Great Lakes Wire

The U.S. Bureau of Labor Statistics (BLS) has released a report indicating that in 2023, full-time female workers earned 84% of what their male counterparts made. This reflects a significant increase from 1979 when the earnings of women were 62% of men's earnings. The majority of the wage gap closure occurred between 1980 and 2003, with the earnings ratio stabilizing between 80-84% from 2004 to 2023.

The wage gap is assessed on a broad basis, not within specific job titles. A University of Chicago study suggests the narrowing wage gap may partly reflect a decline in men's inflation-adjusted earnings since the 1970s.

According to the BLS, young women earn 94% of what men in their age group make up until age 24. However, by age 35, this figure drops to 83%, and by age 55, women earn just 77% of men's earnings. For the 16-24 age group, men earned a median of $736 a week, while women earned $691. For men, median weekly earnings were $1,364 for ages 35 to 44, $1,396 for ages 45 to 54, and $1,380 for ages 55 to 64. Women in these age groups earned $1,136, $1,115, and $1,065, respectively.

Educational attainment continues to impact income. In 2023, workers with no high school diploma earned 44% of what those with a bachelor’s degree or higher made, while high school graduates earned 56%. Those with some college or an associate’s degree earned 63%.

More women than men are earning degrees and entering the workforce, influencing pay gap dynamics. Women's inflation-adjusted earnings have risen in various education categories since 1979, especially for those with higher education, where an increase of 38% outpaced men's 20% increase.

Societal factors such as gender role clustering continue to affect the wage gap. Men often occupy higher-paying roles like truck driving and engineering, whereas women dominate fields like nursing, teaching, and customer service. The data suggests that a major issue influencing the gender pay gap is maternity and caregiving responsibilities, as women often step back from work for family care.

To address these issues, Human Resources (HR) departments can play a critical role by developing programs to keep women in the workforce. HR strategies can include daycare support, mentorship, and opportunities for career advancement, ensuring pay disparities within job titles remain below 3% to curb potential discrimination.

"HR can make a meaningful impact in various ways, from providing daycare support to offering mentorship and facilitating career advancement—even at the supervisory level and in part-time roles," stated Anthony Kaylin. HR's attention to fair pay practices within companies can help mitigate wage disparities.