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Equal Pay
INITIATIVES TO ENHANCE EEOC ENFORCEMENT EFFORTS IN
SUPPORT OF PAY EQUITY
Resersal
EEOC enforces the principal federal laws prohibiting employment discrimination,
including compensation discrimination on the bases of sex, race, national origin, age
and disability. EEOC's program to enforce the equal pay laws would substantially
benefit from increased training of EEOC staff and the provision of technical support for
them, enhanced support for outreach and technical assistance to the public, as well as
important research to better understand the nature and extent of compensation
discrimination. We believe that the following initiatives should be viewed as a package
and would be most effective as such; nonetheless, they are severable depending on
the direction that the White House chooses to take.
Enhanced support for EEOC enforcement activities
Training for EEOC professional staff is an essential element of a program
to support enforcement of the equal pay laws. It will facilitate the effective
analysis of charges and the targeting of resources, thereby contributing to
EEOC's ability to effectively manage its workload. We propose to provide
training for all EEOC professional staff on the investigation and analysis of
compensation discrimination. The professional staff consists of 850
investigators, 250 litigation attorneys and 150 supervisors and managers.
The estimated cost, which includes travel and per diem and hiring skilled
trainers is approximately $1.8 million. Because of resource limitations
EEOC is only rarely able to conduct a Commission wide training of this
sort, even though it is of enormous value. The last such training was a
Commission wide training on the Americans With Disabilities Act which
was conducted in 1992.
In order to analyze potential cases of compensation discrimination in a
timely and effective manner, EEOC also needs additional staff that is
skilled in economic and social science analysis as well as appropriate
technology to support that staff. This will include:
A FTE Social Science Analyst or Pay Equity Specialist, at grade 9
with promotion potential to GS 12, in each District Office and the
Washington Field Office. The total cost for those 24 offices would
be approximately $3,000,000, including training, equipment and
space.
Appropriate software to conduct pay analyses, available in all field
offices and headquarters. The cost is estimated at $225,000. A
PC-based system for accessing EEO-1, EEO-3, EEO-4 and EEO-5
data should be developed to enable investigators and attorneys to
retrieve forms, relevant comparable aggregate data, and to run
statistical tests comparisons. This system will cost approximately
$150,000.
Outreach and Technical Assistance
The best way to address discrimination is to prevent it from happening in
the first place and the best way to achieve this result is to reach out to the
affected communities so that they understand their rights and
responsibilities. We propose the following outreach and education
initiatives on compensation discrimination matters:
EEOC will develop training programs on compensation issues for
constituent communities; i.e., employers, employees, unions,
advocacy groups. This element will include programs specifically
targeted at small businesses. Material development, distribution
and training costs are approximately $500,000.
To assure that this outreach and technical assistance program is
effective will require adding one FTE Program Analyst in each
district office and the Washington field office. The cost of each
FTE, including training, equipment and space is $120,000. Thus,
the total cost of FTEs is $3,000,000.
We also propose implementing a program of Public Service
Announcements in order to educate the public on the importance of
this issue as well as their rights and responsibilities. As part of this
initiative, we will:
Hire a public relations firm to research, develop core
messages and concepts, identify target audiences, produce
the spot (in several languages), conduct focus groups to
test its effectiveness, and distribute it.
One such announcement, with distribution and placement,
would cost between $300,000 and $400,000. To reach all of
the targeted audiences would require four to five PSAs.
Such announcements should also contain an action step
(asking the audience to respond in some way or take action
i.e., an 800 telephone number), which requires developing
supporting materials, such as pamphlets and brochures, to
assure that the message is effective. Development,
production and distribution of the supporting materials may
cost an additional $20,000 and would require an FTE, at a
cost of approximately $100,000.
Pay Disparity Research and the Development of Standards
The final element of this initiative will involve conducting research into the nature
and extent of pay inequities as well as the development of standards with which
to analyze these compensation questions. Currently there is insufficient data to
fully identify and understand the extent of or underlying reasons for pay
disparities based on gender, race, national origin, disability, or age. Moreover,
the absence of accepted standards for analyzing pay discrimination impedes our
ability to effectively enforce the laws as well as the ability of businesses to
analyze whether their pay structures may run afoul of the laws.
We propose to pursue two research approaches to enhance current
knowledge and understanding of patterns of pay disparities.
Research by the National Academy of Sciences, National
Research Council or a comparable organization examining existing
literature on how pay disparities arise and where they are most
prevalent.
The panel would primarily rely on previous research but
would also explore the possibility of working cooperatively
with a small number of establishments to conduct "live"
compensation analyses, which might serve as examples in
the compensation standards manual.
Research by such organization examining employer data to test
procedures for identifying and remedying pay inequities. Data
collection would include at least two industry-based surveys to
collect compensation on a form similar to the EEO-1 but adding
salary intervals. The cost of both projects would be $6 million.
Two full time equivalent staff would be required to consult on
and monitor the project, at an approximate cost of $200,000.
Research might focus on particular industries such as
communications, technology, film and television. All are
growth sectors.
We also propose to convene a panel of social science experts who would
define statistical techniques for analyzing pay disparities and
develop manuals for conducting compensation analyses,
based on both EEOC-related laws and standard research
methodology.
The Panel would develop statistical criteria which could be used by
employers for self analysis as well as by investigators and litigators.
The cost of the panel and manual development would be
$2,000,000.
COST SUMMARY
Enhanced support for EEOC enforcement activities
Training
$ 1,800,000
Staff
$ 3,000,000
Software
$ 150,000
Outreach and Technical Assistance
Material development, distribution and training costs
$ 500,000
Staff
$ 3,000,000
Public Service Announcements
$ 2,120,000
Pay Disparity Research and Development of Standards
Research and development
$ 8,000,000
Staff
$ 200,000
Total
$18,770,000
M.I.T. Acknowledges Bias
Squal
Against Female Professors
By CAREY GOLDBERG
CAMBRIDGE, Mass., March 22 -
In fact, the report notes, the per-
Some aspects of discrimination,
In an extraordinary admission, top
centage of the School of Science fac-
like the tendency of men to overlook
officials at the Massachusetts Insti-
ulty who are women, 8 percent, has
women's comments in a meeting,
tute of Technology, the most presti-
remained virtually unchanged for
can also be somewhat intangible,
gious science and engineering uni-
perhaps 20 years. And that, too,
said Jacqueline Hewitt, a professor
versity in the country, have issued a
seemed a problem.
of physics and a committee member.
report acknowledging that female
By August 1994, the School of Sci-
"These things, like how much of a
professors here suffer from perva-
ence women proposed creating an
voice you have in the decision-mak-
sive, if unintentional, discrimination.
initiative to improve the status of
ing process, are not so easily quanti-
"I have always believed that con-
women in the school - to which
fied," she said.
temporary gender discrimination
Dean Birgeneau readily agreed, and
The tenured women faculty and
within universities is part reality and
they began to collect data, on every-
the dean, the report says, "found that
part perception," the university's
thing from the allocation of laborato-
discrimination consists of a pattern
president, Charles M. Vest, said in
ry space to the amount of research
of powerful but unrecognized as-
comments to be published in the fac-
money professors had to apply for
sumptions and attitudes that work
ulty newsletter within days and al-
themselves instead of being handed
systematically against women fac-
ready posted on the World Wide Web.
by the university.
ulty even in the light of obvious good
"True, but I now understand that
"It was data-driven," Dean Bir-
will. Like many discoveries, at first it
reality is by far the greater part of
geneau said of the report, "and that's
is startling and unexpected. Once
the balance."
a very M.I.T. thing."
Dr. Vest's comments introduced a
The report found, for example,
you 'get it,' it seems almost obvi-
report about discrimination against
that in 1994 in-biology, undergradu-
ous." "Do other elite universities
women in the School of Science, one
ate women numbered 147, compared
'get it' better than M.I.T.?" the re-
of M.I.T.'s five schools. Five years in
with 142 men, but the sex balance
port, which is posted on the Web at
the making and initiated by some
shifted as students advanced
http://web.mit.edu/fnl/women/
female faculty members, the report
through graduate school so that by
women.html
documents a pattern of sometimes
the time the report looked at the
continues. "No, and indeed a com-
subtle - but substantive and de-
highest level, faculty, there were
mon defense for M.I.T.'s small num-
only 7 women to 42 men. In math, the
ber of women faculty is that 'Cal
moralizing - discrimination in
numbers went from 53 women under-
Tech and Harvard are doing just as
areas from hiring, awards, promo-
tions and inclusion on important
graduates and 123 men to only 1
badly.' But to be as bad as these
committees to allocation of valuable
female professor compared-with 47
unenlightened institutions is not a
male professors.
defense we should take!"
resources like laboratory space and
Other studies at other schools have
M.I.T. officials and faculty mem-
research money.
looked at questions of salary and
bers involved in the report met today
Such discrimination, national ex-
promotion and found women consis-
to consider their next steps. Lotte
perts say, continues and in some
tently paid and promoted less, said
ways has worsened at institutions
Bailyn, the chairwoman of the fac-
across the country, despite the grow-
Martha S. West, a professor of law at
ulty and an expert on workplace
ing number of professors who are
the University of California at Davis
equality, said the group had dis-
women. In a report issued last
and a member of the American Asso-
cussed trying to spread similar ini-
ciation of University Professors'
tiatives to the rest of the university.
month, the American Association of
University Professors found that
committee on the status of women.
The report recommended contin-
though women grew to 34 percent of
But, she said of the report, "what's
ued vigilance, noting that in the
amazing about this is the president's
School of Science there had never
faculty nationwide now from 23 per-
cent in 1975, the gap between salaries
acknowledging that there is a 'scien-
been a female department head or
tific' basis for our continual percep-
associate head. It made many other
for male and female professors actu-
ally widened in that period.
tion that things are not good for us.
recommendations, including a year-
Female faculty members involved
And my perception is that things
ly collection of "equity data" and the
with the M.I.T. report, the findings of
have been getting worse, not better,
dismissal of administrators who
which were posted on the World Wide
for women over the last 10 years."
knowingly discriminated.
Web on Friday and reported in The
Mary Gibson, chairwoman of that
It also pointed out that there was
Boston Globe on Sunday, say they do
committee on the status of women,
still a long way to go.
not believe that the institute dis-
called the M.I.T. administration's
"I think what was accomplished
criminates more than other top-
support for the report "absolutely
here was extraordinary," Dr. Hop-
flight universities; it is simply more
remarkable."
kins said. "However, the number of
willing to admit it and address the
Dean Birgeneau said that partici-
people involved in this initiative was
problem. A hard push to increase the
pants in the report had not examined
tiny, and the number of years it took
its legal implications.
us to understand it as well as we do is
number of tenured professors who
Laying the statistical basis for the
five years, and most of the people at
are women is well under way, the
report involved fact-finding that un-
M.I.T. have still barely heard of it.
report says, along with other efforts
covered some phenomena partici-
"The challenge now," she said, "is
to redress inequities in the allocation
pants found striking. For one, junior:
what can you do so that this wonder-
of resources. Efforts to perform sim-
ilar discrImination research univer-
female faculty tended to feel well.
ful thing that has happened can be-
taken care of and untouched by dis-
come automatic and institutional-
sity-wide are also under discussion.
ized?"
The administration's comments
crimination; it was only as they be-
on the report "are the most forward-
came senior faculty that they felt
looking statements on gender dis-'
themselves increasingly marginal-
crimination that I've read by a high-
ized and overlooked by male-domi-
ranking administrator in one of these
nated networks; and that did not
elite institutions in the 25 years I've
seem to improve with time, the re-
been a faculty member," said Nancy
port found.
Hopkins, a prominent molecular biol-
Report committee members, both
ogist and an initiator of the commit-
men and women, also described their
tee that issued the report.
dawning comprehension as they
Robert J. Birgeneau, dean of the
gathered data that they really were
School of Science, said today that he
seeing a pattern of discrimination,
believed the university was unique in
not a set of individual cases involving
its willingness to make such a docu-
special circumstances.
ment public. He also noted in his
Committee members say each lit-
written comments: "I believe that in
York
MARCH 23, 1999
no case was this discrimination con-
tle slight to a woman might involve
an assumption that did not seem
scious or deliberate. Indeed, it was
overtly discriminatory, say, that a
usually totally unconscious and un-
knowing. Nevertheless, the effects
single woman might seem to need a
were real."
raise less than a family man, or that
Real, but hard to pin down until
a woman might be less likely to seek
three tenured female professors in
an outside job offer to propel her
the School of Science started to com-
promotion, or that it might seem
pare notes in the summer of 1994. As
implausible that a woman with chil-
the report describes, they quickly
dren could work hard enough for a
decided to poll their other female
given job. But they all added up.
colleagues, which was not difficult
because in the entire School of Sci-
ence, there were only 15 tenured
women, compared with 194 men.
CONGRESS
Senators Clash Over U.S. Role
In a NATO Bombing Campaign
By ERIC SCHMITT
settlement in Kosovo.
WASHINGTON, March 22 - A
Democrats urged that the Senate
handful of Senators clashed today
postpone the vote. They conceded
over the American role in a NATO
that the White House needed to ex-
air campaign if Belgrade refuses to
plain in a primetime television ad-
sign the peace accord.
dress what American interests were
The White House invited Congres-
served in Kosovo. But they said the
sional leaders to discuss plans for
United States had a moral obligation
Kosovo on Tuesday, the same day
to end the fighting as well as a na-
that the Senate is to vote on a meas-
tional security interest to halt the
ure to cut off the money for Ameri-
conflict before it spreads and de-
can troops to engage in a NATO
operation in Kosovo unless Congress
stabilizes southern Europe.
gives prior approval.
"It's about genocide and ethnic
"Don't get me wrong, I think Milo-
cleansing," said Senator Joseph R.
sevic is a tyrant," said Senator Don
Biden Jr. of Delaware, the ranking
Nickles of Oklahoma, the Republican
Democrat on the Foreign Relations
whip. "It still doesn't mean we
Committee, who indicated that he
should go to war with Serbia. And if
would support military action.
we start a massive bombing cam-
A test vote on the measure, spon-
paign, we're going to war."
sored by the Senate majority leader,
Senator Kay Bailey Hutchison, a
Trent Lott, Republican of Mississip-
Texas Republican, complained that
pi, and Senator Hutchison, was ex-
the Administration had not sought
pected on Tuesday. Mr. Lott needs 60
prior congressional approval for
votes in the 100-member Senate to
American participation in a bombing
campaign of Serbia.
overcome procedural barriers put up
"We're now picking sides in a civil
by Democrats and prevail, which
war where the U.S. security interests
many believe is unlikely.
are not clear," she said.
The House earlier this month nar-
But she and other Republicans ac-
rowly passed a nonbinding resolution
knowledged sensitivity to the timing
expressing support for sending Unit-
of the vote, given that officials are
ed States troops to Kosovo as part of
trying to negotiate a cease-fire and
a future NATO peacekeeping force.
U.N. Warns U.S. on Payments
By PAUL LEWIS
peacekeeping operations is falling
UNITED NATIONS, March 22 -
rapidly. That reduces the assess-
The United States will need to pay at
ment, increasing the risk that total
least $250 million to the United Na-
United States debts to the United
tions this year if it is to avoid losing
Nations of $1.6 billion would exceed
its vote in the General Assembly, the
its last two annual membership bills.
senior financial officer of the United
A second difficulty is the tendency
Nations has warned.
for Congress to place conditions on
The Under Secretary General for
United Nations payments such as
Finance and Management, Joseph
freezing the budget and seeking as-
Connor, pointed out that the figure
surances that the organization will
was appreciably more than the $197
not createran international army.
million that the United States paid
That slows the rate at which the
toward the end of last year to avoid
Administration can hand over the
losing its vote in the Assembly this
money, after Congressional approv-
year.
al, Mr. Connor said last week.
Under Article 19 of the United Na-
The most striking change in the
tions Charter, a country cannot vote
United Nations finances he discussed
in the General Assembly if its total
was the decline in peacekeeping
unpaid dues exceed the sum of its
costs. After bumping along for most
total assessments for the last two
of the United Nations' history at
years. The United States' vote in the
around $400 million a year, the
Security Council, which is far more
peacekeeping budget took off in 1992,
powerful than the General Assem-
climbing rapidly to more than $3
bly, would not be affected.
billion in 1994 and 1995. But 1996
Mr. Connor said it was becoming
brought a sharp decline, to just un-
increasingly difficult for the United
der $1.5 billion.
States to avoid losing its vote for two
The budget has fallen further, to
reasons. The first is that the cost of
an expected $900 million this year,
and it is projected at $650 million in
1999, after decisions to phase out
Do you have The Times delivered?
operations in Angola and Macedonia.
The New York Times
TUESDAY, MARCH 23, 1999
AFL-CIO WORKING WOMEN'S DEPT 815 16TH STREET, NW WASHINGTON, DC 20006 202-637-5064 FAX 202-508-6902
WORKING
WOMEN
AFL-CIO
WORKING
TOGETHER
MEMORANDUM
To:
Karen Tramontano
From:
Karen Nussbaum KN
Re:
Scheduling Opportunities
Date:
March 11, 1999
With the heightened interest in equal pay and the on-going concern about working
women as a constituency, we have excellent opportunities for White House principals to speak
out on the issues and connect with working women.
Ask A Working Woman Survey
Throughout this year we will be asking working women about their priorities as
we approach the year 2000. Thousands of groups of women, union and unrepresented,
will discuss the issues and become part of an effort to make their voices heard. We
would love to have a White House principal join us in a kick-off or key regional event, and
become part of the national story of Ask A Working Woman.
We can produce either a roundtable of a dozen women, a town hall meeting of
alasm
hundreds, or anything in between in any of 15 - 20 cities over the next few months. We
have many partners, including the League of Women Voters, the YWCA, the Business
and Professional Women and others.
Judy
We have tentative events scheduled in the following cities:
Us!
kwa.
Detroit, March 12
Chicago, March 31-April 1 or April 20
Hartford, April 16.
We are able to schedule events at your convenience in almost any mid-size or
major city April through June.
tojoin the Working Women Working Together Network call toll-free 1-888-971-9797
MEMO - Karen Tramontano
Page 2
March 11, 1999
Regional Equal Pay Event
Twenty-four states introduced strong equal pay/pay equity legislation in
conjunction with the release of our report last week. Thirty-five states are active on the
issue. A White House principal joining us at an event in a key city would be an excellent
way to deliver the message in this national campaign. We can stage an event in one or
more of a dozen cities.
Equal Pay Day, April 8th
We hope to be very involved in any plans for a White House event in Washington.
However, if there is an interest in having an event outside of Washington, there are
excellent opportunities - at a 74 cent lunch for working women, or a roundtable
discussion covering a range of occupations and including husbands, for example.
Working Women Conference 2000
More than 5,000 working women - from every job and region, union and
unrepresented - will gather in Chicago on March 11-12, 2000 to set an agenda for 2000
and beyond. This will be the largest gathering of its kind, will train thousands of women,
and will send a powerful message about the importance of women's economic agenda.
We would be especially interested in having Mrs. Clinton or Vice-President Gore join us.
Please be aware that we are also working with the White House Women's Office.
Attached please find a list of recent press clippings, and possible cites for events.
KN:fk
opeiu#2, afl-cio
Enclosures
States with Legislative Campaigns
Alabama
Delaware
Florida
Georgia
Hawaii
Illinois
Indiana
Iowa
Kansas
Kentucky (prefiled for 2000 session)
Maine (regulation drafting)
Massachusetts
Michigan
Missouri
Nevada
New York
Ohio
Oklahoma
Pennsylvania
Rhode Island (funding)
South Carolina
Texas
Wisconsin
States and cities for possible Equal Pay Events
Dover, Delaware - March 15 event to introduce legislation
Honolulu, Hawaii
Tallahassee, Florida - March 16 press conference and introduction of the legislation
Springfield, Illinois - March 18 Women's Conference and Lobbying Day
Indiana
Kentucky
Lansing, Michigan - April 8 - Equal Pay Day rally
New York
Ohio
South Carolina
Seattle, Washington - Third week in March
Wisconsin
Ask A Working Woman events can be arranged in any location
WORKING
Equal Pay in
FAMILIES
NEW YORK
EQUAL
Without It, Working Families
PAY
Lose $11.8 Billion Each Year
In New York, as across the nation, working women
$242 less weekly than white men. or 65 cents for
earn less than working men. The price tag for pay
every dollar. Nationally, the ratio for men of
inequality is huge. According to an analysis of govern-
color is 66 cents for every dollar white men earn.
ment wage data, paying women less than comparable
men-those of the same age, with the same education,
who work the same number of hours-costs working
Wage Gaps in New York
women's families in the state a staggering $11.8 billion
Median Weekly Earnings for Full-Time Workers, 1997
each year.
Pay Inequality Translates into
Women
:
Men
Gender
Wage
Large Wage Gaps for Women
Gap
and People of Color
All Workers
$485
$603
$118
One of the most common measures of earnings
White
$519
$692
$173
inequality is the "wage gap," a figure reflecting wage
Minority
$423
$450
$ 27
differences between groups of workers. The "gender
wage gap" used in this study is the difference in weekly
Minority
$ 96
$242
N/A
wages for women and men working full-time, while the
Wage Gap
"minority wage gap" reflects differences between minor-
ity and nonminority full-time workers:
Raising Women's Wages
Across the nation, women earn 74 cents for every
Would Increase Family Income
dollar earned by men. A typical woman in New
York earns 80 cents for every man's dollar, or
and Cut Poverty
$118 less per week. The gender wage gap is
Gender inequality in the workplace reduces women's
larger for women of color. They earn $180 less
wages and hurts their families. Paying New York
than men overall, or 70 cents for every man's dol-
women as much as comparable men would dramatically
lar. Nationally, women of color earn 64 cents for
raise family incomes and reduce poverty rates:
every dollar that men overall earn.
Single mothers' earnings would rise an average
Although New York appears to do relatively well
of $4,789 annually, cutting poverty rates for their
on gender inequality, the better overall position of
families by one-half, from 21.2 percent to 10.5
women is largely due to the very low wages of
percent.
minority men rather than the relative gains made
by women.
Single women with no children would earn an
additional $3,430 annually, and their poverty
Minority wage gaps differ slightly between the
rates would fall from 6.2 percent to 0.4 percent.
state and the nation. New York's women of color
earn $96 less weekly than white women, or 82
Married women's earnings would rise an addi-
cents for every dollar white women earn; women
tional $4,148, reducing their families' poverty
of color nationally earn 80 cents for every dollar
rates from 1.9 percent to 0.7 percent.
white women earn. Men of color in the state earn
AFL-CIO Working Women's Dept.
815 16th St., N.W.
Washington, D.C. 20006
202-637-5064
Fax: 202-508-6902
Institute for Women's Policy F
rch
1400 20th St., N.W.
V
ington, D.C. 20036
202-785-5100
Fax: 202-833-4362
Family Poverty Rates
Among full-time workers. women represented by
unions earn an average of $64, or 13.9 percent.
With and Without Equal Pay in New York
more per week than women with nonunion jobs.
25
The gain for men with union jobs averages $87.
20
Without Equal Pay
or 15.1 percent, more per week.
Poverty Rate
With Equal Pay
15
Among full-time workers. minority women with
union jobs earn $74. or 18.5 percent, more each
10
week for full-time work than minority women in
5
nonunion jobs. Minority men in union jobs earn
0
$150, or 37.5 percent. more than their nonunion
counterparts.
Single Mom
Single
Married
The minority wage gap for men with union jobs
is more than two-fifths less than that for nonunion
Pay Equity Would Boost Pay for
workers, $162 versus $280.
Women and Men in Predominately
Female Jobs in New York
Union Wage Advantag
Women and men suffer from a pervasive form of
by Gender and Minority Statu
wage discrimination: Workers in female-dominated
in New York
jobs-secretaries, cashiers, LPNs. child care providers
Median Weekly Earnings for Full-Time Workers, 1997
and others in jobs with 70 percent or more women work-
ers-are paid less than similar workers in jobs not domi-
Union
Nonunion
Union
nated by women. Correcting these inequities by paying
Wage
women and men in predominately female jobs the same
Advantage
as similar workers in nonfemale-dominated jobs would
All Women
$525
$461
$ 64
significantly boost their earnings:
White Women
$596
$481
$115
Annual wages for women in these jobs would rise
16.4 percent, or an average of $3,506.
Minority Women
$474
$400
$ 74
Wages for minority women in these jobs would
All Men
$662
$575
$ 87
grow 19 percent, or $3.930.
White Men
$712
$680
$ 32
Yearly raises for the 11 percent of men in female-
Minority Men
$550
$400
$150
dominated jobs would average $6,457.
A higher percentage of minority men (17.6 per-
Note on sources and methodology: Data in this fact sheet are
cent) work in female-dominated jobs. They
from Institute for Women's Policy Research (IWPR) calculations
would gain $5.590 on average.
from the Current Population Survey (CPS) March Demographic
Supplements. 1995-97, for calendar years 1994-96: the CPS Outgoing
Rotation Group File. 1997: and published and unpublished data from
Union Representation Boosts Pay
the U.S. Department of Labor. Bureau of Labor Statistics. All dollar
amounts are in 1997 dollars. Minority workers (people of color)
and Makes It More Equal
include African Americans. Asian Americans. Pacific Islanders.
Native Americans. Aleut Eskimos and Hispanics of any race. Union
Union representation brings wage setting into the
workers are union members or workers covered by collective
open and helps ensure that employers rely on objective
bargaining agreements. Estimates of family income losses, women's
factors-skill, effort and responsibility-to set pay rates.
earnings gains and poverty rate reductions are based on a statistical
model that controls for differences between men and women in age,
Unions markedly boost wages for all represented work-
education and annual hours of work. Estimates of the wage effect of
ers, especially for those most likely to encounter dis-
working in female-dominated jobs use statistical techniques to adjust
crimination in pay or other employment terms.
workers' earnings as if they did not work in such jobs, but everything
Unionized workers in New York show the powerful and
else remained the same (gender, educational attainment, race. marital
positive effect of union representation on wages:
status. parental status, residence in a metropolitan area, region. firm
size, industry and yearly hours of work).
This report was produced as a joint project by the AFL-CIO and the Institute for Women's Policy Research (TWPR). For more information. call the
AFL-CIO Working Women's Department at 202-637-5064 or IWPR at 202-785-5100.
S
K
A
WORKING
WOMAN
IF YOU'RE A WOMAN In America today, chances are 99
in 100 that you will spend at least part of your life working for pay.
But the chances aren't as good that you'll be heard when
It comes to REALLY SOLVING PROBLEMS working women face
every day-the long hours or second Job that pays the bills but
keeps you away from your family; the hard work and high skills
that still don't add up to a good salary; the Job you give a lot to
but don't get enough back from.
WE'VE GOT A CHANCE to make our voices heard on the
things that really matter to us.
