The Time for Pay Equity is Now
By: Cassie Beer, Director
As we wrapped up the 2024 Compass Survey—measuring women in leadership, compensation practices, supportive benefits and policies, and programs for hiring and advancement—it was clear that our community is struggling to close the wage gap. Pay equity is about more than numbers—it’s about fairness, dignity, and ensuring every woman has the opportunity to succeed. We've made strides locally and across the country, but there’s still work to do. Women, especially women of color, face significant pay gaps that impact their families, communities, and futures.
Let’s explore why closing these gaps matters and how we can create lasting change together.
The Pay Gap in Allen County
According to our 2020 Allen County Women & Girls Study, the average pay gap between men and women in Allen County is just under $16,000. This disparity is even more pronounced for women of color.
Black women earn 57 cents for every dollar paid to white men.
Asian American, Native Hawaiian, and Pacific Islander (AANHPI) women earn 75 cents.
Native and Indigenous women earn 50 cents.
Latina women earn 49 cents.
These gaps don’t just affect paychecks—they ripple into every part of life, from paying for childcare to saving for the future. This is why pay equity matters so deeply—it’s about leveling the playing field for every woman and family.
Historical Context and Legislative Progress
Policy has the power to shape our daily lives. When we look at the history of women’s fight for equal pay, it’s important to know these legislative landmarks.
The Equal Pay Act of 1963: Aimed to abolish wage disparity based on sex.
Title VII of the Civil Rights Act: Prohibited employment discrimination based on race, color, religion, sex, or national origin.
The Pregnancy Discrimination Act of 1978: Prohibited discrimination based on pregnancy, childbirth, or related medical conditions.
Despite these advancements, women remain underrepresented in leadership roles, and disparities are more significant for women of color. The COVID-19 pandemic further exacerbated these issues, leading to a "she-cession" where women lost jobs at a higher rate than men. As of early 2025, there are still 1.4 million fewer employed adult women in the workforce compared to pre-2020 figures, whereas the number for men is 500,000.
Economic Implications of Closing the Pay Gap
Closing the gender pay gap would substantially benefit women and their families. If women were paid equivalent to their male counterparts for one year, the additional income could cover.
An entire year of childcare.
One year of tuition and fees for a four-year public university.
More than nine months’ rent.
More than a year’s worth of food.
Imagine what closing the pay gap could mean for women and their families. For many, it’s not just catching up—it’s the chance to dream bigger and live without constant financial stress. These improvements would enhance individual economic security and contribute to the broader economy by increasing consumer spending and reducing poverty rates.
Current Legislative Efforts in Indiana
In Indiana, we’re seeing encouraging steps in the right direction. During the 2025 Indiana Legislative Session, lawmakers are considering bills that could make a real difference, such as House Bill 1300. This bill, authored by Representative Sue Errington, would prevent employers from asking about a job applicant’s wage history during hiring. By doing so, it ensures women aren’t penalized for past pay gaps when negotiating salaries for new roles.
These legislative efforts reflect a growing recognition of the importance of pay equity and the need for systemic change to achieve it.
The Path Forward
Achieving pay equity requires a multifaceted approach involving policy changes, organizational commitment, and cultural shifts. The Women’s Fund measures and celebrates several policies that are proven to help close the wage gap.
Conducting Regular Wage Analyses: Organizations should routinely assess compensation data to identify and address disparities.
Promoting Transparency: Clear communication about pay scales and advancement criteria can help mitigate unconscious biases. For example, salary ranges can be posted on job listings, so women don’t waste precious time pursuing a job that doesn’t pay what they need.
Banning Salary History Questions in the Interview Process: This policy ensures that women aren’t penalized for past low wages.
When women are paid what they’re worth, everyone benefits. Families are more substantial, communities are more vibrant, and opportunities open up for future generations. Here in Fort Wayne, we can lead by example, showing what’s possible when fairness and equity guide our decisions.
Pay equity isn’t just a goal—it’s a promise to every woman and girl that her hard work and talent will be valued. Together, we can fulfill that promise and build a future where everyone thrives.