Recognizing the significance of equal pay and the disparity between wages paid to men and women.

Legislative Summary: H.Con.Res. 21 (119th Congress)

Overview

H.Con.Res. 21 is a concurrent resolution introduced in the 119th Congress to formally recognize the persistent gender wage gap in the United States. Unlike a standard bill, a concurrent resolution is primarily used to express the sense of the House and Senate or to establish ceremonial recognitions; it does not create new laws or allocate funding.

The primary intent of this resolution is to highlight the economic disparities between men and women—particularly the intersectional disparities facing women of color and women with disabilities—and to reaffirm the government's commitment to achieving equal pay.

Key Findings and Declarations

The resolution outlines extensive data regarding the current state of wage inequality in the U.S., including:

1. Statistical Wage Gaps

• General Gaps: Full-time, year-round women earn an average of 83 cents for every dollar paid to men. When including part-time and seasonal workers, this drops to 75 cents.
• Intersectional Disparities: The gap is significantly wider for women of color compared to White, non-Hispanic men:
  • Latinas and Native American women: 58 cents
  • Black women: 66 cents
  • Native Hawaiian/Pacific Islander women: 65 cents
  • Asian-American women: 94 cents
• Lifetime Impact: The resolution notes a median annual earnings disparity of $11,550, which can accumulate to nearly $462,000 over a professional career.

2. Education and Occupational Factors

• Educational Paradox: The bill asserts that women earn less than men at every level of academic achievement. For example, women with professional degrees earn only 70% of what men with the same degree earn.
• Occupational Segregation: It highlights that the concentration of women in low-wage jobs and the barriers to entering male-dominated fields contribute to the gap.
• Union Influence: The resolution notes that the wage gap is smaller for unionized workers, with union women typically earning $216 more per week than non-union women.

3. Systemic Barriers

The resolution identifies several social and professional factors that exacerbate the wage gap:
* Lack of Support Systems: Absence of affordable childcare, paid medical leave, and predictable work schedules.
* Workplace Culture: The prevalence of sexual harassment and the tendency of employers to discourage employees from discussing their salaries.
* Debt Burden: Women hold nearly two-thirds of the nation's outstanding student loan debt (over $929 billion).

Significant Dates

The resolution recognizes several "Equal Pay Days" in 2025, which symbolize how far into the year women must work to earn what men earned in the previous year:
* Equal Pay Day: March 25
* AAPI Women’s Equal Pay Day: April 7
* Black Women’s Equal Pay Day: July 10
* Native Hawaiian Pacific Islander Women’s Equal Pay Day: August 28
* Latinas’ Equal Pay Day: October 8
* Disabled Women’s Equal Pay Day: October 23
* Native Women’s Equal Pay Day: November 18

Impact and Purpose

Because this is a concurrent resolution, it does not mandate a change in the tax code or labor laws. However, its impact is symbolic and political. By passing this resolution, Congress:
1. Acknowledges the failure of previous legislation (like the Equal Pay Act of 1963) to fully eliminate the wage gap.
2. Validates the economic struggles of marginalized groups of women.
3. Sets a formal record of the commitment to narrow the gender wage gap, which can be used to build momentum for future substantive legislation.