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Equal Pay Day: Why Fair Pay Matters for Domestic Violence (DV) Prevention 

March 19, 2026

March 26 is Equal Pay Day- this day marks how far into the year women must work to earn what men made in the previous year. Today, in the United States, White, non-Hispanic women who work full-time, year-round jobs earn 81 cents for every dollar paid to a White, non-Hispanic man. For part-time and seasonal workers, the gap sits at 76 centsi.  

For women of color, this gap is stretched further. Black women working full-time, year-round were paid 65 cents and Latina women were paid 58 cents for every dollar earned by a White, non-Hispanic manii. For communities of color whose identities are marginalized must work months longer before reaching the same earningsiii.  This is reflected in the different Equal Pay Days, which mark how much longer women of color must work to catch up: 

2026 Equal Pay Day Calendar:  

The wage gap has real impact when it comes to women’s economic security. When pay is unfair, disparities are created that can cost women hundreds of thousands of dollars in lost earnings, savings, and retirement benefitsiv. Fair and transparent pay instead help families and communities by boosting financial stability, increasing spending power, and strengthening the overall economy. On Equal Pay Day, we talk about pay imbalance, but what often gets lost in the conversation is how unfair pay can expose someone to cycles of abuse. Pay disparity is much more than an unfair paycheck; it is a systemic barrier that traps survivors in abusive relationships and prevents someone from leaving. It’s not just about fairness; it’s about survival. 

The Connection Between Fair Pay and Domestic Violence  

Financial abuse is one of the most common, yet least recognized, forms of control in an abusive relationship. Financial abuse occurs in 98% of domestic violence relationships, and it can look like sabotaging a survivor’s job, restricting access to bank accounts, or running up debt in their name, among other tactics.v  

Unfair pay practices create conditions (like poverty, housing insecurity, harmful gender norms) that we know are risk factors for someone to experience abuse. Moreover, when someone is being paid inequitably, barriers are created that make it challenging for survivors to leave abusive relationships and find independence. ​These barriers may diminish the survivors’ capacity to support themselves and forces them to depend on the abuser financially. Economic insecurity is one of the biggest reasons survivors stay in or return to their abusers.vi Based on research, we know that women of color, immigrants, disabled individuals, and LGBTQ+ people often experience both wider pay gaps and higher rates of abusevii. Without intentional economic interventions, these communities remain at disproportionate risk.  

Moreover, Domestic Violence organizations are also employers. The conditions we create for our staff: how we pay them, how we value their labor, can either challenge or reinforce these patterns of harm. Many advocates working to help survivors are survivors themselves. Therefore, our hiring practices, pay scales, and workplace cultures directly affect those who have experienced violence. If we don’t ensure economic justice in our own organizations, we risk replicating the same power imbalances we’re trying to dismantle. 

Fair pay is thus crucial for empowering survivors and advocates, as fair compensation ensures they can live independently and maintain financial stability, reducing their exposure to abuse. This is about more than supporting survivors; it’s about not becoming part of the problem!  

Fair Pay Practices: Moving into Action 

Equal Pay Day is more than a date on the calendar; it is a reminder that economic justice and gender-based violence are deeply connected. It’s about recognizing that fair pay can be a lifeline. If we truly want to prevent domestic violence, we must address the systemic inequities that keep survivors financially trapped viii. Research shows that when women have access to fair wages and economic opportunities, the risk factors for domestic violence decrease.ix However, promoting fair pay strategies do not always require major financial investment. You can always get started by:  

  1. Learning the facts: Learn basic, accurate information about the gender wage gap and fair pay and share what you learn in everyday conversations, meetings, or community spaces to raise awareness. Even small actions: like posting on social media or discussing it with peers can help normalize these conversations. When more people understand the issue, it becomes harder to ignore. 
  1. Strengthening Pay Transparency Strategies: Encourage employers to share salary ranges in job postings and with staff, banning the salary history question in job applications, and prohibiting repercussions for staff discussing salaries can help close wage gaps and prevent discrimination.x  
  1. Expanding Paid Leave and Workplace Protections: Survivors often need time off to attend court hearings, secure housing, or even heal. Paid leave policies specifically for domestic violence survivors can make a critical difference.xi 
  1. Support Survivors and Advocates: Understand that financial control is a common part of domestic violence. Share information about resources like financial literacy programs, job readiness support, and legal aid. If you work with or know someone in need, helping them access these services can make a real difference. Programs can provide financial education courses for advocates and survivors. Advocates trained in financial literacy can better support survivors in navigating economic abuse, building credit, budgeting, and accessing resources for long-term stability. 

In addition, you can check out these resources for more information on fair pay:  

As we recognize this year’s Equal Pay Day, let us move towards action. Let’s start by having a conversation about fair pay. Here’s our landing page for more information. Feel free to reach out to Aishwarya at as****@***dv.org to talk more.