About the Gender Wage Gap
The gender wage gap is a serious economic issue that affects men, women, and families in our state. It exists because women, on average, are paid less than men for doing the same job.
The data shows that women in Massachusetts earn just 83 cents on the dollar compared to men. This ratio can be even worse for many women of color: 85 cents for Asian women, 62 cents for Native women, 58 cents for Black women, and 50 cents for Latina women. See source
Even though it is against the law to discriminate against women in pay and benefits, discrimination does still happen, and there are many other reasons why the wage gap still exists.
Many wages and salaries are not publicly shared. Most employers don’t know how to identify and correct the gaps in their payrolls, and jobs have not evolved to be flexible for women and families in the 21st century. The underrepresentation of women in many industries and leadership positions, as well as the lack of public awareness about the wage gap, could also be major contributing factors.
What is clear is that pay inequity is a serious problem that not only impacts women. It also hurts men and families. Because when women earn less, it affects our economy and communities.
Equal Pay Laws
Massachusetts Equal Pay Act (MEPA)
In 1945, Massachusetts became the first state in the country to pass an equal pay law with the Massachusetts Equal Pay Act (MEPA), which required equal pay for comparable work.
Over the next 71 years, the legislation would undergo challenges, changes in scope, and a narrower interpretation of what is defined as comparable par for comparable work.
An Act Establishing Pay Equity
In August 2016, Massachusetts signed An Act Establishing Pay Equity, a historic equal pay legislation that updated MEPA and established one of the most comprehensive pay equity laws in the nation. The new law provided clarity on what constitutes unlawful wage discrimination and added new protections to make workplaces fairer and more equitable. The law also promotes salary transparency, encourages internal audits to identify wage gaps, and mandates equal pay for comparable work. The legislation has since become a national model.
For questions or concerns about enforcement and protections under the law, please contact the Attorney General's Office at (617) 727-2200 or view the AGO's website.
An Act Relative to Salary Transparency
Research shows that pay transparency can help close the gender and racial wealth gaps, attract more applicants, and increase trust in a workplace. In a nationwide study, Professor Marlene Kim of UMass Boston demonstrated that pay transparency alone can close the gender pay gap by at least 3%.
Passed in 2024, An Act Relative to Salary Transparency requires employers with more than 25 employees to disclose salary ranges when posting job positions. The legislation also protects applicants' and employees' rights to request the salary range for a position they hold or are applying for.
Read more about employers' obligations under the Wage Transparency Act.
Employer Toolkit
Learn why equal pay is good for your business or organization, how to conduct an internal pay audit, establish systems to maintain equity, and more with our Employer Toolkit.