This episode of The Nonprofit Report examines why women continue to earn less than men across nearly all occupations. The discussion explores the structural drivers behind the gender pay gap, including discrimination, occupational segregation, caregiving responsibilities, and lack of pay transparency. Guests also address how policy reform, data collection, and organizational accountability are essential to achieving long-term pay equity.
Guests
Gloria Blackwell, CEO of American Association of University Women
Laurie Wolf, President & CEO of The Foraker Group
Emily Martin, Vice President for Education & Workplace Justice of National Women’s Law Center
Interview by: Mark Oppenheim
Key Points
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Women earn less than men in nearly every occupation, with Black and Latina women experiencing even wider pay gaps.
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The gender pay gap begins immediately after college and compounds over the course of a woman’s career, contributing to higher poverty rates in retirement.
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Pay inequity is driven by discrimination, occupational segregation, caregiving responsibilities, and systemic racism and sexism.
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Transparency, data collection, and policy reform are critical tools for identifying and correcting inequitable pay practices.
Other Points
Pay inequity is not solely the result of paying women less for the same job. Women, particularly women of color, are overrepresented in lower-paying occupations and minimum-wage jobs, which significantly contributes to the overall wage gap. When wages stagnate at the bottom, gender and racial inequities widen.
Caregiving responsibilities play a major role in pay disparities. Women are more likely to step out of the workforce or reduce hours to care for children or aging parents, especially during disruptions like the pandemic. These career interruptions often result in lower wages upon reentry and reinforce harmful stereotypes about commitment and productivity.
A culture of secrecy around pay allows inequities to persist. When employees do not know what their peers earn, discriminatory pay practices can go unnoticed. Policies that promote pay transparency—such as salary ranges in job postings and pay data reporting—help limit bias and hold employers accountable.
Addressing the pay gap requires sustained, intentional action. Organizations must examine compensation practices, name disparities by gender and race, and commit to change even when solutions are complex. Progress depends on leadership accountability, open dialogue, and a shared commitment to fairness and equity in the workplace.