The new survey for every
woman who wants to make changes
on the job.
AFL-CIO WORKING WOMEN
WE ASKED WORKING WOMEN in 1997 what they cared about
the most. More than 50,000
working women in every
We got down to work-
kind of job responded with
In unions, women's and civil rights organizations,
a clear message.
community and religious-based groups we got to work-
to take on some of the biggest issues.
You told us:
EQUAL PAY.' We are introducing strong legislation
in 20 states to expand equal pay laws.
YOUR FAMILIES DEPEND ON YOU. Nearly two-
thirds of working women report that they provide half
RETIREMENT. We're working to make sure Social
or more of their household income.
Security is there for all of us when we need it, and that
it doesn't become a "winners and losers" gamble.
IT'S HIGH TIME YOU GOT EQUAL PAY AND
BASIC BENEFITS. Nearly every woman thinks equal
CHILD CARE, AFTER-SCHOOL CARE AND
pay is important-and so do most men. Many are
SCHOOLS. We won more money for after-school
concerned about low pay on the one hand, the
programs, for more school teachers and for basic
"glass ceiling" on the other and all kinds of pay
child care services, but it's not nearly enough for
and benefits problems in between.
quality care parents can depend on.
TIME IS IN SHORT SUPPLY! You're working
HEALTH CARE. We have lots more to do to win
more hours than ever before. But just when you need
affordable, quality health care for all.
time, paid benefits such as sick leave, vacation and
paid family leave are harder to come by. You are juggling
Now it's time to gather together in lunchrooms
your work and your family-most of you have children
and living rooms, kitchens and conferences to
at home or elderly relatives you are responsible for,
but not even one in 10 of you has a job that provides
talk about what matters the most to us as
help for child care or elder care.
working women and our hopes for 2000 and
beyond.
Your concerns will become our mandate when thousands
WORKING
of working women meet in Chicago on March II-12, 2000,
at WORKING WOMEN CONFERENCE 2000. No matter where
you work, whether you're a union member or not, just
WOMEN
starting out or facing retirement, striving to get ahead or
simply struggling to get by, you can join us at Working
Women Conference 2000. Fill out the form on the back
CONFERENCE
of the survey to get more information or call us toll-free
2000
at 1-888-971-9797.
WORKING WOMEN'S DEPARTMENT, AFL-CIO
ASK A WORKING WOMAN SURVEY
Discuss the questions below in a group if you can-whether it is two of you over coffee or 2,000 at a conference-
answer it on your own. Everyone should fill in her own form and send it on to Ask A Working Woman, AFL-CIO,
015 16th St., N.W., Washington, DC 20006.
3. Do you think an organization for working women
Your concerns will be added to those of thousands
could help you achieve some of these goals?
of other working women and will set the priorities for
Yes
No
change in workplaces and in laws. We'll present the
What are the qualities or characteristics you want
findings at WORKING WOMEN CONFERENCE 2000
in an organization? (For example, listens to your
in Chicago, March 11-12, 2000.
concerns; enough clout to get the job done.)
ALL SURVEY RESPONSES ARE KEPT COMPLETELY CONFIDENTIAL.
1. If you could make changes on the job, what would
be your highest priorities? CHECK THREE.
Child care and after-school care
Elder care
Equal pay
4. We will elect a new President of the United States
Higher pay/promotions
More control over work hours
in 2000. If you could tell him or her one thing about
what it's like to be a working woman, what would
(shift work, overtime, truly flexible schedules)
you say?
Respect on the job
Safe work environment
Retirement security
Health insurance
Fair pay and benefits for part-time, temporary and
contract workers
Job security
5. We'd like to know a little about you. This will help
Stronger programs to end discrimination and
us know that we are reaching a wide variety of
sexual harassment
working women. All of this information is confidential.
Career development and training
Age
Occupation
2. Indicate your top TWO choices for laws that would
Do you work
Part-time or
most improve your life as a working woman.
Full-time?
Stronger equal pay/pay equity laws
Do you work more than one job?
Yes
No
Laws to improve the quality and affordability
Do you have children under 18?
Yes
No
of child care and after-school care
If yes, how many?
Laws to improve the quality and affordability
of health care
Are you caring for an elderly or disabled adult?
Laws to strengthen pensions and Social Security
Yes
No
to make retirement more secure
What is your yearly income?
Laws to expand Family and Medical Leave and
Marital status:
Married
Unmarried with partner
to provide for paid leave
Laws to ensure that workers who are in part-time,
Single, Widowed, Divorced
temporary or contract jobs are treated fairly when
What is your race/ethnicity?
it comes to pay and benefits
Are you a member of a union?
Yes
No
Stronger Affirmative Action laws to provide more
opportunities for all women
If yes,
Union
Local
Other (please specify)
What other organizations, if any, are you a member of?
YES! I want to get the results of this survey and would like
more information about Working Women Conference 2000.
PLEASE PRINT
Name
Organization/Union
Local
Street Address
City
State
Zip Code
Home Phone
Work Phone
E-mail
PLACE
STAMP
HERE
Ask A Working Woman
Working Women's Department
AFL-CIO
815 16th St., N.W.
Washington, DC 20006
1-888-971-9797
www.aflcio.org/women.htm
[email protected]
TO FOLD AND MAIL SURVEY:
DETACH THIS PAGE. FOLD IN THIRDS WITH THE
ASK A WORKING WOMAN ADDRESS ON THE OUTSIDE.
CLOSE WITH TAPE. ADD STAMP AND MAIL.
Press Summary for "Equal Pay for Working Families" Report
Outlet
Washington Post
New York Times
Boston Globe
Boston Herald
LA Times
Orange County Register
St. Louis Post Dispatch
Newsday
Kansas City Star
Houston Chronicle
Business Week
Hartford Courant
The Record
Bloomberg News
Knight Ridder
Gannett
Columbus Dispatch
Honolulu Star Bulletin
Hearst Newspapers
Medill News Service
Newhouse News
Madison Capitol Times
Capitol News Service
BNA
Indiana Times
Statesman Journal
Des Moines Register
Marketplace
Birmingham News
Tol. Blade/Pitts. Post Gaz.
Press Associates
Scripps Howard
USA Today
Lincoln Journal Star
Daytona Beach News Journal
Rocky Mountain News
Sacramento Bee
Oakland Tribune
Chicago Sun-Times
Washington Times
Buffalo News
Tucson Citizen Newspaper
Indiana Business Journal
Associated Press/Telegraph Herald
Capital Times (op-ed)
Fresno Bee
Bismarck Tribune
The Record
The Tribune (Mesa, Arizona)
PurseStrings
St. Paul Pioneer Press
Business Journal, Phoenix
Michigan Report
Montana Standard
Lansing State Journal
In Pittsburgh
Ventura County Star
Patriot News
Asbury Press, NJ
Detroit Free Press
Detroit News
Fort Worth Star Telegram
Seattle Post-Intelligencer
Seven Days
Electronic Media
Conus TV
KEYE TV(Austin, TX)
WJBK TV (Detroit, MI)
WHAS TV (Louisville, KY)
KTRK TV (Houston, TX)
KVUE TV (Austin, TX)
WISC TV (Madison, WI)
KHOU TV (Houston, TX)
KWCH TV (Wichita, KS)
KPFA radio
WNYC New York
World News Tonight
Pacifica Radio
Washington Radio
ABC Radio
ABC
Jeremy Steiner
Good Morning America
WHO TV- Des Moines/NBC
Sean McLaughlin
Polly Sheridan
03/15/99 MON 17:26 FAX 202 6222633
&
001
Was good
Office of Economic Policy
Department of the Treasury
Washington, D.C. 20220
FAX
Date:
3/15/99
Number of pages including cover sheet: 2
Name
Fax Number
Phone Number
To: Tom Freedman
456-7431
456-7431
Jon Orszag
482-4636
482-3520
Cordelia Reimers
395-6853
395-6982
From: Lynda de la Viña
202-622-2633
202-622-2220
Mark McClellan
202-622-0563
Remarks: URGENT For your review Reply ASAP Please comment
See attached.
03/15/99 MON 17:26 FAX 202 6222633
002
CEA/Commerce/Treasury Proposal
We prefer continuing data collection based on current EEO forms, plus additional funding for
more enforcement by EEOC. The additional enforcement would permit up-to-date, detailed,
targeted data collection where needed to support enforcement actions. We are concerned that any
general data collection proposal will not improve enforcement targeting significantly, and will
create significant costs for business compliance.
Alternatively, if additional data collection is required, we propose an expansion of OFCCP data
collection on Federal contractors - - which cover 60% of the firms in the EEO1 universe.
(1) A technical commission appointed by the President would make specific recommendations
on the most cost-effective approach to collecting information for evaluation and enforcement of
equal pay and initiate research to provide a preliminary screening to create profiles of gender
differences in wages by occupation, industry, and labor market area.
(a) The Commission would report within 6 months of appointment, on approaches to
collecting information and OFCCP would weigh its recommendations (along with public
comments from interested parties) in the formulation of revisions to the 60/2 forms to implement
additional data collection.
(b) The Commission would report by the end of the next six months on profile research
depicting profiles of gender differences in wages.
(2) OFCCP would collect the additional information on Federal contractors beginning one year
after enactment initially focused on the industries profile by the Commission research. Firms in
industries, identified by Commission research, would be surveyed every other year. Data on
specific firms would remain confidential but could be used both for area market profiling and
guiding enforcement actions. We also recommend additional funding for enforcement, as
OFCCP and EEOC will require new resources to move away from its current focus on
complaint-driven investigations.
Office of the Chairwoman
U.S. Equal Employment Opportunity Commission
Office of the Chairwoman
1801 L Street, N.W
240ml Pm $150000
Washington, D.C. 0507
(202) 663-4001
FAX: (202) 663-4111
FAX TRANSMITTAL
DATE: 3/22/
9
TIME: 6:00 pm 6:00 pm
TO: Tom FRiedmAN
ORGANIZATION:
D.P.C. C.
FAX NUMBER:
456-7431
SENDER: Emi lie G. Heller, EEOC
SENDER'S TELEPHONI #: (202) 663-4001
DOCUMENT: EEO Requirements to Implement Daschle Bill
# of Pages Transmitted (including cover): 3
SPECIAL INSTRUCTIONS:
PLEASE TELEPH NE SENDER IF YOU DO NOT RECEIVE ALL DOCUMENTS.
EEOC R QUIREMENTS TO IMPLEMENT DASCHLE BILL
The legislation would charge the existing Office of Research, Information and Planning
(ORIP) at the Ec al Employment Opportunity Commission with two tasks:
1.
Within one year and six months evaluate the current knowledge and sources of data
available to the :deral government relating to the gender pay gap; identify gaps in the
available data; a I consult with relevant agencies, including the Departments of Labor,
Treasury and Commerce. Authorized with such funds as necessary.
2.
Legislation Implementation
The EEO would Report results of the above evaluation of what pay data is
available; and also within one year and 6 months from passage of the legislation
identify the best method for collecting necessary data for enforcing the Equal Pay
Act and EO considering factors including:
Enforcing relevant laws;
Imposition of burden on business to enforce laws;
Use of appropriate data collection vehicles and preliminary
techniques to identify businesses from which the data is most
likely to be useful to EEOC and/or OFCCP;
Implementation
Utilizatic of an expert panel such as the National Academy of Sciences, National
Research Council or a comparable organization to examine existing literature on
pay disp; itics, to develop procedures for relevant analyses (such as standards for
the development of statistical evidence), to identify necessary data for such
analyses and to determine where such data exists and where new data collection
efforts would be necessary. The burden of such data collection on business would
be ascertained. The cost of this research would be $6 million..
3.
Utilize pilot stud es, sampling, and/or other means as deemed necessary by EEOC during
the implementat n period.
Implementation
Although the Panel's research will dictate the data collection that is necessary,
such effc S can be estimated by projecting a 25 pcrcent sample of EEO-1 filers to
provide pplemental wage data. The cost of this sample would be $2.4 million.
Examine employer data to test procedures for identifying and remedying pay
inequities Data will utilize existing data from State and local governments to
develop I ocedures for identifying areas where enforcement efforts would be
most efficient. The cost of enhanced staff for conducting such research, and
preparation of studies and other analyses would be $2 million.
COST SUMMARY
Enhanced Staff Support fill Conducting Research,
preparation of studies and other analyses
2 million
Research and Development Contracts
6 million
New Pay Equity Data Co ection - expand EEO-1 to include
payroll data by job catego y (25% sample for payroll)
2.4 million
TOTAL
10.4 million
03/16/99 TUE 09:40 FAX 202 6222633
001
Was your Data collection
Office of Economic Policy
Department of the Treasury
Washington, D.C. 20220
FAX
Date:
3/15/99
Number of pages including cover sheet: 2
Name
Fax Number
Phone Number
To:
Tom Freedman
456-7431
456-7431
Jon Orszag
482-4636
482-3520
Cordelia Reimers
395-6853
395-6982
From: Lynda de la Viña
202-622-2633
202-622-2220
Mark McClellan
202-622-0563
Remarks: URGENT For your review Reply ASAP Please comment
See attached.
03/16/99
CEA/Commerce/Treasury Proposal
We prefer continuing data collection based on current EEO forms, plus additional funding for
more enforcement by EEOC. The additional enforcement would permit up-to-date, detailed,
targeted data collection where needed to support enforcement actions. We are concerned that any
general data collection proposal will not improve enforcement targeting significantly, and will
create significant costs for business compliance.
Alternatively, if additional data collection is required, we propose an expansion of OFCCP data
collection on Federal contractors - which cover 60% of the firms in the EEO1 universe.
(1) A technical commission appointed by the President would make specific recommendations
on the most cost-effective approach to collecting information for evaluation and enforcement of
equal pay and initiate research to provide a preliminary screening to create profiles of gender
differences in wages by occupation, industry, and labor market area.
(a) The Commission would report within 6 months of appointment, on approaches to
collecting information and OFCCP would weigh its recommendations (along with public
comments from interested parties) in the formulation of revisions to the 60/2 forms to implement
additional data collection.
(b) The Commission would report by the end of the next six months on profile research
depicting profiles of gender differences in wages.
(2) OFCCP would collect the additional information on Federal contractors beginning one year
after cnactment initially focused on the industries profile by the Commission research. Firms in
industries, identified by Commission research, would be surveyed every other year. Data on
specific firms would remain confidential but could be used both for area market profiling and
guiding enforcement actions. We also recommend additional funding for enforcement, as
OFCCP and EEOC will require new resources to move away from its current focus on
complaint-driven investigations.
03/16/99
TUE
6222633
Office of Economic Policy
Department of the Treasury
Washington, D.C. 20220
FAX
Date:
3/15/99
Number of pages including cover sheet: 2
Name
Fax Number
Phone Number
To:
Tom Freedman
456-7431
456-7431
Jon Orszag
482-4636
482-3520
Cordelia Reimers
395-6853
395-6982
From: Lynda de la Viña
202-622-2633
202-622-2220
Mark McClellan
202-622-0563
Remarks: URGENT For your review Reply ASAP Please comment
See attached.
CEA/Commerce/Treasury Proposal
We prefer continuing data collection based on current EEO forms, plus additional funding for
more enforcement by EEOC. The additional enforcement would permit up-to-date, detailed,
targeted data collection where needed to support enforcement actions. We are concerned that any
general data collection proposal will not improve enforcement targeting significantly, and will
create significant costs for business compliance.
Alternatively, if additional data collection is required, we propose an expansion of OFCCP data
collection on Federal contractors - which cover 60% of the firms in the EEO1 universe.
(1) A technical commission appointed by the President would make specific recommendations
on the most cost-cffective approach to collecting information for evaluation and enforcement of
equal pay and initiate research to provide a preliminary screening to create profiles of gender
differences in wages by occupation, industry, and labor market area.
(a) The Commission would report within 6 months of appointment, on approaches to
collecting information and OFCCP would weigh its recommendations (along with public
comments from interested parties) in the formulation of revisions to the 60/2 forms to implement
additional data collection.
(b) The Commission would report by the end of the next six months on profile research
depicting profiles of gender differences in wages.
(2) OFCCP would collect the additional information on Federal contractors beginning one year
after cnactment initially focused on the industries profile by the Commission research. Firms in
industries, identified by Commission research, would be surveyed every other year. Data on
specific firms would remain confidential but could be used both for area market profiling and
guiding enforcement actions. We also recommend additional funding for enforcement, as
OFCCP and EEOC will require new resources to move away from its current focus on
complaint-driven investigations.
Equal Pay Data Collection Alternative
Strategy for more effective pay discrimination enforcement
OMB recommends a three-prong approach as outlined below to move forward on pay
discrimination issues.
Implement a two year pilot conducted by OFCCP of approximately 50 randomly
selected large Federal contractors (more than 250 employees) annually to evaluate more
detailed information on pay disparities. The information would include pay by job
class (that is currently required by OFCCP) and average earnings for men, women,
white, and minority workers within each job class. This information would be used as
"red flag" signals of pay disparities that might indicate pay discrimination. OFCCP
could follow up with an on-site audit to determine whether discrimination has indeed
occurred.
OFCCP would collect and evaluate detailed data including the number of firms for
which at least one job class was "flagged" for pay differentials; the number of job
classes that were "flagged" for pay differentials in at least one firm; and the number of
firms and job classes for which discrimination was eventually discovered. In addition,
OFCCP would collect information on the costs to the Federal government, and ask
the selected firms to estimate their cost of providing the information.
OFCCP would be required to first offer compliance assistance to firms where pay
discrimination is discovered. If compliance assistance is accepted, OFCCP would
collect data on both public and private sector costs of providing the assistance. If
compliance assistance is refused, then OFCCP may proceed to enforcement action.
OFCCP would collect information on how much firms spend to attempt to prove
nondiscrimination; and of the firms that refuse compliance assistance, how many firms
settle immediately with OFCCP by providing back-pay.
The information collected will be used to assess the relationship between "pay
differentials" and "pay discrimination" at the company level. If the pilot shows little
relationship between the two, OFCCP should work with employees, employee
representatives, and employers to identify more meaningful categories of information.
If the information collected demonstrates a useful relationship between pay
differentials and pay discrimination, then the pilot should be expanded.
Supplement a current data collection instrument to collect the necessary information,
such as education and experience, to effectively measure discrimination. In the long
term, the information generated would allow for improved targeting of investigations
by industry, firm size, or by other relevant indices and could provide outcome
measures to monitor the effectiveness of efforts to enforce pay equity. Input from
statistical agencies would be necessary to determine the most appropriate data
collection instrument to modify. One option would be to add a few questions
concerning education and experience to a household survey. Another would be to
augment establishment surveys, with demographic information on employees.
This effort would be particularly helpful to the EEOC for targeting its resources in the
future. Given that EEOC is mainly charge driven, receiving approximately 1,000
equal pay cases out of 80,000 annually, focusing on industry wide data would be more
cost effective than collecting data on a company basis. This will provide the data
needed to file Commissioner charges and gain basic knowledge about where the
problems are likely to exist (i.e., industry, region, etc.) without imposing the burden of
collecting data on individual companies.
Issue a Presidential Directive to OPM to include a review of comparable worth in its
comprehensive study and proposals for redesign of the Federal government's
compensation system. He will also direct OPM to include features that will address
gender equity issues in the Federal compensation system. OPM will report its findings
and recommendations to the President in 2002.
Equal Pay Data Collection Alternative
Strategy for more effective pay discrimination enforcement
OMB recommends a three-prong approach as outlined below to move forward on pay
discrimination issues.
Implement a two year pilot conducted by OFCCP of approximately 50 randomly
selected large Federal contractors (more than 250 employees) annually to evaluate more
detailed information on pay disparities. The information would include pay by job
class (that is currently required by OFCCP) and average earnings for men, women,
white, and minority workers within each job class. This information would be used as
"red flag" signals of pay disparities that might indicate pay discrimination. OFCCP
could follow up with an on-site audit to determine whether discrimination has indeed
occurred.
OFCCP would collect and evaluate detailed data including the number of firms for
which at least one job class was "flagged" for pay differentials; the number of job
classes that were "flagged" for pay differentials in at least one firm; and the number of
firms and job classes for which discrimination was eventually discovered. In addition,
OFCCP would collect information on the costs to the Federal government, and ask
the selected firms to estimate their cost of providing the information.
OFCCP would be required to first offer compliance assistance to firms where pay
discrimination is discovered. If compliance assistance is accepted, OFCCP would
collect data on both public and private sector costs of providing the assistance. If
compliance assistance is refused, then OFCCP may proceed to enforcement action.
OFCCP would collect information on how much firms spend to attempt to prove
nondiscrimination; and of the firms that refuse compliance assistance, how many firms
settle immediately with OFCCP by providing back-pay.
The information collected will be used to assess the relationship between "pay
differentials" and "pay discrimination" at the company level. If the pilot shows little
relationship between the two, OFCCP should work with employees, employee
representatives, and employers to identify more meaningful categories of information.
If the information collected demonstrates a useful relationship between pay
differentials and pay discrimination, then the pilot should be expanded.
Supplement a current data collection instrument to collect the necessary information,
such as education and experience, to effectively measure discrimination. In the long
term, the information generated would allow for improved targeting of investigations
by industry, firm size, or by other relevant indices and could provide outcome
measures to monitor the effectiveness of efforts to enforce pay equity. Input from
statistical agencies would be necessary to determine the most appropriate data
collection instrument to modify. One option would be to add a few questions
concerning education and experience to a household survey. Another would be to
augment establishment surveys, with demographic information on employees.
This effort would be particularly helpful to the EEOC for targeting its resources in the
future. Given that EEOC is mainly charge driven, receiving approximately 1,000
equal pay cases out of 80,000 annually, focusing on industry wide data would be more
cost effective than collecting data on a company basis. This will provide the data
needed to file Commissioner charges and gain basic knowledge about where the
problems are likely to exist (i.e., industry, region, etc.) without imposing the burden of
collecting data on individual companies.
Issue a Presidential Directive to OPM to include a review of comparable worth in its
comprehensive study and proposals for redesign of the Federal government's
compensation system. He will also direct OPM to include features that will address
gender equity issues in the Federal compensation system. OPM will report its findings
and recommendations to the President in 2002.
Equal Pay Data Collection Alternative
Strategy for more effective pay discrimination enforcement
OMB recommends a three-prong approach as outlined below to move forward on pay
discrimination issues.
Implement a two year pilot conducted by OFCCP of approximately 50 randomly
selected large Federal contractors (more than 250 employees) annually to evaluate more
detailed information on pay disparities. The information would include pay by job
class (that is currently required by OFCCP) and average earnings for men, women,
white, and minority workers within each job class. This information would be used as
"red flag" signals of pay disparities that might indicate pay discrimination. OFCCP
could follow up with an on-site audit to determine whether discrimination has indeed
occurred.
OFCCP would collect and evaluate detailed data including the number of firms for
which at least one job class was "flagged" for pay differentials; the number of job
classes that were "flagged" for pay differentials in at least one firm; and the number of
firms and job classes for which discrimination was eventually discovered. In addition,
OFCCP would collect information on the costs to the Federal government, and ask
the selected firms to estimate their cost of providing the information.
OFCCP would be required to first offer compliance assistance to firms where pay
discrimination is discovered. If compliance assistance is accepted, OFCCP would
collect data on both public and private sector costs of providing the assistance. If
compliance assistance is refused, then OFCCP may proceed to enforcement action.
OFCCP would collect information on how much firms spend to attempt to prove
nondiscrimination; and of the firms that refuse compliance assistance, how many firms
settle immediately with OFCCP by providing back-pay.
The information collected will be used to assess the relationship between "pay
differentials" and "pay discrimination" at the company level. If the pilot shows little
relationship between the two, OFCCP should work with employees, employee
representatives, and employers to identify more meaningful categories of information.
If the information collected demonstrates a useful relationship between pay
differentials and pay discrimination, then the pilot should be expanded.
Supplement a current data collection instrument to collect the necessary information,
such as education and experience, to effectively measure discrimination. In the long
term, the information generated would allow for improved targeting of investigations
by industry, firm size, or by other relevant indices and could provide outcome
measures to monitor the effectiveness of efforts to enforce pay equity. Input from
statistical agencies would be necessary to determine the most appropriate data
collection instrument to modify. One option would be to add a few questions
concerning education and experience to a household survey. Another would be to
augment establishment surveys, with demographic information on employees.
This effort would be particularly helpful to the EEOC for targeting its resources in the
future. Given that EEOC is mainly charge driven, receiving approximately 1,000
equal pay cases out of 80,000 annually, focusing on industry wide data would be more
cost effective than collecting data on a company basis. This will provide the data
needed to file Commissioner charges and gain basic knowledge about where the
problems are likely to exist (i.e., industry, region, etc.) without imposing the burden of
collecting data on individual companies.
Issue a Presidential Directive to OPM to include a review of comparable worth in its
comprehensive study and proposals for redesign of the Federal government's
compensation system. He will also direct OPM to include features that will address
gender equity issues in the Federal compensation system. OPM will report its findings
and recommendations to the President in 2002.
Equal Pay Data Collection Alternative
Strategy for more effective pay discrimination enforcement
OMB recommends a three-prong approach as outlined below to move forward on pay
discrimination issues.
Implement a two year pilot conducted by OFCCP of approximately 50 randomly
selected large Federal contractors (more than 250 employees) annually to evaluate more
detailed information on pay disparities. The information would include pay by job
class (that is currently required by OFCCP) and average earnings for men, women,
white, and minority workers within each job class. This information would be used as
"red flag" signals of pay disparities that might indicate pay discrimination. OFCCP
could follow up with an on-site audit to determine whether discrimination has indeed
occurred.
OFCCP would collect and evaluate detailed data including the number of firms for
which at least one job class was "flagged" for pay differentials; the number of job
classes that were "flagged" for pay differentials in at least one firm; and the number of
firms and job classes for which discrimination was eventually discovered. In addition,
OFCCP would collect information on the costs to the Federal government, and ask
the selected firms to estimate their cost of providing the information.
OFCCP would be required to first offer compliance assistance to firms where pay
discrimination is discovered. If compliance assistance is accepted, OFCCP would
collect data on both public and private sector costs of providing the assistance. If
compliance assistance is refused, then OFCCP may proceed to enforcement action.
OFCCP would collect information on how much firms spend to attempt to prove
nondiscrimination; and of the firms that refuse compliance assistance, how many firms
settle immediately with OFCCP by providing back-pay.
The information collected will be used to assess the relationship between "pay
differentials" and "pay discrimination" at the company level. If the pilot shows little
relationship between the two, OFCCP should work with employees, employee
representatives, and employers to identify more meaningful categories of information.
If the information collected demonstrates a useful relationship between pay
differentials and pay discrimination, then the pilot should be expanded.
