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Long and Winding Road to Equal Pay
National Summary Table
AFL-CIO
Public Policy Department
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Equal
Pay
99-01
Rank |
Hourly
Wage
Gap
99-01 |
Wage
Gap
Closing
Rank |
Wage
Gap
Closing
Pace |
Wage
Growth
Women
Rank |
Wage
Growth
Women
89-01 |
Wage
Growth
Men
89-01 |
Estimated
Date of
Arrival for
Equal Pay |
AL |
28 |
76.7% |
5 |
11.4% |
2 |
23.6% |
11.0% |
2025 |
AK |
26 |
76.8% |
13 |
9.2% |
51 |
-4.5% |
- 12.6% |
2030 |
AZ |
2 |
83.8% |
16 |
8.5% |
33 |
9.1% |
0.4% |
2023 |
AR |
16 |
79.8% |
23 |
7.4% |
14 |
16.1% |
8.1% |
2032 |
CA |
5 |
82.5% |
39 |
4.7% |
48 |
3.0% |
- 1.6% |
2044 |
CO |
27 |
76.7% |
28 |
6.8% |
7 |
19.2% |
11.6% |
2041 |
CT |
37 |
75.6% |
31 |
5.8% |
26 |
11.3% |
5.2% |
2050 |
DE |
17 |
79.6% |
27 |
7.1% |
25 |
11.5% |
4.1% |
2034 |
DC |
1 |
96.7% |
20 |
8.1% |
19 |
14.7% |
6.1% |
2006 |
FL |
6 |
81.3% |
46 |
2.4% |
31 |
9.7% |
7.0% |
> 2050 |
GA |
10 |
80.7% |
47 |
2.2% |
29 |
10.3% |
7.9% |
> 2050 |
HI |
19 |
78.9% |
34 |
5.1% |
50 |
0.6% |
- 4.3% |
2049 |
ID |
30 |
76.3% |
7 |
10.7% |
18 |
15.1% |
3.9% |
2027 |
IL |
36 |
75.7% |
18 |
8.4% |
32 |
9.5% |
1.0% |
2035 |
IN |
44 |
73.7% |
10 |
10.2% |
5 |
21.4% |
10.3% |
2032 |
IA |
21 |
78.1% |
3 |
12.6% |
8 |
18.8% |
5.5% |
2021 |
KS |
29 |
76.6% |
25 |
7.1% |
23 |
12.4% |
4.9% |
2040 |
KY |
22 |
78.0% |
9 |
10.3% |
10 |
17.9% |
6.9% |
2026 |
LA |
48 |
73.2% |
35 |
5.1% |
24 |
11.7% |
6.0% |
> 2050 |
ME |
7 |
81.3% |
22 |
7.4% |
38 |
7.7% |
0.2% |
2030 |
MD |
4 |
83.5% |
19 |
8.2% |
27 |
10.9% |
2.5% |
2024 |
MA |
15 |
79.9% |
41 |
4.4% |
47 |
4.1% |
- 0.3% |
> 2050 |
MI |
45 |
73.6% |
2 |
12.9% |
20 |
14.5% |
1.4% |
2025 |
MN |
33 |
75.9% |
50 |
-0.4% |
6 |
19.4% |
19.9% |
NA |
MS |
49 |
72.6% |
51 |
-3.9% |
15 |
16.0% |
20.7% |
NA |
MO |
18 |
79.1% |
12 |
9.7% |
3 |
22.3% |
11.6% |
2026 |
MT |
47 |
73.5% |
14 |
9.2% |
44 |
6.2% |
- 2.8% |
2035 |
NE |
23 |
77.8% |
11 |
10.0% |
12 |
16.2% |
5.7% |
2027 |
NV |
8 |
81.2% |
6 |
11.3% |
46 |
4.4% |
- 6.2% |
2020 |
NH |
39 |
74.8% |
24 |
7.3% |
42 |
6.7% |
- 0.5% |
2042 |
NJ |
25 |
77.4% |
33 |
5.1% |
45 |
5.5% |
0.4% |
> 2050 |
NM |
24 |
77.4% |
15 |
8.8% |
17 |
15.7% |
6.4% |
2031 |
NY |
13 |
80.1% |
36 |
5.0% |
49 |
2.3% |
- 2.5% |
> 2050 |
NC |
9 |
81.2% |
40 |
4.6% |
11 |
17.2% |
12.0% |
2048 |
ND |
40 |
74.4% |
43 |
4.1% |
39 |
7.6% |
3.4% |
> 2050 |
OH |
46 |
73.5% |
44 |
4.0% |
28 |
10.8% |
6.5% |
> 2050 |
OK |
42 |
73.8% |
42 |
4.1% |
41 |
6.9% |
