Equal Work Deserves Equal Pay

Women in the U.S. who work full time, year round are paid only 81 cents for every dollar paid to men — this gap is even bigger for women of color. Help us close the gap. If you need help filing a wage claim or have specific questions please call the Department of Labor toll free at 833-526-4636. Read more about the California Equal Pay Act and your rights under the law here.

Solving Big Problems…Together

While the difference between the earnings of women and men has shrunk over time, it has done so in incrementally, creating a persistent gap over decades. There continues to be a disparity in how men and women are paid, even when all compensable factors are controlled for, according to research by Payscale,  meaning that women are paid less than men due to no attributable reason other than gender. In 2022, the uncontrolled gender pay gap is $0.82 for every $1 that men make and these numbers only get worse for women of color, LGBTQ women, and mothers.

CCSWG has a long history of advocacy work with regards to Pay Equity in California. Former Commissioner Senator Hannah Beth Jackson authored the California Fair Pay Act, the strongest Equal Pay Law in the nation, as well as SB 973 and SB 1383, requiring large California employers to report salary data and protecting California’s paid family leave benefits, respectively. These efforts were crucial and Commissioners continue to expand on them including co-sponsoring Commissioner Senator Monique Limón’s Salary Transparency bill, SB 1162, which was signed into law by Governor Newsom in September 2022, alongside Equal Rights Advocates, California Employment Lawyers Association and Tech Equity Collaborative.

Employer transparency is key to achieving equal pay for women and people of color. We can’t fix what we can’t see. Former Commissioner Jackson put it best saying, “Women’s paychecks should reflect their true value and contributions…we have to do better.”

CCSWG works with state level partners to provide resources, training, policy advocacy, education opportunities, and assistance to help ensure that women are front and center as we build back a better California for ALL. 


Cents on the dollar is on average, what women earn compared to men


Of workers believe a racial wage gap exists due to racial identity


Less is what LGBTQ+ women earn compared to Non-LGBTQ+ men


Of organization plan to conduct a pay equity analysis

Equal Pay Days

Equal Pay Day was developed by the National Committee on Pay Equity (NCPE) in 1996 as a public awareness event to illustrate the gap between men’s and women’s wages. This date symbolizes how far into the year women must work to earn what men earned in the previous year. Because the wage gap is wider for women of color, multiple dates exist corresponding with women belonging to different racial/ethnic groups. CCSWG is proud to partner with Equal Rights Advocates, the Office of the Labor Commissioner, and the Office of the First Partner to highlight each Equal Pay Day annually. Dates for Equal Pay Days are based on annual U.S. Census data on median earnings for full-time, year-round workers. Click the button below to learn more.


Programs & Resources

The ongoing crisis of the COVID-19 pandemic have underscored how vital equal pay is for women and families and exposed how the work performed primarily by women, and particularly women of color, continues to be undervalued, even as we depend on it as never before. CCSWG focuses on bringing together Californians and developing complex intersectional perspectives on the challenges we face in order to collectively develop solutions and advocate for their implementation. We hope you will join us.

WRAP Training

The Office of the First Partner and the California Commission on the Status of Women and Girls have partnered with the California Labor Commissioner’s Office to provide #EqualPayCA trainings during Equal Pay Day Months.

Equal Pay Days

Equal Pay Day was developed by the National Committee on Pay Equity (NCPE) in 1996 as a public awareness event. The CCSWG highlights these issues annually through digital campaigns and events. 

How Can I Promote a Culture of Pay Equity

The CA Pay Equity Task Force recommends that employers consider adopting some or all of these action Items to promote a culture of pay equity within the employer’s organization.

Take The Pledge

We are challenging businesses to take the Equal Pay Pledge and commit to conducting an annual company-wide gender pay analysis, reviewing hiring and promotion processes and procedures to reduce unconscious bias and structural barriers, and to ensure fundamental equity for all workers. 

Women in the Workplace

The California Commission on the Status of Women and Girls is excited to share resources from LeanIn.Org to help increase awareness about the challenges facing women, and particularly women of color, in the workplace. Find these resources and more here.

Business Resources

California law requires that employers pay women and men doing substantially similar work the same wage rate. Find guidelines and assistance on how to comply with California’s Equal Pay laws here.

Union Resources

California law requires that employers pay women and men doing substantially similar work the same wage rate. There is no exception for employees covered by Collective Bargaining Agreements and no minimum number of employees needed for this law to apply. Find guidelines on how to comply with California’s Equal Pay laws here.

Employee Resources

There are many ways you can find out if you’re being appropriately compensated for your work and your particular role. Learn more about your rights as an employee here.

Job Seekers Resources

Before you even begin applying for jobs or interviewing, you’re right, you need to be aware of what possible pay ranges or options exist. You can use pay range information when you interview and are hired to make sure you are asking for and being offered pay that is similar to people with similar jobs. Learn more here.

“Achieving pay equity is not only an economic imperative, it is a necessary step to ensuring parity and the fair treatment of women in the workplace and in society as a whole.”