Supplement a current data collection instrument to collect the necessary information,
such as education and experience, to effectively measure discrimination. In the long
term, the information generated would allow for improved targeting of investigations
by industry, firm size, or by other relevant indices and could provide outcome
measures to monitor the effectiveness of efforts to enforce pay equity. Input from
statistical agencies would be necessary to determine the most appropriate data
collection instrument to modify. One option would be to add a few questions
concerning education and experience to a household survey. Another would be to
augment establishment surveys, with demographic information on employees.
This effort would be particularly helpful to the EEOC for targeting its resources in the
future. Given that EEOC is mainly charge driven, receiving approximately 1,000
equal pay cases out of 80,000 annually, focusing on industry wide data would be more
cost effective than collecting data on a company basis. This will provide the data
needed to file Commissioner charges and gain basic knowledge about where the
problems are likely to exist (i.e., industry, region, etc.) without imposing the burden of
collecting data on individual companies.
Issue a Presidential Directive to OPM to include a review of comparable worth in its
comprehensive study and proposals for redesign of the Federal government's
compensation system. He will also direct OPM to include features that will address
gender equity issues in the Federal compensation system. OPM will report its findings
and recommendations to the President in 2002.
Equal Pay Data Collection Alternative
Strategy for more effective pay discrimination enforcement
OMB recommends a three-prong approach as outlined below to move forward on pay
discrimination issues.
Implement a two year pilot conducted by OFCCP of approximately 50 randomly
selected large Federal contractors (more than 250 employees) annually to evaluate more
detailed information on pay disparities. The information would include pay by job
class (that is currently required by OFCCP) and average earnings for men, women,
white, and minority workers within each job class. This information would be used as
"red flag" signals of pay disparities that might indicate pay discrimination. OFCCP
could follow up with an on-site audit to determine whether discrimination has indeed
occurred.
OFCCP would collect and evaluate detailed data including the number of firms for
which at least one job class was "flagged" for pay differentials; the number of job
classes that were "flagged" for pay differentials in at least one firm; and the number of
firms and job classes for which discrimination was eventually discovered. In addition,
OFCCP would collect information on the costs to the Federal government, and ask
the selected firms to estimate their cost of providing the information.
OFCCP would be required to first offer compliance assistance to firms where pay
discrimination is discovered. If compliance assistance is accepted, OFCCP would
collect data on both public and private sector costs of providing the assistance. If
compliance assistance is refused, then OFCCP may proceed to enforcement action.
OFCCP would collect information on how much firms spend to attempt to prove
nondiscrimination; and of the firms that refuse compliance assistance, how many firms
settle immediately with OFCCP by providing back-pay.
The information collected will be used to assess the relationship between "pay
differentials" and "pay discrimination" at the company level. If the pilot shows little
relationship between the two, OFCCP should work with employees, employee
representatives, and employers to identify more meaningful categories of information.
If the information collected demonstrates a useful relationship between pay
differentials and pay discrimination, then the pilot should be expanded.
Supplement a current data collection instrument to collect the necessary information,
such as education and experience, to effectively measure discrimination. In the long
term, the information generated would allow for improved targeting of investigations
by industry, firm size, or by other relevant indices and could provide outcome
measures to monitor the effectiveness of efforts to enforce pay equity. Input from
statistical agencies would be necessary to determine the most appropriate data
collection instrument to modify. One option would be to add a few questions
concerning education and experience to a household survey. Another would be to
augment establishment surveys, with demographic information on employees.
This effort would be particularly helpful to the EEOC for targeting its resources in the
future. Given that EEOC is mainly charge driven, receiving approximately 1,000
equal pay cases out of 80,000 annually, focusing on industry wide data would be more
cost effective than collecting data on a company basis. This will provide the data
needed to file Commissioner charges and gain basic knowledge about where the
problems are likely to exist (i.e., industry, region, etc.) without imposing the burden of
collecting data on individual companies.
Issue a Presidential Directive to OPM to include a review of comparable worth in its
comprehensive study and proposals for redesign of the Federal government's
compensation system. He will also direct OPM to include features that will address
gender equity issues in the Federal compensation system. OPM will report its findings
and recommendations to the President in 2002.
6222633
CEA/Commerce/Treasury Proposal
We prefer continuing data collection based on current EEO forms, plus additional funding for
more enforcement by EEOC. The additional enforcement would permit up-to-date, detailed,
targeted data collection where needed to support enforcement actions. We are concerned that any
general data collection proposal will not improve enforcement targeting significantly, and will
create significant costs for business compliance.
Alternatively, if additional data collection is required, we propose an expansion of OFCCP data
collection on Federal contractors - which cover 60% of the firms in the EEO1 universe.
(1) A technical commission appointed by the President would make specific recommendations
on the most cost-effective approach to collecting information for evaluation and enforcement of
equal pay and initiate research to provide a preliminary screening to create profiles of gender
differences in wages by occupation, industry, and labor market area.
(a) The Commission would report within 6 months of appointment, on approaches to
collecting information and OFCCP would weigh its recommendations (along with public
comments from interested parties) in the formulation of revisions to the 60/2 forms to implement
additional data collection.
(b) The Commission would report by the end of the next six months on profile research
depicting profiles of gender differences in wages.
(2) OFCCP would collect the additional information on Federal contractors beginning one year
after cnactment initially focused on the industries profile by the Commission research. Firms in
industries, identified by Commission research, would be surveyed every other year. Data on
specific firms would remain confidential but could be used both for area market profiling and
guiding enforcement actions. We also recommend additional funding for enforcement, as
OFCCP and EEOC will require new resources to move away from its current focus on
complaint-driven investigations.
Exec, hon
Equal Pay Data Collection Alternative
Strategy for more effective pay discrimination enforcement
OMB recommends a three-prong approach as outlined below to move forward on pay
discrimination issues.
Implement a two year pilot conducted by OFCCP of approximately 50 randomly
selected large Federal contractors (more than 250 employees) annually to evaluate more
detailed information on pay disparities. The information would include pay by job
class (that is currently required by OFCCP) and average earnings for men, women,
white, and minority workers within each job class. This information would be used as
"red flag" signals of pay disparities that might indicate pay discrimination. OFCCP
could follow up with an on-site audit to determine whether discrimination has indeed
occurred.
OFCCP would collect and evaluate detailed data including the number of firms for
which at least one job class was "flagged" for pay differentials; the number of job
classes that were "flagged" for pay differentials in at least one firm; and the number of
firms and job classes for which discrimination was eventually discovered. In addition,
OFCCP would collect information on the costs to the Federal government, and ask
the selected firms to estimate their cost of providing the information.
OFCCP would be required to first offer compliance assistance to firms where pay
discrimination is discovered. If compliance assistance is accepted, OFCCP would
collect data on both public and private sector costs of providing the assistance. If
compliance assistance is refused, then OFCCP may proceed to enforcement action.
OFCCP would collect information on how much firms spend to attempt to prove
nondiscrimination; and of the firms that refuse compliance assistance, how many firms
settle immediately with OFCCP by providing back-pay.
The information collected will be used to assess the relationship between "pay
differentials" and "pay discrimination" at the company level. If the pilot shows little
relationship between the two, OFCCP should work with employees, employee
representatives, and employers to identify more meaningful categories of information.
If the information collected demonstrates a useful relationship between pay
differentials and pay discrimination, then the pilot should be expanded.
Supplement a current data collection instrument to collect the necessary information,
such as education and experience, to effectively measure discrimination. In the long
term, the information generated would allow for improved targeting of investigations
by industry, firm size, or by other relevant indices and could provide outcome
measures to monitor the effectiveness of efforts to enforce pay equity. Input from
statistical agencies would be necessary to determine the most appropriate data
collection instrument to modify. One option would be to add a few questions
concerning education and experience to a household survey. Another would be to
augment establishment surveys, with demographic information on employees.
This effort would be particularly helpful to the EEOC for targeting its resources in the
future. Given that EEOC is mainly charge driven, receiving approximately 1,000
equal pay cases out of 80,000 annually, focusing on industry wide data would be more
cost effective than collecting data on a company basis. This will provide the data
needed to file Commissioner charges and gain basic knowledge about where the
problems are likely to exist (i.e., industry, region, etc.) without imposing the burden of
collecting data on individual companies.
Issue a Presidential Directive to OPM to include a review of comparable worth in its
comprehensive study and proposals for redesign of the Federal government's
compensation system. He will also direct OPM to include features that will address
gender equity issues in the Federal compensation system. OPM will report its findings
and recommendations to the President in 2002.
03/16/99 TUE 09:40 FAX 202 6222633
001
Office of Economic Policy
Department of the Treasury
Washington, D.C. 20220
FAX
Date:
3/15/99
Number of pages including cover sheet: 2
Name
Fax Number
Phone Number
To:
Tom Freedman
456-7431
456-7431
Jon Orszag
482-4636
482-3520
Cordelia Reimers
395-6853
395-6982
From: Lynda de la Viña
202-622-2633
202-622-2220
Mark McClellan
202-622-0563
Remarks: URGENT For your review Reply ASAP Please comment
See attached.
BEYOND RTF
Page 1
Tom:
I just wanted to give you some thoughts about where we are on equal pay. As you know, I think that the data
collection piece through the EEOC is very bad policy - and we should not to disguise as anything else. It, however,
may be good politics - and that could mean that we should adopt it. In my opinion, if we are going to make a
political decisions, let's do so. But let's not try to mask the decision in good policy - because it is not.
I won't repeat my arguments about why I think collecting pay data through the EEO-1 form is wrong (e.g., it is a
blunt instrument to achieve the ends the women's groups are looking for, the data includes just earnings, when
compensation is the true measure we should look at, etc.).
However, I do want to say that I believe collecting the data every four years would be a mistake. First. the data for
enforcement purposes would be far less useful - and possibly even harmful - for the EEOC. Let me give you an
example. Suppose Jane Doe files a complaint about her firm - ABC Widget. ABC Widget has not filed a EEO-1
form in the past three years. Three years ago, the company had a problem with pay equity. But they had worked to
correct that problem (even though Jane doesn't believe it has been solved). If the EEOC made an investigation
decision based on this information, they would decide to investigate even though an investigation is not necessary.
Second, the data for information purposes will be dated. Unless the EEOC seeks the expert opinions of economists
at the BLS and the Census, they will likely have biased samples each year and the information that they are provided
will not be useful for targeting or for informing the public. As I said in Friday's meeting, the BLS or Census would
do a far better job providing reliable data on a timely basis.
Finally, let me discuss the political landscape, as I see it. We are somewhat in a box - if what Caroline said about
Daschle's position is correct. If we sign onto the Daschle bill and it includes pay data collection, we have just killed
any chance that the legislation will pass this year. We have turned a potential accomplishment into an issue to fight
over. This is what the women's groups and Daschle may want, but it is hard for me to support the President and Vice
President putting politics ahead of progress.
The other side of the political landscape is that including the pay data may please the women's groups - and that is
important. But it will upset the employer groups - which is likely less important to the Administration. You should
know, though, that if EEOC says the compliance costs are 750,000 hours to file the pay data, the employer groups
will likely put the figure at 7.5 million hours - or an annual cost to business of $75-$150 million (depending on how
you value the time of the worker who has to file the form).
Jon
03/16/99 TUE 09:40 FAX 202 6222633
002
CEA/Commerce/Treasury Proposal
We prefer continuing data collection based on current EEO forms, plus additional funding for
more enforcement by EEOC. The additional enforcement would permit up-to-date, detailed,
targeted data collection where needed to support enforcement actions. We are concerned that any
general data collection proposal will not improve enforcement targeting significantly, and will
create significant costs for business compliance.
Alternatively, if additional data collection is required, we propose an expansion of OFCCP data
collection on Federal contractors - which cover 60% of the firms in the EEO1 universe.
(1) A technical commission appointed by the President would make specific recommendations
on the most cost-effective approach to collecting information for evaluation and enforcement of
equal pay and initiate research to provide a preliminary screening to create profiles of gender
differences in wages by occupation, industry, and labor market area.
(a) The Commission would report within 6 months of appointment, on approaches to
collecting information and OFCCP would weigh its recommendations (along with public
comments from interested parties) in the formulation of revisions to the 60/2 forms to implement
additional data collection.
(b) The Commission would report by the end of the next six months on profile research
depicting profiles of gender differences in wages.
(2) OFCCP would collect the additional information on Federal contractors beginning one year
after cnactment initially focused on the industries profile by the Commission research. Firms in
industries, identified by Commission research, would be surveyed every other year. Data on
specific firms would remain confidential but could be used both for area market profiling and
guiding enforcement actions. We also recommend additional funding for enforcement, as
OFCCP and EEOC will require new resources to move away from its current focus on
complaint-driven investigations.
enforment
newsfize
DOL
Trensm
4400
Democratic Policy Committee Ew
U.S. HOUSE OF
Hon. Richard A. Gephardt, Chair
REPRE EFPRESENTATIVES
H-302, The Capitol
Washington, D.C. 20515
Phone: 202-225-6760
Fax: 202-226-0938
FACSIMILE COVER SHEET
To:
Tom Friedman
Fax #:
456-7431
From:
Cassandra Q. Butts, Counsel
Date:
3/24/98
Pages (not including cover):
14
Message:
This telecopy transmission and any accompanying documents may contain confidential or privileged
information. They are intended only for use by the individual or entity named on this transmission sheet.
If you are not the intended recipient, you are not authorized to disclose, copy, distribute, or use in any
manner the contents of this information. If you have received this transmission in error, please notify us by
telephone immediately so that we can arrange retrieval of the fixed documents.
Summary of Paycheck Fairness Act
This bill would amend the Equal Pay Act (EPA) and the Civil Rights Act of 1964 to provide
more effective remedies to women who are not being paid equal wages for doing equal work.
1.
Enhancement of Equal Pay Requirements
Nonretaliation provision. This provision would amend the EPA to prohibit employers from
penalizing employees for sharing information about their salaries with coworkers. Currently, it
is unlawful under the National Labor Relations Act (NLRA) to discipline or terminate employees
for such discussions. Because of the difficulty of proceeding under NLRA, it is essential to
provide remedies under the EPA as well.
Enhanced penalties and Class action formation. This provision would allow for compensatory
and punitive damages not currently available under the EPA. The EPA currently provides only
for liquidated damages - essentially back pay awards - which tend to be very insubstantial.
This provision would also conform EPA procedures for a lawsuit to proceed as a class action
with those provided by the Federal Rules of Civil Procedure. Currently it is very difficult to
proceed as a class action because the EPA, adopted prior to the current form of Rule 23 of the
Federal Rules, requires plaintiffs to opt in to a suit.
Action by Secretary. This provision enables the Equal Employment Opportunities Commission
(EEOC), in addition to private plaintiffs, to pursue claims under the new damage provisions
described above.
2.
Collection of Pay Information by the EEOC
Reporting. This provision would add a new category of wage information that by law must be
submitted by employers to the EEOC. It would require employers with one hundred or more
employees to report generalized pay information by race, sex and national origin. This
information would not be available to the public and would not identify employees.
Enforcement and Waiver. In cases of noncompliance with the reporting provision, the EEOC
may apply to a United States District Court for an order requiring compliance. Employers who
find that the requirement would result in undue hardship may request an exemption from the
reporting provision of this section and may bring civil action if the EEOC denies the request for
exemption.
Training. This section requires the EEOC to provide training for its employees to improve the
intake and processing of EPA claims.
Research, Education, and Outreach. This provision would enhance and promote existing
programs at the Department of Labor and direct the secretary to undertake new initiatives that
include: research in the area of sex-based pay disparities and the dissemination of that
information to interested members of the general public; provide information to employers, such
as voluntary pay guidelines, on means of eradicating sex-based pay disparities; assist State and
local information and educational programs on pay disparities; recognize and promote the
achievements of employers that have made strides to eliminate pay disparities; and convene a
national summit to discuss and highlight the issue of sex-based pay disparities.
Establishment of National Award for Pay Equity in the Workplace. This provision would
establish an award, to be administered by the Women's Bureau of the Department of Labor, to
recognize and promote the achievements of employers that have made strides to eliminate pay
disparities.
3.
Increased Resources For Enforcement and Education
General Resources. This provision would bring the EEOC appropriation level up to that
requested by the President for FY 1997 by adding $36 million to its budget. This provision
would also bring the Department of Labor's Office of Federal Contract Compliance Program
appropriation level up to that requested by the President for FY 1998 by adding $10 million to its
budget.
Targeted Resources. This provision would authorize $500,000 in supplemental appropriations to
the EEOC to provide training for its employees for intake and processing of EPA claims.
Research, Education, Outreach and National Award. This subsection authorizes $1,000,000 in
additional funding for the Women's Bureau of the Department of Labor for the activities to
address pay disparities in the workplace, described in the bill.
2
F:\M5\DELAUR\DELAUR.017
H.L.C.
105TH CONGRESS
1ST SESSION
H. R. 20 2023
IN THE HOUSE OF REPRESENTATIVES
Ms. DELAURO (for herself, Ms. NORTON, and Mr. GEPHARDT) introduced the
following bill; which was referred to the Committee on
A BILL
To amend the Equal Pay Act, the Fair Labor Standards
Act of 1938, and the Civil Rights Act of 1964 to provide
more effective remedies to victims of discrimination in
the payment of wages on the basis of sex, and for other
purposes.
1
Be it enacted by the Senate and House of Representa-
2 tives of the United States of America in Congress assembled,
3 SECTION 1. SHORT TITLE.
4
This Act may be cited as the "Paycheck Fairness
5 Act".
6 SEC. 2. FINDINGS.
7
Congress finds the following:
June 23, 1997 (11:44 a.m.)
F:\M5\DELAUR\DELAUR.017
H.L.C.
2
1
(1) Women have entered the workforce in
2
record numbers.
3
(2) Even in the 1990s, women earn signifi-
4
cantly lower pay than men for work on jobs that re-
5
quire equal skill, effort, and responsibility and that
6
are performed under similar working conditions.
7
(3) The existence of such pay disparities—
8
(A) depresses the wages of working fami-
9
lies who rely on the wages of all members of the
10
family to make ends meet;
11
(B) prevents the optimum utilization of
12
available labor resources;
13
(C) has been spread and perpetuated,
14
through commerce and the channels and instru-
15
mentalities of commerce, among the workers of
16
the several States;
17
(D) burdens commerce and the free flow of
18
goods in commerce;
19
(E) constitutes an unfair method of com-
20
petition in commerce;
21
(F) leads to labor disputes burdening and
22
obstructing commerce and the free flow of
23
goods in commerce; and
24
(G) interferes with the orderly and fair
25
marketing of goods in commerce.
June 23, 1997 (11:44 a.m.)
F:\M5\DELAUR\DELAUR.017
H.L.C.
3
1
(4) (A) Artificial barriers to the elimination of
2
discrimination in the payment of wages on the basis
3
of sex continue to exist more than 3 decades after
4
the enactment of the Fair Labor Standards Act of
5
1938 (29 U.S.C. 201 et seq.) and the Civil Rights
6
Act of 1964 (42 U.S.C. 2000a et seq.).
7
(B) Elimination of such barriers would have
8
positive effects, including-
9
(i) providing a solution to problems in the
10
economy created by unfair pay disparities;
11
(ii) substantially reducing the number of
12
working women earning unfairly low wages,
13
thereby reducing the dependence on public as-
14
sistance; and
15
(iii) promoting stable families by enabling
16
all family members to earn a fair rate of pay.
17
(5) Only with increased information about the
18
provisions added by the Equal Pay Act of 1963 and
19
generalized wage data, along with more effective
20
remedies, will women recognize and enforce their
21
rights to equal pay for work on jobs that require
22
equal skill, effort, and responsibility and that are
23
performed under similar working conditions.
24
(6) Certain employers have already made great
25
strides in eradicating unfair pay disparities in the
June 23, 1997 (11:44 a.m.)
F:\M5\DELAUR\DELAUR.017
H.L.C.
4
1
workplace and their achievements should be recog-
2
nized.
3 SEC. 3. ENHANCED ENFORCEMENT OF EQUAL PAY RE-
4
QUIREMENTS.
5
(a) NONRETALIATION PROVISION.-Section 15(a)(3)
6 of the Fair Labor Standards Act of 1938 (29 U.S.C.
7 215(a)(3)) is amended-
8
(1) by striking "or has" each place it appears
9
and inserting "has"; and
10
(2) by inserting before the semicolon the follow-
11
ing: ", or has inquired about, discussed, or otherwise
12
disclosed the wages of the employee or another em-
13
ployee".
14
(b) ENHANCED PENALTIES.-Section 16(b) of such
15 Act (29 U.S.C. 216(b)) is amended-
16
(1) by inserting after the first sentence the fol-
17
lowing: "Any employer who violates section 6(d)
18
shall additionally be liable for such compensatory or
19
punitive damages as may be appropriate.";
20
(2) in the sentence beginning "An action to",
21
by striking "either of the preceding sentences" and
22
inserting "any of the preceding sentences of this
23
subsection";
24
(3) in the sentence beginning "No employees
25
shall", by striking "No employees" and inserting
June 23, 1997 (11:44 a.m.)
F:\M5\DELAUR\DELAUR.017
H.L.C.
5
1
"Except with respect to class actions brought to en-
2
force section 6(d), no employee";
3
(4) by inserting after such sentence the follow-
4
ing: "Notwithstanding any other provision of Fed-
5
eral law, any action brought to enforce section 6(d)
6
may be maintained as a class action as provided by
7
the Federal Rules of Civil Procedure."; and
8
(5) in the sentence beginning "The court in"-
9
(A) by striking "in such action" and in-
10
serting "in any action brought to recover the li-
11
ability prescribed in any of the preceding sen-
12
tences of this subsection"; and
13
(B) by inserting before the period the fol-
14
lowing: ", including expert fees".
15
(c) ACTION.-Section 16(c) of such Act (29 U.S.C.
16 216(c)) is amended-
17
(1) in the first sentence-
18
(A) by inserting "or, in the case of a viola-
19
tion of section 6(d), additional compensatory or
20
punitive damages," before "and the agree-
21
ment"; and
22
(B) by inserting before the period the fol-
23
lowing: ", or such compensatory or punitive
24
damages, as appropriate";
June 23, 1997 (11:44 a.m.)
F:\M5\DELAUR\DELAUR.017
H.L.C.
6
1
(2) in the second sentence, by inserting before
2
the period the following: " and, in the case of a vio-
3
lation of section 6(d), additional compensatory or
4
punitive damages";
5
(3) in the third sentence, by striking "the first
6
sentence" and inserting "the first or second sen-
7
tence"; and
8
(4) in the last sentence, by inserting after "in
9
the complaint" the following: "or becomes a party
10
plaintiff in a class action brought to enforce section
11
6(d)".
12 SEC. 4. COLLECTION OF PAY INFORMATION BY THE EQUAL
13
EMPLOYMENT OPPORTUNITY COMMISSION.
14
Section 705 of the Civil Rights Act of 1964 (42
15 U.S.C. 2000e-4) is amended by adding at the end the fol-
16 lowing new subsection:
17
"(1)(1) The Commission shall, by regulation, require
18 each employer who has 100 or more employees for each
19 working day in each of 20 or more calendar weeks in the
20 current or preceding calendar year to maintain payroll
21 records and to prepare and submit to the Commission re-
22 ports containing information from the records. The re-
23 ports shall contain pay information, analyzed by the race,
24 sex, and national origin of the employees. The reports
June 23, 1997 (11:44 a.m.)
F:\M5\DELAUR\DELAUR.017
H.L.C.
7
1 shall not disclose the pay information of an employee in
2 a manner that permits the identification of the employee.
3
"(2) The third through fifth sentences of section
4 709(c) shall apply to employers, regulations, and records
5 described in paragraph (1) in the same manner and to
6 the same extent as the sentences apply to employers, regu-
7 lations, and records described in such section."
8 SEC. 5. TRAINING.
9
The Equal Employment Opportunity Commission
10 and the Office of Federal Contract Compliance Programs,
11 subject to the availability of funds appropriated under sec-
12 tion 8(b), shall provide training to Commission employees
13 and affected individuals and entities on matters involving
14 discrimination in the payment of wages.
15 SEC. 6. RESEARCH, EDUCATION, AND OUTREACH.
16
The Secretary of Labor shall conduct studies and
17 provide information to employers, labor organizations, and
18 the general public concerning the means available to elimi-
19 nate pay disparities between men and women, including-
20
(1) conducting and promoting research to de-
21
velop the means to correct expeditiously the condi-
22
tions leading to the pay disparities;
23
(2) publishing and otherwise making available
24
to employers, labor organizations, professional asso-
25
ciations, educational institutions, the media, and the
June 23, 1997 (11:44 a.m.)
F:\M5\DELAUR\DELAUR.017
H.L.C.
8
1
general public the findings resulting from studies
2
and other materials, relating to eliminating the pay
3
disparities;
4
(3) sponsoring and assisting State and commu-
5
nity informational and educational programs;
6
(4) providing information to employers, labor
7
organizations, professional associations, and other
8
interested persons on the means of eliminating the
9
pay disparities;
10
(5) recognizing and promoting the achievements
11
of employers, labor organizations, and professional
12
associations that have worked to eliminate the pay
13
disparities;
14
(6) convening a national summit to discuss, and
15
consider approaches for rectifying, the pay dispari-
16
ties; and
17
(7) issuing to employers voluntary pay guide-
18
lines for the relative pay ranges of a selection of
19
male- and female-dominated widely held occupations.
20 SEC. 7. ESTABLISHMENT OF THE NATIONAL AWARD FOR
21
PAY EQUITY IN THE WORKPLACE.
22
(a) IN GENERAL.-There is established the Robert
23 Reich National Award for Pay Equity in the Workplace,
24 which shall be evidenced by a medal bearing the inscrip-
25 tion "Robert Reich National Award for Pay Equity in the
June 23, 1997 (11:44 a.m.)
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H.L.C.
9
1 Workplace". The medal shall be of such design and mate-
2 rials, and bear such additional inscriptions, as the Sec-
3 retary may prescribe.
4
(b) CRITERIA FOR QUALIFICATION.-To qualify to
5 receive an award under this section a business shall-
6
(1) submit a written application to the Sec-
7
retary, at such time, in such manner, and containing
8
such information as the Secretary may require, in-
9
cluding at a minimum information that dem-
10
onstrates that the business has made substantial ef-
11
fort to eliminate pay disparities between men and
12
women, and deserves special recognition as a con-
13
sequence; and
14
(2) meet such additional requirements and
15
specifications as the Secretary determines to be ap-
16
propriate.
17
(c) MAKING AND PRESENTATION OF AWARD.-
18
(1) AWARD.-After receiving recommendations
19
from the Secretary, the President or the designated
20
representative of the President shall annually
21
present the award described in subsection (a) to
22
businesses that meet the qualifications described in
23
subsection (b).
24
(2) PRESENTATION.-The President or the des-
25
ignated representative of the President shall present
June 23, 1997 (11:44 a.m.)
