By Aishwarya Sinha, Prevention Specialist at PCADV
The gender wage gap has widened for the first time in the last 20 years. The wage gap has a deeply personal impact on women across the U.S., especially those who are survivors of domestic violence. In 2023, women working full-time made just 83 cents for every dollar earned by White, non-Hispanic men. For part-time workers, the number drops to a shocking 75 cents.i
The U.S. Census Bureau (2023) reported a 3% rise in men’s median earnings last year. However, women’s earnings rose by only 1.5%. Reasons the wage gap has widened include:
Changing Workforce Composition:
- The labor force participation of Hispanic women rose to 57.2% in 2021, up from 56.3% in 2020.ii These communities are usually offered lower wages and have limited access to higher-paying jobs.iii In 2022, Hispanic women earned only 57 cents for every dollar earned by White, non-Hispanic men. iv Having more Hispanic women in the workforce who are not paid equitably contributes to the widening wage gap.
- It is projected we will see a 6.0% increase of women ages 25-54 in the labor force since 2021.v In 2023, young women (aged 16–24)’s usual weekly earnings were about 8% lower than men’s.vi Younger women often get lower starting salaries. This is due to systemic inequities and presumed lack of experience.vii Again, an increase in underpaid young women in the workforce contributes to us seeing an overall increase in the wage gap.
Occupational Segregation
- The recovery of women’s jobs post-pandemic has been slow due to occupational segregation. This is especially true in retail, hospitality, and health, where women are overrepresented.viii Women without college degrees have faced the hardest setbacks. Their employment is still 4.4% below pre-pandemic levels.ix Women continue to be overrepresented in low-wage jobs, which is another reason for the wage gap.x For instance, nearly 60% of the lowest-paying jobs are held by women. These jobs include caregiving, domestic work, personal care, and food preparation. Jobs traditionally held by women, like housekeepers, pay less than those held by men, like janitors. This is true even when the skills needed are similar.xi
This growing disparity is more than a statistic-it’s an increasing financial vulnerability.
It puts more women and people with identities that are marginalized at risk of domestic violence. It increases their economic vulnerabilities. And it makes it harder to escape abuse or avoid financial exploitation.
What this Means for Domestic Violence
Survivors
As the wage gap widens, it disproportionately affects women, particularly those already facing economic inequities. 99% of domestic violence survivors reported economic abuse and economic dependency is one of the primary reasons survivors remain in abusive relationships.xii The widening gender wage gap deepens this dependency for survivors. They may struggle to access resources like legal help, housing, and jobs. xiii
Prevention
The gender wage gap increases women’s risk of domestic violence. It increases their chances of experiencing risk factors for domestic violence including poverty, harmful gender norms, and housing insecurity. It also makes them more economically vulnerable. A wider wage gap means more women experiencing risk factors for domestic violence or experiencing those factors more severely. It limits women’s financial autonomy and earning potential.xiv
Disparities and Inequity
Women of color face greater wage gaps and discrimination, making them more vulnerable. Black and Latina women are more likely to work in low-paying service jobs, where wage gaps are wider.xv In 2023, Black women earned 64 cents and Latina women 51 cents for every dollar paid to a White, non-Hispanic man.xvi The growing wage gap worsens economic vulnerability and increases the risk of experiencing domestic violence.
If women earn less, they may have fewer resources to prevent financial dependence or escape abusive situations. They may struggle to access resources. They may face barriers in rebuilding their lives, even after leaving. These include workplace discrimination, high housing costs, and weak social support.xvii
To limit the growing gender wage gap, here are some steps for individuals and organizations:
- Conduct Pay Audits: Organizations should regularly review their pay to find and address gender and racial disparities.
- Promote Pay Transparency: Organizations should implement pay transparency. This includes posting salary ranges and banning salary history questions. It will help identify and fix wage gaps. Companies that practice pay transparency show a 2-5% reduction in the gender wage gap. It allows employees to know how their wages compare to others in similar positions. xviii
- Implement Paid Sick and Safe Leave: Paid leave can help employees, especially individuals facing domestic violence. They can take time off without losing income or their jobs. This offers financial security during difficult times.
- Review job descriptions: Removing jargon from job postings can reduce bias. It ensures that roles are clearly defined and free from gender bias. Vague job descriptions cause pay gaps. Women and people of color are less likely to negotiate higher salaries in unclear roles.xix Companies that update and standardize job descriptions see a 5-10% drop in gender wage gaps. This helps create more equitable pay practices.xx
- Invest in Training and Development: Organizations can provide mentorship and leadership training. They can also fund professional development. This can help employees get promotions, develop new skills, and access higher-paying roles. Research shows that skill-based training boosts women’s earnings by 13%, which can reduce the long-term effects of the wage gap.xxi
- Establish Financial Empowerment Programs: For survivors of domestic violence, financial literacy programs can offer essential skills in budgeting, saving, and building credit. This can help them achieve financial independence and escape abusive relationships.