2.7% |
> 2050 |
OR |
31 |
76.3% |
32 |
5.7% |
36 |
8.7% |
2.8% |
2050 |
PA |
43 |
73.8% |
45 |
2.9% |
30 |
9.8% |
6.7% |
> 2050 |
RI |
14 |
80.0% |
17 |
8.5% |
21 |
14.0% |
5.1% |
2028 |
SC |
20 |
78.1% |
21 |
7.8% |
4 |
21.9% |
13.1% |
2034 |
SD |
12 |
80.4% |
26 |
7.1% |
1 |
24.0% |
15.8% |
2033 |
TN |
34 |
75.8% |
49 |
0.8% |
16 |
15.8% |
14.9% |
> 2050 |
TX |
11 |
80.7% |
37 |
4.9% |
35 |
9.0% |
3.9% |
2046 |
UT |
50 |
71.1% |
48 |
1.0% |
37 |
8.4% |
7.2% |
> 2050 |
VT |
3 |
83.5% |
29 |
5.8% |
43 |
6.7% |
0.9% |
2033 |
VA |
32 |
75.9% |
38 |
4.7% |
22 |
12.5% |
7.4% |
> 2050 |
WA |
38 |
75.6% |
30 |
5.8% |
40 |
7.0% |
1.2% |
2050 |
WV |
41 |
74.2% |
1 |
13.7% |
9 |
18.7% |
4.4% |
2023 |
WI |
35 |
75.8% |
4 |
11.9% |
13 |
16.1% |
3.8% |
2025 |
WY |
51 |
68.6% |
8 |
10.5% |
34 |
9.1% |
- 1.3% |
2037 |
- NA = not available. The estimated date of arrival for equal pay could not be determined for two states – Minnesota and Mississippi due to an increased wage gap over the decade.
- > 2050 indicates that equal pay will be achieved beyond the year 2050.
Notes:
- Hourly Wage Gap - Wages in the hourly wage gap column (99-01) were averaged over a three-year period to minimize the impact of year-to-year
fluctuations.
- Wage Gap Closing Pace - The wage gap closing pace is the 10-year percent change in the female/male ratio, calculated by comparing the 99-01 average with the 89-91 average.
- Wage Growth - Women & Wage Growth - Men - The wage growth figures for women and men are the percent changes for the years 89-01.
- This study compares the median hourly wages for women and men by state, using Economic Policy Institute analysis of Current Population Survey (CPS) data. Median hourly wage gap and rank for 1999-2001 are derived by averaging median hourly wages for 1999-2001. Wage gap analyses can be based on annual, weekly or hourly wages. Data in this table are based on hourly wages from 2001 because annual wages are not yet available; and the Census Bureau has not published 2000 annual earnings by state and gender. Wage gaps calculated from hourly wages are somewhat smaller than those based on annual earnings.
For additional information about methodology, contact the
- AFL-CIO Public Policy Department
at (202) 637-5122
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All Rights Reserved © 1999-2008
Nancy D. O’Reilly, PsyD
Clinical Psychologist and founder of the WomenSpeak Project
Email:
Last Updated:
February 13, 2008
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