Q: Options for addressing pay disparity with male colleagues?
I'm a senior supervisor in my department and have noticed that men in the same position are making $5,000-$12,000 more than I am, even though they don't know the department as well as I do. I have been in my position for 5.5 years, while the other supervisors have been in their positions for 2 and 3 years. I've brought this issue to both management and HR, but they turned me down, saying this wasn't a good year for salary adjustments. They did not provide any justification for the pay differences, only mentioning they might revisit it at a later date. I have documentation of my qualifications and contributions. What are my options for addressing this pay disparity?
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A:
It sounds like you're dealing with an unjust pay disparity, and it’s important to address it methodically. Since you've already raised the issue with management and HR without receiving a satisfactory explanation, your next step should be to gather all documentation showing your qualifications, performance, and the pay of your male colleagues in similar roles. This documentation will help you present a strong case for why your compensation should be aligned with theirs.
If your employer continues to dismiss your concerns, consider filing a formal complaint with the Equal Employment Opportunity Commission (EEOC) or your state’s labor department. Gender-based pay disparity is prohibited under the Equal Pay Act, and if your case is substantiated, you may have legal grounds for a claim.
Additionally, it may be helpful to seek advice from an attorney who handles employment law. They can guide you through your options for taking further action and help ensure you're being treated fairly in your workplace. Keep pushing for transparency and fairness, and know that you have the right to be compensated equally for equal work.
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