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Hannah Kiessling, Natalie White, Rachel Stein

Dr. Woliver

Gender and Politics 352

20 April 2017

The Gender Wage Gap in South Carolina: It Does Not Make Cents

In a letter written on March 31, 1776 Abigail Adams urged her husband John Adams to

“remember the ladies.” However, on July 4, 1776 the United States Declaration of Independence

was published with a statement that read, “We hold these truths to be self-evident, that all men

are created equal.” It is statements like these that begin to explain the staggering inequities

between men and women in the United States. It has been 97 years since the 19th Amendment

was passed, which not only gave women the right to vote, but was the first step in creating legal

equality between males and females in the United States. One of the major discrepancies

between males and females is the pay gap. Even now, in the 21st century, men are paid more

than women in a majority of professions, solely based on the difference in gender. Although this

issue exists on a national scale, the wage gap will be most thoroughly examined in the state of

South Carolina. Only with more awareness and constituent pressure on the government to pass

stricter legislation enforcing equal pay will the wage gap between men and women begin to

close.

The Issue

In the United States the median annual pay for a woman who holds a full-time job is

$40,742, while her male equivalents make $51,212. This means that women in the United States

are on average earning eighty cents for every dollar paid to men. This leads to an annual gender

gap of $10,470. According to a the National Partnership for Women and Families women
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employed full time in the United States lose a combined totally of more than $840 billion every

year due to the wage gap (America’s). The Partnership also notes that the additional money

annually would provide women with the ability to pay for seventy-eight more weeks of food for

her family, eleven more months of rent or up to 8.7 additional years of birth control.

Minority Women

There are a variety of factors that play a role in the wage gap. One factor that has a strong

correlation to the size of the wage gap is race. Black women are typically paid sixty-three cents

and Latina women are paid only fifty-four cents for every dollar that a white man makes. This

discrimination ensures that Latina women on average suffer from a pay gap of $26,095 annually

(Workplace). However, unlike other races which have experienced significant legislation and

some reform in regard to equal pay, in the last decade the wage gap for Latina women has only

narrowed by two cents. At this rate Latina women will not reach pay equality until 2248.

However, the pace to reach pay equality is slow for all races. According to a study

published by the Institute for Women’s Policy Research if progress continues at the same page, it

will take until 2059 for women to reach pay equality (Milli). There are many positive economic

impacts associated with equal pay for women. For example, if women achieved equal pay the

poverty rate for all working women would be cut in half. In addition the number of children with

working mothers living in poverty would drop from 5.6 million to 3.1 million (Milli).

Effect of Motherhood

In America mothers are either primary or the only money makers in almost forty percent

of all families. However, the wage gap for mothers is larger than women who are not mothers.

According to one study, mothers employed full time, year round are paid seventy one cents for

every dollar paid to fathers (South). Single mothers often make even less comparatively, making
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just fifty eight cents for every dollar paid to fathers. Looking at the state of South Carolina

specifically, almost 300,000 households with children are headed by women. Nearly thirty six

percent of those homes have incomes that fall below the poverty level. The poverty level is an

annual household income of around twenty three thousand dollars for a family of four (Sarah).

By eliminating the wage gap in South Carolina, many households would have the much-needed

income to sustain their households and provide for their children.

Public vs. Private Sector

When it comes to jobs in the public and private sector, according to the Economic Policy

Institute, the wage gap in the salaries of public sector workers is significantly higher than in the

private sector (Keefe). Keefe records how public sector workers earn 14% less than their private

counterparts. In general, employees in the private sector do earn more than public sector

workers, but another component is the presence of unions. When a union fights for better wages,

everyone who is a member of that union will receive the higher wage benefit. Whereas if one

individual were to fight for higher wages, only that individual would benefit from a bigger

paycheck. In non-right to work states, where unions can collect fair-share fees, the wage gap

between private and public is much smaller at 5.4% (Keefe). Even though this information

explores the differences between private and public, one can interpret how this indicates that the

wage gap between genders will be higher in the public sector than in the private. But in the

private sector it is more difficult to regulate equal pay because there are fewer regulations in

place that require employers to be transparent about employee wages.