F:\M5\DELAUR\DELAUR.017
H.L.C.
10
1
the award with such ceremonies as the President or
2
the designated representative of the President may
3
determine to be appropriate.
4
(3) PUBLICITY.-A business that receives an
5
award under this section may publicize the receipt of
6
the award and use the award in its advertising, if
7
the business agrees to help other United States busi-
8
nesses improve with respect to the elimination of pay
9
disparities between men and women.
10
(d) BUSINESS.-For the purposes of this section, the
11 term "business" includes-
12
(1) (A) a corporation, including a nonprofit cor-
13
poration;
14
(B) a partnership;
15
(C) a professional association;
16
(D) a labor organization; and
17
(E) a business entity similar to an entity de-
18
scribed in any of subparagraphs (A) through (D);
19
(2) an entity carrying out an education referral
20
program, a training program, such as an apprentice-
21
ship or management training program, or a similar
22
program; and
23
(3) an entity carrying out a joint program,
24
formed by a combination of any entities described in
25
paragraph (1) or (2).
June 23, 1997 (11:44 a.m.)
H.L.C.
F:\M5\DELAUR\DELAUR.017
11
1 SEC. 8. INCREASED RESOURCES FOR ENFORCEMENT AND
2
EDUCATION.
3
(a) GENERAL RESOURCES.-
4
(1) EQUAL EMPLOYMENT OPPORTUNITY COM-
5
MISSION.-There is authorized to be appropriated to
6
the Equal Employment Opportunity Commission, for
7
necessary expenses of the Commission in carrying
8
out title VII of the Civil Rights Act of 1964 (42
9
U.S.C. 2000e et seq.), title I of the Americans with
10
Disabilities Act of 1990 (42 U.S.C. 12111 et seq.),
11
the Age Discrimination in Employment Act of 1967
12
(29 U.S.C. 621 et seq.), and section 6(d) of the Fair
13
Labor Standards Act of 1938 (29 U.S.C. 206(d)),
14
$36,000,000, in addition to sums otherwise appro-
15
priated for such expenses. Any amounts SO appro-
16
priated shall remain available until expended.
17
(2) OFFICE OF FEDERAL CONTRACT COMPLI-
18
ANCE PROGRAMS-There is authorized to be appro-
19
priated to the Office of Federal Contract Compliance
20
Programs for necessary expenses of the Office
21
$10,000,000 in addition to sums otherwise appro-
22
priated for such expenses. Any amounts SO appro-
23
priated shall remain available until expended.
24
(b) TARGETED RESOURCES.-
25
(1) EQUAL EMPLOYMENT OPPORTUNITY Com-
26
MISSION.-There is authorized to be appropriated to
June 23, 1997 (11:44 a.m.)
F:\M5\DELAUR\DELAUR.017
H.L.C.
12
1
the Equal Employment Opportunity Commission to
2
carry out section 5, $500,000, in addition to sums
3
otherwise appropriated for providing training de-
4
scribed in such section. Any amounts SO appro-
5
priated shall remain available until expended.
6
(2) OFFICE FEDERAL CONTRACT COMPLIANCE
7
PROGRAMS.-There is authorized to be appropriated
8
to the Office of Federal Contract Compliance Pro-
9
grams to carry out section 5, $500,000, in addition
10
to sums otherwise appropriated for providing train-
11
ing described in such section. Any amounts SO ap-
12
propriated shall remain available until expended.
13
(c) RESEARCH, EDUCATION, OUTREACH, AND NA-
14 TIONAL AWARD.-There is authorized to be appropriated
15 to the Secretary of Labor to carry out sections 6 and 7,
16 $1,000,000. Any amounts SO appropriated shall remain
17 available until expended.
June 23, 1997 (11:44 a.m.)
HOUSEHOLD DATA
FROM 1996 annual averages
ANNUAL AVERAGES
reprinted in Jan 1997
39. Median weekly earnings of full-time wage and salary workers by detailed occupation and sex
"Employment & Earnings
(Numbers in thousands)
1996
Both sexes
Men
Women
Occupation
Number
Median
Number
Median
Number
Median
of
weekly
of
weekly
of
weekly
workers
earnings
workers
earnings
workers
earnings
Total, 16 years and over
90,918
$490
51,895
$557
39,023
$418
Managerial and professional specialty
27,222
718
13,934
852
13,288
616
Executive, administrative, and managerial
13,300
699
7,187
846
6,113
585
Administrators and officials, public administration
593
753
328
847
265
638
Administrators, protective services
54
621
35
(¹)
19
(¹)
Financial managers
567
782
253
979
314
635
Personnel and labor relations managers
120
781
60
1,150
60
658
Purchasing managers
126
799
67
976
58
659
Managers. marketing, advertising. and public relations
588
912
377
1,043
211
674
Administrators, education and related fields
550
804
258
956
292
657
Managers, medicine and health
607
685
157
988
450
610
Managers. food serving and lodging establishments
908,
458
487
516
421
391
Managers, properties and real estate
314
548
141
620
173
481
Management-related occupations
3,622
622
1:519
749
2,103
567
Accountants and auditors
1,269
630
547
771
722
561
Underwriters
97
603
31
(¹)
66
588
Other financial officers
614
665
277
845
337
606
Management analysts
159
760
81
940
78
716
Personnel, training, and labor relations specialists
371
622
127
707
245
597
Buyers, wholesale and retail trade, except farm products
155
575
75
639
80
478
Construction inspectors
61
648
57
670
4
(¹)
Inspectors and compliance officers, except construction
232
695
152
750
80
606
Professional specialty
13,922
730
6,747
857
7,175
647
Engineers, architects. and surveyors
1,957
938
1,776
954
181
787
Architects
93
760
75
799
18
(¹)
Engineers
1,844
949
1,685
963
158
793
Aerospace engineers
73
1,097
70
1,099
3
(¹)
Chemical engineers
92
1,012
80
1,084
12
(¹)
Civil engineers
217
884
198
899
18
(¹)
Electrical and electronic engineers
567
994
521
1,002
46
(¹)
Industrial engineers
247
841
216
863
31
(¹)
Mechanical engineers
335
956
311
969
24
(¹).
Mathematical and computer scientists
1,192
883
826
929
366
790
Computer systems analysts and scientists
968
891
694
931
274
813
Operations and systems researchers and analysts
191
815
112
889
80
737
Natural scientists
462
762
325
822
137
674
Chemists, except biochemists
139
851
96
900
43
(¹)
Biological and life scientists
101
698
64
738
37
(¹)
Medical scientists
59
659
30
(¹)
30
(¹)
Health diagnosing occupations
489
1,090
336
1,256
153
763
Physicians
426
1,133
295
1,378
131
802
Health assessment and treating occupations
2.005
703
342
766
1,663
692
Registered nurses
1,410
697
120
729
1,290
695
Pharmacists
131
992
81
1,047
51
931
Dietitians
77
478
7
(¹)
69
484
Therapists
337
672
106
658
231
678
Respiratory therapists
76
636
36
(¹)
40
(¹)
Physical therapists
83
757
35
(¹)
48
(¹)
Speech therapists
68
689
5
(1)
64
692
Physicians' assistants
51
806
28
(¹)
23
(¹)
Teachers. college and university
566
870
351
937
215
765
Teachers. except college and university
3,740
641
1,023
723
2,718
613
Teachers, prekindergarten and kindergarten
357
361
7
(¹)
350
358
Teachers, elementary school
1,617
662
278
719
1,339
648
Teachers, secondary school
1,101
697
498
760
603
643
Teachers, special education
301
646
48
(¹)
252
652
Counselors, educational and vocational
219
689
64
799
155
659
Librarians, archivists, and curators
139
654
28
(¹)
111
640
Librarians
123
660
21
(¹)
102
649
Social scientists and urban planners
278
673
127
736
152
642
Economists
123
715
53
871
69
654
Psychologists
124
633
53
668
71
589
Social, recreation, and religious workers
1;134
513
545
577
589
485
Social workers
641
524
204
591
437
507
Recreation workers
85
343
23
(¹)
62
314
Clergy
314
534
278
540
36
(¹)
Lawyers and judges
559
1,150
369
1,258
191
970
Lawyers
530
1,149
343
1,261
187
970
See footnotes at end of table.
206
HOUSEHOLD DATA
ANNUAL AVERAGES
39. Median weekly earnings of full-time wage and salary workers by detailed occupation and sex - Continued
(Numbers in thousands)
1996
Both sexes
Men
Women
Occupation
Number
Median
Number
Median
Number
Median
of
weekly
of
weekly
of
weekly
workers
earnings
workers
earnings
workers
earnings
Writers, artists, entertainers, and athletes
1,181
614
635
728
546
529
Technical writers
59
787
35
(¹)
23
(¹)
Designers
375
592
195
767
180
441
Actors and directors
75
620
44
(¹)
31
(¹)
Painters, sculptors, craft artists, and artist printmakers
91
517
52
532
39
(¹)
Editors and reporters
212
688
106
756
106
608
Public relations specialists
132
660
53
908
79
586
Technical, sales, and administrative support
26,116
441
9,988
567
16,128
394
Technicians and related support
3,215
573
1.662
650
1,553
498
Health technologists and technicians
1,172
482
263
537
909
470
Clinical laboratory technologists and technicians
296
520
87
578
209
508
Radiologic technicians
106
559
37
(¹)
70
557
Licensed practical nurses
294
468
14
(¹)
280
466
Engineering and related technologists and technicians
834
605
683
621
151
542
Electrical and electronic technicians
341
610
300
622
41
(¹)
Drafting occupations
209
601
166
608
43
(1)
Surveying and mapping technicians
58
461
53
459
5
(¹)
Science technicians
221
519
140
598
81
443
Biological technicians
66
485
28
(¹)
39
(¹)
Chemical technicians
79
599
58
648
21
(¹)
Technicians, except health, engineering, and science
988
706
576
806
412
611
Airplane pilots and navigators
88
1,138
87
1,143
2
(¹)
Computer programmers
518
772
363
797
156
741
Legal assistants
245
549
36
(¹)
208
545
Sales occupations
9,041
474
5,114
589
3.927
353
Supervisors and proprietors
2,969
519
1,845
608
1,124
415
Sales representatives, finance and business services
1,583
607
866
727
717
485
Insurance sales
416
606
212
767
205
471
Real estate sales
306
605
149
695
157
510
Securities and financial services sales
273
747
179
977
94
541
Advertising and related sales
131
500
53
607
78
421
Sales occupations, other business services
457
582
273
631
184
486
Sales representatives, commodities. except retail
1,329
694
1,005
735
324
583
Sales workers, retail and personal services
3,136
299
1,390
386
1,746
259
Sales workers, motor vehicles and boats
251
593
230
597
22
(¹)
Sales workers, apparel
163
265
39
(1)
123
260
Sales workers, furniture and home furnishings
119
403
77
406
42
(¹)
Sales workers, radio, television, hi-fi, and appliances
155
423
123
428
32
(!)
Sales workers, hardware and building supplies
171
372
134
399
36
(¹)
Sales workers, parts
139
409
122
427
17
(1)
Sales workers, other commodities
674
298
260
340
414
273
Sales counter clerks
84
303
37
(¹)
47
(¹)
Cashiers
1,215
247
289
274
926
240
Street and door-to-door sales workers
106
372
46
(¹)
60
398
Administrative support, including clerical
13,860
405
3,212
489
10;648
391
Supervisors
634
557
261
624
374
506
General office
356
541
121
638
235
503
Financial records processing
79
604
13
(1)
66
576
Distribution, scheduling, and adjusting clerks
168
541
108
553
61
509
Computer equipment operators
332
430
139
538
194
401
Computer operators
329
433
139
538
191
403
Secretaries, stenographers, and typists
2,907
404
63
389
2,844
404
Secretaries
2,401
406
36
(¹)
2,365
406
Stenographers
55
412
6
(1)
49
(¹)
Typists
451
395
21
(¹)
430
397
Information clerks
1,273
345
145
367
1,127
343
Interviewers
115
356
11
(¹)
104
364
Hotel clerks
73
267
20
(1)
52
267
Transportation ticket and reservation agents
209
421
64
458
146
397
Receptionists
633
333
18
(¹)
615
333
Records processing, except financial
651
387
152
396
498
383
Order clerks
184
455
51
466
132
451
Personnel clerks, except payroll and timekeeping
58
445
1'1
(¹)
47
(¹)
File clerks
203
328
57
334
146
325
Records clerks
149
389
23
(¹)
126
383
See footnotes at end of table.
207
HOUSEHOLD DATA
ANNUAL AVERAGES
39. Median weekly earnings of full-time wage and salary workers by detailed occupation and sex - Continued
(Numbers in thousands)
1996
Both sexes
Men
Women
Occupation
Number
Median
Number
Median
Number
Median
of
weekly
of
weekly
of
weekly
workers
earnings
workers
earnings
workers
earnings
Financial records processing
1,503
403
166
439
1,338
400
Bookkeepers, accounting, and auditing clerks
1,081
399
110
450
971
396
Payroll and timekeeping clerks
145
444
16
(¹)
129
441
Billing clerks
141
397
20
(¹)
121
399
Billing, posting, and calculating machine operators
87
395
12
(¹)
75
391
Duplicating, mail and other office machine operators
60
362
22
(1)
39
(¹)
Communications equipment operators
140
376
17
(1)
123
367
Telephone/operators
126
363
13
(1)
112
359
Mail and message distributing
815
599
526
628
289
521
Postal clerks, except mail carriers
283
643
159
673
124
612
Mail carriers, postal service
284
678
207
684
76
646
Mail clerks, except postal service
151
339
80
383
72
314
Messengers
98
360
80
366
17
(¹)
Material recording, scheduling, and distributing clerks
1,642
412
953
444
689
379
Dispatchers
218
471
113
518
105
420
Production coordinators
191
517
89
618
101
462
Traffic, shipping, and receiving clerks
550
367
395
382
155
339
Stock and inventory clerks
432
429
245
470
188
366
Meter readers
53
434
43
(¹)
10
(¹)
Expediters
137
361
43
(¹)
94
346
Adjusters and investigators
1,372
438
344
532
1,029
416
Insurance adjusters, examiners, and investigators
377
506
106
649
271
458
Investigators and adjusters, except insurance
763
415
184
486
579
400
Eligibility clerks, social welfare
103
455
14
(1)
88
441
Bill and account collectors
129
407
39
(¹)
91
406
Miscellaneous administrative support occupations
2,531
369
426
426
2,105
358
General office clerks
510
372
108
423
402
361
Bank tellers
279
315
26
(¹)
253
313
Data-entry keyers
566
366
79
407
488
360
Statistical clerks
83
397
8
(1)
74
392
Teachers' aides
331
273
29
(¹)
302
272
Service occupations
9,957
305
4,958
357
5,000
273
Private household
365
212
19
(¹)
346
213
Child care workers
136
198
2
(¹)
134
198
Cleaners and servants
214
220
16
(1)
198
221
Protective services
1,902
538
1,627
562
275
439
Supervisors
176
742
159
773
18
(¹)
Police and detectives
93
793
81
845
12
(¹)
Firefighting and fire prevention
221
653
216
657
5
(1)
Firefighting
208
658
204
661
4
(¹)
Police and detectives
939
606
797
616
141
520
Police and detectives, public service
549
667
481
679
68
617
Sheriffs, bailiffs, and other law enforcement officers
127
513
107
517
20
(¹)
Correctional institution officers
263
513
210
541
53
449
Guards
566
333
455
343
111
295
Guards and police, except public service
531
336
440
343
91
302
Service occupations, except private household and protective
7,690
285
3,312
304
4,379
272
Food preparation and service occupations
2,839
265
1,496
278
1,343
253
Supervisors
234
312
93
357
141
294
Bartenders
177
310
82
378
96
277
Waiters and waitresses
518
271
155
308
363
253
Cooks, except short order
1,221
264
792
279
430
242
Food counter, fountain, and related occupations
71
217
23
(¹)
49
(¹)
Kitchen workers, food preparation
105
264
36
(¹)
69
265
Waiters' and waitresses' assistants
208
259
124
239
84
278
Miscellaneous food preparation occupations
304
231
192
226
112
239
Health service occupations
1,688
299
231
342
1,457
293
Dental assistants
128
361
2
(¹)
126
359
Health aides, except nursing
237
314
50
355
187
306
Nursing aides, orderlies, and attendants
1,323
292
179
339
1,144
286
Cleaning and building service occupations
2,140
298
1,325
321
815
266
Supervisors
148
391
102
468
46
(1)
Maids and housemen
455
264
96
300
359
253
Janitors and cleaners
1,476
301
1,069
313
407
272
Pest control
55
421
53
421
2
(¹)
Personal service occupations
1,024
291
260
360
764
276
Hairdressers and cosmetologists
274
292
32
(¹)
242
288
Attendants. amusement and recreation facilities
103
348
57
364
46
(1)
Public transportation attendants
59
417
11
(¹)
48
(¹)
See footnotes at end of table.
208
HOUSEHOLD DATA
ANNUAL AVERAGES
39. Median weekly earnings of full-time wage and salary workers by detailed occupation and sex - Continued
(Numbers in thousands)
1996
Both sexes
Men
Women
Occupation
Number
Median
Number
Median
Number
Median
of
weekly
of
weekly
of
weekly
workers
earnings
workers
earnings
workers
earnings
Welfare service aides
57
285
10
(1)
46
(¹)
Early childhood teachers' assistants
207
231
5
(1)
202
230
Precision production, craft. and repair
11,020
540
10,076
560
944
373
Mechanics and repairers
3,834
568
3,672
571
162
510
Supervisors
212
707
193
712
18
(¹)
Mechanics and repairers, except supervisors
3,622
559
3,479
563
144
502
Vehicle and mobile equipment mechanics and repairers
1,443
524
1,432
524
11
(¹)
Automobile mechanics
644
478
638
480
6
(1)
Bus, truck, and stationary engine mechanics
300
545
299
545
1
(¹)
Aircraft engine mechanics
131
720
130
722
1
(¹)
Automobile body and related repairers
144
463
141
459
3
(¹)
Heavy equipment mechanics
144
613
144
613
Industrial machinery repairers
527
569
513
574
14
(¹)
Electrical and electronic equipment repairers
607
645
533
669
74
542
Electronic repairers, communications and industrial equipment
146
602
139
609
8
(¹)
Data processing equipment repairers
170
573
134
588
37
(¹)
Telephone installers and repairers
163
717
138
746
25
(¹)
Miscellaneous electrical and-electronic equipment repairers
64
714
64
713
Heating; air conditioning, and refrigeration mechanics
244
543
240
544
4
(1)
Miscellaneous mechanics and repairers
784
557
745
569
39
(¹)
Millwrights
86
669
85
665
1
(¹)
Construction trades
3,653
516
3,585
518
68
389
Supervisors
438
662
429
667
10
(¹)
Construction trades, except supervisors
3,215
502
3,157
503
58
388
Brickmasons and stonemasons
111
483
111
483
Carpet installers
51
402
51
402
Carpenters
804
475
795
476
9
(¹)
Drywall installers
122
430
120
436
2
(1)
Electricians
647
611
633
612
14
(1)
Electrical power installers and repairers
125
710
125
710
Painters, construction and maintenance
270
381
254
392
17
(¹)
Plumbers, pipefitters, steamfitters, and apprentices
434
586
427
586
7
(¹)
Concrete and terrazzo finishers
66
467
65
461
1
(¹)
insulation workers
53
508
53
508
Roofers
127
363
127
363
Structural metalworkers
58
598
57
600
2
(¹)
Extractive occupations
128
699
124
700
4
(¹)
Precision production occupations
3,405
526
2,695
583
710
356
Supervisors
1,141
619
952
650
189
458
Precision metaiworking occupations
865
581
798
595
66
367
Tool and die makers
132
716
129
714
2
(¹).
Machinists
481
543
450
555
32
(1)
Sheet-metal workers
118
605
110
612
8
(1)
Precision woodworking occupations
81
395
71
409
10
(1)
Cabinet makers and bench carpenters
55
401
50
407
5
(¹)
Precision textile, apparel, and furnishings machine workers
116
346
63
390
52
308
Precision workers, assorted materials
472
368
216
412
256
337
Optical goods workers
53
457
24
(1)
29
(1)
Electrical and electronic equipment assemblers
324
340
118
355
206
334
Precision food production occupations
350
354
240
392
109
310
Butchers and meat cutters
221
366
172
402
48
(¹)
Bakers
98
327
60
347
38
(1)
Precision inspectors. testers, and related workers
135
572
113
603
23
(¹)
Inspectors, testers, and-graders
128
570
108
601
20
(1)
Plant and system operators
246
634
241
638
5
(¹)
Water and sewage treatment plant operators
59
551
57
562
2
(¹)
Stationary engineers
118
621
117
620
1
(¹)
Operators, fabricators, and laborers
15,100
391
11,613
422
3.487
307
Machine operators, assemblers, and inspectors
7,100
380
4,527
437
2,573
307
Machine operators and tenders, except precision
4,605
372
2,918
427
1,686
300
Metalworking and plastic working machine operators
385
436
327
459
58
346
Punching and stamping press machine operators
94
418
76
448
18
(¹)
Grinding, abrading, buffing, and polishing machine operators
125
408
106
428
19
(¹)
Metal and plastic processing machine operators
157
401
126
416
31
(¹)
Molding and casting machine operators
99
396
75
409
24
(1)
Woodworking machine operators
110
373
95
387
15
(¹)
Sawing machine operators
73
355
64
368
9
(1)
See footnotes at end of table.
209
HOUSEHOLD DATA
ANNUAL AVERAGES
39. Median weekly earnings of full-time wage and salary workers by detailed occupation and sex - Continued
(Numbers in thousands)
1996
Both sexes
Men
Women
Occupation
Number
Median
Number
Median
Number
Median
of
weekly
of
weekly
of
weekly
workers
earnings
workers
earnings
workers
earnings
Printing machine operators
356
473
289
500
67
395
Printing press operators
281
484
250
502
31
(¹)
Textile, apparel, and furnishings machine operators
905
268
221
310
684
257
Winding and twisting machine operators
50
357
19
(¹)
-31
(¹)
Textile sewing machine operators
535
254
91
287
444
249
Pressing machine operators
77
244
18
(¹)
59
230
Laundering and dry cleaning machine operators
128
254
38
(¹)
90
243
Machine operators, assorted materials
2,676
396
1,848
432
828
327
Packaging and filling machine operators
377
313
156
344
222
302
Mixing and blending machine operators
100
383
92
395
8
(
Separating, filtering. and'clarifying machine operators
56
609
53
608
3
(¹)
Painting and paint spraying machine operators
191
422
170
441
20
(1)
Furnace. kiln, and oven operators, exc. food.
56
510
52
512
4
(¹)
Slicing and cutting machine operators
157
359
112
407
45
(1)
Photographic process machine operators
57
314
24
(¹)
32
(¹)
Fabricators, assemblers, and hand working occupations
1,783
403
1,247
448
536
320
Welders and culters
555
478
525
482
30
(1)
Assemblers
1,117
378
648
430
469
322
Production inspectors, testers, samplers. and weighers
712
379
361
471
351
323
Production inspectors, checkers, and examiners
513
407
254
499
259
346
Graders and sorters, except agricultural
144
265
65
279
79
258
Transportation and material moving occupations
4,254
476
3,982
486
272
350
Motor vehicle operators
3,052
473
2,836
484
216
345
Supervisors
73
583
60
634
14
(¹)
Truck drivers
2,396
481
2,314
485
82
359
Drivers--sales workers
146
506
139
515
6
(¹)
Bus drivers
287
396
184
468
103
329
Taxicab drivers and chauffeurs
119
374
109
381
10
(¹)
Transportation occupations. except motor vehicles
181
691
178
696
3
(¹)
Rail transportation
116
740
114
742
2
(1)
Water transportation
65
586
64
592
1
(1)
Material moving equipment operators
1,021
461
968
469
53
374
Operating engineers
226
516
219
518
7
(¹)
Crane. and tower operators
76
552
74
558
2
(¹)
Excavating and loading machine operators
66
487
66
487
Industrial truck and tractor equipment operators
505
417
472
420
33
(¹)
Handlers, equipment cleaners, helpers, and laborers
3,747
330
3,105
343
642
295
Helpers, construction and extractive occupations
100
311
95
308
4
(¹)
Helpers, construction trades
91
308
87
305
4
(1)
Construction laborers
698
372
676
377
22
(¹)
Freight, stock, and material handlers
1,200
327
957
340
243
288
Stock handlers and baggers
551
282
399
292
152
262
Machine feeders and offbearers
58
328
30
(¹)
28
(¹)
Garage and service station related occupations
122
276
119
275
4
(¹)
Vehicle washers and equipment cleaners
201
292
180
296
21
(¹)
Hand packers and packagers
219
310
95
316
124
302
Laborers, except construction
1,136
342
922
360
214
298
Farming, forestry. and fishing
1,502
294
1,326
300
176
255
Farm operators and managers
83
442
72
461
11
(1)
Farm managers
64
493
55
520
8
(¹)
Other agricultural and related occupations
1,353
285
1,190
291
163
249
Farm occupations. except managerial
636
271
562
278
73
229
Farm workers
591
265
527
271
63
221
Related agricultural occupations
717
298
627
303
90
271
Supervisors, related agricultural
69
417
68
418
Groundskeepers and gardeners, except farm
542
294
520
294
21
(¹)
Animal caretakers, except farm
55
292
19
(1)
36
(¹)
Graders and sorters, agricultural products
51
257
20
(¹)
31
(1)
Forestry and logging occupations
57
443
55
440
2
(1)
1
Data not shown where base is less than 50,000.
Dash-represents zero or rounds to zero
210
ORGANIZATIONS
National Committee on Pay Equity (in Washington, DC): 331-7343-- Kelly Jenkins
Administration of
498
Apr. 10 / Administration of William J. Clinton, 1997
nities because of sex, race, color, religion,
to give a special
of the Civil Rights Act were signed into law,
women working full-time and year round in
age, national origin, or disability.
