WHAT DOES EQUAL PAY FOR EQUAL WORK MEAN ?
In nearly every line of work, women face a pay gap. Among the many occupations studied by the Bureau of Labor Statistics, women’s earnings are higher than men’s in only a handful.
Jobs traditionally associated with men (like computer programming and aerospace engineering) tend to pay better than traditionally “female” jobs (like nursing and administrative support). Even in jobs where the same level of skill is required, jobs associated with men tend to pay more. Parking lot attendants, who are predominantly men, are paid more on average than child care workers, who are predominantly women, even though child care workers are increasingly required to obtain postsecondary education.
Over the past 50 years, women have started to enter jobs that were once occupied almost entirely by men, but women and men still tend to work in different kinds of jobs. This segregation by occupation is a major factor behind the pay gap. But it’s not the whole story.
WHAT IS THE PAY GAP ( WAGE GAP ) ?
FEDERAL PUBLIC POLICY ON EQUAL PAY
The pay gap is real and pervasive, and it affects all women. There is no one silver bullet to fix the problem. Rather, individuals, employers, and communities need to take action.
Congress has a history of considering, and in some cases enacting, laws that address discrimination in employment. Yet these legal protections have not ensured equal pay for women and men.
With American Association of University Women (AAUW)’s support, President Barack Obama signed the Lilly Ledbetter Fair Pay Act into law on January 29, 2009. This law lengthens the time period in which employees can bring legal action for pay discrimination lawsuits. It clarifies that pay discrimination can occur when a pay decision is made, when an employee is subject to that decision, or at any time that an employee is injured by it.
Other pending legislative measures include the Paycheck Fairness Act, the Fair Pay Act, and the Pay Equity for All Act, which would expand fair pay protections and strengthen enforcement efforts.
On Equal Pay Day in 2014, Obama signed two AAUW-supported executive orders addressing pay discrimination and subsequently worked to add regulations to increase pay protections. However, in 2017 President Donald Trump rescinded several equal pay protections, including rolling back requirements for federal contractors to comply with labor and civil rights laws and halting implementation of a data collection tool to increase wage transparency.
Federal budgets need to ensure adequate enforcement of all civil rights laws through sufficient funding and staffing of the Equal Employment Opportunity Commission, the Office of Federal Contract Compliance Programs, and the various civil rights divisions. The Department of Labor’s Women’s Bureau, the only federal agency devoted to the concerns of women in the workplace, should be fully funded to continue its important work on fair pay issues.
DEADLINE IS MAY 1st.
The application deadline for the Strategic Corporate Research Summer School is May 1. The class is sponsored by the AFL-CIO and Cornell University, and it will take place on June 10-15, 2018 in Ithaca, New York.
ABOUT THE COURSE
The course is designed for students and others who want to make corporations accountable by working as researchers in unions and social change organizations. The course offers a regular track and an advanced track with an additional research and writing requirement.
WHO CAN ATTEND
It is open to individuals applying on their own and to individuals sponsored by unions and other organizations. Partial scholarships are available to non-sponsored individuals who opt for the advanced track. Inquire if interested in obtaining academic credit.
For more info, email firstname.lastname@example.org, call 607-269-7246, or go to the course website: www.ilr.cornell.edu/worker-institute/education-training/strategic-corporate-research-summer-school
A WEBINAR HOSTED BY JOBS FOR JUSTICE AND THE LABOR RESEARCH ACTION NETWORK
The LRAN Projects committee is continuing its quarterly webinar series. The next webinar, “Sexual Harassment and the Labor Movement” will be Tuesday April 17th @ 2pm EST.
The emergence of the #MeToo movement has shown that it is incumbent upon the US labor movement to make workplace harassment a central issue. Please join this discussion, led by a panel of experienced researchers and organizers:
FRIDAY, MARCH 2nd is NATIONAL EMPLOYEE APPRECIATION DAY!
Glassdoor is a innovative recruiting site where employees can get a free resume critique, find jobs custom to their interest, evaluate their value or anticipated compensation, and best of all post free and anonymous reviews about their company. Employees of various positions or classifications have been posting their reviews since the site was founded in 2007.
LOOKING FROM THE INSIDE OUT...
Last updated on February 14, 2018, employees rated University of Maryland 4 out of 5 stars- as a "great place to work". Out of the 1,030 reviews, 85% of employees said they would recommend the university to a friend and 83% said they approve of the CEO.
The overall reviews however, don't tell the whole story as a number of employees have express major concerns about working conditions, poor management, and lack of professional growth. When skimming through the reviews of full-time employees, here is what some current workers had to say.
Good Benefits/uncaring overlords
Don't believe the hype
Racist Bullies!! Hostile!
