Recognizing the Date, Reassessing the Workplace

August 26 marks Women’s Equality Day, commemorating the ratification of the 19th Amendment in 1920, which granted women in the United States the right to vote.

It’s a milestone worth honoring. But when we shift the lens from ballots to boardrooms, it becomes clear that the promise of equality hasn’t fully carried over into the workplace.

Today, women still face disparities in pay, leadership opportunities, and hiring practices.

The gap may not always be visible in mission statements or annual reports, but it exists in who gets promoted, who is underpaid, and who is overlooked despite being qualified.

Where the Gaps Persist

Despite efforts to close the divide, structural inequities still shape women’s experiences across sectors:

• Pay Disparity: On average, women in the U.S. earn 82 cents for every dollar earned by men. For women of color, the gap is significantly wider (AAUW, 2024).

• Leadership Representation: Only 10% of Fortune 500 CEOs are women, and that figure drops further when race is factored in (Catalyst, 2024).

• Hiring Bias: Subtle assumptions about family status, assertiveness, or “cultural fit” often affect how women are evaluated during recruitment (Harvard Business Review, 2023).

Progress is real. But so is the work that remains. Hiring equity doesn't just happen through good intentions. It requires structure, data, and the willingness to question familiar norms.

What Hiring Equity Actually Looks Like

1. Transparent Pay Bands

Post salary ranges in every job description. Normalize pay equity audits and ensure promotions come with fair compensation.

2. Gender-Neutral Language

Audit listings for masculine-coded terms like “aggressive,” “competitive,” or “ninja” that discourage qualified women from applying.

3. Skills Over Career Gaps

Evaluate based on capability, not on uninterrupted tenure. Create re-entry programs for professionals returning after caregiving roles.

4. Pathways to Advancement

Track promotion data by gender. If women are hired but not rising, it’s not a pipeline issue, but a growth issue.

5. Bias Training with Accountability

Move beyond awareness sessions. Include measurable outcomes tied to hiring manager performance.

Why This Matters for Employers

Companies with more women in leadership perform better financially, retain talent more effectively, and benefit from a wider range of perspectives (McKinsey & Company, 2023).

But most importantly, it’s a matter of fairness.

The systems that shape hiring are often invisible. That’s why Women’s Equality Day is more than symbolic. It’s a reminder to make those systems visible, and then redesign them for balance.

For Job Seekers and Employers Alike

If you’re a job seeker navigating these challenges, platforms like Diversity.com exist to connect you with employers committed to equitable practices.

If you're an employer ready to move from pledges to performance, now is the time to evaluate your pipeline.

Who’s applying? Who’s getting hired? Who’s being retained? The answers tell you where to begin.

How Diversity.com Supports Inclusive Hiring

At Diversity.com, we know that inclusive hiring isn’t about lowering standards—it’s about raising the bar and removing outdated filters that limit potential.

That’s why we equip employers with the tools, strategies, and talent pipelines to build teams that are qualified, diverse, and forward-thinking—without compromising on excellence.

Whether you're refining your recruitment process, improving retention, or navigating new DEI challenges, we’re here to support your mission with real solutions and real results.

For Employers & HR Professionals:

✔ Create a free employer account — Start posting jobs that reflect your values. Choose from single listings, job packs (discounted credit bundles), or subscription plans tailored to your hiring needs.
✔ Access a diverse, top-tier candidates — Connect with professionals who bring both qualifications and fresh perspectives to your team.
✔ Stay informed with expert DEI insights — Learn how to apply inclusive strategies without sacrificing performance.

For Job Seekers:

✔ Explore inclusive career opportunities — Discover employers that care about merit, culture, and impact.
✔ Create a free job seeker account — Apply confidently for jobs with companies that believe in equity.
✔ Understand Inclusive Hiring — Learn how DEI really works—and how it can work for you.

We don’t lower standards. We eliminate the barriers that keep talent hidden.

Start building a better, bolder team today—with Diversity.com.

Questions? Contact Us, and we'll walk you through it.

Related Articles

• Supporting Black Talent Beyond the Hashtag: Real Hiring Commitments That Matter

• Indigenous Professionals in the Workplace: Visibility, Voice, and Value

• Building Age-Inclusive Hiring: Tapping the Power of Experience

• Mental Health Support That Goes Beyond the Employee Handbook

Sources & References

• American Association of University Women. (2024). The simple truth about the gender pay gap. https://www.aauw.org/resources/research/simple-truth/

• Catalyst. (2024). Women CEOs of the S&P 500. https://www.catalyst.org/research/women-ceos-of-the-sp-500/

• Harvard Business Review. (2023). Why women get fewer job offers. https://hbr.org/2023/02/why-women-get-fewer-job-offers

• McKinsey & Company. (2023). Women in the Workplace 2023. https://www.mckinsey.com/featured-insights/diversity-and-inclusion/women-in-the-workplace