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Employers can examine their pay policies to root out inequities. Members may download one copy of our sample forms and templates for your personal use within your organization. Neither members nor non-members may reproduce such samples in any other way e. A s employers in the U. Nearly 56 years after the passage of the Civil Rights Act, "we find equal pay for equal work is still not a reality," noted Jackson Gruver, a data analyst at compensation data and software firm PayScale. Last year, PayScale analyzed differences in earnings between white men and men of color using data from a sample of 1.
Among the findings, Gruver reported: "Even as black or African-American men climb the corporate ladder, they still make less than equally qualified white men. The study found that black men had the largest "uncontrolled pay gap" relative to white men, when comparing the average earnings of black men and white men in the U.
On average, black men earned 87 cents for every dollar a white man earned. Hispanic workers had the next largest gap, earning 91 cents for every dollar earned by white men. Better news was found in the controlled pay gap, a comparison of pay for black and white men with the same experience and education doing the same job in the same geographic location. This approach showed that black men earned 98 cents for every dollar earned by white men with the same qualifications.
While that difference may seem small, when a 2 percent difference in pay is compounded over the course of a career, it adds up to black men taking home ificantly less pay than their white male peers. The study found, for instance, that a larger percentage of black men 63 percent and Hispanic men 61 percent held individual contributor roles, compared with 56 percent of white men who weren't in management.
Even when they hold management positions, black men are paid less than their white counterparts. Executive-level black men earned 97 cents for every dollar white men with the same qualifications took home, PayScale found. Even more concerning, the racial wage gap widened as black men moved up the corporate ladder.
This difference may be partly attributable to occupational segregation, meaning that black men are more likely to work in industries that generally pay less, such as social services, in comparison with white men in senior positions, Gruver said. NWLC calculations, based on the U. Census Bureau's Current Population Survey for , revealed that when comparing all men and women who work full time, year-round in the U.
But the wage gap was even larger when looking specifically at black women who work full time, year-round—they were paid only 63 cents for every dollar paid to white, non-Hispanic men. Even after completing undergraduate and graduate degrees, black and Hispanic workers earned less than non-Hispanic white workers with the same, or often less, education, said Roy Eduardo Kokoyachuk, a partner at ThinkNow Research, which helps companies respond to the demographic and cultural drivers that influence consumer decisions. In a May column for the website Market Insider, Kokoyachuk wrote that " The s are sobering.
I ran the Census Current Population Survey's median income levels by race and bachelor's degree attainment, and found that black and Hispanic bachelor's degree holders earn nearly a quarter less than Asians and whites with equal levels of education. While some undergraduate majors lead to higher wages, and Asian students were more likely to major in science, technology, engineering and math STEM subjects, for instance, that doesn't explain why wage differences exist more broadly, Kokoyachuk noted. Even among black and Hispanic workers who have earned professional degrees, "their incomes still don't break six figures.
Black Women's Wage Equality by Education. Although workers of all races, on average, earned higher wages in than in , Kokoyachuk pointed out that "at every level of wage distribution, the gap between black and white wages was larger in than it was in ," the data showed. The racial wage gap can be overcome, he said, if policymakers are committed to taking actions such as:. Army will no longer include photos of soldiers on records used to select future officers , to help eliminate unconscious biases in its promotion-and-advancement process, defense officials said on June Because economic outcomes are heavily influenced by social networks, Kokoyachuk also advised improving career-mentoring programs for minority workers.
For younger workers at the start of their careers, these efforts can include "creating better opportunities for minority graduates to mingle with or be mentored or sponsored by decision-makers from other groups," he noted. Doing so can help them build up social connections that they can use when seeking higher-paying positions. Additional resources on addressing wage disparity and workplace-bias issues are listed below:. Pay raises in the U. You may be trying to access this site from a secured browser on the server.
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Post a Job See All Jobs. Salary Increase Projections for Pay raises in the U. Pay Equity. Keeping Bonus Programs Fair and Equitable. Get unlimited access to articles and member-only resources. HR Daily Newsletter News, trends and analysis, as well as breaking news alerts, to help HR professionals do their jobs better each business day. SHRM Information Properties. Black Women's Earnings. White, Non-Hispanic Men's Earnings.White men for black men
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Black Workers Still Earn Less than Their White Counterparts