Specific Jobs
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A study published in TIME magazine in 2016 compiled a list of jobs in the United States

with the worst wage gap inequalities. Some the professions with the most prominent

discrepancies in “These 25 Jobs Have the Worst Gender Wage Gap” are athletes and coaches,

where men make 149.5% more than women, tax preparers with men making 121.2% more, and

financial specialists, where men make an average $111,034 compared to the average female

salary of $53, 123 (Showalter, Wilson).

The Ask: Legal Action

Currently in South Carolina, equal pay discrimination charges are documented by the

Human Affairs Commission and investigated by the Equal Employment Opportunity

Commission. Under the Equal Pay Act, men and women in South Carolina should be given equal

pay for equal work. This act includes salary, overtime pay, bonuses, stock options, bonus plans,

life insurance, vacation pay, and benefits. However, considering South Carolina is one of the

weakest states in the nation when it comes laws regarding equal pay, this act alone is not strong

enough to conquer the battle of the wage gap.

As a result, several House of Representatives and Senators have introduced legislation

intended to enhance the Equal Pay Act, strengthen the definition of what counts as an issue, and

hold violators to administrative and judicial standards. The two most recent bills introduced in

the General Assembly are House Bill H.3342 and Senate Bill S.257.

House Bill H.3342 was first introduced and read during session on January 10, 2017. The

bill sponsors are Representative Stavrinakis, Clyburn, and Cobb-Hunter. The main purpose of

this bill is to prohibit discrimination by gender for the same kind, grade, and quality of state

employment. In addition, it also provides definitions, exceptions, and prohibits employer actions

with regards to enforcement. Administrative as well as judicial remedies are listed for violations.
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Overall, this bill will add power to the Equal Pay Act and start the cleanup process for the wage

gap in South Carolina. The act is set to take effect on July 1, 2017 and apply to complaints for

wage discrimination occurring after June 30, 2017. However, this bill was referred to the

committee on Judiciary where it currently resides.

Senate Bill S.257 is in a similar situation. S.257 was first introduced and read during a

session on January 17, 2017. The sponsor of this bill is Senator McLeod, one of the four women

currently serving in the South Carolina Senate. This bill is all about cleaning up unequal gaps

and making it the public policy of South Carolina and its police power to eliminate

discriminatory wage practices based on sex. Similar to H.3342, this bill is set to take effect on

July 1, 2017 and apply to complaints for wage discrimination occurring after June 30, 2017.

Once again, this was referred to where it currently resides in the Senate Labor, Commerce and

Industry committee.

When a bill is sent to a committee, it studied. It can then be changed, accepted or

rejected. As of now, both of these bills have been sitting in their respective committees for about

3 months. This kind of delay contributes to the statistic that as of now, it will take at least another

40 years until the wage gap vanishes (Swartz).

Change needs to happen now, not tomorrow and not 40 years from now. Contact the

Representatives in the House Judiciary Committee and the Senators in the Senate Labor,

Commerce, and Industry Committee and urge them to get these bills approved and make the

change happen. The end of the legislative session in South Carolina is quickly drawing to a close

for this year and an issue like this does not need to be put off until next January. Contact

information for South Carolina legislators can be found on www.scstatehouse.gov.

Gender Wage Gap Files

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In addition to pressuring the state government to pass these bills, citizens can also request

for South Carolina’s government to release data statistics on the wage gap between all jobs in the

state. The Federal Office of Personnel Management published on their website in 2016 that

within their twenty year study of the gender wage gap between their employees, the wage gap

had closed for senior executives (OPM). If South Carolina were to conduct and implement a

similar plan, it would be one more step in the right direction towards equal pay.

Media Strategy

In order for these legal changes to occur in South Carolina, a strong advocacy program is

needed to mobilize all residents to press for the passage of the equal pay bills. The place to

launch this effort is the University of South Carolina because in a campus setting, students can

collectively gather together to form a coalition to fight the gender wage gap. There is strength in

numbers so when thousands of students are using social media, their voices, and connections to

promote equal pay in South Carolina, there is a greater possibility for this feat to be achieved in

the 21st century.

