Comprehensive analyses are commonly conducted at least annually as part of regular compensation planning, and many organizations also perform quarterly or semi-annual checks to stay ahead of emerging issues. A growing best practice is to leverage compensation software to monitor pay equity continuously — with every hire, pay raise, promotion, or organizational change — so that potential disparities are caught before they widen. Employers should think beyond a one-time audit and treat pay equity as an ongoing process alongside hiring and performance management. There are legal reasons one employee can be paid more than another when doing the same job, such as company size, location, responsibilities, specialized skills, and performance. When controlled for job and other compensable factors, the gap narrows but does not disappear, with women earning roughly $0.99 for every dollar men earn. Payscale is the original compensation innovator for organizations who want to scale their business with pay and transform their largest investment into their greatest advantage.
The uncontrolled gap reflects the overall difference in earnings between men and women across the economy, including differences in the types of jobs held and career progression. A common way to look at the gender pay gap is as a percentage of how much women make compared to men (as a fraction of a dollar). Payscale’s annual Gender Pay Gap Report (GPGR) reveals how much women are paid compared to men in the United States according to statistics from Payscale’s Employee-Reported Data (ERD). Learn why we are the industry leader in compensation intelligence. Women in the United States who work full time, year-round are typically paid only 81 cents for every dollar paid to men.
Between https://codefortots.com/novosti/why-cultural-and-commercial-elites-rarely-produce-serious-fiction-about-business/ January 2024 and January 2026, over 130K people in the U.S. took Payscale’s online salary survey, providing information about their industry, occupation, location and other compensable factors. Download the 2026 Guide to Pay Equity from Payscale to learn about the pressures driving pay equity and how modern technology for compensation management with pay equity can help you monitor, analyze, and remediate pay gaps. These gaps persist even after controlling for job title and compensable factors. By the time they reach executive level status, the controlled gender pay gap widens for women to $0.92 on the dollar.
Bureau of Labor Statistics
The uncontrolled gender pay gap measures what women earn in the workforce compared to men without accounting for job title. The uncontrolled gender pay gap persists at all levels and has gotten worse for women in the highest positions with an uncontrolled pay gap of $0.69 for female https://bodysmiles.com/new-colorado-mountain-medical-program-helps-employees-grow-into-health-care-industry.html executives (compared to $0.72 last year). The uncontrolled gender pay gap is what women make compared to men regardless of occupation, experience, education, and other compensable factors. The controlled gender pay gap measures “equal pay for equal work,” meaning how women are paid compared to men in the same jobs or jobs with similar qualifications. When accounting for job titles and other compensable factors, the controlled gender wage gap varies significantly across occupations. When accounting for job and other compensable factors, the controlled gender pay gap varies significantly across industries.
- The uncontrolled gender pay gap measures what women earn in the workforce compared to men without accounting for job title.
- These beliefs are precisely what gender pay gap research is designed to illuminate.
- Women seeking new jobs may also be in high-turnover industries where pay is technically more equitable, but less lucrative.
- When data are controlled for job title and other compensable factors, the gender pay gap narrows to $0.99, which is a gap.
- If the controlled pay gap is $0.97, then a woman would earn 97 cents for every dollar that a man with the same employment characteristics.
- The gender pay gap is based on data science and studied by multiple accredited institutions working on independent datasets.
Comparing the pay of full-time workers only helps isolate differences among men and women working similar hours in the same period. At the other end of the spectrum, women in Oklahoma earned 76 cents on the dollar, the widest gap of any state. In 2025, women in Vermont earned 93 cents for every dollar earned by men — the smallest gap in the nation. Within occupations, full-time working men earned more than women across all 15 total categories tracked in the first quarter of 2025. After adjusting for inflation, the gender pay gap was narrowest in the second quarter of 2023, when men earned $198 more per week than women. The pay gap was at its narrowest in the second quarter of 2023 when women made 85 cents for every dollar made by men.
Impact of education
However, 10 additional states closed the controlled gender https://miamiheatnews.ru/2022/11/27/every-persons-who-have-entry-to-your-investigation/ pay gap in the absence of a statewide pay transparency law. Nine out of 15 states (60%) with pay transparency laws closed the controlled gender pay gap in 2026. While pay transparency laws increase the likelihood of closing the controlled gender pay gap, it doesn’t happen immediately.
Real Estate & Rental/Leasing and Arts, Entertainment & Recreation also closed the controlled gender pay gap, despite the overrepresentation of men in these industries. Both the uncontrolled and controlled gender pay gaps also widened by $0.01 compared to last year. When controlling for job title and other compensable factors, women and men earn equal pay in the 20 – 29 age bracket. The uncontrolled gender pay gap decreased to $0.90 on the dollar (from $0.88 last year), suggesting women without children face fewer social barriers in obtaining high-paying jobs. The gender pay gap reflects differences in the types of jobs men and women hold, career progression patterns, and the difference in pay for comparable roles. The rest of the top 20 jobs show a variety of positions across all industries, including Finance, Law, Real Estate, Education, Operations, Retail, and Technology.
In 2025, the gender pay gap is widest when all workers — both full-time and part-time — are included.
We leveraged this sample to provide insights into the controlled and uncontrolled gender pay gap. The uncontrolled gender pay gap for Black or African American executive women is the lowest at $0.64, followed by Hispanic executive women at $0.67. The data show that majority-female occupations do not eliminate the pay gap — women in these roles still earn less than men in comparable positions. In fact, the controlled gender pay gap is wider than the uncontrolled gender pay gap for the Protective Service occupation. In Finance, for example, women may be concentrated in bank teller and customer service roles while men are more likely to be in higher-paid investment banking positions.
This is likely the result of low-paying minimum wage roles and jobs with union/institutionalized pay schedules. An uncontrolled gender wage gap exists for women regardless of their work-from-home status, and it’s widest for women who work from home “as needed” ($0.76). These occupations are characterized by high female representation. Similarly, in Transportation & Material Moving ($0.87 uncontrolled), women may be less abundant in high-paying positions like commercial pilots, freight managers, and logistics directors.
- The gender pay gap over timelifetime earningsJobs with the widest pay gapsWhy is there a gender pay gap?
- When controlling for job title and other compensable factors, women and men earn equal pay in the 20 – 29 age bracket.
- Women in these occupations doing comparable work see larger pay differences than in other fields.
- Men still make more in industries where women are more represented.
- The best compensation strategy in the world means nothing if it never gets funded.
- Between January 2024 and January 2026, over 130K people in the U.S. took Payscale’s online salary survey, providing information about their industry, occupation, location and other compensable factors.
Coordinate sales distribution by establishing sales territories, quotas, and goals and establish training programs for sales representatives. May conduct meetings with sales personnel and introduce new products. Analyze past buying trends, sales records, price, and quality of merchandise to determine value and yield. We also evaluate pay equity among workers who are planning to seek a new job in the next 6 months against those who plan to stay in their job, this sample comprises 85,391 respondents. To ensure a fair comparison, we convert hourly compensation to annual compensation where necessary and re-scale annual compensation to a 40-hour work week where necessary. They also reported demographic information, including age, gender, and race.