Why is this topic important? After college graduation, the playing fields for men and women should be even. However, whenwomenare not paid the same pay for the same work, they start off behind and continue to lose income as well as opportunities for advancementthroughouttheir career.
The job offer templates by state give information to understand rights regarding non-compete agreements, verifying whether your salary matches your co-workers’, and negotiating for contractual protections. We provide additional pay equity resources to support you throughout your career.
The pay equity FAQs provide information from national thought leaders on research on the pay equity gap.
We use the word “womXn” at times on this page to encompassing a broader range of gender identities than “woman.”
This page was last updated on March 14, 2023.
All pay days are not the same
WomXn working full time and year time are paid 84 cents for every dollar paid to a man who works full time.
Equal Pay Day is the symbolic representation to raise awareness about the wage gap and the impact that it has on women and their families. For most women of color that wage gap is even wider and they need to work longer into the year to make as much.
2023 Equal Pay Days March 14 – Symbolic Day for All Women
African American and Black women work nine months in the year to earn the same pay as male coworkers
Asian American and Pacific Islander women are paid 75 cents for every dollar. However, Asian American and Pacific Islander women are multidimensional with stark differences among the subgroups.
Native American women pay is dependent on the tribe they belong to.
Hispanic and Latina women are most affected by the pay gap.
Recruiting MIT womXn? Ensure equal pay!
At MIT, women are 41% of the total student and 27% of total postdoc population in 2021 according to the MIT Diversity Dashboard.
Review CAPD’s employer pages and connect with CAPD’s Recruiting Team, hire@mit.edu to hire our students, postdocs, and graduates.
MIT Equal Pay Working Group
Who are we?
MIT Equal Pay Working Group raises awareness of the issue of pay inequity. Led by CAPD and AMITA (Association of MIT Alumnae) the group comprises students, staff, and alumnae from:
Career Advising and Professional Development
Department of Urban Studies & Planning
Association of MIT Alumnae
Undergraduate Practice Opportunities Program
Society of Women Engineers
Graduate Woman @ MIT
Women and Gender Studies
Sloan Alumni Relations
Sloan Career Development Office
MIT School of Engineering Communication Lab, and
Supported by Institutional Research
The group’s mission is to collaborate to promote pay equity for MIT students and graduates from diverse backgrounds and experiences at the beginning and throughout their career. Interested in connecting with the working group for programming or sponsorship, contact equalpaywg@mit.edu.
Pay Equity and negotiation workshops and programming
We work with MIT departments and groups to provide information on pay and negotiation for students, postdocs, and graduates. Interested in having us speak to your group or come to an event, send a request to our email.
Starting a new job can be exciting and overwhelming, particularly if it’s your first time working in industry. Two MIT alumnae, Maureen Reitman, Principal Engineer and Group Vice President at Exponent, and Minsun Byun Kevers, Co-Founder & CEO of DiVerity, …
Women leaders are switching jobs at the highest rates we’ve ever seen, and ambitious young women are prepared to do the same. To make meaningful and sustainable progress toward gender equality, companies need to go beyond table stakes. That’s according …
By Simona Rosu
Simona RosuSenior Assistant Director, Postdoctoral Career and Professional Development
You can review this list of MIT Fall Career Fair 2022 employers who shared the pay equity efforts conducted at their company. Some companies have multiple efforts listed, so be sure to click on the “equal pay efforts being conducted” column.
Watch this mock negotiation to effectively get a higher salary in your interview process. Stephen asks Zaheer (Levels.fyi co-founder) to navigate three negotiation scenarios that are common to your recruiting process including: compensation expectations, exploding offers, and negotiating the offer. …
