Tag Archives: Equal Pay Day

Biden Administration, Gender Equity, News & Photo Features, President Joe Biden

FACT SHEET: Biden-Harris Administration Actions to Continue Advancing Pay Equity and Women’s Economic Security

President Biden is working to close gender and racial wage gaps including by improving wages for health workers and caregivers © Karen Rubin/news-photos-features.com

On Equal Pay Day, March 12, the Biden Administration marked celebrate how far we have come—and how far we have yet to go—in closing the gender pay gap.  Under the Biden-Harris Administration, America has seen an unprecedented—and equitable—economic recovery, building back an economy that is the strongest in the world. Women’s labor force participation is the highest it has been in decades, and the gender pay gap is the narrowest it has ever been on record.
 
At the same time, President Biden recognizes we still have work left to do. Women workers are still paid on average only 84 cents for every dollar paid to men. And the disparities are even greater for many women of color. These inequities cost women more than $1 trillion every year, and add up to hundreds of thousands of dollars lost over the course of a career for individual workers.
 
President Biden and Vice President Harris remain committed to closing gender and racial wage gaps and ensuring all people have a fair and equal opportunity to participate in the labor force and support their families. Closing wage gaps is critical to strengthening and growing the economy. This Equal Pay Day, the Biden-Harris Administration reaffirms its commitment to tackling pay gaps and announces new efforts to continue to build our understanding of pay disparities, address inequities, and support women’s economic security.

These actions will:

  • Promote equitable access to good-paying jobs. Last week, the President signed the Executive Order on Scaling and Expanding the Use of Registered Apprenticeships, which will expand and diversify Registered Apprenticeship programs, benefitting women and other underrepresented workers by increasing access to high-quality pathways to good-paying, family-sustaining jobs.
     
  • Support equal pay and further understanding of pay inequities. Today, for the first time, the Equal Employment Opportunity Commission (EEOC) is making available aggregate pay data from 2017 and 2018—collected from private employers and Federal contractors with 100 or more employees—via a user-friendly interactive tool, allowing researchers, stakeholders, and the public to better understand pay disparities based on sex, race/ethnicity, geography, industry, job category, and more.
     
  • Address occupational segregation. Today, the Department of Labor (DOL) is issuing an update to the Bearing the Cost report, analyzing the impact of “occupational segregation” on women’s economic security, particularly for Black and Hispanic women. Occupational segregation—the overrepresentation of women and people of color in occupations and industries that pay less, and their underrepresentation in occupations and industries that pay more—is a key contributor to pay inequity. DOL found that, over the course of a year, Black women lost $42.7 billion and Hispanic women lost $53.3 billion in wages compared to white men due to the impacts of occupational segregation.

Today’s announcements follow recent actions the Biden-Harris Administration has taken to further pay equity and transparency. On Equal Pay Day 2022, the President issued an Executive Order that committed to eliminate discriminatory pay practices in the Federal government and Federal contracting workforces. In January 2024, the Administration made good on that promise by committing to:

  • Advance pay equity for Federal workers. The Office of Personnel Management (OPM) published a final rule ensuring that more than 80 Federal agencies will no longer consider an individual’s non-Federal current or past pay when determining the salaries of Federal employees.  Ending the consideration of salary history in pay-setting decisions is a proven way to curb pay discrimination that often follows workers from job to job.
     
  • Promote economy, efficiency, and effectiveness in Federal contracting by advancing pay equity and pay transparency laws. The Federal Acquisition Regulatory (FAR) Council issued a proposal to prohibit Federal contractors and subcontractors from seeking and considering information about job applicants’ compensation history for employment decisions for personnel working on or in connection with a government contract. In addition, the proposal would require Federal contractors and subcontractors to disclose expected salary ranges in job postings, a policy shown to reduce pay inequities. These proposals will also help Federal contractors recruit, diversify, and retain talent; improve job satisfaction and performance; and reduce turnover—all factors associated with promoting the economy, efficiency, and effectiveness of the Federal contractor workforce.
     
