Closing the raw wage gaps by 2030

An Act Relative to Pay Equity (Bill S.2721) would require employers to act on their commitment to pay equity by publicly reporting their wage data, providing information essential to measuring our progress toward racial and gender wage equity in the Commonwealth of Massachusetts. The bill also requires employers to provide the pay scale for any employment position upon advertising. This internal transparency is critical to employee moral, productivity, and equity.

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 the leadership/power gap by examining the demographics of the ten highest earners in each institution. Wage gaps will not be eliminated until women and people of color are fairly represented at top levels of leadership.

Visibility = accountability

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