Catering Compar
The Department of Labor's Office of Fed-
night. [Laughter]
the United States, on average, still earn only
I have come hi
71 percent of the wages earned by men. This
eral Contract Compliance Programs enforces
means that, for the 1996 calendar year, the
nondiscrimination and affirmative action laws
a topic of perenn
wages of the average American female work-
that apply to employers that do business with
something we nev
er will not match those of the average male
the Federal Government, ensuring that Gov-
thing about. Ano
worker until April 11 of this year.
ernment contractors prevent and remedy dis-
would even say
crimination and resolve matters of pay eq-
the rarified elitè V
Although the pay gap has narrowed over
the past two decades, unfair pay practices
uity.
those who report
persist in many U.S. business sectors. Paying
It is vital that we aggressively enforce our
just let me say thi
a woman less than a male co-worker with
pay. equity laws. Women deserve to be re-
[Laughter] You kt
equal skills and job responsibilities hurts that
warded on an equal basis for their contribu-
to you in the nev
woman and her family-not only in imme-
tions to the American work force.
ago-[laughter]-
diate material benefit, butvalso in her ability
Now, Therefore, I, William J. Clinton,
Greenspan, only e
to invest and save for retirement. Working
President of the United States of America,
I want all of y
women deserve-and are demanding-fair
by virtue of the authority vested in me by
cently, I had plai
and equal pay for their time spent on the
the Constitution and laws of the United
entrance to this di
job: Over a quarter of a million women sur-
States of America, do hereby proclaim April
George Bush sto
veyed by the Department of Labor indicated
11, 1997, as National Pay Inequity Awareness
I mean, look at th
that "improving pay scales" is one of their
Day. I call upon Government officials, law
he jumps out of
highest priorities in bringing fairness to the
enforcement agencies, business and industry
lands without a S
workplace.
leaders, educators, and all the people of the
inches, and I'm
To address this problem, my Administra-
United States to recognize the full value of
It's ridiculous.
tion has moved on several fronts simulta-
the skills and contributions of women in the
Now, as you Il
neously: I signed the increase in the mini-
labor force.
knee adds compli
mum wage into law, initiated a pension edu-
In Witness Whereof, I have hereunto set
fact, you know, ji
cation campaign, strengthened equal em-
my hand this tenth day of April, in the year
over here tonight
ployment law. enforcement, and created a
of our Lord nineteen hundred and ninety-
seen, my Press
Women's Bureau Fair Pay Clearinghouse at
seven, and of the Independence of the Unit-
just handed me
the Department of Labor, which dissemi-
ed States of America the two hundred and
reports, former Pr
nates information on working women's wages
twenty-first.
gee jumped off
and occupations and on organizations that
William J. Clinton
[Laughter]
are active in improving women's wages. In
That reminds
addition, my Administration, with over 200
[Filed with the Office of the Federal Register,
make another an
private-sector partners, has formed the
8:45 p.m., April 14, 1997]
Murphy has aske
American Savings Education Council to edu-
NOTE: This proclamation will be published in the
Radio and Televi:
cate women and men on how they can ensure
Federal Register on April 15.
ciation has decide
their financial independence in retirement.
the Democratic
Together with renewed attention focused on
[Laughter] That
the reality of pay inequity and what it means
Remarks at the Radio and Television
your $1,000 refur
for working women across the country, these
Correspondents Association Dinner
tonight. [Laughter
initiatives create real opportunities for em-
April 10, 1997
You know, I'm
ployers, working women, and organizations
fundraising storie
to develop new and effective approaches that
The President. Thank you. Thank you
am, I'm doing th
achieve pay equity.
very much. Thank you very much, ladies and
American people
Strong enforcement of equal employment
gentlemen. Members of Congress, members
with all this ruckus
laws also plays a critical role in resolving un-
of the press, fellow sufferers-[laughter]-
we have to work
fair pay. The Equal Employment Oppor-
I would like to thank the Radio and Tele-
of be heard thro
tunity Commission enforces laws that make
vision Correspondents Association for invit-
worked up a few
it illegal to discriminate in wages, or to limit
ing me this evening. I want to give Terry
or segregate job applicants or employees in
Murphy a special thanks for the kind intro-
might break throw
any way that would deprive them of opportu-
duction, and also, given my condition, I'd like
judge. After all, it'
que
C
Bruce N. Reed
12/11/97 06:37:09 PM
Record Type:
Record
To:
Elena Kagan/OPD/EOP, Paul J. Weinstein Jr./OPD/EOP, Thomas L. Freedman/OPD/EOR
cc:
Subject: Enforcing Civil Rights
Where are we on pay equity?
Forwarded by Bruce N: Reed/OPD/EOP on 12/11/97 06:37 PM
C
Ann F. Lewis
12/11/97 04:43:39 PM
Record Type: Record
To:
Bruce N. Reed/OPD/EOP, Gene B. Sperling/OPD/EOP
cc:
Sylvia M. Mathews/WHO/EOP, Audrey T. Haynes/WHO/EOP
Subject: Enforcing Civil Rights
In developing the Civil Rights Enforcement Initiative , it is important that we also consider an
explicit commitment to enforcing the equal pay laws --something we know that working women are
very concerned with. The question of fair pay --or more accurately , discrimination in pay comes
up in every report of womens concerns ,a nd beacuse the bottom line is family income, is also
popular with working men. "Pay equity" is high on the list in discussion of a common Democratic
agenda, with several bills already introduced by Democratic leaders.
While no one thinks these bills will get very far, being able to show that we take the concept of
faix pay seriously will be very helpful. Some of the ideas suggested include a hot line to report pay
discrimination, and a "Swat Team" to enforce it I can't see any conflict at all with the proposals
you have suggested -- seems that it would go well
Tem- So what's are The The us Pit (cr
what How does wv policy
40+)? etc.
Elec
pay equity
Bruce N. Reed
12/11/97 06:37:09 PM
Record Type:
Record
To:
Elena Kagan/OPD/EOP, Paul J. Weinstein Jr./OPD/EOP, Thomas L. Freedman/OPD/EOP
cc:
Subject: Enforcing Clvil Rights
Where are we on pay equity?
Forwarded by Bruce N. Reed/OPD/EOP on 12/11/97 06:37 PM
Ann F. Lewis
12/11/97 04:43:39 PM
Record Type:
Record
To:
Bruce N. Reed/OPD/EOP, Gene B. Sperling/OPD/EOP
cc:
Sylvia M. Mathews/WHO/EOP, Audrey T. Haynes/WHO/EOP
Subject: Enforcing Civil Rights
In developing the Civil Rights Enforcement Initiative , it is important that we also consider an
explicit commitment to enforcing the equal pay laws --something we know that working women are
very concerned with. The question of fair pay --or more accurately, discrimination in pay -- comes
up in every report of womens concerns ,a nd beacuse the bottom line is family income, is also
popular with working men. "Pay equity" is high on the list in discussion of a common Democratic
agenda, with several bills already introduced by Democratic leaders.
While no one thinks these bills will get very far, being able to show that we take the concept of
fair pay seriously will be very helpful. Some of the ideas suggested include a hot line to report pay
discrimination, and a "Swat Team" to enforce it I can't see any conflict at all with the proposals
you have suggested -- seems that it would go well
Tem- So what's are The The us Pit (cr
when How does wv POLICY
40+)? etc.
Elec
MEMORANDUM
TO:
ToM FREEDMAN, MARY SMITH
FROM:
JULIE MIKUTA
RE:
GENDER WAGE GAP
DATE:
JULY 21, 1997
SUMMARY
This memo provides an overview of statistics, research and pending legislation that addresses
wage inequality between men and women who work in the same job. Attached is a table from the
Dept of Labor's Wages and Employment Annual Averages which gives information about weekly
earnings by "detailed" occupation and gender.
I. STATISTICS
According to 1996 Bureau of Labor Statistics Annual Averages of Employment and Earnings
(attached) women who worked in the same occupations as men very often receive less pay.
II. WHAT THIS ADMINISTRATION HAS DONE
National Pay Equity Awareness Day was held on April 11, 1997. (This date was selected because
the average woman had to work all of 1996 and until 4/11/97 to make what the average man
earned in 1996.) President Clinton issued a proclamation which:
cited a 1994 Dept of Labor survey of over 250,000 women who indicated that "improving pay
scales" is one of their highest priorities;
recognized that the President created the Women's Bureau Fair Pay Clearinghouse at the
Dept of Labor (which disseminates information on women's wages and examples of
organizations that have been successful in reducing/eliminating pay disparity); and
called for recognition of the full value of women's work.
III.
WHAT THE RESEARCH SAYS
More progress toward fair pay has been made in the public sector than in the private sector, due
to a variety of reasons including: wages and job descriptions of government employees is public
information; laws governing collective bargaining and the civil service often refer to the
importance of equitable pay; pressure from constituents on elected officials may motivate them to
narrow wage gaps. [Dept of Labor Women's Bureau]
A 1994 report on racial and gender wage inequality made to the Glass Ceiling Commission made
these recommendations:
A yearly gender and racial employment equality report card for the nation, localities and
specific industries should be developed and widely distributed.
All federal agencies should take a leadership role in raising the awareness of employees about
discriminatory practices that create wage gaps and glass ceilings (NB: S 487 would require
the DHSS to develop policies regarding the employment of women and do a study on wage
equity).
According to the report, the federal government requires higher standards regarding equal
opportunity of private sector firms than it does of it's own state and local government and
private contractors. For example, a 1991 GAO audit of the Job Training Partnership Act
round that white participants were more likely to get classroom or on-the-job training while
blacks received only job search assistance. Women were less likely than men to get training
for high wage jobs.
There appears to be no central body which does research in this area. The report recommends
the creation of a Labor Market and Employment Equity Research Center, either in a federal
department or a university based research institute.
IV.
PENDING BILLS
1. S.71: Sen. Daschle, 1/21/97, 16 co-sponsors, in Committee since 1/21, "The Paycheck
Fairness Act"
Holds employers liable for compensatory or punitive damages, as well as back wages, if they
are found to have discriminated in pay. (See description of current law below.)
Requires that employers of 100 or more employees submit pay information to the EEOC
analyzed by race, sex, and national origin of employees.
Makes it illegal for employers to impose gag orders forbidding employees from discussing
their pay levels with co-workers.
Directs the Secretary of Labor to educate the general public on means available to eliminate
pay disparities between men and women, including convening of a national summit.
Establishes a national award for businesses that make substantial effort to eliminate gender-
based pay discrimination.
Sen. Daschle sent a draft to Sen. Lott's office seeking bipartisan support. The resolution does not
call for any of the more controversial methods of repairing the wage gap. It was returned covered
with these types of changes: "whereas many families are forced to depend on the pay of working
women" (original version), was changed to "whereas many families are forced to depend on the
pay of working women because of burdensome federal regulations that drain 1.3 trillion dollars
from the economy every year." The Washington Post was sent a copy of the marked-up version
and ran a story on 4/18/97.
2. S.232: Sen Harkin, 1/29/97, 7 co-sponsors, in committee, "The Fair Pay Act"
Prohibits pay discrimination for jobs that are equal in skill, effort, responsibility and working
conditions (i.e. compares job value)
3. S 487, Sen Mikulski, 3/20/97, 3 co-sponsors, in committee (and H.R. 304- Rep Slaughter; 19
co-sponsors)
Establishes policies for the DHHS on matters relating to the employment of women scientists.
Provides for a study and report on pay equity.
V. CURRENT LAW
The Equal Pay Act of 1963 prohibits unequal pay for equal or "substantially equal" work
performed by men and women. It holds employers liable for unpaid wages and limited damages if
they discriminate. Suits have been hard to bring, in large part because the EEOC has been
underfunded and has a chronic backlog.
Title VII of the Civil Rights Act of 1964 prohibits wage discrimination on the basis of race, color,
sex, religion, national origin or disability.
HOUSEHOLD DATA
FROM 1976 annual averages
ANNUAL AVERAGES
reprinted in Jan 1997
39. Median weekly earnings of full-time wage and salary workers by detailed occupation and sex
"Employment & Earnings
(Numbers in thousands)
1996
Both sexes
Men
Women
Occupation
Number
Median
Number
Median
Number
Median
of
weekly
of
weekly
of
weekly
workers
earnings
workers
earnings
workers
earnings
Total, 16 years and over
90,918
$490
51,895
$557
39,023
$418
Managerial and professional specialty
27,222
718
13,934
852
13,288
616
Executive, administrative, and managerial
13,300
699
7,187
846
6,113
585
Administrators and officials, public administration
593
753
328
847
265
638
Administrators, protective services
54
621
35
(¹)
19
(¹)
Financial managers
567
782
253
979
314
635
Personnel and labor relations managers
120
781
60
1,150
60
658
Purchasing managers
126
799
67
976
58
659
Managers, marketing. advertising, and public relations
588
912
377
1,043
211
674
Administrators, education and related fields
550
804
258
956
292
657
Managers, medicine and health
607
685
157
988
450
610
Managers, food serving and lodging establishments
908
458
487
516
421
391
Managers, properties and real estate
314
548
141
620
173
481
Management-related occupations
3,622
622
1,519
749
2,103
567
Accountants and auditors
1,269
630
547
771
722
561
Underwriters
97
603
31
(1)
66
588
Other financial officers
614
665
277
845
337
606
Management analysts
159
760
81
940
78
716
Personnel, training, and labor relations specialists
371
622
127
707
245
597
Buyers, wholesale and retail trade, except farm products
155
575
75
639
80
478
Construction inspectors
61
648
57
670
4
(1)
Inspectors and compliance officers, except construction
232
695
152
750
80
606
Professional specialty
13,922
730
6,747
857
7,175
647
Engineers, architects, and surveyors
1,957
938
1,776
954
181
787
Architects
93
760
75
799
18
(1)
Engineers
1,844
949
1,685
963
158
793
Aerospace engineers
73
1,097
70
1,099
3
(¹)
Chemical engineers
92
1,012
80
1,064
12
(1)
Civil engineers
217
884
198
899
18
(¹)
Electrical and electronic engineers
567
994
521
1,002
46
(¹)
Industrial engineers
247
841
216
863
31
(1)
Mechanical engineers
335
956
311
969
24
(1)
Mathematical and computer scientists
1,192
883
826
929
366
790
Computer systems analysts and scientists
968
891
694
931
274
813
Operations and systems researchers and analysts
191
815
112
889
80
737
Natural scientists
462
762
325
822
137
674
Chemists, except biochemists
139
851
96
900
43
(¹)
Biological and life scientists
101
698
64
738
37
(1)
Medical scientists
59
659
30
(1)
30
(1)
Health diagnosing occupations
469
1,090
336
1,256
153
763
Physicians
426
1,133
295
1,378
131
602
Health assessment and treating occupations
2,005
703
342
766
1,663
692
Registered nurses
1,410
697
120
729
1,290
695
Pharmacists
131
992
81
1,047
51
931
Dietitians
77
478
7
(¹)
69
484
Therapists
337
672
106
658
231
678
Respiratory therapists
76
636
36
(1)
40
(¹)
Physical therapists
83
757
35
(1)
48
(¹)
Speech therapists
68
689
5
(1)
64
692
Physicians' assistants
51
806
28
(1)
23
(1)
Teachers, college and university
566
870
351
937
215
765
Teachers, except college and university
3,740
641
1,023
723
2,718
613
Teachers, prekindergarten and kindergarten
357
361
7
(1)
350
358
Teachers, elementary school
1,617
662
278
719
1,339
648
Teachers, secondary school
1,101
697
498
760
603
643
Teachers, special education
301
646
48
(1)
252
652
Counselors, educational and vocational
219
689
64
799
155
659
Librarians, archivists, and curators
139
654
28
(1)
111
640
Librarians
123
660
21
(¹)
102
649
Social scientists and urban planners
278
673
127
736
152
642
Economists
123
715
53
871
69
654
Psychologists
124
633
53
668
71
589
Social, recreation, and religious workers
1,134
513
545
577
589
485
Social workers
641
524
204
591
437
507
Recreation workers
85
343
23
(1)
62
314
Clergy
314
534
278
540
36
(1)
Lawyers and judges
559
1,150
369
1,258
191
970
Lawyers
530
1,149
343
1,261
187
970
See footnotes at end of table.
206
HOUSEHOLD DATA
ANNUAL AVERAGES
39. Median weekly earnings of full-time wage and salary workers by detailed occupation and sex - Continued
(Numbers in thousands)
1996
Both sexes
Men
Women
Occupation
Number
Median
Number
Median
Number
Median
of
weekly
of
weekly
of
weekly
workers
earnings
workers
earnings
workers
earnings
Writers, artists, entertainers, and athletes
1,181
614
635
728
546
529
Technical writers
59
787
35
(1)
23
(1)
Designers
375
592
195
767
180
441
Actors and directors
75
620
44
(¹)
31
(1)
Painters, sculptors, craft artists, and artist printmakers
91
517
52
532
39
(1)
Editors and reporters
212
688
106
756
106
608
Public relations specialists
132
660
53
908
79
586
Technical, sales, and administrative support
26,116
441
9,988
567
16,128
394
Technicians and related support
3,215
573
1,662
650
1,553
498
Health technologists and technicians
1,172
482
263
537
909
470
Clinical laboratory technologists and technicians
296
520
87
578
209
508
Radiologic technicians
106
559
37
(1)
70
557
Licensed practical nurses
294
468
14
(1)
280
466
Engineering and related technologists and technicians
834
605
683
621
151
542
Electrical and electronic technicians
341
610
300
622
41
(¹)
Drafting occupations
209
601
166
608
43
(¹)
Surveying and mapping technicians
58
461
53
459
5
(1)
Science technicians
221
519
140
598
81
443
Biological technicians
66
485
28
(1)
39
(1)
Chemical technicians
79
599
58
648
21
(')
Technicians, except health, engineering, and science
988
706
576
806
412
611
Airplane pllots and navigators
68
1,138
87
1,143
2
(1)
Computer programmers
518
772
363
797
156
741
Legal assistants
245
549
36
(¹)
208
545
Sales occupations
9,041
474
5,114
589
3,927
353
Supervisors and proprietors
2,969
519
1,845
608
1,124
415
Sales representatives, finance and business services
1,583
607
866
727
717
485
Insurance sales
416
606
212
767
205
471
Real estate sales
306
605
149
695
157
510
Securities and financial services sales
273
747
179
977
94
541
Advertising and related sales
131
500
53
607
78
421
Sales occupations, other business services
457
582
273
631
184
486
Sales representatives, commodities, except retail
1,329
694
1,005
735
324
583
Sales workers, retail and personal services
3,136
299
1,390
386
1,746
258
Sales workers, motor vehicles and boats
251
593
230
597
22
(1)
Sales workers, apparel
163
265
39
(¹)
123
260
Sales workers, furniture and home furnishings
119
403
77
406
42
(1)
Sales workers, radio, television, hi-fi, and appliances
155
423
123
426
32
(!)
Sales workers, hardware and building supplies
171
372
134
399
36
E
Sales workers, parts
139
409
122
427
17
(1)
Sales workers, other commodities
674
298
260
340
414
273
Sales/counter clerks
84
303
37
(1)
47
(1)
Cashiers
1,215
247
289
274
926
240
Street and door-to-door sales workers
106
372
46
(¹)
60
398
Administrative support, including clerical
13,860
405
3,212
469
10,648
391
Supervisors
634
557
261
624
374
506
General office
356
541
121
638
235
503
Financial records processing
79
604
13
(1)
66
576
Distribution, scheduling, and adjusting clerks
168
541
106
553
61
509
Computer equipment operators
332
430
139
538
194
401
Computer operators
329
433
139
538
191
403
Secretaries, stenographers, and typists
2,907
404
63
389
2,844
404
Secretaries
2,401
406
36
(1)
2,365
406
Stenographers
55
412
6
(1)
49
(1)
Typists
451
395
21
(1)
430
397
Information clerks
1,273
345
145
367
1,127
343
Interviewers
115
356
11
(1)
104
364
Hotel clerks
73
267
20
(¹)
52
267
Transportation ticket and reservation agents
209
421
64
458
146
397
Receptionists
633
333
18
(¹)
615
333
Records processing. except financial
651
387
152
396
498
383
Order clerks
184
455
51
466
132
451
Personnel clerks, except payroll and timekeeping
58
445
11
(1)
47
(1)
File clerks
203
328
57
334
146
325
Records clerks
149
389
23
(1)
126
383
See footnotes at end of table.
207
HOUSEHOLD DATA
ANNUAL AVERAGES
39. Median weekly earnings of full-time wage and salary workers by detailed occupation and sex - Continued
(Numbers in thousands)
1996
Both sexes
Men
Women
Occupation
Number
Median
Number
Median
Number
Median
of
weekly
of
weekly
of
weekly
workers
earnings
workers
earnings
workers
earnings
Financial records processing
1,503
403
166
439
1,338
400
Bookkeepers, accounting, and auditing clerks
1,081
399
110
450
971
396
Payroll and timekeeping clerks
145
444
16
(¹)
129
441
Billing clerks
141
397
20
(1)
121
399
Billing, posting, and calculating machine operators
87
395
12
(¹)
75
391
Duplicating. mail and other office machine operators
60
362
22
(1)
39
(¹)
Communications equipment operators
140
376
17
(1)
123
367
Telephone operators
126
363
13
(1)
112
359
Mail and message distributing
815
599
526
628
289
521
Postal clerks, except mail carriers
283
643
159
673
124
612
Mail carriers, postal service
284
678
207
684
76
646
Mail clerks, except postal service
151
339
80
383
72
314
Messengers
98
360
80
366
17
(1)
Material recording, scheduling. and distributing clerks
1,642
412
953
444
689
379
Dispatchers
218
471
113
518
105
420
Production coordinators
191
517
89
618
101
462
Traffic, shipping, and receiving clerks
550
367
395
382
155
339
Stock and inventory clerks
432
429
245
470
188
366
Meter readers
53
434
43
(¹)
10
(¹)
Expediters
137
361
43
(1)
94
346
Adjusters and investigators
1,372
438
344
532
1,029
416
Insurance adjusters, examiners, and investigators
377
506
106
649
271
458
Investigators and adjusters, except insurance
763
415
184
486
579
400
Eligibility clerks, social welfare
103
455
14
(¹)
88
441
Bill and account collectors
129
407
39
(1)
91
406
Miscellaneous administrative support occupations
2,531
369
426
426
2,105
358
General office clerks
510
372
108
423
402
361
Bank tellers
279
315
26
(¹)
253
313
Data-entry keyers
566
366
79
407
488
360
Statistical clerks
83
397
8
(1)
74
392
Teachers' aides
331
273
29
(1)
302
272
Service occupations
9,957
305
4,958
357
5,000
273
Private household
365
212
19
(1)
346
213
Child care workers
136
198
2
(1)
134
196
Cleaners and servants
214
220
16
(¹)
198
221
Protective services
1,902
538
1,627
562
275
439
Supervisors
176
742
159
773
18
(¹)
Police and detectives
93
793
81
845
12
(1)
Firefighting and fire prevention
221
653
216
657
5
(¹)
Firefighting
206
658
204
661
4
(1)
Police and detectives
939
606
797
616
141
520
Police and detectives, public service
549
667
481
679
68
617
Sheriffs, balliffs, and other law enforcement officers
127
513
107
517
20
(¹)
Correctional institution officers
263
513
210
541
53
449
Guards
566
333
455
343
111
295
Guards and police, except public service
531
336
440
343
91
302
Service occupations, except private household and protective
7,690
285
3,312
304
4,379
272
Food preparation and service occupations
2,839
265
1,496
278
1,343
253
Supervisors
234
312
93
357
141
294
Bartenders
177
310
82
378
96
277
Waiters and waitresses
518
271
155
308
363
253
Cooks, except short order
1,221
264
792
279
430
242
Food counter, fountain, and related occupations
71
217
23
(1)
49
(¹)
Kitchen workers, food preparation
105
264
36
(1)
69
265
Waiters' and waitresses' assistants
208
259
124
239
84
278
Miscellaneous food preparation occupations
304
231
192
226
112
239
Health service occupations
1,688
299
231
342
1,457
293
Dental assistants
128
361
2
(1)
126
359
Health aides, except nursing
237
314
50
355
187
306
Nursing aides, orderlies, and attendants
1,323
292
179
339
1,144
286
Cleaning and building service occupations
2,140
298
1,325
321
815
266
Supervisors
148
391
102
468
46
(¹)
Maids and housemen
455
264
96
300
359
253
Janitors and cleaners
1,476
301
1,069
313
407
272
Pest control
55
421
53
421
2
(1)
Personal service occupations
1,024
291
260
360
764
276
Hairdressers and cosmetologists
274
292
32
(¹)
242
288
Attendants, amusement and recreation facilities
103
348
67
364
46
(¹)
Public transportation attendants
59
417
11
(1)
48
(1)
See footnotes at end of table.
208
HOUSEHOLD DATA
ANNUAL AVERAGES
39. Median weekly earnings of full-time wage and salary workers by detailed occupation and sex - Continued
(Numbers in thousands)
1996
Both sexes
Men
Women
Occupation
Number
Median
Number
Median
Number
Median
of
weekly
of
weekly
of
weekly
workers
earnings
workers
earnings
workers
earnings
Welfare service aides
57
285
10
(¹)
46
(¹)
Early childhood teachers' assistants
207
231
5
(1)
202
230
Precision production, craft, and repair
11,020
540
10,076
560
944
373
Mechanics and repairers
3,834
568
3,672
571
162
510
Supervisors
212
707
193
712
18
(¹)
Mechanics and repairers, except supervisors
3,622
559
3,479
563
144
502
Vehicle and mobile equipment mechanics and repairers
1,443
524
1,432
524
11
(¹)
Automobile mechanics
644
478
638
480
6
(1)
Bus, truck, and stationary engine mechanics
300
545
299
545
1
(¹)
Aircraft engine mechanics
131
720
130
722
1
(1)
Automobile body and related repairers
144
463
141
459
3
(1)
Heavy equipment mechanics
144
613
144
613
Industrial machinery repairers
527
569
513
574
14
(¹)
Electrical and electronic equipment repairers
607
645
533
669
74
542
Electronic repairers, communications and industrial equipment
146
602
139
609
6
(¹)
Data processing equipment repairers
170
573
134
588
37
(¹)
Telephone installers and repairers
163
717
138
746
25
(¹)
Miscellaneous electrical and electronic equipment repairers
64
714
64
713
Heating: air conditioning. and refrigeration mechanics
244
543
240
544
4
(¹)
Miscellaneous mechanics and repairers
784
557
745
569
39
(¹)
Millwrights
86
669
85
665
1
(¹)
Construction trades
3,653
516
3,585
518
68
389
Supervisors
438
662
429
667
10
(¹)
Construction trades, except supervisors
3,215
502
3,157
503
58
388
Brickmasons and stonemasons
111
483
111
483
Carpet installers
51
402
51
402
Carpenters
804
475
795
476
9
(¹)
Drywall installers
122
430
120
436
2
(¹)
Electricians
647
611
633
612
14
(1)
Electrical power installers and repairers
125
710
125
710
Painters, construction and maintenance
270
381
254
392
17
(¹)
Plumbers, pipefitters, steamfitters, and apprentices
434
586
427
586
7
(¹)
Concrete and terrazzo finishers
66
467
65
461
1
(¹)
Insulation workers
53
508
53
508
Roofers
127
363
127
363
Structural metalworkers
58
598
57
600
2
(¹)
Extractive occupations
128
699
124
700
4
(1)
Precision production occupations
3,405
526
2,695
583
710
356
Supervisors
1,141
619
952
650
189
458
Precision metalworking occupations
865
581
798
595
66
367
Tool and die makers
132
716
129
714
2
(¹)
Machinists
481
543
450
555
32
(1)
Sheet-metal workers
118
605
110
612
8
(1)
Precision woodworking occupations
81
395
71
409
10
(1)
Cabinet makers and bench carpenters
55
401
50
407
5
(1)
Precision textile, apparel, and furnishings machine workers
116
346
63
390
52
308
Precision workers, assorted materials
472
368
216
412
256
337
Optical goods workers
53
457
24
(¹)
29
(¹)
Electrical and electronic equipment assemblers
324
340
118
355
206
334
Precision food production occupations
350
354
240
392
109
310
Butchers and meal cutters
221
366
172
402
48
(¹)
Bakers
98
327
60
347
38
(¹)
Precision inspectors, testers, and related workers
135
572
113
603
23
(1)
Inspectors, testers, and graders
126
570
108
601
20
(1)
Plant and system operators
246
634
241
638
5
(1)
Water and sewage treatment plant operators
59
551
57
562
2
(¹)
Stationary engineers
118
621
117
620
1
(1)
Operators, fabricators, and laborers
15,100
391
11,613
422
3,487
307
Machine operators, assemblers, and Inspectors
7,100
380
4,527
437
2,573
307
Machine operators and tenders, except precision
4,605
372
2,918
427
1,686
300
Metalworking and plastic working machine operators
385
436
327
459
58
346
Punching and stamping press machine operators
94
418
76
448
18
(1)
Grinding, abrading, buffing, and polishing machine operators
125
408
106
428
19
(¹)
Metal and plastic processing machine operators
157
401
126
416
31
(¹)
Molding and casting machine operators
99
396
75
409
24
(¹)
Woodworking machine operators
110
373
95
387
15
(¹)
Sawing machine operators
73
355
64
368
9
(1)
See footnotes at end of table.