  • Affirm equal pay obligations for Federal contractors. DOL’s Office of Federal Contract Compliance Programs (OFCCP) issued new guidance clarifying existing protections against discrimination in hiring or pay decisions. The guidance will help Federal contractors and employees understand when reliance on an individual’s compensation history for hiring or pay decisions may result in unlawful discrimination.

These efforts build upon actions the Biden-Harris Administration has taken to close gender and racial wage gaps and strengthen women’s economic security, which has led to the lowest unemployment rate among women since 1953. These include:

  • Ensuring women have access to good-paying jobs being created by the President’s Investing in America agenda. The Biden-Harris Administration’s investments through the American Rescue Plan (ARP), Bipartisan Infrastructure Law (BIL), CHIPS and Science Act, and Inflation Reduction Act (IRA) have created thousands of good-paying jobs in industries of the future. The Administration has taken steps to ensure increased access to these jobs, including for women, people of color, and members of other communities currently underrepresented in these growing sectors have equitable access to these careers. These steps include:
    • Launching the Good Jobs Initiative. DOL’s Good Jobs Initiative provides critical information to workers, employers, and government agencies to improve job quality, empower workers, and ensure workers, especially those from underserved communities, can access good union jobs free from discrimination and harassment. The Initiative is dedicated to advancing the Departments of Labor and Commerce’s Good Jobs Principles, which address recruitment and hiring; diversity, equity, inclusion, and accessibility; and pay. Key implementing agencies have signed memoranda of understanding with DOL to support the Good Jobs Initiative, promote equitable workforce development, and ensure workers have what they need to deliver on the President’s once-in-a-generation Investing in America agenda. 
       
    • Expanding access to good-paying construction jobs. To ensure women can access the almost 200,000 new construction jobs expected from the Biden-Harris Administration’s historic investments, the Department of Commerce launched the Million Women in Construction initiative, which calls on chip manufacturers, construction companies and unions to bring one million women into the construction industry over the next decade, roughly doubling women’s representation in the industry. DOL also launched the Mega Construction Project (Megaproject) Program, which fosters equal employment opportunity on designated BIL- and CHIPS-funded construction projects through intensive on-the-ground assistance to remove hiring barriers and promote consideration of a diverse pool of qualified workers, including women, people of color, veterans, and people with disabilities.
       
    • Improving access to child care for the semiconductor workforce through CHIPS and Science Act implementation requirements. The Department of Commerce’s implementation of the CHIPS and Science Act included a historic requirement that applicants requesting over $150 million in direct funding submit plans to provide accessible, affordable, high-quality child care. 
       
  • Increasing access to affordable care and supporting caregivers. Access to affordable, high-quality care is essential to ensuring parents, especially moms, can participate fully in the workforce. From day one, the Biden-Harris Administration has focused on ways to lower child care costs for hardworking families and improve wages for child care workers. The ARP Child Care Stabilization program delivered historic support to over 225,000 child care programs serving as many as 10 million children across the country. Over 90% of the child care programs that have received assistance are women-owned. The Council of Economic Advisors found that this stabilization funding supported savings for families with young children, raised the real wages of child care workers, and helped hundreds of thousands of women with young children enter or re-enter the workforce.

In addition, in April 2023, President Biden signed an Executive Order with more than 50 directives to nearly every cabinet-level agency to increase access to affordable, high-quality care and boost job quality for early educators and long-term care workers, who are disproportionately women of color. Among the many actions agencies have taken, the Department of Health and Human Services finalized a rule strengthening the Child Care and Development Block Grant (CCDBG) program and lowering child care costs for more than 100,000 families. 

  • Increasing the minimum wage. The President issued Executive Orders directing the Administration to work toward ensuring that employees working on Federal contracts and Federal employees earned at least a $15 per hour minimum wage. Those directives went into effect in January 2022, raising the wages of about 370,000 Federal employees and employees of Federal contractors. In addition to helping the government do its work more efficiently, these directives take a step towards narrowing racial and gender disparities in income, as many low paid workers are women and people of color. The order also eliminates the subminimum wage for workers with disabilities on Federal contracts. The President has called on Congress to raise the Federal minimum wage to $15 an hour, so that American workers can have a job that delivers dignity and to make greater strides towards pay equity.
     

