Report on Gender Pay Disparity in Utah and its Implications for Sustainable Development Goals

This report analyzes the significant gender wage gap in Utah, contextualizing the issue within the framework of the United Nations Sustainable Development Goals (SDGs), particularly SDG 5 (Gender Equality), SDG 8 (Decent Work and Economic Growth), and SDG 10 (Reduced Inequalities).

Executive Summary

Recent research from Utah State University reveals that Utah has the most severe gender pay gap in the United States, a direct challenge to the principles of SDG 5 and SDG 10. Women in Utah earn approximately 27% less than men for full-time, year-round work, resulting in substantial lifetime earning losses. This disparity persists despite high female workforce participation, indicating systemic barriers to achieving SDG 8. The report outlines the socio-cultural drivers of this gap and proposes policy and cultural shifts necessary to foster economic equality and align with global development targets.

Analysis of the Gender Pay Gap: A Failure to Meet SDG 10

The economic disparity between men and women in Utah represents a significant form of inequality, undermining progress toward SDG 10 (Reduced Inequalities).

State and National Disparities

• National Average Gap: Women in the U.S. earn between 16.4% and 17.3% less than men.
• Utah’s Gap: Utah women earn approximately 27% less than men, the largest gap in the nation.
• Earnings Comparison: For every dollar paid to a man, a Utah woman earns just 61 cents, compared to the national average of 75 cents.

Lifetime Economic Impact on Decent Work (SDG 8)

The cumulative effect of this wage gap severely impacts women’s economic security and contravenes the goal of decent work for all as outlined in SDG 8.

• Lifetime Earnings Loss: Over a 40-year career, a woman in Utah loses an estimated $755,120 compared to a male counterpart.
• Extended Work-Life: To match the earnings a man makes by age 60, the average Utah woman would need to work until she is 75 years old.

Contributing Factors and Barriers to Gender Equality (SDG 5)

Achieving SDG 5 (Gender Equality) requires addressing the root causes of the pay gap, which are deeply embedded in Utah’s socio-cultural landscape.

Systemic and Cultural Drivers

• Occupational Segregation: Women are underrepresented in higher-paying, male-dominated industries.
• Caregiving Responsibilities: Cultural expectations around family and limited access to child care infrastructure disproportionately affect women’s career progression.
• Social and Religious Norms: The state’s prominent religious culture influences gender expectations and biases within the workplace, creating barriers to female economic empowerment.
• Workforce Paradox: Despite these challenges, Utah’s female workforce participation rate (63.7%) is higher than the national average (59.4%), and women-owned businesses are growing, indicating a strong drive for economic participation that is not being met with equal opportunity.

Strategic Recommendations for Achieving SDGs 5, 8, and 10

Closing the gender pay gap is essential for making progress on multiple SDGs. The following recommendations are proposed to create a more equitable economic environment.

Policy and Infrastructure Development

1. Implement Family-Friendly Workplace Policies: Promote flexible work arrangements and paid parental leave to help balance caregiving responsibilities.
2. Strengthen Child Care Infrastructure: Increase access to affordable, high-quality child care to support working parents.
3. Enforce Pay Transparency: Mandate transparency in compensation to identify and rectify wage disparities.
4. Enhance Worker Protections: Strengthen legal protections against gender-based pay discrimination.

Cultural and Systemic Change

• Address Occupational Segregation: Create pathways and mentorship programs for women to enter high-growth, high-wage industries.
• Support Women-Owned Businesses: Provide resources and support to foster female entrepreneurship, contributing to economic growth under SDG 8.
• Challenge Gender Stereotypes: Promote public awareness campaigns to overcome outdated stereotypes about “men’s and women’s work” both in professional and domestic settings.

Analysis of Sustainable Development Goals in the Article

1. Which SDGs are addressed or connected to the issues highlighted in the article?

• SDG 5: Gender Equality

  The article’s central theme is the gender wage gap, which is a fundamental issue of gender inequality. It directly discusses the economic disparity between men and women in Utah and nationally, aligning perfectly with the goal of achieving gender equality and empowering all women and girls.

• SDG 8: Decent Work and Economic Growth

  The concept of “decent work” includes fair and equal pay. The article highlights the lack of equal pay for work of equal value, as evidenced by the significant wage gap. Addressing this gap is essential for ensuring decent work for all and fostering inclusive economic growth.

