CWC March Newsletter: Equal Pay Day

Equal Pay Day

Columbus Women's Commission

This year, Equal Pay Day falls on March 15th, but every year this date changes. Equal Pay Day is the symbolic day where women’s wages “catch-up” to what a man would earn in the previous year. Women make, on average, 83 cents to a man’s dollar. Falling within Women’s History Month and around the time International Women’s Day, this is a significant time for raising awareness of gender inequities and ways that these discrepancies can be addressed. It’s important to recognize that the wage gap is even wider for women of color. A Hispanic woman’s full time earnings average out to around 58 cents to a man’s dollar, and Black women only earn about 63 cents to every man’s dollar.

Click here to learn more about the gender wage gap.


The Columbus Commitment: Advancing Pay Equity for Women in Our Community

Woman applauding

Please join the Columbus Women's Commission on Friday, March 25, 2022 to learn how to join our movement in 2022: 100 Adopters. 100 Days. 100% Committed. 

Pay inequity isn’t just a women’s issue - it’s a family issue and an economic issue. These lost wages mean women and their families have less money to support themselves and to save and invest for the future, as well as to spend on goods and services. 

Paying your employees equitably is, put simply, the right thing to do – and it’s good for business. Research has shown that increasing diversity in business fosters innovation, improves the bottom line and helps with recruitment. 

In this webinar, First Lady and Chair of the Columbus Women’s Commission, Shannon Ginther, will share about the Columbus Commitment and the short- and long-term benefits of joining. A panel of commissioners and local employers will share best practices for building equitable and inclusive workplaces, and answer attendee questions. 

Click here to learn more about The Columbus Commitment Pledge.

Click here to register for the webinar.


Gender Wage Gaps Remain Wide in Year Two of the Pandemic – Institute for Women’s Policy Research

Logo for Institute for Women's Policy Research

While The Equal Pay Act of 1963 was passed almost 60 years ago, we have not been able to close the gender wage gap. This is due in large part to occupational segregation. This term is defined by the fact that women and men tend to work in different occupations, and ones that are predominately held by women are unvalued and pay substantially less than jobs predominantly held by men with the same level of skill or education.

Service jobs took the biggest hit during the pandemic, where ¼ of Latina/Hispanic women, and 1/5 of Black women work. White and Asian women are more likely to work in broader occupational categories, but there are still major discrepancies in pay based on gender and race for every occupation.

Click here to read the full IWPR report for the gender wage gap in 2021.


Support Women-Owned Businesses!

Photo collage of Columbus women business owners

This month, take the time to learn more about your community by supporting the many women-owned businesses in Columbus. They are one of the fastest growing segments of the US economy, and buying from women-owned businesses is a great way to honor the contributions that women have made throughout history.

Click here to discover women-owned businesses in Columbus.


Columbus Women’s Commissioner Spotlight with Emmalyn Jerome

Headshot of Emmalyn Jerome

A dedicated leader of the Franklinton community, Emmalyn Jerome continues to make numerous contributions to advancing opportunities for women in Columbus. As the Director of Operations for the Lower Lights Ministries, Emmalyn works with women who are in extremely vulnerable positions as they reenter society from incarceration. She states that Lower Lights Ministries is not only a housing program, but also a place that provides the necessary resources and support that these women need to be successful.. The program model is individualized and designed to empower women to discover their voices and achieve goals they never thought possible. She seeks to be a voice and advocate for women who are finding their way. Emmalyn is a passionate leader, and has shown her love for Columbus throughout her career. 

At the end of the work day, Emmalyn’s commute is a walk across the street. She is a proud resident of Franklinton and enjoys being a part of the community where the housing programs she supports are located.  As a woman of faith, she states that things happen for a reason. She started as a volunteer for the Lower Lights Ministries, and slowly worked her way up from house manager in the Rachel’s House (a housing site for the programs offered) to the key position she holds now. As a Commissioner, she further promotes equity for Columbus women. When the pandemic hit, she continued her work with Lower Lights Ministries, even as the whole world shut down. 

With gender equity playing a large part in her work connecting previously incarcerated women with employment opportunities, she describes a few workplace practices she deems vital when crafting a workplace culture of inclusivity and equality. Her main point surrounds the notion of awareness. Not only of the inequities inside the workplace, but also outside. She mentions how COVID-19 has brought many issues to light in terms of inequities that have been hidden in the dark. Awareness of the lack of quality, affordable childcare. Awareness of the lack of quality, affordable housing. Awareness of the lack of opportunities women are allotted. These, and many more issues, are big factors in conducting an inclusive workplace culture. Her work has helped many women re-enter society with new perspectives on life and with empowered voices. She continues to advocate for those who cannot advocate for themselves, and strives to promote gender equity.


Learn more

IWD 2022: Women are more likely to perceive institutional bias against them

AAUW: Equal Pay day Calendar

HerMoney with Jean Chatzky: The Change Black Women Need Now on Apple Podcasts

Annette Tyman Discusses Pay Equity on Project HR Podcast | Seyfarth Shaw LLP


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