For the past few decades, I’ve repeatedly heard from many Utah decision makers that they are not concerned with the gender pay gap. Although these leaders do understand that Utah has one of the widest pay gaps in the nation, many don’t seem to believe it is something that needs to be addressed.
In fact, statements I’ve heard personally include: “The gap is because of women’s own choices.” “The gender pay gap should be seen as a badge of honor because Utah women are choosing family over career.” “Utah’s gap doesn’t mean there is any discrimination happening.” “Women don’t mind being paid less because they are the ones who choose to take career breaks.” “The gap is a myth.”
According to the National Women’s Law Center, Utah is ranked 50 out of the 51 states and Washington, D.C., for its gender wage gap.
Overall, women who work full-time and year-round in our state earn 73% of what their male counterparts earn. Ouch! The disparity worsens when you look at race and ethnicity. For every dollar white, non-Hispanic men make:
Asian women make 70 cents,
White, non-Hispanic women make 69 cents,
Native Hawaiian and other Pacific Islander women make 55 cents,
Native American women make 53 cents,
Black women make 52 cents, and
Latina women make 51 cents.
Since I often hear a vocal minority challenge the pay gap’s existence or blame it on the choices women make, I was surprised to find out from a Utah study published earlier this year that most Utahns recognize the problem and want it addressed. And, if Utahn’s want it addressed, then decision makers need to do more to address it.
During the fall of 2023, Utah Women & Leadership Project researchers conducted a statewide study to establish a baseline for public perceptions related to the awareness, understanding and attitudes about challenges that Utah women and girls face. It is no surprise that the gender pay gap was included as one of those challenges.
We had a total of 3,105 Utahns — women and men — respond to the survey items about the pay gap, with two different samples using a 7-point agreement scale.
First, we asked, “I believe a gender pay gap exists in Utah.” 1,645 Utahns (53.0%) strongly agreed and another 956 (31.1%) said they “agree” or “somewhat agree.” In fact, only 15.9% disagreed at any level with the statement. This tells us that Utahns are aware of and understand there is a gap.
Second, we provided this statement: “Utah women make less money than their male counterparts even when they have the same/similar experience, education and position.” I assumed that the responses would dramatically change compared to the first item because of the emphasis (more apples to apples), but they did not. In fact, 2,537 (62.1%) agreed with the statement at some level, with 1,489 strongly agreeing. Only 18.1% disagreed.
Third, we pushed this sentiment even further by providing the following statement: “Utah’s pay gap exists because of women’s own choices (e.g., career breaks, educational choices, lack of experience, job industry).” Well, 71.7% of respondents disagreed at some level, with 40.2% strongly disagreeing. Only 12.6% were unsure and 15.6% chose any of the “agree” options.
Finally, we asked, “Utah leaders should take action to close the gender pay gap.” We left it broad so it could be interpreted as government, policy makers, business, and so forth. When combining the samples, 1,622 Utahns selected “strongly agree,” while another 32.3% said they “agree” or “somewhat agree.” It is clear that Utah residents want action from leaders within the state to help address this issue.
Overall, the negative impact of the gender pay gap on Utah women and families has been well-documented. And the Utah Women & Leadership Project’s findings, even with the margins of error, tell us that Utahns most likely are aware of the gender pay gap and are leaning toward not excusing it away based on the “women’s own choices” argument — although occupational segregation is a real issue in the state.
So, what can be done?
Forward-thinking strategic Utah companies have already jumped onboard to do deeper internal analyses — at least annually — and have made changes. I encourage employers within all sectors and industries to do the same.
Research also shows that state-level legislation can also move the needle with pay transparency and anti-retaliation protections, salary history bans and deeper research specific to Utah to understand the complex elements more deeply.
In addition, other strategic initiatives are moving forward in Utah that welcome in more passionate individuals and organizations.
There will be long-term benefits for Utahns when the gender pay gap is taken seriously by employers and decision makers and finally narrowed. To truly make Utah a state that supports families, we have to “mind” — and close — the gap.
Susan R. Madsen
Susan R. Madsen, Ed.D., is the inaugural Karen Haight Huntsman Endowed Professor of Leadership & Director, Utah Women & Leadership Project, Jon M. Huntsman School of Business, Utah State University.
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