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

Introduction: Economic Disparity as a Barrier to Sustainable Development

An analysis of the gender pay gap in the United States, with a specific focus on Utah, reveals significant economic disparities that directly contravene key United Nations Sustainable Development Goals (SDGs). A 2025 update from the Utah Women & Leadership Project (UWLP) at Utah State University highlights that Utah possesses the most severe gender pay gap in the nation. This economic inequality presents a substantial obstacle to achieving SDG 5 (Gender Equality), SDG 8 (Decent Work and Economic Growth), and SDG 10 (Reduced Inequalities).

National Overview: A Challenge to SDG 8 – Decent Work and Economic Growth

U.S. Pay Gap Statistics

In 2023, the national female-to-male earnings ratio stood at .827 for full-time, year-round work, a regression from the 2022 ratio of .840. This gap widens when including all workers, with women earning just 74.8 cents for every dollar earned by men. This persistent disparity undermines SDG Target 8.5, which calls for equal pay for work of equal value.

Factors Impeding Progress on Gender Equality

The failure to achieve pay equity is driven by several systemic issues that are barriers to SDG 5 and SDG 8. These include:

• Occupational segregation
• Underrepresentation of women in leadership positions
• Disproportionate caregiving responsibilities placed on women
• Systemic bias in hiring and promotion
• Limited access to flexible work arrangements and affordable childcare

The cumulative effect of this gap over a 40-year career results in an average loss of $462,000 for women, a figure that directly contributes to economic inequality, challenging the core principles of SDG 10.

In-Depth Analysis: Utah’s Gender Pay Gap and the Sustainable Development Agenda

Statistical Disparities as a Failure of SDG 5

Utah consistently ranks as the state with the most significant gender pay gap. The most recent data indicates that for full-time, year-round employment, women earn only 73 cents for every dollar earned by men. When considering all workers, this figure drops to 61 cents. This profound gap signifies a critical failure to advance SDG 5 (Gender Equality) and ensure women’s full and effective participation and equal opportunities for economic life.

Lifetime Economic Impact and SDG 10: Reduced Inequalities

The lifetime pay disparity in Utah is the worst in the nation, amounting to a projected loss of $755,120 for a woman over a 40-year career. This means an average woman in Utah must work until age 75 to earn what a man earns by age 60. This stark inequality is a direct violation of the ambitions laid out in SDG 10, which aims to reduce inequality within and among countries.

Contributing Factors in Utah

The state’s wide pay gap is exacerbated by a combination of structural and cultural factors that impede progress on the SDGs:

• Occupational Segregation: A key challenge to SDG 5, channeling women into lower-paying sectors.
• Underrepresentation in Leadership: Failure to meet SDG Target 5.5, which calls for equal opportunities for leadership.
• Cultural Expectations: Social and religious norms regarding caregiving place a disproportionate burden on women, undermining their economic participation, a central tenet of SDG 5.
• Limited Childcare Access: A structural barrier that prevents women from achieving economic empowerment, as targeted by SDG 5.

Despite these challenges, women’s workforce participation in Utah is above the national average, and women-owned businesses in Salt Lake City grew by 26% between 2022 and 2023, indicating potential for advancing women’s economic empowerment in line with SDG 5.

Recommendations for Achieving Pay Equity and Advancing the SDGs in Utah

Public Mandate for Action

A 2024 UWLP survey found that 82.6% of Utahns believe leaders should take action to close the gender pay gap. This provides a strong public mandate to implement policies aligned with global development goals.

Policy and Cultural Reforms to Meet SDG Targets

Closing the gap requires a multi-faceted approach that directly supports the achievement of the Sustainable Development Goals. Key recommendations include:

1. Implement Family-Friendly Workplace Policies: Flexible work schedules and paid leave support women’s participation in the labor force, contributing to both SDG 5 and SDG 8.
2. Strengthen Childcare Infrastructure: Investing in affordable, high-quality childcare is essential for recognizing and valuing unpaid care work, a specific target of SDG 5.
3. Promote Pay Transparency and Worker Protections: These measures are critical for enforcing the principle of equal pay for work of equal value, as mandated by SDG Target 8.5.
4. Address Occupational Segregation: Expanding women’s access to high-wage, male-dominated industries promotes equitable opportunities and contributes to inclusive economic growth (SDG 8).
5. Support Women-Owned Businesses: Fostering female entrepreneurship is a direct pathway to women’s economic empowerment, a cornerstone of SDG 5.
6. Challenge Detrimental Cultural Norms: Addressing the socialization and stereotypes that influence career choices is fundamental to achieving lasting gender equality and wage parity, fulfilling the transformative ambition of SDG 5.