209
ANNUAL AVERAGES
39. Median weekly earnings of full-time wage and salary workers by detailed occupation and sex - Continued
(Numbers in thousands)
1996
Both sexes
Men
Women
Occupation
Number
Median
Number
Median
Number
Median
of
weekly
of
weekly
of
weekly
workers
earnings
workers
earnings
workers
earnings
356
473
269
500
67
Printing machine operators
395
281
484
250
502
31
Printing press operators
(1)
Textile, apparel. and furnishings machine operators
905
268
221
310
684
257
Winding and twisting machine operators
50
357
19
(1)
31
(1)
535
254
91
287
Textile sewing machine operators
444
249
Pressing machine operators
77
244
18
(¹)
59
230
Laundering and dry cleaning machine operators
128
254
38
(¹)
90
243
Machine operators, assorted materials
2,676
396
1,848
432
828
327
Packaging and filling machine operators
377
313
156
344
222
302
Mixing and blending machine operators
100
383
92
395
8
(¹)
Separating, filtering, and clarifying machine operators
56
609
53
608
3
(¹)
Painting and paint spraying machine operators
191
422
170
441
20
(¹)
Furnace, kiln, and oven operators, exc. food
56
510
52
512
4
(¹)
Slicing and cutting machine operators
157
359
112
407
45
(1)
Photographic process machine operators
57
314
24
(1)
32
(¹)
Fabricators, assemblers, and hand working occupations
1,783
403
1,247
448
536
320
Welders and cutters
555
478
525
482
30
(¹)
Assemblers
1,117
378
648
430
469
322
Production inspectors. testers, samplers, and weighers
712
379
361
471
351
323
Production inspectors, checkers, and examiners
513
407
254
499
259
346
Graders and sorters, except agricultural
144
265
65
279
79
258
Transportation and material moving occupations
4,254
476
3,982
486
272
350
Motor vehicle operators
3,052
473
2,836
484
216
345
73
583
60
634
14
Supervisors
(¹)
Truck drivers
2,396
481
2,314
485
82
359
Drivers--sales workers
146
506
139
515
6
(1)
Bus drivers
287
396
184
468
103
329
Taxicab drivers and chauffeurs
119
374
109
381
10
(¹)
Transportation occupations, except motor vehicles
181
691
178
696
3
(¹)
Rail transportation
116
740
114
742
2
(¹)
Water transportation
65
586
64
592
1
(1)
1,021
461
968
469
53
374
Material moving equipment operators
Operating engineers
226
516
219
518
7
(1)
Crane and tower operators
76
552
74
558
2
(¹)
Excavating and loading machine operators
66
487
66
487
Industrial truck and tractor equipment operators
505
417
472
420
33
(d)
Handlers, equipment cleaners, helpers, and laborers
3,747
330
3,105
343
642
295
Helpers, construction and extractive occupations
100
311
95
308
4
(¹)
Helpers, construction trades
91
308
87
305
4
(1)
Construction laborers
698
372
676
377
22
(¹)
Freight, stock, and material handlers
1,200
327
957
340
243
288
Stock handlers and baggers
551
282
399
292
152
262
Machine feeders and offbearers
58
326
30
(1)
28
(¹)
Garage and service station related occupations
122
276
119
275
4
(¹)
Vehicle washers and equipment cleaners
201
292
180
296
21
(1)
Hand packers and packagers
219
310
95
316
124
302
Laborers, except construction
1,136
342
922
360
214
298
Farming, forestry, and fishing
1,502
294
1,326
300
176
255
83
442
72
461
11
(¹)
Farm operators and managers
Farm managers
64
493
55
520
8
(1)
Other agricultural and related occupations
1,353
285
1,190
291
163
249
Farm occupations. except managerial
636
271
562
278
73
229
Farm workers
591
265
527
271
63
221
Related agricultural occupations
717
298
627
303
90
271
Supervisors, related agricultural
69
417
68
418
Groundskeepers and gardeners, except farm
542
294
520
294
21
(1)
65
292
19
(1)
36
Animal caretakers. except farm
(1)
Graders and sorters, agricultural products
51
257
20
(1)
31
(1)
Forestry and logging occupations
57
443
55
440
2
(1)
1 Data not shown where base is less than 50,000.
Dash represents zero or rounds to zero
210
FROM USDOL/ESA/OFCCP RO 404 347 1684
P.2
5-19-1998 2:04PM
44val
U.S. Department of Labor
Employment Standards Administration
of TAKUM
Office of Federal Contract
Compliance Programs
61 Forsyth Street SW
Atlanta, Georgia 30303
guy
February 18, 1998
sus
MEMORANDUM FOR:
Shirley J. Wilcher
GW
Deputy Assistant Secretary
Carol Gand.
FROM:
Carol A. Gaudin
Regional Director
SUBJECT:
Nomination for EVE Award
SAS Institute Inc.
Cary, NC
I am pleased to nominate SAS Institute Inc. for an EVE Award.
The company is an employer of choice in the Research Triangle Park area. There is an
overall turnover rate of 4% - which drops to 2% for women and 1% for minorities.
The make-up of the employee community at the Institute clearly reflects success in
attracting, retaining, and promoting a diverse population. For instance, the institute
exceeds availability for minority managers by 5.8%, and 30% of vice-presidents are
women. SAS Institute's philosophy is to provide an environment that is responsive to
31% ore
the special needs and requirements of many of the employees. Workplace
accommodations such as schedule adjustments, special equipment, sign language
interpreters, and job restructuring insure that every employee has the opportunity for
growth within the Institute.
College recruitment at historically minority schools, recruitment at minority events at
other universities, scholarships offered to students in technical fields, an extensive student
intern program, active participation in Inroads (an undergraduate internship program for
minority students), and advertisements of open positions through a wide range of
publications and organizations enables SAS Institute to succeed in efforts to attract a
diverse pool of talent to the company. The company awards 14 undergraduate
scholarships annually. In 1997, 57% of the scholarships provided by the Institute
went to minorities and women. Over the past three summers, 27% of the summer
students in the program were minorities, and 49% were women.
All SAS Institute employees attend one or more training programs which address
issues of diversity in the workplace. As part of their training, new managers and newly
promoted managers learn that the Institute places a strong emphasis on commitment to
Equal Opportunity and Affirmative Action. Many employees have attended a new
intensive diversity program being offered as a pilot program by the Institute. Nearly
100% of their workforce has participated in Sexual Harassment Awareness
Working for America's Workforce
5-19-1998 2:05PM
FROM USDOL/ESA/OFCCP RO 404 347 1684
P.3
training. All new hires receive an orientation to the Institute's policies regarding
diversity, affirmative action, and equal employment opportunities; the Institute's zero
tolerance of workplace harassment of any kind is emphasized.
Two departments at the Institute - Corporate Training and Management Education
Administration - are dedicated to providing employees the opportunity to develop the
skills they need to advance in their careers. Training topics include computer
applications. Leadership skills, resume writing and interviewing, and administrative
skills. With nearly 1,200 Management Education Administration participants in 1997,
82% of people attending these courses were women and 11% were minorities.
Mystery
SAS Institute is an active corporate citizen, providing in-kind and cash donations and
volunteers to many area non-profit organizations. They have a history of dedicating a
large portion of their philanthropy efforts to organizations that focus the majority of their
services on women, minorities, or persons with disabilities. In 1997, 64% of the total
philanthropy budget was dedicated to supporting such groups; the 1998 budget
makes a commitment of 69%.
SAS Institute has a simple philosophy when it comes to employees: If you invest in your
employees' professional and personal welfare, everyone wins - the employee and the
company. Ongoing best practice programs like on-site child care and on-site health
care, a fully equipped fitness center, wellness programs, comprehensive health care
benefits, child care and elder care resource and referral, adoption assistance,
generous leave for child birth and adoption, and flexible work schedules all
contribute to the satisfaction and peace of mind of employees who bring with them a
wide range of personal and family needs. A culture of trust, a strong sense of collegiality
and collaboration, and a corporate structure that is responsive to employee input combine
to create a work environment which allows our employees to feel good about working for
SAS Institute.
Finally, SAS Institute has received many awards. Some of their 1997 Awards are:
Best Companies for Working Mothers - Ranked in the top ten by Working Mother
magazine.
100 Best places to Work in America - Ranked #3 by Fortune magazine.
Best Companies for Work and Family - Ranked #4 among non-S&P companies by
Business Week magazine.
20 Better Places to Work Named in Mother Jones magazine's list.
1997 Apple PIE Award - Business Winner for supporting parent involvement in
education from the Partnership for Family Involvement in Education, Teachers
College at Columbia University, and Working Mother magazine.
Tap 50 for women
Your consideration of SAS Institute Inc. for an EVE Award is greatly appreciated.
5-19-1998 2:06PM
FROM USDOL/ESA/OFCCP RO 404 347 1684
P.4
SAS INSTITUTE INC.
1998 EVE A WARD
EXECUTIVE SUMMARY
Software solutions are products of the mind world-class software development intelligence is found
in people regardless of culture, race, disability, veteran status, or gender. However, in order to attract
world-class talent it is vital to recognize and support the diversity in our communities and within our
employee population. With an overall turnover rate of 4% - 2% for women and 1% for minorities -
we have a workforce that demonstrates loyalty to a company that respects them as individuals and
supports them in their personal and professional lives.
SAS Institute is committed to creating a work environment in which employees thrive. For more than 20
years the company has followed a basic corporate belief that the success of our employees is crucial for
the success of the company. Each member of the Institute team plays a vital role in meeting company
goals. Software developers, child care providers, administrative support staff, landscape crew members,
technical support consultants, sales and marketing representatives all are valued as instrumental pieces in
our effort to continue to be the leader in providing business software solutions for companies around the
world.
We have in place programs and policies which support our efforts to create the kind of work
environment that allows women and minorities to succeed personally and professionally. We work
intentionally to tap into the vast array of resources available to provide us with the best talent for our
future success. And we have a culture in which the contributions of all employees are treated as adding
value to the company. In this application, we will specifically address the following practices:
Workforce Information
The make-up of the employee community at the Institute clearly reflects our success in attracting,
retaining, and promoting a diverse population. For instance, the Institute exceeds availability
for minority managers by 5.8%, and 30% of vice-presidents are women. We recognize the
importance of incorporating diversity in all levels of the company, from top-level executives to
our service support employees. SAS Institute's philosophy is to provide an environment that is
responsive to the special needs and requirements of many of our employees. Workplace
accommodations such as schedule adjustments, special equipment, sign language interpreters,
and job restructuring insure that every employee has the opportunity for growth within the
Institute.
Recruitment
College recruitment at historically minority schools, recruitment at minority events at other
universities, scholarships offered to students in technical fields, an extensive student intern
program, active participation in Inroads (an undergraduate internship program for minority
students), and advertisements of open positions through a wide range of publications and
organizations enables SAS Institute to succeed in efforts to attract a diverse pool of talent to the
company. The company awards 14 undergraduate scholarships annually, three of which were
created specifically to benefit minority students. In 1997, 57% of the scholarships provided by
the Institute went to minorities and women. Through our summer student employee program,
we lay the groundwork for a diverse workforce in the future. Over the past three summers, 27%
of the students in the program were minorities, and 49% were women.
5-19-1998 2:07PM
FROM USDOL/ESA/OFCCP RO 404 347 1684
P.5
Training All SAS Institute employees attend one or more training programs which address issues of
diversity in the workplace. As part of their training, new managers and newly promoted
managers learn that the Institute places a strong emphasis on our commitment to Equal
Opportunity and Affirmative Action. Many employees have attended a new intensive diversity
program being offered as a pilot program by the Institute. Nearly 100% of our workforce has
participated in Sexual Harassment Awareness training. And all new hires receive an
orientation to the Institute's policies regarding diversity, affirmative action, and equal
employment opportunities; the Institute's zero tolerance of workplace harassment of any kind is
emphasized.
Opportunities/Support for Advancement
Two departments at the Institute - Corporate Training and Management Education
Administration - are dedicated to providing employees the opportunity to develop the skills they
need to advance in their careers. Training topics include computer applications, leadership skills,
resume writing and interviewing, and administrative skills. With nearly 1,200 Management
Education Administration participants in 1997, 82% of people attending these courses were
women and 11% were minorities.
Outreach SAS Institute is an active corporate citizen, providing in-kind and cash donations and volunteers
to many area non-profit organizations. We have a history of dedicating a large portion of our
philanthropy efforts to organizations that focus the majority of their services on women,
minorities, or persons with disabilities. In 1997, 64% of the total philanthropy budget was.
dedicated to supporting such groups; the 1998 budget makes a commitment of 69%.
Corporate Environment
SAS Institute has a simple philosophy when it comes to employees: If you invest in your
employees' professional and personal welfare, everyone wins - the employee and the company.
Ongoing best practice programs like on-site child care and on-site health care, a fully equipped
futness center, wellness programs, comprehensive health care benefits, child care and elder
care resource and referral, adoption assistance, generous leave for child birth and adoption,
and flexible work schedules all contribute to the satisfaction and peace of mind of employees
who bring with them a wide range of personal and family needs. A culture of trust. a strong
sense of collegiality and collaboration, and a corporate structure that is responsive to employee
input combine to create a work environment which allows our employees to feel good about
working for SAS Institute.
SAS Institute Inc.
1997 Honors
Best Companies for Working Mothers
Ranked in the top ten by Working Mother magazine
100 Best Places to Work in America
Ranked #3 by Fortune magazine
Best Companies for Work and Family
Ranked #4 among non-S&P companies by Business Week magazine
20 Better Places to Work
Named in Mother Jones magazine's list
1997 Apple PIE Award
Business Winner for supporting parent involvement in education
from the Partnership for Family Involvement in Education.
Teachers College at Columbia University. and Working Mother magazine
5-19-1998 2:08PM
FROM USDOL/ESA/OFCCP RO 404 347 1684
P.7
SAS INSTITUTE
INC
Section D-EMPLOYMENT DATA
Employment at this estabilshment-Report all permanent full-time and part-time employees including apprentices and on-the
job trainees unless specifically excluded as set forth In the Instructions. Enter the appropriate figures on all lines and in all
columns. Blank spaces will be considered as zeros.
NUMBER OF EMPLOYEES
MALE
OVERALL
FEMALE
JOB
TOTALS
WHITE
BLACK
HISPANIC
ASIAN OR
CATEGORIES
(SUM OF
AMERICAN
WHITE
BLACK
HISPANIC
ASIAN OR
AMERICAN
(NOT OF
(NOT OF
PACIFIC
INDIAN OR
COL B
(NOT OF
(NOT OF
PACIFIC
INDIAN
HISPANIC
HISPANIC
ISLANDER
ALASKAN
HISPANIC
HISPANIC
ISLANDER
OR ALASKAN
THRU KJ
ORIGIN)
ORIGIN)
NATIVE
ORIGIN)
ORIGIN)
NATIVE
A
8
C
D
E
F
G
H
I
1
K
ficials and
372
Managers
1
176
7
2
6
169
8
4
ofessionals
2
1450
682
31
-6
35
619
37
7
30
3
chnicians
3
91
51
4
2
2
25
7
Workers
4
fice and
Merical
5
296
26
5.
229
31
1
2
1
Workers
killed)
6
peratives
eml-Skilled)
7
aborers
nskilled)
8
Workers
9
174
31-
17
87
36
3
TOTAL
10
2383
966 :
64
10
44
1129
119
8
39
4
Total employment
reported in previous
2065
861
54
11
39
11
0
970
EE0-1 report
89
5
34
2
NOTE: Omit questions 1 and 2 on the Consolidated Report.
Date(s) of payroll period used:
2. Does this establishment employ apprentices?
1
Yes
2
No
Section E-ESTABLISHMENT INFORMATION (Omit on the Consolidated Report)
What is the major activity of this establishment? (Be specific, i.e., manufacturing steel castings, retail grocer. wholesale
OFFICE
plumbing supplies, title Insurance, etc. Include the specific type of product or type of service provided. as well as the
USE
principal business or Industrial activity.)
ONLY
SIC=7371=Com puter ogramming services
« PLEASE CORRECT. NARRATIVE IF INCORRECT. >>>
&
Section F-REMARKS
Use this item to give any identification data appearing on last report which differs from that given above, explain major
changes in composition of reporting units and other pertinent information.
Section G-CERTIFICATION (See Instructions G)
eck
1
All reports are accurate and were prepared In accordance with the instructions (check on consolidated only)
e
me of Certifying Official
2 & This report is accurate and was prepared In accordance with the Dathin instructions.
Title
Signature
Date
vid Russo
V.P. Human Resources
25Sep97
me of person to contact regarding
Address (Number and Street)
9 report (Type or print)
ehhanie Stringer
SAS Campus Drive
e
City and State
ZIP Code
Telephone Number (Including
Extension
O/AA Consultant
Cary, NC
27513
919-677-8000 Area Code)
7890
All reports and Information obtained from Individual reports will be kept confidential as required by Section 709(e) of Title VII.
WILLFULLY FALSE STATEMENTS ON THIS REPORT ARE PUNISHABLE BY LAW. U.S. CODE. TITLE 18, SECTION 1001.
5-19-1998 2:09PM
FROM USDOL/ESA/OFCCP RO 404 347 1684
P.8
Facts
SAS Institute Inc.
Incorporated in 1976, SAS Institute is the world's largest privately held software
company with more than 4,600 employees worldwide. Some 3.5 million users at
more than 30,000 customer sites around the globe are using SAS® software and
solutions to achieve a competitive advantage through better business decision
making. The Institute's customers cross the lines of industry, government, and
education and are among the most successful businesses in the world, including
more than 97 percent of Fortune 100 businesses.
SAS Institute marked its twentieth year in business by continuing an unbroken
record of double-digit revenue increases in 1996, 16 percent over 1995 revenues.
The Institute continues to lead the industry in percentage of revenue reinvested in
research and development at 32 percent.
SAS Institute employees work in an environment that fosters and encourages the
integration of the Institute's business objectives with their personal needs. With
employee turnover at only five percent, SAS Institute reaps the rewards of
unprecedented employee loyalty and the benefit of the most talented minds in the
industry. Programs and facilities at its Cary, N.C., headquarters include three
child care centers, an elder care information and referral program, employee
health center, wellness programs, 26,000 square-foot recreation and fitness
facility, and many other work-life programs.
The Institute's work-life initiatives and unique corporate culture continue to
receive accolades on the national level. For the eighth consecutive year, SAS
Institute was recognized by Working Mother magazine as one of the "100 Best
Companies for Working Mothers." The Institute is also listed as one of the best
places to work in America by the authors of the latest edition of The 100 Best
Companies to Work For in America.
An active Corporate Philanthropy program transcends the spirit of SAS Institute
as a supportive, caring environment into the community. The Institute provides
donations and time to a wide range of non-profit organizations focused on
enriching our communities through the promotion of education, the arts,
environmental conservation, community services and medical research.
Employees also raise money on their own, donate food and clothes, and perform
countless hours of labor through a variety of organizations.
For further information, please contact Kat Hardy,
Public Affairs,
SAS Institute Inc., 919/677-8000
www.sas.com
5-19-1998 2:08PM
FROM USDOL/ESA/OFCCP RO 404 347 1684
P.6
DATA SUMMARY
1998 EVE AWARD
FOR SAS INSTITUTE INC.
Name, address and telephone of corporation being nominated:
SAS INSTITUTE INC.
SAS CAMPUS DRIVE
CARY, NC 27513
(919) 677-8000 X7801
Name of highest ranking official:
DR. JAMES H. GOODNIGHT. PhD
Name of executive responsible for Human Resources/EEO:
DAVID F. RUSSO
VICE PRESIDENT, HUMAN RESOURCES
Contact People:
KAREN THOMAS-SMITH
STEPHANIE STRINGER
KAT HARDY
HUMAN RESOURCES
HUMAN RESOURCES
CORPORATE COMMUNICATIONS
SAS INSTITUTE INC.
or
SAS INSTITUTE INC.
or
SAS INSTITUTE INC.
SAS CAMPUS DRIVE
SAS CAMPUS DRIVE
SAS CAMPUS DRIVE
CARY, NC 27513
CARY, NC 27513
CARY, NC 27513
(919) 677-8000 X5203
(919) 677-8000 X7890
(919) 677-8000 X5221
FAX (919) 677 - 4444 (919) 677
Number of employees:
3161
Principle Product:
SOFTWARE DEVELOPMENT
Date of last compliance review:
MARCH 7, 1995 (LETTER OF COMPLIANCE ATTACHED)
Copy of employer information report (EEO-1):
ATTACHED
Names of us senators and representatives:
U.S. SENATORS:
LAUCH FAIRCLOTH
JESSE HELMS
U.S. REPRESENTATIVE:
DAVID PRICE
SAS INSTITUTE INC.
Karen Thomas-Smith
Human Resources
SAS Campus Drive
Cary, NC 27513
Phone: 919/677-8000
Fax: 919/677-4444
FAX TRANSMISSION COVER SHEET
Date:
02 Jun 98
To:
Many Smith
Fax: 202/456-7431
Re:
YOU SHOULD RECEIVE 6 PAGE(S), INCLUDING THIS COVER SHEET.
Please call if you have
any additional question
6 GREAT FREEZE-AHEAD FAMILY MEALS WHY K DS NEED PR VACY
SPECIAL WorkingMother ISSUE
MASSA
10> OCTOBER1997
USA$2.95 CANADA$3.95
TWELFTH ANNUAL SURVEY
70989 36570
BEST COMPANIES
0
FOR WORKING MOTHERS
100
women's advancement
Three near-site centers in
outside of headquarters get their child care subsidized
operating cost of center and school. Before- and after-
Hillsville. VA (Sara Lee Knit Products): Clarksville, NC
at the same rate
school (23). holiday (6) and summer (67) programs.
(Sara Lee Hosiery); and Stamford. CT (Paycex). Tuition
Not one to rest on as aurels SAS has over the past
Backup are Pretax sec-asides (135). R&R (16). Sick-
subsidies. Before- and after-school, holiday and
year. upped adoption aid from $3,000 to 55,000 added
child days: needed (salaried): 10 (hourly).
Work
summer programs, Backup care ac hq Pretax sec-
a scholarship program Scr employees kids (this year ive
at home (10-15). job sharing (2). Flextime (60).
asides. Reimburses child care costs for business Javel
students received 52000 each) and introduce a 10-
Compressed workweeks (10-12). PT (20): benefits: 30
and overtime. R&R. Sick-child days: 2-10 (varies by
week summer camp at one of the on-site centers The
hrs/wk
Leave for childhirch; FMLA plus 12 wks
division),
Work at home. job sharing. Flexdme
cost! Only $100 per child Onsite backup care has also
with some full pay. 1996 leaves 29 (5 men): 13 wks
Compressed workweeks. PT (benefics 20 hrs/wk).
been added in 23 states and DC HQ: SAS Campus
(women). Phase-back for new mothers.Adoption aid
Training for mgrs on alternative schedules.
Leave
Dr. Cary NC 27513.
$5.000; R&R Savings plan. Health insurance (100% of
for childbirth: FMLA only. with some full pay. Phase-
premium for employees: 94% for dependents). Full-
back for new mothers. Paternity leave: I wk paid
THE SEATTLETIMES publishes Searde's evening
time work/family mgr and staff. Elder are R&R
(Coach); days paid (hq).Adoption aict $2-3.000:
newspaper: the second-largest-circulatio evening
This Oregon-based computer company made his
4 wks paid leave (Coach). Profic sharing (not all unics).
daily in the country. Seventh year on our list.
list in 1992 and returns in a much stronger and health
Savings plan (no company match). Company-paid
Employees: 1,969
er position Sales have nearly doubled while the number
SSSS
pension. Scholarships for employees' children. Health
Females: 678 (34%)
of employees has risen by 65 percent And these are
insurance (80% of premium). Full-dime work/family
$
High Entry level: $378/wk
young people raising families. The on-site center now
mgr. Elder are R&R
(derk customer service):
cares for 93 children. up from 75 five years ago; it also
This Chicago-based conglomerate-which makes
$476/wk (zone reporter).
provides before- and after-schock are holday programs
products ranging from Ball Park franks to Playtex
Percent female zenior and
and a summer camp for children ages live E :Q and a
has 1 strong commitment to the advancement of
exec vps 20% (of 5): vps 19%
school covering kindergarten and inst grade the plan is
women who currently make up 19 percent of the top
(of 7); officials and mgrs 36%; profs 46% Highest
to add a grade a year. in the past year a new Work
239 executives with salaries from $130.000 a year.
paid: 28%. Women's support group (17). Measures
Family Community department was created and a
women hold 25 percent of the positions in the next tier
mgrs on women's advancement.
On-site center:
Work/Life task force comprised of employee represen-
of 420 executives whose average annual earnings are
30 children ($560-6 10/mch). Company contributes
tatives set up. Since then more than 20 new programs
$165,000. Sara Lee's general counsel chief financial off-
$36,000 to operating cost of center. Tuition subsi-
have been added or improved. including a child and
cer and treasurer are all women. as are the presidents
dies ($100/mth). Pretax sec-asides (70). Reimburses
elder care referral service a doubling of adoption aid 9
of Sara Lee Hosiery, (Eggs Products and Hanes Hosiery
child care costs for nonroutine business travel Pays
55,000 and a conderge service There is also new inter-
The company has continued to expand programs to
83% of sick-child care costs at nearby hospital. Sick-
est in flexible work options. One employee had to
enable working moms to dimb the corporate tadder
child days: as needed.
