Fair Pay......What's the Issue?

I established a company that helps women develop their leadership and economic potential and I work with women every day who are attempting to make the world a better place through senior and executive leadership .  The fact is this, however:  The glass ceiling still exists and it not only directly hurts women, but also hurts their families and children, and the general economy and well-being of our country.

Supporting equal pay for equal work by providing practical avenues to achieve justice and fairness and to hold those accountable for discrimination should be a sufficient and compelling enough ethical argument in and of itself to support fair-pay legislation. 

However, the business case is equally compelling for gender diversity and fair pay.  Studies consistently conclude that inclusion of women in the top ranks of company leadership has a direct and positive impact on a company’s bottom line and risk management and that companies that have the best records for promoting women outstrip their competition on every measure of profitability.   Yet women disproportionately are failing to attain senior level positions and the substantial pay gap between males and females with the same qualifications doing the same work is unfortunately still a reality.   

The first law that President Obama signed after becoming president was the Lilly Ledbetter Fair Pay Act of 2009.  This act is an amendment to the Civil Rights Act of 1964 and states that the 180-day statute of limitations for filing an equal-pay lawsuit regarding pay discrimination resets with each new paycheck affected by that discriminatory action.  The law directly addressed Ledbetter v Goodyear Tire & Rubber Co, a 2007 Supreme Court Decision that interpreted the statute of limitations for presenting an equal-pay lawsuit begins on the date that the employer makes the initial discriminatory wage decision.  Protecting the rights and interests of women over business practices that discriminate (and in Ledbetter’s case discriminated for 19 years) should be a no-brainer. 

When Mitt Romney’s campaign was asked if he would have signed the Act had he been President, their response was “We’ll get back to you on that”.  Some hours later the Romney campaign came out with a general statement that Romney supported equal pay.  However when pushed to say whether he supported the Act or not in a later interview , Romney would not provide a definitive answer.  Saying that you support equal pay for women is NOT the same as saying you that you support the Act.   Romney says he wouldn’t repeal the Act.  But Presidents don’t repeal Congressional Acts; only Congress can repeal legislation.

And when Romney had the opportunity to clarify his position on the Fair Pay Act at Tuesday’s Presidential debate, he side stepped the question posed to him by an audience member.

If Congress repealed the Fair Pay Act, would Romney sign or veto the bill?  What does Romney actually support with regard to fair pay for women?  It’s hard to tell because he refuses to give his position. 

However, we do know where Romney’s running mate Paul Ryan’s stands on the Fair Pay Act.  He voted against it.