Together with other thought leadership organizations, The Carnegie Group is now proud to sponsor the Womens Equal Pay Network WEPNetwork.com, dedicated to ending illegal gender pay discrimination in the legal and other professions by providing women with the first ever platform for sharing their stories and being heard, removing the stigma associated with talking about gender based pay discrimination and raising public, legislative and media awareness.
WEPN envisions a day when gender truly does not matter and everyone has access to opportunity, fair treatment and just compensation in the workplace.
Albert Einstein once said, “The definition of insanity is doing the same thing over and over again and expecting a different result.” Yet that’s exactly what we’ve been doing with equal pay. Laws have required that women be paid equally for decades and the Equal Employment Opportunity Commission was established over fifty years ago to enforce them, yet women today are still paid much less than men. Clearly the laws, and the EEOC don’t work and some in Congress have been blocking attempts to fix them for years. At this rate, it will take another fifty years before women are paid on par with men.
Experts continually cite two factors as leading reasons for continued workplace gender-based discrimination, neither of which have heretofore been adequately addressed women’s silence and lack of access to legal recourse.
What’s worse is that we rely on America’s legal professions to uphold workplace equality laws and our judges, legislators and policy makers often come from within the legal professions. Yet the legal professions are among the worst offenders, when it comes to paying and promoting women equally with men. How can we expect other industries to abide by equal pay laws when lawyers are breaking them? That’s why, while we’re working to end workplace discrimination in all industries, we’re paying particular attention to the legal professions.
Women are afraid to talk, even to each other, about discrimination and the offenders know it.
Unfortunately discriminators know that most women cannot afford to risk their jobs by seeking help from their Human Resource department or filing an EEOC charge and, likewise, cannot afford the incredibly high cost of pursuing legal recourse and potentially being “blackballed” by other employers.