Supporting women-owned businesses and entrepreneurs. Under the Biden-Harris Administration, Small Business Administration-backed loans to women-owned small businesses are up more than 60 percent, totaling $5.1 billion in lending to women-owned businesses in FY23. And a new report found that from 2019 to 2023, women’s small business formation surged, substantially outpacing overall formation. This Administration has invested $70 million in the Women Business Centers (WBC) network, expanding it for the first time into all 50 states and tripling the number of WBCs at Historically Black Colleges and Universities, Hispanic-Serving Institutions, and other minority-serving institutions. President Biden is also investing $10 billion through the ARP State Small Business Credit Initiative (SSBCI) to help States, territories, and Tribal governments leverage tens of billions more in matching public and private dollars to support small businesses across the United States, with a particular focus on historically underserved entrepreneurs, including women business owners. The ARP Restaurant Revitalization Fund helped over 40,000 women-owned restaurants and bars—thanks in part to steps taken by the Administration to ensure that women-owned and socially and economically disadvantaged businesses were able to access assistance.

Biden Administration, Economic Policies, Economy, Gender Equity, News & Photo Features

On Equal Pay Day, Biden-Harris Administration Commit to Support Women’s Economic Security

On Equal Pay Day, the White House is announcing critical steps the Biden-Harris Administration is taking to advance pay equity and promote women’s economic security. President Biden and Vice President Harris have long championed equal pay as a cornerstone of their commitment to ensuring all people have a fair and equal opportunity to get ahead. New actions promote women’s employment and support working families across the country © Karen Rubin/news-photos-features.com
 

This Equal Pay Day, the White House is announcing critical steps that the Biden-Harris Administration is taking to advance pay equity and promote women’s economic security.
 
President Biden and Vice President Harris have long championed equal pay as a cornerstone of their commitment to ensuring all people have a fair and equal opportunity to get ahead. Closing gender and racial wage gaps is essential to building an equitable economy and addressing the barriers that have long hampered women from fully participating in the labor force. But we still have work to do. In 2020, the average woman working full-time, year-round earned 83 cents for every dollar paid to their average male counterpart.  Compared with the average man working full-time, year-round, disparities are even greater for Black women, Native American women, and Latinas, as well as certain subpopulations of Asian women.
 
This Equal Pay Day, the Vice President is hosting a virtual summit, bringing together partners across the country who are taking critical steps to tackle pay discrimination, create good-paying jobs, and support families’ access to care.

Yesterday, the President published a proclamation on Equal Pay Day. The President stated “Equal pay is a matter of justice, fairness, and dignity — it is about living up to our values and who we are as a Nation.’  (Read and share the full proclamation here: A Proclamation on National Equal Pay Day, 2022 | The White House)

Today, the Biden-Harris Administration is announcing new actions to promote women’s employment and support working families across the country. These actions will:
 
• Advance pay equity for the Federal workforce.  The Office of Personnel Management announced that they anticipate issuing a proposed regulation that will address the use of prior salary history in the hiring and pay-setting process for Federal employees, consistent with the President’s Executive Order on Diversity, Equity, Inclusion, and Accessibility in the Federal Workforce.  Banning the use of prior salary history can help break the cycle of past arbitrary and potentially discriminatory pay that can follow women and workers of color from job to job, entrenching gender and racial pay gaps over time. 
 
• Promote efforts to achieve pay equity for job applicants and employees of Federal contractors. President Biden will sign an Executive Order directing the Federal Acquisition Regulatory Council to consider enhancing pay equity and transparency, including by limiting or prohibiting federal contractors from seeking and considering information about job applicants’ and employees’ existing or past compensation when making employment decisions, and appropriate accountability measures.  The Department of Labor will consult with the FAR Council on the efficiency, economy, and effectiveness in Federal contracting that would be promoted by potential regulatory changes, and the most effective implementation strategy for any subsequent rulemaking.
 