LOOKING FROM ThE OUTSIDE IN...
The frustration of current full-time employees is magnified by former employee reviews. The campus is currently working to improve workplace conditions with the Thriving Workplace Initiative and recently issued a Campus Climate Survey (submission deadline February 28, 2018) to address broader issues with regards to equity and respect throughout campus.
In order to make the university a "Great Place to Work", employees need to feel included personally and professionally. According the the 2017 Thriving Workplace Survey, four points stood out as key influencers for recommending UMD as a great place to work (see figure below).
Comparing the results of the Thriving Workplace Initiative to the reviews on the Glassdoor, it appears that there are diverging narratives about working at the university. Full-time staff have different needs and perspective about campus life, then faculty or students or even part-time staff.
HATE IT OR LOVE IT ?
Some employees aren't aware of issues on campus because they aren't exposed to injustice or poor management practices. Some employees don't care either way as long as they get paid. While some employees love the benefits so much that they are willing to suffer through the growing pains. Whether you choose to engage and participate on campus-issued surveys, AFSCME-issued surveys, or volunteer your feedback on a public site, nothing will change without your involvement.
On Thursday February 15th @ 2pm EST the Labor Research Action Network will host a convening of Black Union Researchers . The purpose of the meeting is to develop a network and mentorship program that focuses on the recruitment and retention of Black union researchers. The meeting is open to seasoned veterans, recent hires, or those interested in working for unions, social justice NGOs, or in academia related to the labor movement.
Although Black people are the group of people most likely to join a union, there are a limited number of Black researchers in the labor movement. While there are existing diversity initiatives for people of color, very often, these have not successfully attracted and retained researchers of African descent. Black researchers come from communities with unique experiences and perspectives that they can potentially bring to union research. This meeting hopes to add to the number of Black union researchers in a sustainable way.
For those who plan to attend remotely, please register here:
Info about LRAN
THE DEMOCRACTIC RADICAL UNION OF MARYLAND (D.R.U.M.)
... was the reorganized Strike Committee which coordinated the demonstrations and student-faculty strike at University of Maryland in the 1970s. They were a coalition of activist who allied themselves around the issues and objectives presented during the New Haven Black Panther trials. Bobby Seale, co-founder of the Black Panther Party, a political activist and cultural icon, spoke to supporters and at Ritchie Coliseum (1972) and Student Union (1974).
WHAT'S INSIDE ThE RADICAL GuidE
The 1960s - 70s at University of Maryland were volatile times on campus as activists publicly spoke out about political and civil injustices. For a more complete synopsis, read the re-cap as written by the Washington Area Spark, "30 Days in May: U of MD 1970 " (source of the Radical Guide), The contents of the Radical Guide to the University of Maryland are meant to inform what was then considered "politically radical" students on politics, survival, and the current state of the campus. The Radical Guide can be viewed or downloaded below :
Sources : Washington Area Spark -May 2013, "30 Days in May: U of MD 1970 "; Wikipedia - "New Haven Black Panther trials" ; Diamondback - February 2018, "The Co-Founder of the Black Panther Party Urged a UMD Crowd to be Politically Active" ; Yale Alumni Magazine- July 2006, "The Panther and the Bulldog - The Story of May Day 1970"
The I AM 2018 Video Contest is looking for 30 to 60-second video submissions that connect the struggles of the past to those of the present.
Videos should inspire a call to action to continue the fight for justice for all working people. There is a preference towards personal stories that illuminate how the legacy of Dr. King and the striking sanitation workers is still relevant today.
Winning videos will be judged by prominent industry professionals, including Hans Charles, cinematographer of Ava DuVernay’s Oscar nominated documentary, 13th; Dorian Parks, co-founder of Geeks of Color and award winning filmmakers Madeleine Hunt Erlich and Shahin Izadi.
SUBMISSION DEADLINE FEBRUARY 16th
See contest rules here : filmfreeway.com/IAM2018VideoContest-1
REMEMBERING ECOHL COLE AND ROBERT WALKER
On February 1, 1968, Memphis sanitation workers Echol Cole and Robert Walker huddled in the back of their truck to seek shelter from a storm. Suddenly, the truck’s compactor malfunctioned, trapping Cole and Walker and crushing them to death.
The tragedy triggered the strike of the city’s 1,300 sanitation workers. They had warned the city about dangerous equipment but were ignored. They were fed up with poverty wages and racial discrimination. They walked off the job and marched under the banner: I AM A MAN. On February 1, 2018, the 50th anniversary of the accident that killed Cole and Walker, we will observe a moment of silence to honor their memory and sacrifice, as we pick up the mantle from the 1968 strikers in the ongoing fight for racial and economic justice.
Join the Facebook Live event on February 1.