On Equal Pay Day, Can We Also Have an Equal Credit Day?

Welcome to Inclusion Is Leadership, a biweekly infusion of insights, research, and guidance to create inclusive workplaces. Created by Ruchika Tulshyan, inclusive leadership advisor, founder of Candour and author of Inclusion On Purpose .

It’s Equal Pay Day.?

Sigh.

You’re likely being bombarded today with hot takes on this earlier-than-usual date. Does it signify progress? Progress for whom? What about the tens of thousands of women who were forced to leave their work during the global pandemic? How does the “fight” (I can’t believe it’s even a discussion!) for child care and care providers relate??

And when is “Equal Pay Day” for Black women? Indigenous women? Asian women who are not in high-earning jobs? Latinx women? (And even among those groups, how might colorism impact pay?)

Whew! It’s a lot, I know. I encourage you to read the journalism and reporting (particularly by women of color) about this day and what it means for our world.?

As for me, I’ll offer two insights that I suspect may not be covered widely in the larger discussion about pay equity today:

1. Saying No to Unpaid Labor

Last week I received an invitation to speak for free at an event. My view on unpaid labor is well-documented , so I responded with these words.?

"Unfortunately, I'm unable to accommodate unpaid requests as a matter of principle, to stand against the unpaid labor women of color are too often expected to complete."

When I shared this on LinkedIn last week, I was astonished by the response! So many thoughtful people chimed in with their scripts for responding to such requests, and many asked to borrow mine. Please do!?

It makes a difference to have a response prepared. It cuts back on any anxiety or uncertainty you may feel about your response, and eliminates decision-making or dithering about how to respond. These small “short cuts” add up over time; not only in protecting ourselves but in delivering a consistent message to the world about what we stand for–and paying it forward so that it becomes even more normalized to not ask women of color to work for free.

What struck me about the conversation and scripts others shared is how gracious and firm they are. You can be humble and steadfast in your self-advocacy.?

2. When is Equal Credit Day?

Pay Equity is not only a matter of dollars and cents. Compensation takes many forms, and credit is one of them.

Women and women of color in particular are often denied the opportunity to do the work that is recognized and celebrated in an organization (yes, I’m referencing “office housework,” which I’ve talked about here and here !). Meanwhile white men largely get the advancement opportunities and credit.?

While a gap exists even in the recognition that white women receive compared with white men, white women are still more likely to be in high-visibility positions compared with women of color.

This is why I center the experiences of women of color in my work and in my book Inclusion on Purpose . As I write in my book,?

“The intersection between gender and race/ethnicity uniquely impacts women. While women all over the world are at a disadvantage in society and workplaces compared with men, the intersection between gender and race is a key differentiator between women’s experiences. Taking an intersectional lens to equality becomes paramount because racism deeply compounds the bias women of color experience.”?

If you’re a woman, woman of color, or person with other underestimated identities, you’ve almost certainly experienced a lack of “credit equity.” I’m talking about your ideas being ignored in meetings until a white man repeats them; your raised hand being overlooked in an audience; your name listed last if at all on a group project.?

I share 5 ways that people with privilege can take action for giving equal credit here .?

Now I would love to hear from you. What does Equal Pay Day mean to you, if anything? Do you think it’s useful? What’s your experience with saying “no” to unpaid labor, or getting “equal credit”?

I can’t wait to hear from you in the comments.

And if you’ve read the book, thank you!! Please consider leaving a review on Amazon .?

In my next Inclusion Is Leadership, I’m sharing why we must retire the term “microaggressions.” Yes, really! Subscribers to the private version of Inclusion is Leadership will get exclusive access, and you can subscribe here .?

PS Thanks to all who have asked where they can see me speak! All my upcoming events are listed on my website . And on that note, today I’m speaking at SXSW, and signing copies of my book. I may be slower than usual to respond to your comments, and I can’t wait to read them!