By Travis Waldon, cross-posted from ThinkProgress
Sunday marked the third anniversary
of the Lilly Ledbetter Fair Pay Act, the first legislation signed into
law by President Obama. The law, which expanded the statute of
limitations on fair pay lawsuits, was a response to a Supreme Court
ruling against Ledbetter in her fair pay case.
Though the law expanded the legal remedies available to women who
have been victims of discriminatory pay, little has been done to address
the pay gap that exists between male and female employees. Since the
Equal Pay Act of 1963 was signed into law, the pay gap has closed at
less than half-a-cent per year. That trend is continuing, as the pay gap barely closed from 2009 to 2010.
Women made 77 percent of men’s earnings in 2009, the year the law passed. In 2010, that was virtually unchanged,
as women’s wages rose to 77.4 percent of men’s. The gap is even larger
for African Americans and Latinos: black women made 67.5 percent of all
men’s earnings in 2009, while Latino women made 57.7 percent. In 2010,
those figures ticked up to 67.7 percent and 58.7 percent, respectively.
Women make up half of the American workforce, and in two-thirds of
American families, the mother is the primary breadwinner or a
co-breadwinner. But they make less than their male counterparts in all 50 states,
though the size of each state’s wage gap varies. While the gap
continues to close in places like Washington, D.C., where women make
91.8 percent of men’s earnings, it is growing in others, like Wyoming,
where women’s earnings dropped from 65.5 percent of men’s in 2009 to
just 63.8 percent in 2010.
Because of the gender pay gap, women with the same education doing the same job as men earn far less
over their working lifetimes. The wage gap costs $723,000 over a
40-year career for women with college degrees. In some industries, the
gap can cost women close to a million dollars.
In November 2010, Senate Republicans killed efforts to close the pay gap when they unanimously voted to block the Paycheck Fairness Act,
which would have updated the Equal Pay Act, closed many of its
loopholes, and strengthened incentives to prevent pay discrimination.