As I approach the last week of my internship, I’ve shared some reflections what I’ve learned throughout the summer, and why I remain optimistic for the future.
Key lessons learned:
- We need to provide real incentives to businesses to take steps to close the wage gap that go beyond moral arguments–it will not happen on its own.
- When looking at the wage gap, we must focus not only on the difference between men and women, but the worse gap for minorities.
- Policy changes provide an important first step, but workplace interventions need to follow to ensure that the changes are being followed.
- Workplace interventions do not have to be drastic or disruptive–through small behavioral changes, we can solve big issues.
Why I’m optimistic
- At both the Republican and Democratic Conventions this Summer, politicians and advocates brought up the gender wage gap. Obama set the stage for equal pay for equal work in the federal government, and the momentum is in our favor. Let’s hope Hillary can make this a reality in all industries across the country!
- The White House is following the BWWC in its current approach to close the gender wage gap in the private sector by aggregating their data. This data driven approach is going a long way with businesses, and is helping incentivize businesses to take action.
- We already have 158 signers of the 100% Talent Compact on board in Boston–and growing daily.
As we know from the long history of the battle for equal pay, it’s not something that happens overnight. But working with the BWWC this summer has given me hope for women currently in the workforce, and for future generations of women–and I’m proud to be part of it.