November 1 is Latina Equal Pay Day — the day Latinx women’s average pay catches up to what White men earned last year. In other words? A Latinx woman has to work 22 months to earn what White men make in just 12.
On average, Latinx women are paid an astounding 47% less than White men and 31% less than White women.1 In fact, even if you take education, occupation, experience, and location into account, there’s still a large portion of the pay gap to contend with.2 Unfortunately, the pay gap only worsens for better-educated Latinx women. White men who just have a bachelor’s degree are actually paid more on average than Latinx women with advanced degrees.3
If we closed the pay gap, the average Latinx woman would earn over a million dollars more during the course of her career.4 Not only does this wage gap hurt Latinx women, but their families as well.
At Lyft, we’re committed to equal pay and diversity. “It’s critical for organizations to highlight the pay discrepancies that exist with Latina women,” says Veronica Juarez, Lyft’s Area Vice President of Social Enterprise and executive sponsor of UpLyft Unidos (Lyft's Latinx Employee Resource Group). “It is only through these conversations and subsequent actions that women will be paid fairly.”
That’s why we’re getting the word out with LeanIn.Org through the #47PercentCounts campaign. This is our third and final public awareness campaign of the year with LeanIn.Org highlighting the importance of equal pay. (Learn more about Equal Pay Day in support of pay equity for all women here, as well as Black Women’s Equal Pay Day.)
Problem? What problem?
While prejudice against immigrants plays a role in the pay gap, almost half of White men think barriers to Latinx women’s advancements have been eradicated.5 (Understandably, two-thirds of Latinx women beg to differ.)6 What’s more, nearly three quarters of White men think that racism and sexism aren’t common in their company — yet half of Latinas say they’ve experienced discrimination at work.7 Clearly we’ve all got a long way to go to reach equality.
Lyft’s commitment to pay equity and diversity
Lyft is dedicated to pay equity and nurturing a diverse and inclusive workforce across our North American offices. That’s why we’ve committed to an annual third-party audit of our team members’ pay to ensure that our pay-for-performance compensation philosophy transcends gender or race.
Lyft’s managers and employees at all levels receive training to avoid unconscious bias and continue hiring a more diverse workforce and culture of inclusion.
We want our internal team to reflect the diversity of Lyft drivers and riders. We’re not there yet, but we’re committed to moving in the right direction and publish an annual diversity report to hold ourselves accountable. We’ve doubled our workforce in the past year, but don’t want this growth to come at the cost of diversity. With this in mind, we’re cultivating greater diversity by ensuring women and minorities are represented in final round interviews.
Doing right by the Latinx community
Our latest report shows some incremental growth in our number of Latinx employees from 7% to 9%. Latinx team members support each other through groups such as Uplyft Unidos.
As part of Hispanic Heritage Month, a group of female high school students recently visited Lyft’s San Francisco office for onsite mentoring through TECHNOLOchicas, a non-profit empowering young, Latinx women to create the future of technology. Lyft has also made a donation to TECHNOLOchicas in support of this cause.
This Latina Equal Pay Day, learn more about #47PercentCounts and show your support by heading to LeanIn.Org/lyft.
1 Ariane Hegewisch, “The Gender Wage Gap: 2017; Earnings Differences by Gender, Race, and Ethnicity” (September 2018).
2 Elise Gould and Adriana Kugler, “Latina workers have to work 10 months into 2017 to be paid the same as White non-Hispanic men in 2016,” Working Economics Blog (November 1, 2017).
4 National Women’s Law Center, “The Lifetime Wage Gap, State by State” (April 2018).
5 SurveyMonkey and Lean In conducted two online polls among a national sample of adults in the United States aged eighteen and older. The first poll was conducted from June 29–July 4, 2018, among a total sample of 5,269 adults, and the second was conducted from July 13–18, 2018, among a total sample of 4,223 adults. The modeled error estimate for both surveys is +/-2 percentage points. Data have been weighted for age, race, sex, education, and geography using the Census Bureau’s American Community Survey to reflect the demographic composition of the United States age 18 and over.
6 & 7 Ibid