• Strengthen pay equity audits by Federal contractors. The Department of Labor’s Office of Federal Contract Compliance Programs issued a new directive clarifying federal contractors’ annual obligation to analyze their compensation practices.  Conducting these pay equity audits helps address and prevent pay disparities based on gender, race, or ethnicity.
 
• Ensure equitable access to good-paying jobs. The Department of Labor issued a report analyzing the impact that women’s concentration in low-wage sectors – and their relative underrepresentation in many good-paying occupations – has on their overall economic security and gender and racial wage gaps. The report finds that, in 2019, Black women lost $39.3 billion and Hispanic women lost $46.7 billion in wages compared to white men due to differences in industry and occupation. This segregation intensified the COVID-19 pandemic’s disproportionate impact on women, in part due to the overrepresentation of women in hard-hit industries such as hospitality.  
 
• Address discrimination against caregivers.  Yesterday, the Equal Employment Opportunity Commission published technical assistance on caregiver discrimination, addressing the circumstances under which discrimination against applicants and employees based on pandemic-related caregiving responsibilities may violate federal employment discrimination laws.
 
The actions announced today build on steps the Administration has taken to advance pay equity, including:
 
• Provided immediate relief through the American Rescue Plan (ARP) to millions of women who have borne the brunt of the pandemic.  This work includes: standing up a historic vaccination program that has fully vaccinated more than 215 million Americans; reopening schools; providing direct payments to individuals; expanding nutrition programs for families; providing paid leave tax credits for small and midsize employers; distributing the majority of emergency rental assistance to female-headed households; and expanding the Child Tax Credit, which last year helped reduce child poverty to its estimated lowest level in recorded American history.
 
• Helped keep child care providers open and boosted pay for child care workers. States have already delivered American Rescue Plan stabilization grants to more than 150,000 child care providers serving more than 5 million children and their families. One survey finds that 92% of providers receiving funds relied on them to help stay open and nearly half used them to repay debt incurred during the pandemic. Many states also used funds to help boost compensation of the child care workforce. For example, Minnesota is requiring providers to increase compensation, while North Carolina and Connecticut offered bonus payments to providers who increased compensation of the workforce. Increasing compensation for child care workers helps narrow gender and racial pay gaps, as more than nine in ten are women and more than four in ten are women of color. While ARP funds allowed child care programs to provide temporary bonuses, they need long-term funding as the President has proposed to sustainably increase wages.
 
• Provided tax relief to help families with child care costs during the pandemic by delivering a historic increase in the Child and Dependent Care Tax Credit (CDCTC) to support millions of working families this tax season. The ARP increased the maximum CDCTC for a median income family with two children under age 13 by more than sixtimes—providing up to $8,000 towards child care expenses in 2021. It will reimburse most families for up to half of their child care expenses. And the ARP CDCTC is fully-refundable, helping lower-income parents fully benefit regardless of their tax liability. Even before the pandemic, families struggled to afford child care, forcing parents and especially mothers to forego higher paying jobs, work fewer hours, or take time out of the workforce, leading to lower pay over their career. The President has urged Congress to pass his plan for child care, which could lower child care costs for nine in ten families with young children.
 
• Increased the minimum wage to $15 per hour for Federal workers and contractors, benefiting many women and people of color. The President issued Executive Orders directing the Administration to work toward ensuring that employees working on federal contracts and federal employees earned a $15 per hour minimum wage. Those directives went into effect in January, raising the wages of about 370,000 federal employees and employees of federal contractors. In addition to helping the government do its work more efficiently, these directives take a step towards narrowing racial and gender disparities in income, as many low-wage workers are women and people of color. The order also eliminates the subminimum wage for workers with disabilities. The President has called on Congress to raise the federal minimum wage to $15 an hour, so that American workers can have a job that delivers dignity, and to make greater strides towards pay equity.
 
