The Gender Wage Gap in Utah: A Comprehensive Analysis
I think it’s important to accurately describe a problem in order to solve it.
A perfect example of that is the gender wage gap. Many of the headlines you read are about how large the wage gap is, with the most recent reports saying the median woman in Utah makes 73 cents for every dollar paid to the median man. Advocates have created a holiday called “Equal Pay Day,” representing the number of days a woman works “for free” in an average year in order to match a man’s salary; this year, it took place on March 12.
The numbers are designed to shock you and they probably should — they are true.
But conservative advocates on the other side have a valid point: Once you adjust for controllable factors like occupation, experience, and education, the difference between the sexes shrinks dramatically. And they’ve used that to argue that state laws requiring equal pay shouldn’t be passed.
Here’s my thesis: The strength of both arguments detracts from solving the real situation.
The Current Situation
Payscale is a company that tracks pay structure and makes recommendations to businesses on how they can make their wages competitive in the labor marketplace. Overall, 627,000 people have taken Payscale’s survey over the last two years about how much they make, their occupation, and other relevant factors. That’s an impressive sample size, though one the company admits is likely skewed toward those with a college degree.
Here’s what the survey found as the median wage gap among all 50 states.
- Utah women typically make just 75 cents on the dollar compared to Utah men. That’s also quite close to the 73.1 cent average reported by the Census Bureau, which is promising from a data point of view.
- The gap significantly shrinks — now Utah women make 97 cents to the dollar compared to Utah men.
The whole Payscale report is worth reading. It further breaks down the controlled and uncontrolled data by job, industry, race, education, age, work-from-home status, and much more. Some jobs, like truck drivers and religious directors, still have massive wage gaps even if you account for every factor.
Removing the Discrimination Portion of the Wage Gap
There are other estimates of the discrimination portion of the wage gap in Utah that are larger than 3%. For example, one University of Utah thesis put it at 14%. I think, given the Payscale tilt toward college-educated workers, that 3% is likely an underestimation. But let’s just go with 3%, for the sake of argument.
A 3% gap in pay simply due to discrimination is still hugely significant and needs to be addressed. That Utah women are being bilked out of thousands of dollars in salary per year needs to change.
Forty-three states in the nation have an equal pay law. Utah isn’t one of them. We’re the only state in the intermountain region not to have such a law, in fact. (Utah State University has an excellent report on the laws in all 50 states.)
What Utah does have is a wage anti-discrimination law. So what’s the difference? As always, it’s in the details.
Let’s choose Idaho as the counter-example — a state just as or more conservative than Utah. Utah’s law, meager as it is, exempts specific religious entities and any employer with fewer than 15 employees, or any employer asking people to work less than 20 weeks in a year. That’s a lot of employers who are allowed to discriminate! Idaho’s law has no such exemptions.
In Idaho, those discriminated against are allowed to and encouraged to take up a lawsuit in a relevant court. Utah’s law, meanwhile, forces those with a claim to go through the Utah Antidiscrimination and Labor Division of the Utah Labor Commission.
If an employee wants to sue their employer in Utah, they would have to get permission from the U.S. Equal Employment Opportunity Commission before filing a case in federal court. But the UALD is the only process allowed under Utah law.
That’s a big deal because the UALD has proven to have trouble enforcing the law. A 2017 audit revealed that the division rules in favor of the employee just .7% of the time. In nearby states, the average is about 5.3%. That’s an especially big deal for those who lose their claims: Idaho’s law also prevents retaliation by employers on employees who seek action under their equal pay law, which Utah’s law doesn’t.
Utah’s law also has a statute of limitations, asking workers to file claims within 180 days of the discriminatory act. Idaho’s law is three years.
Maybe I can appeal to Utah’s Legislators via their competitive instincts: There is no reason for Idaho to have a better law than Utah on this matter. You
SDGs, Targets, and Indicators
| SDGs | Targets | Indicators |
|---|---|---|
| SDG 5: Gender Equality | Target 5.1: End all forms of discrimination against all women and girls everywhere | – Wage gap between men and women – Discrimination in the workplace |
| SDG 8: Decent Work and Economic Growth | Target 8.5: By 2030, achieve full and productive employment and decent work for all women and men, including for young people and persons with disabilities, and equal pay for work of equal value | – Gender wage gap – Equal pay for work of equal value |
| SDG 10: Reduced Inequalities | Target 10.4: Adopt policies, especially fiscal, wage and social protection policies, and progressively achieve greater equality | – Gender wage gap – Discrimination in the workplace |
1. Which SDGs are addressed or connected to the issues highlighted in the article?
SDG 5: Gender Equality
The issue of the gender wage gap is directly connected to SDG 5, which aims to achieve gender equality and empower all women and girls. The article discusses the wage gap between men and women in Utah, highlighting the need to address this form of discrimination.
SDG 8: Decent Work and Economic Growth
The issue of equal pay for work of equal value is connected to SDG 8, which focuses on promoting sustained, inclusive, and sustainable economic growth, full and productive employment, and decent work for all. The article emphasizes the need to achieve equal pay for men and women in order to ensure decent work and economic growth.
SDG 10: Reduced Inequalities
The issue of discrimination in the workplace and the gender wage gap are connected to SDG 10, which aims to reduce inequalities within and among countries. The article highlights the need to address discrimination and achieve greater equality in wages and opportunities.
2. What specific targets under those SDGs can be identified based on the article’s content?
Target 5.1: End all forms of discrimination against all women and girls everywhere
The article emphasizes the need to address discrimination against women in the workplace, particularly in relation to the gender wage gap. Achieving equal pay for work of equal value is a specific target under this SDG.
Target 8.5: By 2030, achieve full and productive employment and decent work for all women and men, including for young people and persons with disabilities, and equal pay for work of equal value
The article highlights the importance of achieving equal pay for work of equal value as a means to ensure full and productive employment and decent work for all individuals, regardless of gender.
Target 10.4: Adopt policies, especially fiscal, wage and social protection policies, and progressively achieve greater equality
The article emphasizes the need for adopting policies, such as equal pay laws, to address the gender wage gap and reduce inequalities in wages and opportunities.
3. Are there any indicators mentioned or implied in the article that can be used to measure progress towards the identified targets?
The article mentions the following indicators that can be used to measure progress towards the identified targets:
- Wage gap between men and women
- Discrimination in the workplace
- Equal pay for work of equal value
These indicators can be used to track the progress in reducing the gender wage gap, addressing discrimination in the workplace, and achieving equal pay for work of equal value.
SDGs, Targets, and Indicators
| SDGs | Targets | Indicators |
|---|---|---|
| SDG 5: Gender Equality | Target 5.1: End all forms of discrimination against all women and girls everywhere | – Wage gap between men and women – Discrimination in the workplace |
| SDG 8: Decent Work and Economic Growth | Target 8.5: By 2030, achieve full and productive employment and decent work for all women and men, including for young people and persons with disabilities, and equal pay for work of equal value | – Gender wage gap – Equal pay for work of equal value |
| SDG 10: Reduced Inequalities | Target 10.4: Adopt policies, especially fiscal, wage and social protection policies, and progressively achieve greater equality | – Gender wage gap – Discrimination in the workplace |
Behold! This splendid article springs forth from the wellspring of knowledge, shaped by a wondrous proprietary AI technology that delved into a vast ocean of data, illuminating the path towards the Sustainable Development Goals. Remember that all rights are reserved by SDG Investors LLC, empowering us to champion progress together.
Source: sltrib.com
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