted a score of 70.1 out of 100 on work-life balance. Imposing policies allowing for flexible work schedules, remote work options or compressed workweeks can give women more control over their time and help them manage work-life balance. Likewise, increasing access to paid parental leave and affordable, high quality child care options can help women stay in the workforce and advance in their careers.
- Expand Mentorship and Leadership Training Programs
Providing opportunities for women to interact with experienced mentors and sponsors can assist them in expanding their networks and advance their careers. Recognizing this need, FEW offers various programs and resources focused on leadership training with mentoring and shadowing opportunities.
- Monitor Federal Government Progress
FEW’s Compliance Program monitors the progress made by the federal government in achieving equal employment opportunity, evidenced by its adherence with statutory civil rights protections. The program complements FEW’s legislative mission to endorse the concerns and interests of women in the federal workforce and presents them to the legislative bodies.
FEW’s Impact on Advancing Women in the Workplace
Since FEW’s incorporation 56 years ago, the organization has a long history of accomplishments and activities that have:
- Increased the potential for women
- Positively impacted the federal workplace
- Contributed to improved working conditions
The following are some highlights throughout the years:
1980 – FEW joined the Steering Committee of the National Committee on Pay Equity and worked with federal employee unions on the issue of contracting out. FEW also sponsored a First Ladies Reception to raise funds for the Equal Rights Amendment.
1986 –FEW testified in support of parental leave and participated in a press conference expressing commitment to the passage of the Pay Equity Act.
1993 – FEW led coalition efforts to monitor a General Accounting Office study designed to identify sex- and race-based discrimination in the General Schedule pay and classification system. Also, developed comprehensive pay equity legislation for workers in the public and private sectors.
2007 – FEW formed a task force to study and initiate a Statistical Survey of the Status of Women in the Government. FEW President Rhonda Trent testified before Congress on the lack of diversity in the Senior Executive Service (SES) and upper management ranks in the government and participated in a press conference with Senator Akaka and Representative Davis, introducing the Senior Diversity Assurance Act in the Senate and House.
2014 – FEW held a two-day national event in Washington, D.C., the Leadership Summit, which brought more than 150 members to our nation’s Capital. During this event, FEW members met and discussed with their Congressional Representatives two key issues: the Federal Women’s Program and the disparity in opportunities afforded to women in higher grades in the federal sector.
2020 –FEW held an Advocacy Day for members to visit Congressional representatives on Capitol Hill and discuss legislative priorities for women, including pay equity.
2022–FEW bolsters its social media strategy, highlighting gender discrimination and overcoming barriers, including the gender pay gap, the gender wealth gap, and the pink tax.
2024–FEW scheduled a fall Advocacy Day for members to learn more about current legislative initiatives and their impact on working women.
President Richards concludes with a reminder that achieving equal pay for women in the federal government involves a holistic approach to address both legal and cultural concerns. By implementing the strategies outlined above, bureaus and agencies can work to eliminate the gender wage and wealth gaps in the federal workplace.
Get in touch to learn more.