- Employment Assistance and Job Training: Organizations can help survivors find jobs. This will reduce their economic dependency. Domestic violence organizations can partner with local businesses and job training centers. They can offer survivors job placement services, vocational training, and resume workshops. Employed survivors are more likely to achieve financial independence. They are also less likely to return to abusive relationships.xxii
- Advocate for Paid Parental Leave: Ensuring paid parental leave supports gender equality by allowing individuals to remain in the workforce. Employees can take time off without sacrificing income during crucial caregiving periods. 82% of women who had access to paid leave returned to their jobs after childbirth, reducing wage losses from career interruptions.xxiii
These steps create a more equitable workforce, reducing the widening gender wage gap and supporting economic independence for all, especially for women facing domestic violence.
References
ii U.S. Census Bureau. (2023). Women in the labor force: a databook. Retrieved from https://www.bls.gov/opub/reports/womens-databook/2022/
iii Greesonbach, S. (2024). Why We Need to Talk About the Pay Gap Against Latina Women. ADP. Retrieved from https://www.adp.com/spark/articles/2022/12/why-we-need-to-talk-about-the-pay-gap-against-latina-women.aspx
iv National Women’s Law Center (2024). The Wage Gap by State for Latinas. Retrieved from https://nwlc.org/resource/wage-gap-state-latinas/
v Machovec, C. (2023). Working Women Data from the Past, Present and the and Future. Department of Labor. Retrieved from https://blog.dol.gov/2023/03/15/working-women-data-from-the-past-present-and-future#:~:text=For%20all%20women%2C%20the%20projected,increase%20of%202%2C892%2C000%20or%206.0%25.
vi Alemida, B. & Salas-Betsch, I. (2023). Fact Sheet: The State of Women in the Labor Market in 2023. Center for American progress. Retrieved from https://www.americanprogress.org/article/fact-sheet-the-state-of-women-in-the-labor-market-in-2023/
vii Serrano, A. (2024). The Pay Gap Stops Here: Women’s Guide to Overcoming Obstacles in Salary Negotiation. Retrieved from https://careercentral.pitt.edu/blog/2024/04/11/the-pay-gap-stops-here-womens-guide-to-overcoming-obstacles-in-salary-negotiation/
viii Alemida, B. & Salas-Betsch, I. (2023). Fact Sheet: The State of Women in the Labor Market in 2023. Center for American progress. Retrieved from https://www.americanprogress.org/article/fact-sheet-the-state-of-women-in-the-labor-market-in-2023/
ix Ibid
x Goldin, C. (2021). Career and family: Women’s century-long journey toward equity. Princeton University Press.
xi Tucker, J. & Patrick, K. (2017). Low wage Jobs are Women’s Jobs. National Women’s Law Center. Retrieved from https://nwlc.org/wp-content/uploads/2017/08/Low-Wage-Jobs-are-Womens-Jobs.pdf
xii National network to end Domestic Violence (n.d.). About Financial Abuse. Retrieved from https://nnedv.org/content/about-financial-abuse/
xiii Postmus, J. L., Plummer, S. B., McMahon, S., Murshid, N. S., & Kim, M. S. (2012). Understanding economic abuse in the lives of survivors.
xv Bleiweis, R., Frye, J. & Khattar, R. (2021). Women of Color and the Wage Gap. Center for American progress. Retrieved from https://www.americanprogress.org/article/women-of-color-and-the-wage-gap/#:~:text=In%20addition%2C%20women%20of%20color,times%20as%20large%3B%20Black%20women’s
xvi U.S. Census Bureau. (2023). Women in the labor force: a databook. Retrieved from https://www.bls.gov/opub/reports/womens-databook/2022/
xvii Brush, L. D (2011). Poverty, battered women, and work in U.S. public policy.
xviii National Women’s Law Center (2024). Pay Range Transparency is Critical for Driving Pay Equity. Retrieved from https://nwlc.org/resource/salary-range-transparency-reduces-gender-wage-gaps/
xix Lean In (2018). What Companies can do about Equal Pay. Retrieved from https://leanin.org/what-companies-can-do-about-equal-pay
xx U.S. Department of Labor. (2022). Promoting fair pay: Job descriptions and pay equity. Retrieved from https://blog.dol.gov/
xxi Hstwell, C. (2023). Employee Training and Development: The Benefits of Upskilling or Reskilling Your Team. Retrieved from https://www.greatplacetowork.com/resources/blog/employee-training-development-benefits-planning
xxii Hess, C. & Rosario, A. (2018). Dreams Deferred: A Survey on the Impact of Intimate Partner Violence on Survivors’ Education, Careers, and Economic Security. Institute for Women’s Policy Research. Retrieved from https://iwpr.org/wp-content/uploads/2020/09/C475_IWPR-Report-Dreams-Deferred.pdf
xxiii Institute for Women’s Policy Research. (2021). The impact of paid leave on women’s earnings and workforce participation.