• Signed into law the Bipartisan Infrastructure Law.  Administration investments through this law will increase access to good-paying jobs, including for women, people of color, and members of other communities who are currently underrepresented in the sectors where these jobs will be created, such as transportation, clean energy, and broadband.  The Department of Transportation and the Department of Labor signed a memorandum of understanding to promote the creation of good infrastructure and transportation jobs with a focus on equitable workforce development using funding from the Bipartisan Infrastructure Law.
 
• Issued an Executive Order to promote diversity, equity, inclusion, and accessibility across the federal government – the nation’s largest employer – including by prioritizing efforts to close gender and racial wage gaps, address workplace safety and harassment, including in our national security workforce, and advance equity for LGBTQI+ public servants.
 
• Issued an Executive Order on Promoting Competition in the American Economy. This established the Administration’s policy of addressing anticompetitive behavior in labor markets, which can fall heavily on women and workers of color. The Order includes specific initiatives to promote competition in labor markets, including encouraging the Federal Trade Commission (FTC) to ban or limit non-compete agreements, and encouraging the FTC and the Department of Justice to strengthen antitrust guidance to prevent employers from collaborating to suppress wages or reduce benefits by sharing wage and benefit information with one another.

The White House Equal Pay Day Summit
Tuesday, March 15, 2022 | 3pm ET 
Watch live here:  https://www.whitehouse.gov/live/

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https://twitter.com/WhiteHouseGPC

Civil Rights, Democrats 2020, Election 2020, Gender Equity, News & Photo Features, Women's Rights

On Equal Pay Day, Lilly Ledbetter Endorses Joe Biden for President

Lilly Ledbetter at the 2008 Democratic National Convention. On Equal Pay Day 2020, she endorsed Joe Biden for President of the United States. The fight continues. © Karen Rubin/news-photos-features.com.

Today, as the nation is too consumed with the coronavirus pandemic to mark Equal Pay Day, Lilly Ledbetter, for whom the Lilly Ledbetter Fair Pay Act was signed as Barack Obama’s first order of business as President upon taking office 2009, endorsed Joe Biden for President of the United States:

“This is the first time in more than 12 years that I am at home on Equal Pay Day. I’m usually in some part of the country with a huge crowd of women and men who are dedicated to closing the pay gap. Instead I am staying home, watching along with so many other people as the  current president shows Americans just how little he cares about working families.

“As Equal Pay Day reminds us, women are paid far less than men. This pandemic is only increasing the inequalities facing women in this country. As the majority of the health care workforce, women are on the frontlines of this crisis, at times putting their own health at risk or separating from their families, while taking care of our country’s sick and vulnerable. And, as this crisis forces women to work from home, work fewer hours, lose their jobs, many at the same time  are taking care of their families or trying to teach their kids at home. Yet they still face paycheck discrimination, just like I did so many years ago.

“I know Joe Biden. He understands what it’s like to be a single parent. And, he will fight for equal pay and working women, just as he always has. That’s why I am proud to endorse him to be our next president.”

Ledbetter won a historic gender pay discrimination case against her employer, Goodyear Tire and Rubbery Company, after she was paid less than her male counterparts simply because she was a woman. When the Supreme Court overturned the case, she took her fight to Congress and lobbied for a legislative fix. She is the namesake of the Lilly Ledbetter Fair Pay Act, the first piece of legislation signed into law during the Obama-Biden Administration.

Equal Pay Day symbolizes how far into 2020 the average woman has to work to make what the average white man made in 2019.For every dollar a man makes, the average woman makes 82 cents. For a woman who works full time, year round, that’s a gap of more than $10,000 annually and over $400,000 over a forty-year career. The pay gap is even wider for women of color.

The pay gap has significant impacts on American families and our economy overall. If women earned as much as men, the poverty rate for working single women and the children who live with them would be cut in half.

Biden for President has previously announced more than 2,500 endorsements from national, state, and local leaders, including current and former U.S. senators and representatives, governors, state elected officials, community leaders, and national security professionals.