Jennifer Siebel Newsom

First Partner of California

About the #EqualPayCA Campaign

#EqualPayCA is a campaign led by the First Partner, in partnership with the California Commission on the Status of Women and Girls, focused on closing the pay gap in California. California has the strongest equal pay laws in the nation, but passing a law is only the first step – change doesn’t happen without education and implementation. To help close the gap, the #EqualPayCA campaign challenges businesses to commit to pay equity in the workplace through the Pay Equity Pledge.

Take The Pledge

To date, over 60 major California employers have taken the pledge, including GAP Inc., Twitter, Adobe, Mattel, Salesforce, and more. We would be excited to add your name to this growing lost and publicly recognize your commitment to equity in the workplace.

Equal Pay Champions

We would be excited to add your name to this growing list and publicly recognize your commitment to equity in the workplace. We hope we can count on you to join this effort and look forward to partnering with you as we move towards pay equity in California. The following companies have signed our equal pay pledge:

Pledge Takers

Adobe | Airbnb | Ani’s Cake Delights | AppleAT&T | Autodesk | Blue Note Theraputics | Blue Shield of California | BoxBranch Metrics | Children’s Home of Stockton | Cisco | Dream Clean of the Desert | Drift | Edison International | Eloes Mobility | The Grateful Dog, Inc | eBay | Fisher & Phillips LLP | First Capitol | Gap Inc. | Genentech, a member of the Roche GroupGusto | Ike Robotics | Intel | Just Us 4 Youth | Larson LLP | Lending Club | Liveconvos.tv | Maxim Integrated | MattelMedallia Inc. | Metromile | Nextdoor | Pandoras Delight | QuinMark Associates Incorporated Ink | Ripple Foods | Salesforce | Shutterfly | Simplecast | Sacramento Municipal Utility District | Snapdocs | Social Glass | State of California | Square | SunRun Inc. | Sunshine Sachs | TuSimple | TwitterUber | Zynga

Click HERE for a downloadable list of California Equal Pay Pledge signatories.


Business Roundtables

The Equal Pay roundtable discussions create space for interactive participation and informational sharing by business leaders who have taken the Equal Pay Pledge. These discussions provide an opportunity for deeper conversations in a safe virtual setting to focus on the intersections of gender equity efforts and the impacts to working women. Roundtables will will reconvene in the fall of 2022 and will focus on actionable steps to increase parity for women and create an inclusive work culture. 

Factsheets & Data

The California Commission on the Status of Women and Girls (CCSWG) formed the California Pay Equity Task Force in 2016, the year that the Fair Pay Act of 2015 took effect. The Fair Pay Act amended California’s equal pay law as it applies to employee’s gender. In 2017, another law took effect that further expanded protections under California’s equal pay law to employees of a “different race or ethnicity.” Because the CCSWG formed this Task Force in 2016, our work has focused primarily on creating tools and guidance related to implementation of the Fair Pay Act of 2015.

  • California Women Overall – 88 cents
  • California Black Women – 61 cents
  • California Latinas – 42 cents

We recognize that equal pay issues affect employees at the intersection of sex and race/ethnicity and that more work needs to be done to address the wage gap facing people of color and women of color in particular. Our hope is that the tools and materials provided here will serve as useful starting points for employees, employers, and unions so that we can work towards achieving pay equity for all workers throughout California. We are proud to partner with the Office of the First Partner to help close the gap in California.

  • California Native American Women – 49 cents
  • California Asian American Women – 75 cents
  • California Native Hawaiian & Pacific Islander – 54 cents

Equal Pay Task Force

In January 2016, SB 358, the California Fair Pay Act, took effect. California is uniquely positioned to provide leadership on this issue, and the CCSWG is uniquely positioned within California to support meaningful compliance with the strongest equal pay laws in the country.


The Commission launched a statewide, multi-stakeholder Pay Equity Task Force to engage diverse interests and facilitate an ongoing dialogue about pay equity between employees and their advocates, small and large employers, policymakers, legislators, experts in human resources and compensation practices, industrial organizational psychologists, labor economists, social scientists, and legal and other experts in the public and private sectors.

In 2017, the California Senate Office of Research conducted a case study on the California Pay Equity Task Force which was unique in that it is the first task force in California to be convened for the purpose of assuring effective implementation of a law. Read that report and learn more below.

Partner Resources

The California Commission on the Status of Women and Girls is excited to share resources from aligned organizations to help increase awareness about the challenges facing women, and particularly women of color, in the workplace.  The COVID-19 pandemic has thrown into stark relief the disparities between women and men, and the additional burdens placed on women of color. Addressing these significant disparities is critical to ensuring the economic security of women and their families.

Factsheets & Research

Equal Pay Factsheet (English)

Download the #EqualPayCA factsheet here and Know Your Rights!

Equal Pay Factsheet (Spanish)

Download the #EqualPayCA factsheet in Spanish here and Conoce Tues Derechos!

Lean In Research: How COVID-19 is Impacting Women

Even before COVID-19, women were playing on an uneven field. Now the pandemic is making everything worse

National Women’s Law Center: The Wage Gap

The wage gap typically translates into more than $10,000 per year in lost earnings for women. The good news is that there’s a clear path ahead to fair pay for women