#whatarewomenworth
#raiseourwages
#womenof555

  • Women have been disproportionately hired into lower-paying jobs.

    At Fred Meyer, grocery journeywomen have been twice as likely to be hired into lower-paying Schedule B jobs.

    The difference is ~$3.50/hr.

    Time’s up, Fred Meyer: fix the gap.

  • The most common male/female wages were markedly different.

    Among Fred Meyer grocery employees, the most common male wage has been 27% higher than the most common female wage.

    Time’s up, Fred Meyer: fix the gap.

  • Inequity got even worse at higher wage rates.

    For every 100 employees who have been at a $15+ per hour rate, approximately 66 have been men, and only 34 have been women.

    Time’s up Fred Meyer: Fix the gap.

  • Age played a factor in wage inequity.

    At under 24, the average man made $1 more per hour. (That’s bad enough, right?!) By the 25-29 age bracket, the average discrepancy increased by 50%. For people in the 35-39 age bracket, it increased by 75%.

    Time’s up, Fred Meyer: fix the gap.

     

  • And what about women over 50?

    At the 45-49 age bracket, the average man made $1 more per hour. (Again…bad enough, right?!) By the 55-59 age bracket, that average discrepancy increased by 50%, to $1.50. At 60+, it increased again by yet another 50%, to a total average difference of $2.25/hr.

    …it almost seems as if at Fred Meyer, a man’s worth stayed nearly static as he aged, while a women’s worth dropped unrelentingly year over year once she passed age 49.

    Time’s up, Fred Meyer: fix the gap.

  • Likelihood of promotion to leadership roles is also specific to age/gender.

    Women under 30 have been only half as likely as men to be promoted to a leadership position.

    Time’s up, Fred Meyer: fix the gap.

  • Let's look at the cost of inequity in real dollars over time.

    Over the course of a career, it turns into an awful lot of money. The cost of being the woman at Fred Meyer can total out from between $122,000 (average loss of pay across Schedule A + B) – $346,000 (most common loss of pay as a woman) over the course of a 45-year career. That’s a house. That’s ten cars. That’s sending two kids to college. That’s unacceptable.

    Time’s up, Fred Meyer: time to close the gap.

  • What's the most conservative calculation for a women's average loss of pay?

    On average (combining Schedule A & Schedule B and averaging all those wages), a grocery journeywoman at Fred Meyer has been historically paid 10% less than a man.

    Time’s up, Fred Meyer: fix the gap.

  • Is there inequity in opportunities for higher pay?

    Yup, especially when you factor age into the equation.

    Only 40% of people under the age of 30 with the opportunity for “premium pay” were female.

    Time’s up, Fred Meyer: fix the gap.

  • Women have been disproportionately been passed over for higher-paying jobs.

    When we consider Schedule A (the higher-paying jobs), we see almost an exact reversal of the piechart for Schedule B in the first point at the top of this page.
    That’s shocking.

    And what it means is that at Fred Meyer, women have been only half as likely to be hired into those higher paying jobs. The average difference in pay is ~$3.50/hr.
    That’s shameful.

    Time’s up, Fred Meyer: fix the gap.

There are ten faces above: one for each data point.
These faces are of real Women of Local 555.

Five are staff; five are members on our bargaining team. All are fighting for our members, every day.

But we’re not fighting for wage increases just for women. We’re fighting the employers for equity for all, and increased wages for all. We deserve to be treated better. We all deserve equity and a wage that will allow us to live in our communities and shop where we work.

Time’s up, Fred Meyer.