Women's Rights

President Obama Marks Equal Pay Day by Designating National Monument Honoring Women’s Equality

Women's Suffrage Rally at Alva Vanderbilt Belmont’s Marble House, Newport, Rhode Island, 1914 (credit: The Preservation Society of Newport County)
Women’s Suffrage Rally at Alva Vanderbilt Belmont’s Marble House, Newport, Rhode Island, 1914 (credit: The Preservation Society of Newport County)

On this year’s Equal Pay Day, April 12, President Obama is designating a new national monument at a historic location in Washington, D.C., to honor the movement for women’s equality. The new Belmont-Paul Women’s Equality National Monument will protect the iconic house that has served as the headquarters for the National Woman’s Party since 1929. From this house, known in recent years as the Sewall-Belmont House, members of the Party led the movement for women’s equality, authoring more than 600 pieces of federal, state and local legislation in support of equal rights.

The designation will permanently protect one of the oldest standing houses near the U.S. Capitol and help preserve an extensive archival collection that documents the history, strategies, tactics and accomplishments of the movement to secure women’s suffrage and equal rights in the United States and across the globe.

The new monument is named for former Party president, activist and suffragist Alva Belmont (known also as Alva Vanderbilt), who was a major benefactor of the National Woman’s Party, and Alice Paul, who founded the Party and was the chief strategist and leader in the Party’s ongoing fight for women’s political, social, and economic equality.

After playing an instrumental role in the passage and ratification of the 19thAmendment guaranteeing women’s suffrage, Paul led the Party’s advocacy work from the house, including drafting updated Equal Rights Amendment text, writing provisions that were later included in the Civil Rights Act to prevent discrimination on the basis of gender, and working to get women’s equality language incorporated in the U.N. Charter. A fierce advocate for women’s equality her entire life, Paul died in 1977 at the age of ninety-two.

Efforts to protect the site date back to the early 1970s, and more recent proposals to include the site in the National Park System have garnered Congressional support – including bipartisan legislation introduced by Senator Mikulski – as well as strong support from local elected officials, community leaders, women’s organizations, conservation groups and historians. The National Park Foundation will announce that David Rubenstein is contributing $1 million dollars to support the site and address immediate restoration needs.

In 1997, the National Woman’s Party became an educational organization and today, seeks to educate the public about the ongoing women’s rights equality movement.

In addition to protecting more land and water than any President in history – more than 265 million acres – President Obama has sought to protect places that are diverse, culturally and historically significant, and that reflect the story of all Americans. By honoring the history and accomplishments of the movement for women’s equality, tomorrow’s designation will build on this effort towards a more inclusive National Park System and tell the story of women’s fight for equality for generations to come. Our national parks and other protected sites that represent America’s diverse history and culture will continue to be an important priority for the Administration as the country celebrates the National Park Service Centennial this year.

About Equal Pay Day 

Equal Pay Day is the date in the current year that represents the extra days a typical woman working full-time would have to work just to make the same as a typical man did in the previous year. Since taking office, President Obama has made equal pay a top priority and has taken a number of steps to fight for pay equity. In addition to signing his first piece of legislation as President, the Lilly Ledbetter Fair Pay Act, President Obama has created the National Equal Pay Task Force, called on Congress to pass the Paycheck Fairness Act, issued an Executive Order prohibiting federal contractors from discriminating against employees who discuss or inquire about their compensation, and worked with the Department of Labor and the Equal Employment Opportunity Commission to better target enforcement of equal pay laws though enhanced employer reporting of pay data.

To highlight key gender equality issues and set the agenda for the future, next month, the White House will host a Summit on “The United State of Women” together with the Department of State, the Department of Labor, the Aspen Institute, and Civic Nation. The summit will create an opportunity to mark the progress made by and for women and girls domestically and internationally over the course of this Administration and to discuss solutions to the challenges they still face. The Summit is being held with additional cooperation from Goldman Sachs 10,000 Women, the Tory Burch Foundation and the Ford Foundation.