F
Work at home. job shar-
move 2000 mêes away to care for an a parent. Instead
while taking care of family needs. Adding to its depen-
ing (15). Rextime. Compressed workweeks. PT
of taking family leave. the employee telecommuted with
dent care padage that includes three near-site centers
(300): benefits: 20 hestwk
Leave for childbirth:
Sequent equipping her with a computer terminal. a
last year Sara Lee doubled the child care reimburse-
FMLA. plus 19 wks, with some full pay. 1996 leaves:
high-speed retwork connection and additional phone
ment for parents who work late or travel out of Down
33 (4 men); Ivg 5.5 mehs (women). Phase-back for
lines. This is one company that certainly cares about its
to $6 an hour. up to 570 a day The company also
new mothers. Savings plan (3% company match up
employees. In 31 states. HQ: 15450 S.W. Koll Pkwy,
8 6% of per). Health insurance (100% of premium).
Beaverton OR 97006-6063.
contracted with Children First to provide backup care
for employees in Chicago. In 50 states and HQ:
Elder are: R&R
First Nadonal Plaza Bldg. Chicago, IL 60602
Rexbility has not been a hallmark of the newspaper
TEXAS INSTRUMENTS, INCORPORATED,
industry. but the Seattle Times demonstrates that it can
is one of the world's targest suppliers of serriconduc-
SAS INSTITUTE INC. is the world's largest
be done. The paper. on our list since 1991. afters a
tor chips and a range of products. including calcula-
privately held software company. Ninch year on
variety of alternative work arrangements including a
tors. Second year on our fist
range of options for compressed workweeks The
Employees: 32153
our lise
Employees 3,010
most popular is a schedule that enables employees to
Females 10,186 (32%)
SSSS
work eight nine-hour days and one eight-hour day in
$
Females: 1,324 (44%)
AvgHigh Entry level:
$
High (2rea):Avg (industry).
a momeek period. This fall The Seattle Times will also
$490/wk (wafer fab operator):
Enery level: $21.972 (office
begin spending $300.000 on the construction of a
$3.513/mch (engineer).
I
admin): $37.656 (asst systems
new child care When compared to the current
Percent female: and EXPC
developer).
Parcent ferrale:
center, the new one will increase the number of
vps 4% (of 23):vps 9% (of 104);
senior and exec vps 0 (of 2);
spaces from 64 to 75. and much of this added capaci-
officials and mgrs 15% profs 18% Highest paid: 10%
vps 30% (of 10): officials and mgrs 51% profs 46%
ty will be devoted to needed space for infants in 1997
Women's support groups (1.000). Measures mgrs on
Highest paid: 30% Women's support group.
Two
the newspaper also restructured is top management
women's advancement.
Near-site center in
on-site centers and one near-site: 400 children total
positions. adding one woman to its new inve-member
Lewisville, TX: 41 children ($50-120/wk). NAEYC
($200/mch). Holiday and summer programs Backup
executive cound In I state and DC HQ: 1120 john
accredited. Summer program (56). Backup are.
care. Precax sec-asides. R&R Sick-child days: as need-
Sc. Sexure WA 98109.
Precex seousides (1.332). R&R (2035). Pays 75% of in-
home sick-child care costs.ABC Champion.
Work
ed,
Work at home (8-12).job sharing (16). Flex-
time (645). PT (31): benefits: 17.5 hrs/wk Training for
SEQUENT COMPUTER SYSTEMS, INC.,
ac home. job sharing Flextime. Compressed work-
mgrs on alternative schedules.
Leave for child-
makes sophisticated parallel computer systems
weeks (1.200+). PT (305): benefits: 20 hrshwk Training
birth: FMLA only, with some full pay. 1996 leaves: 29;
powerful enough to support large online transactions.
for mgrs on alternative schedules.
Leave for child-
avg 6 wks. Paternity leave 2 wks paid.Adoption aid:
Second year on our list.
birth: RMLA only, with some full pay. Adoption aid:
$5,000. Profic sharing (15% of pay):Company-paid
SSSS
Employees: 1,805
$4,000: R&R Profit sharing (14% of pay). Savings plan
pension. Scholarships for employees children:
Females: 594 (33%)
(50% company match up to 4% of pay)- Company-
$10.000 to 5 lads Health insurance (100% of premi-
$
High (area):Avg (industry).
paid pension. Scholarships for employees' children:
um for employees, 77% for dependents). Full-cime
Entry level $7.20/hr (support
$72,000 a 18 kids Health insurance (100% of premi-
work/family mgr and saft. Bder are R&R (450).
scaff): $32,000/yr (finance.
um for employees: 85-90% for dependents). Full-time
The benefits here are rich-and explain why in an
human resources): $36,000/yr
work/family mgr and soft. Elder care: R&R (531).
industry where turnover is approximately 20 percent 1
(information
systems):
"Atuge culture change" is how one female engineer.
year. SASs is 5 percent For starters the company offers
$44.000/yr (product development engineer).
a mother of two described the atmosphere at Texas
free on-site medical are with a suff of 27 health care
Percent female: senior and exec vps 25% (of 4):
Instruments with regard to family needs TTS Work/Life
workers including DAO physicians And with à third
vps 8% (of 13): officials and mgrs 30%: profs 36%
program. now in its third year. has expanded. and the
child care center up and running SAS now provides
Highest paid: 16%
On-site center zc hqc 93 chil-
result is happier working mome Now anducted in
are for 400 children of employees at the bargain rate
dren ($475-635/mch). NAEYC accrediced: on-site
TTS benefits package are pre- and postnatal support.
of $200 per month per child Employees who work
school (K-1). 21 children. Company covers 60% of
Mother Rooms and comprehensive wellness/itness
90WorkingMocherOctober1997
ALLSTATE INSURANCE COMPANY is the
business Javel. R&R (519).
Work at home job
nation's second-largest insurer of cars and homes
AMGEN develops biotechnology-based medicines.
sharing Rextime (5.+00). PT (215): benefits: 14 hrsink
Third year on our list
Sevench year on our lise
Leave for childbirth: FMLA only. with some full
pay. 1996 leaves F7 (4 men): IVE 16 wks (women).
SSSS
Employees: 3,891
Employees 45.202
Females: 1.859 (48%)
Females 23.899 (53%)
Phase-back for new mochers. Adoption aid: $4,000:
$
$
High. Entry level: $18.720
Avg Entry level: $26,700
R&R Profic sharing. Savings plan (no company macch).
(Lab ISV derk manufacturing
(receptionisc dari processor):
Health insurance (80% of premium). Fuil-drne
operator): $30.000 (research
$28,000 (unit supervisor. finan-
work/family mgr and staff. Elder are R&R (233).
assoc).
Percent emale: se-
cal analyse).
Percent female:
One of to wards Sastest growing consulting COMICE-
nicr and exec vps 0 (of 9); vos
senior and exec vps 14% (of
nies (revenues have more than doubled since is in
17% (of 24): officials and mgrs 36% profs 49% Highest
14): vps 19% (of 182): officials and mgrs 42% profs
appearance on XI use in 1994) American Manageme
paid: 25% Women's support group.
On-site
48% Highest paid: 37% Women's support group
Systems experienced . grach in the delivery of in scit-
center. 270 children (5465-600/men). NAEYC accred-
Measures mgrs on women's advancement
On-
ware produce to a telecommunications derm in !996
ited. Company contributes $500.000 to operacing
site center in Northbrook IL 166 children ($641.
resulting in a 47 percent plurge in proits 3th te
COST of center. Summer program Backup are Precax
776/mth): three near-site centers in Charlcure Dallas
company tock the blow in strice-no leyorits occured
ser-asides. Reimburses child care COSTS for business
and Hundington, NY: 43 children total (5-20-
as 2 result of the problem. AMS was soon back M
travel. R&R Sick-child days: 2
F
Flexible
work
710/mch). Charlocce and Dallas centers NAEYC
track and 700 employees were added in the for live
arrangements with no formal policies.
Leave for
accredited Before- and alter-school (11). holiday (106)
months of 1997.
childbirth: FMLA only. with some full pay. 1996 leaves
and summer (85) programs Backup are Preax set-
Few corroanies celebrate alternative work sirange-
SI 3 men);a 20 wks (women). Phase-back for new
asides (8,455). R&R (13.012). Sick-child days: S.ABC
ments AS enthusiasdenly as AMS does A recent
mochers. Paternicy leave 3 days paid. Adapcion sid.
Champion,
Work If home (231). Job staring (TT).
newsletter feztures a vice president and mom who
$3,000: R&R:3 days paid leave Profit sharing (15% of
Rextime (626). Compressed workwecks (233). PT
video-conferences Sem her home another weriong
pay). Savings 2lan (company automacically contributes
(1,479). benefics: 1.000 hrs/yr.
Leave for chilabirth:
motherwho interrupted her maternity leave = attend
3% of pay. plus 100% company match up to 5% of
FMLA plus 14 wks with some full pay. 1996 leaves:
& crucial meeting (bringing her infant son so the souid
pay). Soock options. Scholarships for employees chil-
482 (13 men); Jvg IS wks (women). Phase-back for
nurse him): and a mother or three who telecommutes
dren: $64.000 to 4 lads. Health insurance (95% of
new mothers.Adoption aid: 52500 R&R Savings plan
three or four days a week Little wonder E company
premium),
(50% company macch up 9 5% of pay. plus contribu-
spokesperson reports that training managers in aiterna-
This high-growth company crossed the 52 billion
tion ded to protics). Company-paid pension. Scholar-
the schedules int necessary- is part cf our attire"
sales mark in 1996 And as a further sign CP financial
ships for employees children: $365,000 3 319 kids
Rexibility isn't the only area in which AMS stands at
health, increased by 14 percent
Health insurance (75% of premium). Full-drne
Its Jack record for women in the upper ranks is elso
just as the company is growing to TOQ are employees
work/farrily mgr and scaff. Elder are: R&R (2111).
laudable: Currently 43 percent of is work force is
families In 1996 workers gave 5irth B 237 caries-
Allstate recently spent 53 million to cuild an on-site
female, and women hold 36 percent of the highest-paid
which heips explain why this high-rech att plans to
child are center II its headquarters in Nortbrook-
jobs. Still AMS RW St 9 roil out an "Advancement of
replace is old child care center (which now ares for
and when the center opened last February 166 lads
Women Projec" this year. which induces a series cf
270 kids) with a new one sapable of caring for up to
were already enrolled The Little Hands Child Cevelop-
seminars for aspiring female executives nationwide in
450 Camp Amgen is scheduled B open next spring
ment Center is a spectacuiar-locking raciry-open and
22 STREET HQ: 4050 Legano Rd. Fairfax VA 72033.
Other benefits remain top-of-the-line here a tree
air% utilizing a pinwheel design. with rooms raciating out
from a central area Parents not only had input in the
design of the center. which can accommodate LP to
190 kids at participated in transition seminars R help
prepare their children for placement here. in addition
to caring for preschoolers the center offers Ul-day
lendergarten and holicax vacation and backup are
Women have been working their way 9 here as
wel Alsate has had 3 rule in effect stating that a diverse
since of qualified candidates inducing women. must be
Allstate
considered (or every opening, from entry through the
executive level The insurer reports that this policy is
Barnett Banks
getting results The percentage of female officers has
tripled over the last IC years. in so states. HQ: 2775
Sanders Rd. Northbrook R 60062-6127.
AMERICAN MANAGEMENT SYSTEMS
devises information technology systems B help dienes
$
High Entry level 523-
$36.000 (BA/85" (cpresultant).
Desi companies
Fei-Pro
Glaxo Wellcome
****
(companies, government agencies. schools) run their
businesses becter. Fourth year on our list
IBM
SSSSS
Employees 6,112
Females 2615 (43%)
Johnson & Johnson
27,000 (recepdonise, secretary):
Merck
Percent ferrale: senior pm-
cipals 31% (of 407): principals
NationsBank
39% (of 1.282): senior and exec, vps 15% (of 41); vps
16% (of 172): officials and mgrs 34%: profs 37% High-
Number of years on our TOP 5 or orTOP 10
egt paid: 36% Women's support group (136).
Two
SAS Institute
near-site centers 34 children wal ($1-12-185/wk).
Both centers NAEYC accredited. Dependent are
fund ($17,000). Before- and after-school holiday and
summer programs. Backup are. Pays 58% of emer-
gency child and older are COSTS. Preax set-asides
(187). Reimburses child are cases for nonroutine
Ocspber1997WorkingMocher2S
The
WE HAVE BEEN TRACKING GREAT EMPLOYERS SINCE 1981. when we began research on
100
our book The 100 Best Companies to Work for in America. From our database of more than
1,000 companies, we selected 238 as the most viable candidates for this list. Of this group, 161
agreed to participate. (To be eligible. a company must be at least ten years old and have a min-
imum of 500 employees.)
We asked each candidate company to distribute to 225 randomly selected employees the
Great Place to Work Trust Index. This employee survey was designed by the Great Place to
BEST
Work Institute of San Francisco to evaluate trust in management, pride in work/company. and
camaraderie. Responses were returned directly to us.
Each company was also required to fill out the Hewitt People Practices Inventory, a com-
prehensive 29-page questionnaire designed by our partner in this project, Hewin Associates
of Lincolnshire, III., a leading management consulting firm. Finally we asked each of our can-
COMPANIES
didates to send us additional corporate materials, such as employee benefits booklets. com-
pany newsletters, and videos.
The response was overwhelming. Some 20,000 employees filled out the Great Place to
to work for in
Work survey (return rate: 58%), and 8,000 of them added written comments. We then rated
the companies on a 175-point scale, using their overall score on the employee survey (100
AMERICA
points); evaluation of practices detailed in the Hewitt inventory and other submitted materi-
als (55 points); and an evaluation of the handwritten comments (20 points).
Special thanks should go to Hewitt Associates. In addition to processing the mountain of re-
turns, it also added invaluable expertise and perspective. We knew Hewitt was a great place to work because we had selected them in all the pre-
vious editions of our 100 Best books. To collaborate with us, they had to give up the opportunity to be listed again among the 100.
By Robert Levering and Milton Moskowit.
If you think that your company should be considered for this list, send a brief letter explaining why (rwo-page maximum) 10 FORTUNE's 100 Best, 1537 Franklin
Street, Suite 208, San Francisco, California 94109; F.-mail address: [email protected]
Rank
U.S. employees
Job
Applicants
Revenues
COMPANY
USA
growth
Voluntary
Training
1996
Headquarters
in
Howyobs
turnover
memithons
6935
1
24,757
Why is Southwest No. 1? Listen to a typical comment from the more than 100 we re-
SOUTHWEST AIRLINES
0
26%
150,000
15
ceived from enthusiastic employees: "Working here is truly an unbelievable experi-
Dallas
4.917
hrs.
$3,400
ence. They treat you with respect. pay you well. and empower you. They use your ideas
61
24%
55%
7
to solve problems. They encourage you to be yourself. I love going to work!!"
2
552
Nearly everyone in the U.S. wanted to work at this manufacturer of computer
KINGSTON TECHNOLOGY
40
54%
4,000
100
ary devices after last year's stories about its year-end bonus averaging $75,000 per
Fountain Valley. Calit
193
hrs.
$1,300
employee. The largesse was in line with company policies: free soft drinks and cups
2
70%
48%
7%
of noodles at all times and a golf driving range in the back of the plant.
3
3,154
The world's largest privately held computer software company. Superb on-site child
SAS INSTITUTE
1.927
34%
12.000
32
care for $200 a month. An on-site clinic that offers primary medical care at zero cost
Cary, N.C.
768
hrs.
$653
to employees. An award-winning cafeteria, where a pianist plays during lunch. No sur-
36
13%
53%
4%
prise that turnover, at 4% a year, is among the lowest in the software it
y.
4
2,577
They make auto. truck. and motorcycle gaskets in a sprawling plant just north of
FEL-PRO
307
10%
3,000
60
Chicago. Ultra-family-friendly: $1.000 savings bond at child's birth, affordable on-
Skokie, III.
226
hrs.
$450
site child care, summer camp on company's 200-acre recreation area. summer jobs
8
50%
36%
2%
for employees' kids. and $3,500 annual college scholarships.
5
976
TDI installs and services air-conditioning and plumbing systems in six
cities.
TDONDUSTRIES
0
31%
800
5
All stock is in the hands of employees, with no one owning more than 9%, A monthly
Dallas
228
hrs.
$127
meeting fills in all employees or financial results. Employees are wildly upbeat. One
6
26%
10%
18%
said. "This company makes you feel like a human being again."
6
18,050
This house of plastic. the second-largest issuer of credit cards, pampers employees
MBNA
1,157
48%
88,230
48
$0 they will be nice to customers. The coddling includes four on-site child-care cen-
Wilmington, Del.
4,234
hrs.
$3,300
ters, one-week paid leave for new fathers and adoptive parents. adoption aid of up
20
22%
58%
NA
to $10,000. No. 1 hiring criterion: "People who like other people."
7
4.118
Makers of Gore-Tex waterproof fabrics, Glide dental floss. and dozens of other high-
W.L. GORE
7
26%
23,717
27
tech materials. Employs avant-garde management theories that seem to work. In-
Newark. Del.
846
hrs.
$1,200
stead of a traditional hierarchy topped by bosses and managers, the company uses
31
13%
43%
6%
an organization in which dozens of so-called sponsors set the pace.
8
14,936
Remarkably challenging atmosphere for the brainy. Everybody gets stock options, and
MICROSOFT
7,340
22%
150,000
8
most professionals hired before 1992 have thus become millionaires: six became bil-
Redmond, Wash.
2,743
hrs
$8,700
lionaires. All-company pienies with a rodeo and five bands. And Bill (never Mr. Gates)
18
19%
29%
7%
pe
ally answers all E-I
from employees.
Karen Smith
From:
Kim Damofall [[email protected]]
Sent:
Friday, December 19, 1997 12:47 PM
To:
[email protected]
Subject:
New honor for SAS Institute!
To:
All SAS Institute Employees
From:
Corporate Communications, Cary
Institute Ranks #3 on FORTUNE'S "100 Best Companies to Work for in Americal"
1997 has been marked by awards recognizing the Institute's work environment, but there's still
one more to celebrate as the year draws to a close --- the company's number three placement on
FORTUNE'S inaugural list of the "100 Best Companies to Work for in America."
The list, which will appear in the January 12 issue of FORTUNE (available on newsstands
December 29), was announced by FORTUNE today. The Institute has already received some
media attention from the award, with a mention on NBC's Today Show this morning.
Topping the list was Southwest Airlines, followed by Kingston Technology in the number two spot.
Completing the top ten of the FORTUNE "100 Best list were: Fel-Pro(4), TDindustries(5),
MBNA(6), W.L. Gore(7), Microsoft(8), Merck(9), and Hewlett-Packard(10). Another eight software
or hardware firms were sprinkled throughout the list: PeopleSoft(20); Cisco Systems(25);
Intel(32); Compaq Computer(55); Adobe Systems(56); Sun Microsystems(69); Analog
Devices(70); and Texas Instruments(77).
FORTUNE collaborated with best-selling authors Robert Levering and Milton Moskowitz to
compile the list, using methodology similar to that used for their books, "The 100 Best Companies
to Work for in America." To be eligible, a company had to be at least 10 years old and have a
minimum of 500 employees. Levering and Moskowitz selected 238 companies (out of their
database of more than 1,000 companies) as the most viable candidates for the list. Of this group,
161 agreed to participate.
As one of the "candidate companies," the Institute distributed the "Great Place to Work Trust
Index," an employee survey designed to evaluate trust in management, pride in work/company,
and camaraderie to 225 randomly selected employees in Cary and US regional offices. (Thanks
to all of you who took the time to complete the survey. The Institute's high ranking is, in part, due
to the overwhelmingly positive comments and the obvious pride in our company that you
conveyed, and your willingness to share those sentiments.)
The Institute also completed the "Hewitt People Practices Inventory," a comprehensive
questionnaire designed by Hewitt Associates, a leading compensation and benefits consultant.
After the surveys and questionnaires were returned to FORTUNE, the company was rated on a
175-point scale, using the overall score on the employee survey (100 points); an evaluation of
practices detailed in the Inventory (55 points); and an evaluation of employee comments in the
survey (20 points).
The FORTUNE listing is the fourth award gamered by the Institute this year for its family-friendly
polícies and benefits. In September, the Institute was named number four in Business Week
magazine's 1997 Work and Family Survey and was named in Working Mother Magazine's Top
10. In July, the Institute made Mother Jones magazine's list of "20 Better Places to Work" for how
well it balances the bottom line with its responsibilities to employees and the community.
Study: Women make 75 cents
for every $1 a man earns
By Susan Page
You wouldn't like it if someone said
Opportunity Commission workers.
USA TODAY
you can only pick up three out of ev-
When the Equal Pay Act was
ery four paychecks. But that is, in ef-
signed, women working full time
WASHINGTON - Thirty-five
fect, what we have said to the wom-
earned on average about 58 cents for
years after President Kennedy
en of America."
every $1 earned by a man.
signed the Equal Pay Act, the gap be-
Critics called the bill unnecessary
The gender gap has narrowed most
tween men's and women's wages has
and misguided. "It's a solution in
among younger women and among
significantly narrowed.
search- of a problem," said Randel
married women with children, the
But a Council of Economic Advis-
Johnson, vice president for labor pol-
study shows. One major factor in re-
ers study released Wednesday shows
icy at the U.S. Chamber of Com-
ducing it is the increasing proportion
that women on average still make 75
merce. He said women tend to earn
of women who enter professional and
cents for every $1 earned by a man.
less because they work fewer hours,
other higher-paying fields.
Even when there are no differences
interrupt their careers to raise chil-
Still. a wage gap persists even in
in their skills and experience, a man
dren or enter lower-paying fields.
the White House, Yellen said. Of al-
earns 12% more than a woman.
The bill, introduced by Senate
most 3,000 political appointees
That "unexplained difference"
Democratic leader Tom Daschie
named by Clinton, 45% are women.
suggests that discrimination remains
and Rep. Rosa DeLauro, D-Conn,
They are paid on average 85% of the
a reality for women in the workplace
would:
salaries paid to men. How much of
Cowye
despite significant gains, said Janet
Allow workers who are dis-
that difference can't be explained by
Yellen, who heads the White House
criminated against on the basis of
job title or experience hasn't been
panel of economists.
gender sue for full compensatory
calculated, she said.
President Clinton cited the study
and punitive damages, rather than
In Clinton's audience was civil
Wednesday as he endorsed legisla-
the more limited awards for back
rights leader Dorothy Height, who
tion that would dramatically in-
pay now allowed. That would put sex
also attended Kennedy's Oval Office
Limithy
crease the potential penalties for em-
discrimination on the same footing
signing ceremony on June 10. 1963. A
ployers who discriminate on the
as race discrimination.
new Labor Department study of the
basis of gender.
Bar employers from retaliating
wage gap features a photograph of
(h)
"It is ludicrous to say 75% equality
against workers who share salary in-
Height and other female leaders of
is enough," Clinton said. You
formation with co-workers.
the day wearing hats and white
wouldn't tolerate getting to vote in
Provide additional training on
gloves as they stand behind Kenne-
three out of every four elections.
wage bias for Equal Employment
dy's desk.
Clinton to defend trip to China
Speech comes amid
House International Relations sub-
McCurry said the United States
committee on prison labor abuses,
has raised the issue of China's popu-
including forced organ removal.
lation-control tactics and will contin-
mounting pressure
And congressional investigators
ue to do SO. He said that although Chi-
told the Senate Intelligence Commit-
na officially prohibits the use of
By Susan Page
tee Wednesday that Clinton's 1996 di-
force in family planning, there is
USA TODAY
rective transferring the licensing of
"anecdotal evidence that there's
satellite exports to the Commerce
poor supervision of local officials"
WASHINGTON - With his trip to
Department from the State Depart-
who sometimes resort to "abhor-
China under increasing fire, Presi-
ment led to less stringent controls on
rent" practices.
dent Clinton will offer today a full-
sensitive technology.
Clinton routinely delivers a major
scale defense of the visit and the poli-
But White House officials say Clin-
foreign policy address shortly before
cy of engagement with Beijing.
ton will make the case that growing
leaving on a trip abroad, but this
The speech is intended to stem a
trade not only benefits U.S. business-
speech comes two full weeks before
growing chorus of critics who are
es and workers but also has helped
he arrives in China. White House of-
blasting Clinton for a planned arrival
expand human rights in China.
ficials say the scheduling in part re-
ceremony at Tiananmen Square, the
"He wants to separate politics
flects the administration's concern
extension of most-favored-nation
from questions of policy and make a
about the growing debate.
trading status and allegations of mis-
substantive policy-driven case on
"He's feeling the heat, but I don't
sile technology transfers.
why our engagement with China has
think there's any evidence that he's
In congressional hearings de-
been useful and have been manifest-
seen the light," said Gary Bauer,
signed to pressure the administra-
ly in the interest of the American
president of the conservative Family
tion, a former Chinese official testi-
people," spokesman Mike McCurry
Research Council and a,leading crit-
fied Wednesday about brutal
said. Clinton "will directly answer
ic of Clinton's policies on China.
population control tactics, including
those critics who suggest that it
China has agreed to let Clinton de-
forced abortions, used to implement
would be better at this point in hu-
liver a radio and TV address to the
the country's "one child per couple"
man history to isolate the billions of
Chinese people during his visit, ac-
policy. Last week, former dissident
people who live in China and treat
cording to diplomatic sources in Bei-
Harry Wu testified before the same
that nation as a rogue nation."
jing quoted by Reuters.
USA TODAY THURSDAY, JUNE 11, 1998
Eq.pm
FAX TRANSMISSION Stats
U.S. DEPARTMENT OF LABOR
WOMEN'S BUREAU
200 CONSTITUTION AVENUE, NW
WASHINGTON, D.C. 20210
202-219-6611
FAX: 202-219-0173
To:
Mary Smith
Date:
6/9/98
Fax #:
456-7431
Pages:
4
,
From:
Kelly Jenkins- Pultz
including this cover sheet.
Subject:
Final 98 wage data- - race
COMMENTS:
of gender
1998 First Quarter Weekly Earnings Data by Gender
Women's Earnings as a
Men
Women
Percentage of Men's Earning
ALL
$596
$455
76.3%
1998 First Quarter Weekly Earnings Data by Gender, Race, Ethinicity
Women's Wages as a %
Men
Women
of ALL Men's Wages1
WHITE
$611
$467
78.3%
BLACK
$452
$395
66.3%
HISPANIC
$381
$330
55.4%
Source: U.S. Department of Labor, Bureau of Labor Statistics, Table 2. Median usual weekly earnings of full-time wage
and salary workers by age, race, Hispanic origin, and sex, first quarter 1998 averages, not seasonally adjusted
1
This ratio compares the weekly earnings of white women ($467), black women ($395)
and Hispanic women ($330) to the earnings of all men ($596).
