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Speaker 1: Hey, this is Annie and Samantha.

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Speaker 2: I love this stuff. I never told you protection Buyheart

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Speaker 2: Radio and welcome to what is a bit of a downer.

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Speaker 2: I'm going to go ahead and tell you of a Monday.

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Speaker 1: Many with the world the way it is, isn't it always?

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Speaker 2: I had a handful of topics to choose from, and

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Speaker 2: I can tell you none of them were great. But

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Speaker 2: as this comes out, it is the last day of March,

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Speaker 2: and it is the last day of Women's History Month,

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Speaker 2: and so we wanted to do a check in on

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Speaker 2: another piece that happened during this Women's History Month as

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Speaker 2: we close out, and that's Equal Payday. So if you

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Speaker 2: don't know, the way equal Payday works is it is

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Speaker 2: the date that full time women employees have to work

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Speaker 2: getting with a new year to make up for what

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Speaker 2: they're largely white male counterparts made in the previous year,

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Speaker 2: aka the gender wage gap. This year, it fell on

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Speaker 2: March twenty fifth, twenty twenty five, which is pretty bad,

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Speaker 2: not good, And as we've talked about in several past episodes,

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Speaker 2: the gap is worse for women of color. We're talking

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Speaker 2: like fifty sixty cents in some cases, and it also

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Speaker 2: gets worse with age, usually due to things like childcare.

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Speaker 2: So you can look up. We've done a lot of

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Speaker 2: past episodes on that that you can check out. As

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Speaker 2: of now, women are still paid on average eighty three

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Speaker 2: cents to the dollar compared to men in similar positions,

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Speaker 2: and it's seventy five cents if you include part time workers,

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Speaker 2: and the World Economic Forum estimates at this rate it

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Speaker 2: will take one hundred and thirty four years to close

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Speaker 2: the gap, but others think that that is to mystic

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Speaker 2: at best. According to the National Women's Law Center, over

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Speaker 2: the span of a forty year career, a woman entering

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Speaker 2: the workforce stands to lose about a million dollars due

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Speaker 2: to this gap, the so called wealth gap. Jasmine Tucker,

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Speaker 2: the center's vice president of research, said, when you look

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Speaker 2: at it by race and gender, that disparity is even wider.

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Speaker 2: This means that women are never ever going to catch up.

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Speaker 2: Just in a year, a woman is missing out and

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Speaker 2: estimated fourteen thousand dollars, which could be enough to help

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Speaker 2: pay for things like childcare. You can look it up

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Speaker 2: at all the things that fourteen thousand dollars could help cover,

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Speaker 2: but childcare is a big example, and this data is

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Speaker 2: from twenty twenty three and includes part time work. Having

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Speaker 2: to take unpaid parental leave can mean women are missing

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Speaker 2: out on thousands and thousands of dollars. I was reading

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Speaker 2: an article about this before, and one of the women

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Speaker 2: interviewed said she lost about ten thousand dollars. And yes,

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Speaker 2: many worry that the cuts on DEI will not only

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Speaker 2: make things worse here in the US, but will make

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Speaker 2: the disparities easier to hide, especially because you know, we

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Speaker 2: have all these cuts and the hamstringing of agencies that

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Speaker 2: are meant to enforce laws around non discrimination and equal pay.

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Speaker 2: And actually, oh, we laugh because it's terrible. The gender

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Speaker 2: wage gap got worse between twenty twenty two and twenty

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Speaker 2: twenty three, so it appears for going backwards, and there

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Speaker 2: are already some pretty pretty dire estimates about what's going

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Speaker 2: to happen next year. Twenty twenty three research offered the

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Speaker 2: same theories as to why this gap exists and persist

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Speaker 2: and has seemingly stalled since the eighties. They were things

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Speaker 2: that we've talked about BEFO for women pursuing lower paying jobs,

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Speaker 2: though I would argue many of those jobs are lower

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Speaker 2: paying because they're viewed as women's work, pregnancy discrimination and

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Speaker 2: the motherhood penalty, the lack of pay perntal leave COVID.

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Speaker 2: We talked about that a lot and how bad that

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Speaker 2: was in plain old systemic bias, and all of this

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Speaker 2: also impacts retirements and savings. Women aim to save a

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Speaker 2: way about nine five hundred dollars a year, while men

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Speaker 2: are looking at almost eighteen thousand, which is a substantial difference. Obviously,

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Speaker 2: these are averages, but recent studies are indicating that return

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Speaker 2: to work policies are also disproportionately hurting women too. However,

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Speaker 2: as discussed previously, working from home does not directly relate

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Speaker 2: to more pay, but there is a lot of benefit

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Speaker 2: in terms of the flexibility and childcare, which again though

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Speaker 2: is extra work that the woman in question is doing.

