The Persistent Wage Gap: A 61-Year Old Fight
It’s been 61 years since the Equal Pay Act of 1963 promised equal pay for equal work, yet the goal remains elusive. Women—especially women of color—continue to face systemic wage disparities. Currently, White women earn 83 cents for every dollar earned by White men. The gap widens significantly for African American women, who earn 70 cents, and Latinas, who earn a shocking 65 cents. These numbers represent more than just a paycheck; they reflect deeply entrenched inequities that have a lasting impact on families, communities, and economic mobility.
Why Latinas Like Me Face the Widest Gap
For Latinas, the wage gap isn’t just about gender—it’s compounded by race, industry segregation, and systemic discrimination. Many Latinas work in low-wage industries with limited opportunities for growth, such as caregiving, hospitality, and food services. Cultural stereotypes and bias play a role too, often pigeonholing Latinas into roles that undervalue their skills and contributions. Without access to mentorship, education, and leadership opportunities, the barriers to pay equity for Latinas remain higher than for almost any other group.
200 Years? Why Progress Is So Slow
Here’s the stark truth: For Latinas, like me, the wage gap won’t close for approximately 200 years if current trends continue. That means full pay equity wouldn’t be achieved until the year 2224. African American women face a timeline of about 100 years, while White women might see equity within 35 years. These timelines highlight the need for systemic change—because waiting centuries for justice is unacceptable.
Wage Transparency Laws: A Step Toward Fairness
Wage transparency laws offer a glimmer of hope. These laws require employers to disclose salary ranges in job postings or upon request, helping to reduce wage secrecy that perpetuates discrimination. States like California, Colorado, New York, and Washington have adopted such laws, setting an example for the rest of the country. By giving employees the information they need to advocate for themselves, wage transparency empowers women to demand fair pay. Even in states without these laws, companies can voluntarily embrace wage transparency as a best practice to promote equality.
Other Ways to Help Close the Gap
In addition to wage transparency, organizations and individuals can take actionable steps to address the wage gap. Standardized pay scales tied to roles and qualifications can eliminate bias during salary negotiations. Promoting women of color into leadership roles can help diversify decision-making and ensure equity from the top down. Mentorship programs, particularly for women of color, can open doors to better opportunities. At a personal level, we can all advocate for inclusive hiring practices, hold employers accountable, and champion pay audits to identify and correct disparities.
Let’s Turn Equity Into Reality
For Latinas like me, the wage gap is more than a statistic—it’s personal. It’s a stark reminder of how far we still have to go. But together, we can change the narrative. By embracing wage transparency, supporting women of color, and advocating for systemic reforms, we can shorten those timelines and make pay equity a reality within our lifetime—not 200 years from now. Let’s act now to turn the promise of the Equal Pay Act into a lived reality for all women.
Elga Lejarza
Founder/CEO
Lejarza HR Consulting