Not only do students have power, but they have the ability to use social media to connect

to other individuals across the country who also support the equal pay bills. Because South

Carolina ranks as one of the states with the worst gender wage gap, it is crucial to apply as much

pressure as possible, from college students to grandparents, on the state senators and

congressman to allow for the passage of the two bills; ensuring basic salary rights for both men

and women.

Personal Story

Lily Griego worked for eight years as a zoning inspector before becoming an advocate

for equal pay. She had been employed by her local government for fifteen years doing code
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enforcement. When she began her new job as a zoning inspector she was very excited. However,

on an article highlighting government transparency, all of her and her coworkers salaries were

published in a local paper. This was how she realized that despite her previous ten years of

government experience, she was the lowest paid of the four inspectors. She believed that she had

to work harder in order to correct this injustice and earn a raise.

Griego asked for and received additional training. Becoming certified in floodplain

management through FEMA and erosion control for the State of Colorado. She also became

trained in storm water management and developed a background in the enforcement of Clean Air

policies, unlike any of her colleagues. Eventually her hard work was rewarded with a leadership

role. However, even with her new responsibilities she did not receive a pay increase. Despite

being a leader she remained the lowest paid of the four inspectors.

After conducting extensive research Griego realized that she was being underpaid at a

margin of approximately $20,000 a year. Two years after presenting these findings to her

director she received a four percent raise. This was after seven years of no salary increases.

Throughout this time she had been working four jobs just to make ends meet. Despite loving her

job she struggled to stay positive when her male counterparts were receiving significantly larger

paychecks.

Lily Griego now argues that politicians have an obligation to serve their female

constituents by conducting research on the pay gap and enforcing laws that promote fair pay

procedures. She believes that “Enough is enough. Women deserve equal pay for equal work

(Unequal).”
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Bibliography

"America’s Women and the Wage Gap." Trade, Jobs and Wages (n.d.): n. pag. National

Partnership for Women & Families. Apr. 2017. Web. Apr. 2017.

"Black Women and the Wage Gap." National Partnership for Women & Families March (2017):

n. pag. Web.

“Equal Pay.” Office of Personnel Management. Jan. 2017. Web. Apr. 2017.
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"Human Affairs Commission." Equal Pay and Compensation. South Carolina Human Affairs

Commission, n.d. Web. 20 Apr. 2017.

Keefe, Jeffrey. “Public-sector workers are paid less [...]” Economic Policy Institute. 14 Jan.

2016. Web. Apr. 2017.

Milli, Jessica, Ph.D., Yixuan Huang, Heidi Hartmann, Ph.D., and Jeff Hayes, Ph.D. "The Impact

of Equal Pay on Poverty and the Economy." Institute for Women's Policy Research. N.p.,

5 Apr. 2017. Web. Apr. 2017.

"Proud to Support Equal Pay for Women Today and Every Day." LeanIn.Org. N.p., n.d. Web.

Apr. 2017.

Sarah Ellis. "South Carolina Poverty Rate Nearly Steady but Still Ranks 9th Highest."The State |

TheState.com. N.p., Sept. 2014. Web. Apr. 2017.

Showalker, Amelia and Chris Wilson. “Wage Gap: These 25 Jobs Have the Worst Gender Gap.”

TIME. 16 Feb. 2016. Web. Apr. 2017.

"South Carolina Women and the Wage Gap." National Partnership for Women & Families(n.d.):

n. pag. Apr. 2016. Web.

Swartz, Jon, and Charisse Jones. "The Pay Gap Could Vanish for All Women - Sometime in the

23rd Century." USA Today. Gannett Satellite Information Network, 13 Mar. 2017. Web.

20 Apr. 2017.

"Unequal Pay for Going Above and Beyond." 9to5. N.p., n.d. Web. Apr. 2017.

"Workplace Justice Equal Pay For Latinas." National Women’s Law Center & Labor Council

For Latin American Advancement October (2016): n. pag. NWLC. Web. Apr. 2017.

2017-2018 Bill 257: SC Equal Pay for Equal Work Act - South Carolina Legislature Online.

N.p., n.d. Web. 20 Apr. 2017.

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2017-2018 Bill 3342: SC Employee Equal Pay for Equal Work Act - South Carolina Legislature

Online. N.p., n.d. Web. 20 Apr. 2017.