On March 15^th, Equal Pay Day for 2022, President Biden signed an EO that requires the Federal Acquisition Regulatory Council to work in consultation with the Secretary of Labor to find new ways to limit federal contractors from using salary history in setting pay or making employment decisions.

Why is using salary history in the hiring process harmful to women?

• Salary history is used by employers to eliminate potential candidates for a job if their salary is deemed “too high” or “too low.” Especially for women, who earn on average 83 cents to a man’s dollar, salary history usage can have severe effects. Women are likely to have lower prior salaries than men, putting them automatically lower on the pay scale or even eliminating them from the candidate pool altogether.
• Fields dominated by women pay less compared to a male-dominant field, and relying on salary history only perpetuates the wage-gap further.
• Women still shoulder the majority of childcare responsibilities in the U.S., often forcing them to reduce their hours or leave the workforce completely. Salary history can harm women trying to reenter the workforce when current conditions and qualifications no longer reflect their previous salary earnings.

Click here to read the Executive Order.

Click here to learn more about the harms of salary history in the hiring process.

Along with the recent executive order signed by President Biden, his administration has taken several other policy approaches to addressing the gender and racial wage gaps in the United States. Due to the complexity of the issue, multiple steps need to be taken in order to address all areas of the unequal pay women and people of color face. Today, the biggest factor behind the wage gap is occupational segregation. Women tend to work in different industries from men, and these traditionally female occupations are generally regarded as lesser, or they aren’t valued equally to the typical “man’s” work. Over the last few years, attempts to address the issue have zeroed in on the use of pay transparency, limiting the use of salary history as a hiring tool, expanding the protections of worker’s characteristics against discrimination, and strengthening pay data collection.  

Click here to read about these policy solutions in depth.

Councilmember Barroso de Padilla is a first-generation Cuban-American, Columbus native, and she has been serving her community throughout her life in a multitude of roles. She states that her work has always been centered on women and girls and how to advocate for their needs. Her favorite role included working for Latina Mentoring Academy. According to the Councilmember, whenever she gets to be a part of building someone’s potential and providing the platform to amplify their voice, she’s doing what she calls “soul work.” The Columbus Women’s Commission is a perfect fit in the progression of her career. She is excited to bring new voices to the table and to redefine what it means to be a leader in today’s society. She constantly asks herself, “Who else is missing, and what can we do to bring them to the frontline of these issues?” She wants to ensure that when important discussions are happening, the people effected are not only represented, but that they are heard. As a commissioner, she wants to represent the women that don’t realize they have a platform from which to speak. The issues that the Columbus Women’s Commission are tackling effect the entire community, and she is looking forward to advancing these policy goals.

“When we invest in the people who are furthest away from justice, then all boats rise. Equity is making sure we pull everyone up to this level, and we do that by investing in communities.”

As a first-generation Cuban-American, she grew up being labeled as “other”. Today, she still experiences micro and macro aggressions due to her ethnicity. When hearing things people say about those that are different from them, she notes that it is difficult to feel excluded in those conversations. Ignorance is the biggest breeder of discrimination, and the Councilmember argues that the best way to deal with these inequalities is education. She is the first Latina city councilmember, and she is bringing a new perspective in terms of representation.

“Every time when there is an opportunity to educate someone, have a conversation, or teach someone something and you don’t - you are doing a disservice to yourself and that person.”

Councilmember Barroso de Padilla notes that is difficult to constantly be on the offensive when it comes to educating others about the trials and tribulations women and people of color face. With her platform, she has an opportunity to share parts of her culture and experience with the Columbus Community. She gives the example of expanding the Neighborhoods committee to include immigrants, migrants, and refugees as a way to be a teacher and a leader without taking on the entire responsibility that comes with educating others. She states that it is not a time to be passive, but a time to challenge: challenge workplaces to provide safe spaces for all employees and challenge the community to be accepting of people of all backgrounds.

She continues to look toward the future and asks, “What will our community look like for women and girls, and how can we support and elevate all people?” She emphasizes the work that women need to do to support other women, ensuring that all boats rise. She places importance on the conversations that take place in order to allow all women to thrive.