Want to Fix the Pay Gap? Start Before Day One

Ladies, let’s talk money. Specifically, let’s talk about why women are still being underpaid—and why, in today’s political climate, we’re seeing hard-fought progress being undone before our eyes. In honor of celebrating International Women's Day this month, let’s get real about the gender pay gap... and what needs to happen at the hiring stage to stop history from repeating itself.

By now, we’ve all heard the stats. Women in the U.S. earn, on average, around 80% of what a man earns for the same work. For women of color? That number drops even lower. The excuses keep coming—‘women don’t negotiate,’ ‘they choose lower-paying jobs’—but let’s be real: the real issue is? Systemic bias, outdated pay structures, and a hiring process that too often reinforces inequality.

Where It Starts: Hiring & Salary Negotiations

The gender pay gap doesn’t just magically appear once women are in the workforce—it starts with how we’re hired and how much we’re offered from day one. Let’s break down where the hiring process often fails women and what can be done to fix it.

1. Stop Asking for Salary History (It’s Illegal in Many Places!)

When recruiters or hiring managers ask, “What’s your current salary?” they’re not just making small talk. They’re perpetuating wage inequality—and in many states, they’re breaking the law. Many U.S. states have banned salary history inquiries because they trap women in a cycle of underpayment. Yet some companies still push the envelope, with some even asking for previous W-2s (yes, really). If your company is still doing this, not only is it invasive—it’s a huge red flag.

2. Make Salary Ranges Transparent (Because It’s Becoming Law)

Guessing games belong at baby showers, not in the hiring process. When companies keep salary ranges secret, they create an environment where women (who are often socialized to “ask for less”) end up negotiating in the dark. The good news? Pay transparency laws are catching up. Nearly 50% of the U.S. has passed—or is considering passing—legislation requiring companies to disclose salary ranges. That means pay secrecy isn’t just outdated—it’s on its way to being illegal.

3. Audit Your Hiring Process for Bias

Even the most “progressive” companies can have blind spots when it comes to hiring. Do women candidates get lower starting offers than their male counterparts? Are men more likely to be hired at the higher end of the salary range? Conducting regular pay equity audits can help companies catch these patterns—and fix them.

4. Teach Hiring Managers to Recognize (and Challenge) Bias

It’s not enough to hope your hiring managers are making fair decisions. They need training on recognizing unconscious bias, using structured interview techniques, and offering salaries based on market value—not outdated stereotypes about women’s worth.

5. Stop Penalizing Mothers in the Hiring Process

We’ve seen it firsthand: A female candidate applies for a job, her experience and skills check every box—until the interviewer finds out she has kids. Suddenly, she’s not the right fit. Let’s be real—this isn’t unconscious bias; it’s a fully conscious decision rooted in discrimination. If your company is still doing this, stop. Now. Not only is it morally wrong, but it also shuts out highly qualified candidates who bring immense value to the workplace.

Time to Put Your Money Where Your Values Are

Look, talk is cheap. If companies claim to support gender equality but aren’t actively working to fix salary inequality, it’s nothing more than lip service. Hiring managers and recruiters have real power to break the cycle of pay disparity—but it takes intention, action, and a willingness to shake up outdated norms.

So, next time you’re hiring, ask yourself: Are we paying fairly? Are we being transparent? Are we making sure women aren’t starting at a disadvantage? If the answer isn’t a resounding “yes,” you’re part of the problem. And with women’s rights under attack in today’s political climate, we can’t afford to let this slide.