Taking an intersectional approach to pay equity is essential for closing the wage gap for Black women.

By conducting intersectional audits, revising pay structures, and providing targeted support for Black women’s career growth, organizations can ensure that they are addressing the unique challenges faced by Black women in the workforce.

Actionable Steps:

Start with data: Conduct intersectional pay audits.
Ensure fairness: Implement transparent pay scales and promotion criteria.
Target solutions: Address occupational segregation and provide family-friendly policies that work for Black women.

By adopting these practices—both those that are already widely implemented and those still emerging—organizations can build a more inclusive workplace that supports equity for all employees.

The Urgent Need for Intersectional Pay Equity

Taking an intersectional approach to pay equity is essential for closing the wage gap for Black women.

By adopting these practices—both those that are already widely implemented and those still emerging—organizations can build a more inclusive workplace that supports equity for all employees.

Need help creating a plan?
Contact us.

The Urgent Need for Intersectional Pay Equity

Taking an intersectional approach to pay equity is essential for closing the wage gap for Black women.

By adopting these practices—both those that are already widely implemented and those still emerging—organizations can build a more inclusive workplace that supports equity for all employees.

Need help creating a plan?Contact us.

Need help creating a plan?
Contact us.