Conclusion

Addressing Utah’s severe gender pay gap is an economic and social imperative that is inextricably linked to the global commitment to the Sustainable Development Goals. Achieving pay equity is not merely about closing a wage disparity; it is about building a more inclusive and sustainable economy in line with SDG 5 (Gender Equality), SDG 8 (Decent Work and Economic Growth), and SDG 10 (Reduced Inequalities). Initiatives such as “A Bolder Way Forward” provide a framework for stakeholders to collaborate on these critical objectives, ensuring that Utah can become a state where all its citizens can thrive.

Analysis of the Article in Relation to Sustainable Development Goals

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

1. SDG 5: Gender Equality
   • The entire article is centered on the gender pay gap, which is a core issue of gender inequality. It discusses disparities in earnings between men and women, occupational segregation, underrepresentation of women in leadership, and the impact of cultural norms on women’s economic opportunities. The call to action to close this gap is a direct effort towards achieving gender equality.
2. SDG 8: Decent Work and Economic Growth
   • The article addresses issues of employment, wages, and workplace policies. It specifically discusses the concept of “equal pay for work of equal value” by highlighting the disparity in earnings for full-time, year-round work. Furthermore, it touches upon promoting entrepreneurship by mentioning the growth of women-owned businesses, which contributes to sustainable economic growth.
3. SDG 10: Reduced Inequalities
   • The gender pay gap is a clear example of economic inequality within a country. The article details how this disparity affects women’s lifetime earnings, creating significant economic disadvantages. The discussion on policy changes, such as pay transparency and stronger worker protections, aims to reduce these income inequalities and promote economic inclusion for women.

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

1. Target 5.5: Ensure women’s full and effective participation and equal opportunities for leadership at all levels of decision-making in political, economic and public life.
   • The article identifies “underrepresentation in leadership” as a contributing factor to the gender pay gap, implying that achieving equal opportunities for women in leadership roles is a necessary step to address the issue.
2. 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 the most directly relevant. The article’s primary focus is the disparity in pay between men and women for similar work, as evidenced by statements like “Utah women working full-time, year-round still earn less than men by about 27%” and “women in the U.S. earned 82.7 cents for every dollar earned by men.”
3. Target 10.2: By 2030, empower and promote the social, economic and political inclusion of all, irrespective of age, sex, disability, race, ethnicity, origin, religion or economic or other status.
   • The article’s call for policy and cultural changes to close the pay gap is a call for the economic inclusion of women. It highlights how factors like “occupational segregation” and “cultural expectations” lead to economic exclusion and advocates for solutions that promote “equitable opportunities.”
4. Target 5.4: Recognize and value unpaid care and domestic work through the provision of public services, infrastructure and social protection policies…
   • The article points to “caregiving responsibilities,” “limited access to flexible work and childcare,” and “cultural expectations around family and caregiving” as key drivers of the pay gap. The proposed solutions, such as “family-friendly workplace policies” and “stronger child care infrastructures,” align directly with this target’s goal of recognizing and supporting unpaid care work.

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

1. Female-to-male earnings ratio
   • The article provides explicit data points that serve as this indicator. For example, it states that nationally, “women in the U.S. earned 82.7 cents for every dollar earned by men,” resulting in a “female-to-male earnings ratio was .827.” In Utah, the ratio is worse, with women earning “just 73 cents to every dollar earned by men.” This directly measures progress towards Target 8.5.
2. Proportion of women in managerial/leadership positions
   • While the article does not provide a specific percentage, it explicitly mentions “underrepresentation in leadership” as a cause of the pay gap. This implies that tracking the proportion of women in leadership roles is a key indicator for measuring progress towards Target 5.5.
3. Lifetime earnings gap
   • The article quantifies the long-term financial impact of the pay gap, stating that the “lifetime pay gap in the nation” for a Utah woman is a “loss of $755,120… over her 40-year career.” This monetary value serves as a powerful indicator of economic inequality (Target 10.2) and the consequences of failing to achieve equal pay (Target 8.5).
4. Growth rate of women-owned businesses
   • The article provides a specific metric: “women-owned businesses in Salt Lake City grew 26% between 2022 and 2023.” This can be used as an indicator to measure women’s economic participation and entrepreneurship, reflecting progress in creating equitable opportunities (related to Target 10.2 and SDG 8).

4. Table of SDGs, Targets, and Indicators

Source: usu.edu