Building on Steps to Help Women in the Workforce and Working Families 

President Obama has taken a number of actions to combat the pay gap, as well as other issues that affect women in the workforce, including:

  • Working with the Department of Labor and the Equal Employment Opportunity Commission in January 2016 to publish a proposal to annually collect summary pay data by gender, race, and ethnicity from businesses with 100 or more employees, potentially covering over 63 million employees.  This step will help focus public enforcement of our equal pay laws and provide better insight into discriminatory pay practices across industries and occupations. The Council of Economic Advisers also released an issue brief,“The Gender Pay Gap on the Anniversary of the Lilly Ledbetter Fair Pay Act,” that explores the state of the gender wage gap, the factors that influence it, and policies put forward by this Administration that can help address it.
  • Signing a Presidential Memorandum in May 2013 directing the Office of Personnel Management to develop a government-wide strategy to address the gender pay gap in the federal workforce, leading to a report in April 2014 and new guidance in July 2015—which cautioned against required reliance on a candidate’s existing salary to set pay, as it can potentially adversely affect women who may have taken time off from their careers or propagate gaps due to discriminatory pay practices by previous employers.
  • Issuing an Executive Order in April 2014 and publishing a Department of Labor rule in September 2015 prohibiting federal contractors from discriminating against employees whodiscuss or inquire about their compensation.
  • Hosting the first-everWhite House Summit on Working Families in June 2014, highlighting the issues that women and families face, setting the agenda for a 21st century workplace, and announcing of a number of steps to help working families thrive.
  • Signing a Presidential Memorandum in January 2015 directing federal agencies to advance six weeks of paid sick leave to federal employees with new children, calling on Congress to grant another six weeks of paid leave for federal employees, and calling on Congress to pass legislation that gives all American families access to paid family and medical leave.
  • Issuing an Executive Order in September 2015 requiring federal contractors to provide employees working on federal contracts up to seven paid sick dayseach year—and urging Congress, states, cities, and other businesses to do the same.
  • Publishing a proposed Department of Labor rule in June 2015 updating outdated overtime regulations, which, if finalized, would expand overtime pay protections for nearly 5 million Americans, promoting higher take home pay, and allowing workers to better balance their work and family obligations.
  • Issuing an Executive Order in February 2014 requiring federal contractors to raise their minimum wage to $10.10 an hour and lift the tipped minimum wage (which disproportionately impacts women)—and urging Congress, states, cities, and businesses to do the same.
  • Issuing an Executive Order in July 2014 and publishing a Department of Labor rule in December 2014 prohibiting federal contractors from discriminating in employment on the basis of sexual orientation or gender identity.
  • Directing the Office of Personnel Management and federal agencies to enhance workplace flexibility for federal employees to the maximum extent practicable, including enshrining a right to request flexible work arrangements.
  • Calling on Congress to pass the Pregnant Workers Fairness Act, which would require employers to make reasonable accommodations to workers who have limitations from pregnancy, childbirth, or related medical conditions (unless it would impose an undue hardship on the employer). The legislation would also prohibit employers from forcing pregnant employees to take paid or unpaid leave if a reasonable accommodation would allow them to work.
  • Publishing a proposed Department of Labor rule that, if finalized, would update its sex discrimination guidelines for federal contractors for the first time since 1978, to align with current law and address barriers to equal opportunity and pay, such as pay discrimination, sexual harassment, hostile work environments, a lack of workplace accommodations for pregnant women, and gender identity and family caregiving discrimination.
  • Increasing investments to expand access to high-quality early care and education, including efforts under the Race to the Top-Early Learning Challenge program, Preschool Development Grants, Head Start and Early Head Start, and a landmark proposal that helps all eligible working families with young children afford high-quality child care.
  • Expanding access for women to higher-paying jobs through a proposed rule updating equal employment opportunity requirements in registered apprenticeships and through a Mega-Construction Projects (MCP) Initiative at the Department of Labor.

Additionally, the President’s Council of Economic Advisers has continued to spotlight the pay gap and other challenges women face in the workforce as well as policy solutions proposed by the Administration to address these persistent challenges. Those materials include:

See also:

Women of Newport: Alva Vanderbilt Belmont turns Marble House into weapon of feminism

Newport’s Gilded Age Mansions Provide Narrative to Women’s Rights Movement