Boy
Gallus
Ene
that
O.
for
Fool's Gold
516-673- -
J
3017
Rick /hage
M
SEX
En pay
businesses
POTENTIAL COMPANIES FOR EQUAL PAY EVENT
SAS Institute Inc.
SAS Institute, the world's largest privately held software company, was recognized as one of
Working Mother magazine's Top 100 Companies in 1997 for the 9th year in a row. In fact, SAS
was among Working Mother's Top 10 all nine years. The company received high marks for pay.
It offers $21,972 for entry level office administrative jobs and $37,656 for entry level assistant
systems developer positions. Last year, 30% of SAS Institute's 10 vice presidents, 51% of the
company's officers and managers, 46% of its professionals (mainly software engineers); and 31%
of its research and development division heads were women. These numbers are extremely high
for the Research Triangle area of North Carolina.
Women Engineer magazine cited the company as one of the top 50 companies for women
engineers to work in 1997. The magazine found that women engineers at these companies
earned among the highest salaries in the nation. On January 12, 1998, Fortune magazine ranked
SAS as 3rd in its 100 best companies to work for list for 1997. In addition, the company offers a
benefits package that adds about 30% (they are checking on that estimate) to pay in the form of
paid day care, ahealth care facilities with doctors and nurses, and other benefits.
Bayer Corporation
KeN Coles
Almost 4 years ago, Bayer Corporation underwent an OFCCP glass ceiling review and worked
with the Department of Labor to correct some salary situations. In great part because of the
review, the company began to look at its entire pay system corporate-wide and take voluntary
steps to ensure that its pay systems were equitable.
The company uses a modified Hay system to evaluate compensation looking at a number of
factors that impact pay for certain types of skills and types of work. Bayer evaluates why jobs
are placed together in categories and does as much as possible to ensure that pay is based on
consistent factors. The system takes a lot of work and time. The company has three major lines
(chemical, imaging technology and health care) and divisions within the three lines. However,
according to its HR director, Bayer recognizes the need to maintain this system of equal pay to "
ensure that the company can retain the people necessary to be a leader in the field."
Crestar Bank
Jim Kelly
Crestar Bank recently underwent an extensive OFCCP corporate management compliance
review. This process, which often takes 18 months, evaluates a company's compensation of all
of its employees from the president down to most junior clerical person. OFCCP's review of
Crestar's 1,800-person corporate office found no pay discrepancies at all. According to the
Richmond OFCCP office, it was one of the few corporate management reviews in recent years
o- PUBLIC Liaison
;202 219 5093
finding no discriminatory practices in pay.
SAS Institute Inc.
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FAX TRANSMISSION
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Finate!
COMMENTS:
caption
Caption for the photo of President Kennedy signing the Equal Pay Act on June 10, 1963.
Seated behind President John F. Kennedy, from right to left are: Congresswoman Edna Kelly,
Congresswoman Edith Green, an unidentified woman, Miss Mary Anderson, first Women's
Bureau Director, and Dr. Dorothy Height, President, National Council of Negro Women. Other
organizations represented at this event included the National Council of Catholic Women, the
National Council of Jewish Women, the United Auto Workers, and the National Federation of
Business and Professional Women's Clubs.
"
C
Mary L. Smith
06/10/98 05:35:22 PM
Record Type:
Record
To:
Thomas L. Freedman/OPD/EOP
CC:
Subject: 1998-6-10 Higgins, Yellin briefing
Forwarded by Mary L. Smith/OPD/EOP on 06/10/98 05:39 PM
Julie A. Fernandes
06/10/98 05:25:39 PM
Record Type: Record
To:
Mary L. Smith/OPD/EOP
CC:
Subject: 1998-6-10 Higgins, Yellin briefing
here it is.
Forwarded by Julie A. Fernandes/OPD/EOP on 06/10/98 05:44 PM
SUNTUM M @ A1
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Subject: 1998-6-10 Higgins, Yellin briefing
THE WHITE HOUSE
Office of the Press Secretary
For Immediate Release
June 10, 1998
PRESS BRIEFING BY
DEPUTY SECRETARY OF LABOR KATHRYN HIGGINS,
AND CHAIR OF COUNCIL OF ECONOMIC ADVISORS JANET YELLIN,
The Briefing Room
1:30 P.M. EDT
MR. TOIV: Good afternoon. As you know, the President
will announce this afternoon his strong support for legislation to
strengthen the Equal Pay Act. In addition, the administration is
releasing two reports -- the President's Council on Economic Advisors
is issuing a report and the Labor Department is issuing a report as
well -- both reports are on the subject of the gender gap. Here to
talk about those reports and about the Equal Pay Act are the Chair of
the Council of Economic Advisors Janet Yellin, and the Deputy
Secretary of Labor and our former Cabinet Secretary as well, Kitty
Higgins.
MS. YELLIN: Today's Council of Economic Advisors
released a report titled, "Explaining Trends in the Gender Wage Gap,"
which summarizes the current evidence on trends and differences in
the pay of malE and female workers. And I'd like to particularly
thank my colleague, Rebecca Blank, for her leadership and hard work
in producing this report.
The bottom line is that while the gap in female-male pay
differences has narrowed substantially over the last 25 years, a gap
still remains. And the remaining gap can't entirely be explained by
differences between male and female workers, skills, and job
characteristics.
The good news is that female-male pay differences have
decreased substantially. The gap in average female-male pay has
declined from about 40 percent in the late '70s to about 25 percent
in 1997. Moreover, the unexplained differences in female-male pay,
which is the difference that remains after differences between male
and female workers in skills and in job characteristics is controlled
for, that remaining unexplained gap fell in half -- it declined by
half over the 1980s.
This evidence suggests that both women's skills and job
choices are becoming more similar to those of men, and also that
discrimination may be declining as well. And it's important to note
that the convergence in men and women's wages has been particularly
rapid for younger women. The bad news, though, is that there remains
a significant differential between women's and men's pay. On
average, women now earn about 75 percent of what men earn. Even
after controlling for differences in skill and job characteristics,
women still earn less than men.
While there are a variety of interpretations of this
remaining unexplained differential, one plausible interpretation is
the gender wage discrimination continues in today's job market.
Direct studies of gender pay discrimination provide further evidence
that discrimination still persists. These studies show continuing
female-male pay differences that are not explained by productivity or
job differences.
So, in short, we've come a long way toward greater
equality in the pay received by men and women, but there is still too
big a gap that remains. So we clearly need to continue our efforts
to create equal opportunities for men and women in the labor market.
DEPUTY SECRETARY HIGGINS: Good afternoon. We just
released a report which I think you may have just received. This
really documents the trends over the last 35 years. Today is the
actual 35th anniversary. President Kennedy supported or announced
support for the Equal Pay Act 35 years ago today. And it's
interesting to look at the pictures that we've been able to pull from
the archives. Dorothy Height, who was with him when he announced
support for this legislation, will be with us today. It's amazing.
Just to add a little bit to what Janet said, our report
does document the history of what's happened. And the good news is
that obviously more women are working now than 35 years ago in more
diverse occupations with higher salaries than in 1963. And just to
give you a couple of examples, in 1963 only 4 percent of women earned
professional degrees; now it's over 40 percent. For example, women
now represent 40 percent of those graduating from medical school and
from law school. There has been 130 percent increase in the number
of computer scientists who are women and a 60 percent increase in the
number who are engineers.
But there, obviously, is still more that needs to be
done because there is still a pay gap. Women only earn 75 percent of
what men earn. The things that we believe are most important, the
legislation we're going to announce support for today, would stiffen
the penalties for violations of the Equal Pay Act, legislation that
Senator Daschle and Congresswoman DeLauro have announced and
endorsed.
We also want to continue to focus on expanding education
opportunities because it really is education that will in the end
make the difference. We also want to toughen our enforcement in
terms of discrimination laws, both through the Equal Pay Act, but
also through the executive order that the Labor Department has
responsibility for, for federal contractors. And finally, an
important part of this equation is continuing to raise the minimum
wage. The women benefit disproportionately from increases in minimum
wage.
Thank you very much.
Q
I have a question about what on average means. I
mean, I guess if you took all the men and all women who are working,
because of a glass ceiling and high salaries for the top where women
haven't penetrated yet, you'd have kind of a lopsided average. Yet,
if you took a manager at a certain level who is male and a manager at
the same level who is female, is that what you're talking about, or
is it this big ball of wax?
MS. YELLIN: Well, the first set of numbers that I gave
you -- which is that back in 1963, women earned about 58 cents on the
dollar for men, and now about 75 cents -- is a broad average. It
looks at the median wage of full-time workers age 25 to 54. But when
we control, as you just suggested for the characteristics of the jobs
and the skills that are needed to do those jobs, we still see that
there are significant differences in the pay of men and women -- of
course, somewhat smaller.
Q
When you say. gender discrimination, are you talking
specifically about job for job at a lower level in the pay, or are
you also factoring in the fact that women often don't get the -- no
one gets to be President of the United States yet -- highest
government salary, for instance, here?
MS. YELLIN: Well, when I suggest discrimination in pay,
that's controlling for the jobs that women are in, and the skills
that they bring and the experience that they bring to those jobs.
That's sometimes summarized in what I called the unexplained portion
of the pay gap, and that unexplained portion of the pay gap has
declined over time; it represents the influence of everything that's
difficult to account for in terms of job characteristics, industry
mix, characteristics of workers, their experience in the labor force.
It's not -- that unexplained gap isn't proof of
discrimination, but there are a variety of other studies that point
strongly to discrimination as a factor. For example, studies that
carefully look at men and women in similar occupations where
productivity can be gauged directly, either through measures of
output per hour, or sales. What we see are very small differences in
productivity between men and women and much larger pay gaps. And I
guess I would add also that audit-type studies that have looked at
hiring suggest that there remains discrimination in hiring that's
directed toward women. When blind tests are done, for example,
hiring of musicians for symphony orchestras, one sees women hired in
greater numbers when blind tests are done in audits.
DEPUTY SECRETARY HIGGINS: If I could just add to that a
couple points. I think it's both. Women don't have -- continue not
to have as much access to the broad range of occupations as men.
It's something we need to continue to do. But there is also
discrimination. We just, for example, reached a settlement last
month with the CoreStates Bank in Philadelphia that resulted in $1.5
million in back pay for women employees. We had a settlement -- a
case in March with the Allison Engine Company in Indianapolis --
amounted to about $500,000 in back pay for women workers.
So we need to continue to focus on expanding educational
opportunities so that women have more choices, but we also need to
make sure that we are combatting discrimination, and when we find it,
that the sanctions are tough enough. And that's part of what the
legislation were announcing support today.
Q
The discrepancies in those cases that you just
mentioned were the result of discrimination?
DEPUTY SECRETARY HIGGINS: These are equal pay cases,
essentially wage discrimination cases against women.
Q
Whose fault is it? Is it men trying to put women
down? Can you say something definitive here?
Q
Yes. (Laughter.)
DEPUTY SECRETARY HIGGINS: Can we have a show of hands
in the news room? Helen, would you like to come up here?
I think our society has changed over time, and if you
just look -- again, our report talks about the historical trends.
Thirty-five years ago the occupations which women had the opportunity
to pursue were very limited. They were traditional female
occupations. The opportunities for women are much greater now than
they were 35 years ago, as a result not only of the Equal Pay Act,
but of other civil rights laws.
So we're making progress, but there is more to be done.
I think in cases -- and we can get you the specifics on these two
particular cases if you're interested -- the fact patterns vary. And
I don't want to generalize about -- make a statement that would
suggest that it's one thing or another. There are a number of
factors that go into these kind of cases.
Q Well, that said, how do you address comments made
by, for example, the female Metro editor of The New York Times who
says, if women have families they're screwed, they're not going to
get the best jobs here, they're not going to get the chance to make
as much money as those who aren't?
DEPUTY SECRETARY HIGGINS: We think -- this
administration has made balancing work and family a top priority.
The first piece of legislation the President signed was the Family
and Medical Leave Act. That's why this administration has put so
much support behind child care, because it is -- we want to make sure
that both parents can take care of their children and work. Women
have traditionally had more responsibility for managing the children
and home responsibilities than men -- it certainly plays a factor. I
don't know about the specific case in The New York Times, but that's
-- it's part of the real world today. Seventy-five percent of women
who are working now have young children, so there's more
participation. We need to make sure that the things that make it
difficult for parents to work are addressed, like child care, like
taking time off to care for your children. And that's why we've
supported that. But are we there yet? Absolutely not.
Q Well, unless we understand the wording correctly,
and it's very, sort of, obscure, the Council seems to justify that
child-bearing, per se, would also justify this gap in pay. And also,
why has all this been tolerated for so long? Why isn't the act more
tightly enforced?
ASSISTANT SECRETARY HIGGINS: What we are supporting
today is legislation that will toughen penalties. The legislation
that Senator Daschle and Congresswomen DeLauro --
Q There are no penalties now?
ASSISTANT SECRETARY HIGGINS: There are not. We want to
increase the penalties that -- so that there would be a tougher
sanction. And we need to be more in enforcement, frankly. But
again, I want -- we've made a lot of progress. I mean, what the
reports show is that the gap has narrowed. There is still a gap, and
partly it's discrimination, partly it's the need to broaden
opportunities. But we have made progress.
Q A question about the penalties -- the legislation
the President is going to endorse today, according to the White House
paper, would allow women to sue for full compensatory and punitive
damages if they're subject to discrimination. Are there now caps on
those damages, or do they not have the right to sue for those
damages?
ASSISTANT SECRETARY HIGGINS: Let me ask Becky Blank
because I'm --
MS. BLANK: Right now my understanding is they do not
have the right to sue for those damages. The sorts of damages you
can sue for under the Equal Pay Act are limited, compared to the
damages you can sue for under Title VII, which is the broader
coverage which covers race and ethnic background and religion. So
that this essentially would put the provisions of the Equal Pay Act
on the same footing as the provisions of Title VII and, therefore,
put gender pay equality on the same footing as race or ethnic pay
equality.
Q So just to make sure we're clear, right now women
do not have the right to sue for punitive or compensatory damages?
MS. YELLIN: Under the Equal Pay Act, yes.
Q
Secretary Higgins, one quick question about -- from
the small business community. A lot of small businesses, speaking of
lawsuits, are saying that they don't really have much guidance
between trying to determine between equal pay and pay equity and,
therefore, without any guideline from the government, it's going to
be a legal free-for-all. Are you going to be addressing the question
of guidelines so businesses can comply and, therefore, avoid
lawsuits?
DEPUTY SECRETARY HIGGINS: At the Labor Department and I
think also at SBA, we are trying to do everything we can to focus on
compliance and not just enforcement. So, for example, we're using
the Internet and we have a new -- what we call an e-law system,
employment law system, that helps explain to employers what laws
apply to them and how they can comply. And we want to provide
technical assistance. The issue here is getting people to comply
with the law, not just catching them when they don't.
Q
But you're going to be putting this out there --
DEPUTY SECRETARY HIGGINS: Yes.
Q
in very big ways.
DEPUTY SECRETARY HIGGINS: Yes. And we're doing this
across the board in terms of our employment laws.
Q
Ms. Yellin, while we have you here, I just want to
ask you a couple of questions on the economy. One is, do you think
the unemployment rate has gotten so low that it poses a threat of
inflation, or do you see inflation on the horizon for other reasons?
My second question is, the yen has hit a seven-year low against the
dollar. Is the downward pressure of the yen in danger of igniting a
new bout of problems in Asia in terms of the financial crisis there?
MS. YELLIN: Well, with respect to the unemployment
rate, certainly we are enjoying the lowest unemployment rate that
we've seen since 1970, and it is a sign of a very strong economy.
It's creating tremendous opportunity for those who have been at the
sidelines to be absorbed into the labor market and make progress.
This is a tight labor market and there is abundant evidence that the
labor market is tight. That, of course, poses some inflationary
threat and it's appropriate to monitor the economy for signs of that
threat.
On the other hand, having said that, I don't see any
evidence that inflation is rising. Quite the contrary, inflation has
continued to decline strongly. The weakness of the Asian currencies
and the strength of the dollar has been bringing import prices down
and will continue to do so. So we have low core inflation, declining
import prices, oil prices have been weak, and all of that is
excellent on the inflationary front. So, of course, it's appropriate
to monitor for the threat of rising inflation in these type labor
markets, but productivity is strong and I don't see the cost
pressures at this stage that would make me fear any imminent uptake
in inflation.
With respect to the yen, we are naturally eager to see
Japan take the actions that are necessary to restore growth to the
Japanese economy. We think it's very important for continued
recovery of the Asian region as a whole, and for the world economy.
Q Speaker Gingrich is criticizing the Congressional
Budget Office, saying -- threatening to cut the CBO's budget if it
doesn't improve the accuracy of its forecasts. Do you think that's
legitimate criticism, and what do you think about his threats?
MS. YELLIN: Well, frankly, I don't think it's a
legitimate criticism, and politicizing the process by which -- what
should be an impartial process of forecasting for budgetary purposes
I consider to be highly inappropriate. I think we've tried very hard
to produce forecasts that, for budgetary purposes that are not based
on rosy scenarios, the administration continues to do that. And I
think it's essential that the forecasts that are produced by
ourselves and by CBO be credible and not part of a politicized
process.
Q -- CBO is not presenting forecasts that allow for
large tax cuts. I mean, what --
MS. YELLIN: That's what I mean by rosy scenarios.
Q That's why Gingrich -- oh, well, I'll explain it to
you later. (Laughter.)
MS. YELLIN: We've put a lot of hard work into producing
credible forecasts that would enable us to face up to the problems we
-- to take the tough steps that we've had to take to bring the budget
deficit under control. And it's thanks to that process that we can
now look forward to surpluses and I would hate to see that changed.
Q What did you think of Chairman Greenspan's economic
assessment today?
Q
Rosy.
MS. YELLIN: He pointed out that we have an economy that
is -- I can't remember his exact words, but I think he said something
to the effect of healthier than he had seen in a lifetime of daily
viewing of the economy. And I certainly agree with that.
It's really -- it has been decades since we have had
this combination of low unemployment, low inflation, strong growth,
job opportunities. And, as I indicated in answer to the previous
question, yes, labor markets are tight and it is appropriate to
monitor for inflationary pressures. But I haven't seen them and I
think that Chairman Greenspan similarly indicated that he's watching
for signs of inflation as well; that it's appropriate to do that,
that, at this point there seems to be no imminent danger of an
inflationary threat.
Clearly, the crisis in Asia is leading to a drag on our
economy, but that comes in the context of very strong, robust
domestic investment and consumption spending. And there's a lot of
uncertainty about how things will play themselves out going forward.
At this point, I think, things look on track for strong growth with
continued job creation.
Q On the earlier question on the yen, do you actually
see a risk of depreciating yen leading to a wave of competitive
devaluations in Asia? I mean, there's a report today that the
rhetoric out of China is -- seems to be changing somewhat. China
suffered a decline in exports for the first time in 22 months in May,
and it seems to be a knock-on effect from the depreciating yen. The
Chinese Central Bank governor refused to reiterate their previously
stated policy of not devaluing the yen. Is this a rising concern?
MS. YELLIN: Well, I don't want to comment directly on
the value of the yen, but as I indicated, the prospects for growth in
Japan and domestic demand-led growth are of concern to us, both for
the Asian region and for growth in the world economy as a whole.
The Chinese, I think, have, to date, very helpfully --
taken a very helpful role in indicating that they would not devalue
their currency, and I believe that that still remains Chinese policy.
Q
What are the prospects that Congress will pass the
equal pay legislation that the President is endorsing today?
DEPUTY SECRETARY HIGGINS: We're very optimistic about
what Congress will do this year. It's obviously a short
congressional session and there are not many days left, but this is a
very powerful issue with people all across this country. And this is
a Congress that I think is going to have to go home and face the
voters, and they're going to want to have something like this to
point to that they've acted on and has broad appeal.
Q
What will the President do after today's
announcement that he's endorsing it?
DEPUTY SECRETARY HIGGINS: He will continue to work for
it, as the rest of us in the administration will, and talk about it.
Q
Do you suspect this will produce an avalanche of
law suits?
DEPUTY SECRETARY HIGGINS: 1 don't think so. I think
again, our focus is on compliance. We want to both educate employers
and workers about their rights, and employers about their
responsibilities. And we want them to understand that there is a
consequence for not following the law. But our goal here is not to
end up in long, protracted legal fights; it's to get -- to close the
pay gap.
Q
Is there a gender pay gap in the federal
government? And if there is, why is it there?
DEPUTY SECRETARY HIGGINS: I think the reports we have
show that there is a pay gap. It is smaller than in the private
sector. The same issues affect women workers I think whether in the
public sector or in the private sector. And the same things we need
to do in the private sector, we also need to do in the public sector
to expand opportunities for women.
Q
How would this law strengthen penalties? I don't
understand what would be different. What would the consequences be?
DEPUTY SECRETARY HIGGINS: First of all, as I understand
-- and I'm not an expert on the penalties per se, but it would
harmonize the penalties that now exist under Title VII so that women
would have another avenue for seeking recourse, which is the
super-compensatory damages. So it's important, again, in terms of
enforcement to have these things be the same, and not essentially to
forum shop when you're trying the enforce the law. That's, as I
understand, the heart of what the effect of this change would be.
This is one total.
Becky, you may want to comment more.
MS. BLANK: There are four provisions in this law that
presumably would be important. One is the -- the most important one
is the one that Kitty just talked about, that it essentially allows
women to receive additional damages that they currently can't receive
under the Equal Pay Act.
But secondly, in addition to that, it makes it possible
for you to talk about your salaries with your co-workers and not be
at risk of being fired by you boss, which is something that has been
a problem in some situations in the past. Thirdly, it allows for
some additional training for EEOC employees with regard to pay
discrimination issues. And, fourthly, it establishes a national
award for pay equity in the workplace, which is to recognize and
promote the achievement of employers who have made strides to
eliminate pay disparities.
Q Is there any equity here in the White House? Is
their some symbolism that Americans can look at here that people --
women make the same that men make in the equal jobs? Since they're
so few here, it might be easier to figure out.
SECRETARY DEPUTY HIGGINS: Well, again, I think this
administration has a pretty good track record in terms of hiring
women in senior jobs.
Q
What about the White House?
DEPUTY SECRETARY HIGGINS: Well, let me talk about the
administration. The question is what's the test of this President's
commitment on this issue. And we can run down the lists of
appointments that are first -- we have the second woman chair of the
CEA, but that's a first for this administration. We have the
Attorney General, Secretary of State, the U.S. Trade Ambassador, the
Secretary of Labor, HHS. We have some one-two combinations for the
first time -- in the case of my department, Secretary Herman and I
are the first two women to run a major Cabinet agency.
Q
But most women don't have these top level jobs.
What about these mid-level --
DEPUTY SECRETARY HIGGINS: I understand, but it's
important in terms of how laws get set and enforced that women have
these positions. So that sort of sets -- you help establish
priorities and set the tone and decide what gets done.
Q
But there are 13 Cabinet positions and four women.
Q
-- makes the same as a male here?
DEPUTY SECRETARY HIGGINS: I think in terms of White
House --
Q
You're talking about wages, not positions.
DEPUTY SECRETARY HIGGINS: Right, but the question is
whether -- they're two issues we talked about. One is the access of
women to jobs, and the other is discrimination So the question is
what's been responsible over 35 years for closing the gap? Women
have had more opportunities. This administration has provided women
more opportunities in terms of senior positions than have been
provided in the past --
Q
Enough?
DEPUTY SECRETARY HIGGINS: Then the question is -- it's
never enough, Sam. We can always do better.
Q There are 13 Cabinet positions. There are four of
you women who hold them. And you have 53 percent of the U.S.
population. Do you think that's equal?
DEPUTY SECRETARY HIGGINS: We want to continue to
improve on that record, and we will.
But in terms of -- then there is the issue of
discrimination. And there, again, the White House can give you those
numbers, but there are a number of senior women -- women in senior
positions here who are paid the same as their male colleagues.
Q
Can I follow on that question, because I have heard
informally around here in conversations, not with senior women but
with women in lower positions, precisely that complaint -- do you
have any sense of whether that's a valid complaint, or is it just
griping?
MS. YELLIN: I can give you some figures on political
appointments, of which there are a large number. There are almost
3,000 political appointments. Of those in the Clinton
administration, 45 percent have been women. And women's pay,
averaged over all of those positions, is 85 percent of that of men,
which in both -- in terms of hiring percentages and in terms of the
pay gap, both things represent improvements from the previous
administration.
So clearly there remains some small pay gap. In part
it's related to -- I think largely it's related to the different
exact positions and their occupational distribution. But that's
better than the numbers I cited to you for the economy as a whole by
a large margin.
Q Is that over five years, or is that currently
serving?
MS. YELLIN: This is 1997 figures.
Q You said it was better than the previous
administration. What was the previous administration?
MS. YELLIN: In 1992, the percentage of women in the
Bush administration, political appointments, was 40 percent, and the
average pay of women was 75 percent that of men.
Q
Now it's --
MS. YELLIN: Eighty-five percent.
Q
But 45 versus --
MS. YELLIN: Forty-five percent women in the positions
now versus 40 percent in '92; 85 percent of male pay versus 75
percent.
Q Is there an unexplained pay gap in these positions?
MS. YELLIN: I don't know -- it's an interesting
question, and to the best of my knowledge that's a rather complex
statistical analysis which, to the best of my knowledge, has not been
done.
Q
We're all underpaid except Sam. (Laughter.)
Q
Here, here.
Q
You women submit to us men the Baptist --
Q
That's right. (Laughter.)
Q
Do you have any concerns that the GM strike may
have any effect on the economy, and is this symptomatic of the tight
labor market that you have talked about?
DEPUTY SECRETARY HIGGINS: We are monitoring the GM
strike and we are in touch with both sides. And we are hopeful that
it will be resolved. But the number of people who have been laid off
-- I think there's something like 16,000 workers are not working
because of the strike. But at this point -- Janet could comment more
about the overall economic effects. I don't think we see anything
quite yet.
Q
And you'll be watching it, monitoring it --
DEPUTY SECRETARY HIGGINS: Oh, yes, we're watching it
very closely.
Q
Does it have the potential to be destructive to the
economy as a whole?
MS. YELLIN: At this point I think it's premature to
make that kind of call.
MR. TOIV: Okay, thank you. Mike will be out in a
second.
THE PRESS: Thank you.
END
2:00 P.M. EDT
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