Closing the raw wage gaps by 2030

The Frances Perkins Workplace Equity Act (H.4109) would require employers to provide salary ranges when hiring for a position and require employers to share their EEOC data to help identify aggregate gender and racial leadership gaps within business sectors.  Together, these bills would provide transparency needed to address gaps and improve employee morale, productivity, and equity. 

ACTION: Ask your Representative and Senator to support swift passage of this legislation.

According to the Boston Women’s Workforce Council, Greater Boston employers’ wage gaps have actually increased from $.23 to $.30 cents since 2013 for all women; while Black and Hispanic women earned $.49 and $.45 respectively compared to white men.

It is far past time to change the approach and require transparency and reporting at the company level.

In addition to requiring average compensation information by gender, race, and ethnicity, this bill also takes aim at requiring companies to tell applicants the salary range of the position they’re applying. This will level the playing field for women who are so often underrepresented at the top of the corporate ladder.

Visibility = accountability

By publicly reporting our wage and salary range, we’re responding to the call for action, creating a lever for change, and making progress toward gender and racial equity.​