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Speaker 2: Typically because we've talked about how a lot of this

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Speaker 2: kind of domestic care and childcare still falls onto women. Okay,

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Speaker 2: so that's not good. But there has been movement around

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Speaker 2: pay transparency laws and paid parental leave, but yes, it

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Speaker 2: has been slow and inconsistent, and there's been research that

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Speaker 2: indicates that equal pay is good for both the employee

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Speaker 2: and to the employer. Since when someone thinks they're being

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Speaker 2: paid fairly, they stick around longer, and the company avoids

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Speaker 2: retention costs or like training cost but yeah, it's pretty inconsistent,

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Speaker 2: and who knows if it'll stick around. Yeah, So that's

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Speaker 2: that's where we are on Equal Day Day.

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Speaker 1: This year.

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Speaker 2: There are a lot of statistics that go into much

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Speaker 2: further death if you're interested, and I do think it's

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Speaker 2: worth looking it up. And as always when we do

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Speaker 2: these grim episodes, it's worth reminding ourselves that people are

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Speaker 2: finding this fight. There are ways that we can fight

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Speaker 2: this fight as well, and also to keep in mind

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Speaker 2: that these are averages and there are a lot of

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Speaker 2: specifics to break down in this conversation, but it is

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Speaker 2: still it's frustrating because it's kind of going backwards and

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Speaker 2: it's pretty much been the same since the eighties, and

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Speaker 2: I'm just I'm kind of tired of like so much

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Speaker 2: of this work that is so important that women do

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Speaker 2: being devalued. Right.

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Speaker 1: I mean, we've had a minute in this conversation about

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Speaker 1: talking how being a stay at home mom is a

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Speaker 1: lot of work and no one acknowledges that, and they

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Speaker 1: have started recently to acknowledge that and seeing that's something

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Speaker 1: that is worthwhile and should be deemed as important as well.

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Speaker 1: But also people who are doing the double duty of

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Speaker 1: being a full time parent as well as a full

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Speaker 1: time job, how much that that costs for them, and

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Speaker 1: how much of labor that really is. And it's really

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Speaker 1: irritating because they have this whole level of like, let's

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Speaker 1: go back to the women going back home, but they

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Speaker 1: really don't want women to go back home because they

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Speaker 1: need them in the workforce and they need those jobs

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Speaker 1: to be continued, but they just don't want to pay correctly,

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Speaker 1: and also they don't want to acknowledge that that is

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Speaker 1: more work. Yeah, but there's so many I mean, there's

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Speaker 1: so many things that at this point we have to

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Speaker 1: look at. But it feels like they're doing the most

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Speaker 1: to take down so much that it's one of the

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Speaker 1: smaller conversations. Again, like equal pay should be at the

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Speaker 1: top of the conversation, but it's not anymore. It's more

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Speaker 1: about like now discrimination in general and whether or not

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Speaker 1: women have rights in workplaces and marginalized people having rights

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Speaker 1: in workplaces. So now it's like, oh, dear god, we

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Speaker 1: have gone back to the seventies sixties in that conversation

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Speaker 1: instead of coming back to trying to find equal pay.

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Speaker 2: Yeah, like I said, I had a lot of topics

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Speaker 2: Thatch's from the Monday Mini, but it has to be

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Speaker 2: a mini. I was trying to make it a minis.

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Speaker 2: You did it good, Thank you.

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Speaker 1: It is a mini and now we have more to

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Speaker 1: think on.

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Speaker 2: Yep, we sure do well. Listeners. If you have any

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Speaker 2: thoughts about this, please let us know. You can email

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Speaker 2: us at Hello a Stuffannever Told You dot com. You

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Speaker 2: can find us on blue Sky at on stuff podcast,

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Speaker 2: or on Instagram and TikTok as stuff one Never Told You.

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Speaker 2: We're also on YouTube. We have a tea public store,

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Speaker 2: and we have a book you can get wherever you

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Speaker 2: get your books. Thanks as always to our super producer Christina,

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Speaker 2: executive producer, my indo contributor Joey.

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Speaker 1: Thank you and thanks to you for listening.

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Speaker 2: Stuff Never Told You, the production of Iyheart Radio. For

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Speaker 2: more podcast from my Heart Radio, you can check out

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Speaker 2: your favorite shows.