Although more than half of women in Utah choose to join the workforce, they make 27% less than men even though they do the same work and have the same skills and training. Over a career, Utah women are paid more than three quarters of a million dollars less than men. This wage gender gap is almost the worst in the nation. Although some jobs, like medical doctors, have similar pay scales, many other jobs don’t. Lisa Watts Baskin has been practicing law for 40 years and experienced a lot of difficulties and has seen some inadequate evolution. “Being a young lawyer, I had to make a choice,” said Baskin. “Having a family and working toward being a partner was not workable.” Baskin notes that some firms encourage their young female lawyers to freeze their eggs to put off starting a family until they make partner at about age 40. 

Although the problem is huge, employers can help immensely by choosing to implement some women-friendly strategies. First, let go of the antiquated notion that women are not the breadwinners and so don’t need to be paid as much. In the days of non-traditional families, rising inflation in food and housing, women often also need to support their families. Additionally, transparency in how much all employees are making can help women see the unfairness and campaign for equal pay. “Making it illegal to ask how much money was made at a previous job” said Baskin, “can eliminate starting women at smaller salaries that are just above what they made before, but below what is traditional at the company.” 

he gender pay gap needs to be closed, she said. “Making the criteria clear for climbing the ladder can make achieving the higher-paid positions fair and equitable.”

Childcare is “exorbitantly expensive,” said Baskin, and providing in house or nearby options can be a huge benefit for working mothers. Similarly, allowing hybrid work that can be done both at home and in the workplace can ease this burden. Flexible schedules, even splitting a position between two people, can help anyone balance the needs of home and work. Attending a meeting remotely to allow for a sick child or elder care duties can be helpful. TRAX passes, snacks, meals with training meetings are other useful perks. Some employees supply funds to help with professional advancement like taking a client to lunch or attending conferences – these funds could also be used to defray the cost of childcare. Women need to advocate for these lesser perks as well as standing firm on gender wage equity, said Baskin. “Save your daughters. Educate your daughters. Families thrive when women thrive and happier women boost the bottom line.”