The gap in earnings for Black women is expanding. Here's the lowdown.

September 21, 2022 marks Black Women’s Equal Pay Day, a reminder of how long Black women must work—unpaid—just to match what men made the year before. While it’s a date we wish didn’t exist, it’s crucial to examine the pay disparities that persist. In 2021, this day was on August 3; the delay indicates a troubling trend in wage inequality for Black women.

The pandemic disproportionately affected women of color. A significant percentage of Black women surveyed in a 2020 study reported financial challenges due to COVID-19. By 2020, Black women earned 63% of what White, non-Hispanic men made, a statistic reminiscent of the gender wage gap of the 1960s. For full-time Black female workers, median earnings dropped compared to previous years, with the 2021 wage gap revealing they earned just 58 cents for every dollar paid to non-Hispanic white men.

“Recovery for Black women will take a considerable amount of time,” states Jacqueline Twillie, founder and CEO of ZeroGap.co, which focuses on closing gender wage and leadership disparities.

On average, Black women earn 42% less than their non-BIPOC male counterparts and 20% less than non-BIPOC women. The wage gap begins as early as 16 years old, worsening as they progress in education and careers, according to findings from ESSENCE and LeanIn.org. Despite higher college enrollment rates, Black women with bachelor’s degrees earn 36% less than their white male peers with equivalent degrees. These disparities can lead to nearly $1 million lost over a 40-year career.

Driving Change

The events of 2020, from the pandemic's impact on communities of color to social movements against racial injustice, heightened awareness of systemic racism and sexism, prompting necessary discussions about change. “Conversations about pay equity are making a difference,” remarks Ariel Lopez, career coach and CEO of Knac, a platform aimed at enhancing diversity in hiring.

Lopez notes that platforms like Blind and Fishbowl facilitate anonymous discussions about workplace compensation and culture. With this information, many Black women have pursued better job opportunities. “COVID empowered workers to rethink their work situations,” explains Lopez.

A 2021 survey from Fairygodboss and nFormation revealed that around a third of women of color intended to leave their jobs by 2022, primarily due to burnout.

Fortunately, many employers are striving to create environments that retain talent. “We’re seeing companies enhance wellness programs, from therapy stipends to mental health resources,” Lopez adds.

However, ongoing economic uncertainties have resulted in layoffs and hiring freezes, disproportionately affecting Black women. Twillie emphasizes the need for comprehensive family leave policies. “Family leave is vital for achieving pay equity,” she states. “If women are burdened with caregiving responsibilities, they struggle to engage fully in the workplace, which must be addressed alongside wage inequities.”

Many Black women leaving traditional jobs are launching their own businesses, contributing to progress. “When Black women start companies, they often hire others from their community,” Lopez notes. While Twillie is encouraged by this entrepreneurial trend, she acknowledges that building a business takes years. “It’s a long journey to establish a successful venture,” she cautions.

According to the ESSENCE research, 70% of Black women entrepreneurs reported negative impacts from COVID, including low sales and supply chain issues. “Black women are resourceful and finding ways to adapt, but significant support is still needed to advance their careers and businesses,” Twillie remarks.

Advocate for Yourself

Achieving true pay equity necessitates systemic reforms that tackle the underlying racism and sexism fueling wage disparities. Still, Black women can take proactive steps to advocate for themselves, starting before accepting job offers.

Utilize your network to assess the fit of potential employers. “Black women should conduct thorough research to avoid situations requiring quick exits, which may lead to unfair compensation,” Twillie advises.

Once offered a position, don’t hesitate to negotiate your worth. “It’s crucial for Black women to seek top-end salaries that reflect their experience,” Twillie emphasizes. “Continuing to negotiate is essential, even when faced with repeated rejections.”

Lopez suggests requesting 10-20% more than your current salary. When negotiating, back your requests with facts. “Document your achievements and bring evidence of your contributions,” she advises. “If you landed key accounts, quantify the revenue you’ve generated for the company.”

Black women should recognize the unique value they bring to organizations. “This is an opportune moment for Black women to own their influence and utilize it effectively,” Lopez asserts. “The ongoing discourse on diversity and inclusion presents opportunities for empowerment.”

“Move Beyond Performative Allyship.”

Twillie and Lopez urge both organizations and individuals to go beyond surface-level support for Black women. Genuine allyship involves actively addressing inequities and microaggressions. “Don’t simply post a black square and declare your support,” Lopez advises.

Beyond more unconscious bias training, companies need to ensure Black women occupy leadership roles beyond diversity and inclusion. “You can protest and advocate for BLM, but if you’re not hiring or investing in Black individuals, what are you truly doing?” Lopez questions.