Comp and Coffee Pay equity isn't dead
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Mar 25, 2026 Lulu Seikaly, senior corporate employment counsel specializing in pay equity law, and Vicky Peakman, founder of Fair Pay Partners and pay equity strategist, discuss the 2026 gender pay gap data. They break down controlled vs uncontrolled gaps. They explore where disparities show up across careers and industries. They consider how pay transparency laws and compensation strategy intersect with legal and operational realities.
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Uncontrolled Gap Shows Representation Problems
- The uncontrolled gender pay gap widened to $0.82 on the dollar, translating to a $14,300 median annual shortfall for women.
- When controlling for job, experience, and education the gap narrows to $0.99, showing structural representation issues rather than pure pay-for-same-work violations.
Report Both Gaps And Explain Representation
- Do report both controlled and uncontrolled pay gaps because controlled addresses legal compliance while uncontrolled shapes reputation and regulatory scrutiny.
- Explain your equal-pay data and your representation plans to avoid PR risk and investor or regulator questions.
Law Fixes Same Work, Not Representation
- U.S. equal pay laws target pay-for-same-work (controlled gap) but do not fix why women concentrate in lower-paid roles or lack leadership representation.
- Transparency laws and reporting are making those structural issues visible even if current law permits them.