• SDG 10: Reduced Inequalities

  The gender pay gap is a clear manifestation of inequality within a society. The article details how this economic inequality affects women over their lifetimes, contributing to broader social and economic disparities. The goal to reduce inequality within and among countries is therefore highly relevant.

2. What specific targets under those SDGs can be identified based on the article’s content?

1. SDG 5: Gender Equality

   • Target 5.1: End all forms of discrimination against all women and girls everywhere.

     The article describes the gender pay gap as a form of economic discrimination. It notes that despite women’s high participation in the workforce, they face systemic disadvantages rooted in “cultural expectations,” “social and religious norms,” and “occupational segregation,” which result in significantly lower pay compared to men.

   • Target 5.4: Recognize and value unpaid care and domestic work through the provision of public services, infrastructure and social protection policies…

     The article explicitly links the pay gap to “cultural expectations around family and caregiving” and the “limited access to child care.” It proposes solutions like “family-friendly workplace policies” and “stronger child care infrastructure,” which directly align with this target’s aim to value and support caregiving roles that disproportionately fall to women and impact their paid employment.

   • Target 5.5: Ensure women’s full and effective participation and equal opportunities for leadership in political, economic and public life.

     The article points to “occupational segregation” and “underrepresentation in higher-wage, male-dominated roles” as key drivers of the pay gap. These issues represent barriers to women’s full and equal participation in economic life. The call to support “women-owned businesses” also supports this target by promoting women’s economic leadership.

2. SDG 8: Decent Work and Economic Growth

   • Target 8.5: By 2030, achieve full and productive employment and decent work for all women and men… and equal pay for work of equal value.

     This target is at the core of the article. The entire discussion revolves around the failure to achieve “equal pay for work of equal value.” The statistic that “for every dollar paid to men, Utah women… earn just 61 cents” is a direct contradiction of this target’s objective.

3. SDG 10: Reduced Inequalities

   • Target 10.2: By 2030, empower and promote the social, economic and political inclusion of all, irrespective of… sex…

     The article details the economic exclusion and disadvantage faced by women in Utah due to the pay gap. The finding that the average Utah woman has a “lifetime pay gap… with a loss of $755,120” demonstrates a profound economic inequality that hinders the full economic inclusion of women.

   • Target 10.3: Ensure equal opportunity and reduce inequalities of outcome…

     The article argues that the pay gap is not just about “women’s ‘choices'” but is an unequal outcome resulting from systemic issues like socialization, cultural messaging, and a lack of supportive policies. The proposed solutions, such as “pay transparency” and “stronger worker protections,” are actions aimed at ensuring equal opportunity and reducing this inequality of outcome.

3. Are there any indicators mentioned or implied in the article that can be used to measure progress towards the identified targets?

• Gender Pay Gap Percentage: The article provides explicit data points that serve as direct indicators. Nationally, the gap is “between 16.4% and 17.3%,” while in Utah it is “about 27%.” This percentage is a key indicator for measuring progress towards equal pay (Target 8.5) and gender equality (SDG 5).
• Earnings Ratio (Cents on the Dollar): The statement that “for every dollar paid to men, Utah women — including part-time and seasonal employees — earn just 61 cents” is a powerful and easily understood indicator of economic inequality (Targets 8.5 and 10.2).
• Lifetime Earnings Gap: The article quantifies the long-term impact of the pay gap, stating that Utah has the “worst lifetime pay gap in the nation, with a loss of $755,120 for a woman over her 40-year career.” This cumulative figure serves as a stark indicator of the scale of economic inequality (Target 10.3).
• Women’s Labor Force Participation Rate: The article mentions that “women in Utah participate in the workforce at a higher rate (63.7%) than the national average (59.4%).” While high, this rate, when contrasted with the large pay gap, serves as an indicator that participation alone does not equate to equality, pointing to deeper issues addressed in Target 5.5.
• Growth Rate of Women-Owned Businesses: The statistic that “women-owned businesses in Salt Lake City grew 26% between 2022 and 2023” is an indicator of women’s entrepreneurship and economic participation, relevant to measuring progress on Target 5.5.

SDGs, Targets and Indicators Identified in the Article

Source: ksl.com