
Our state leads the nation in business opportunity, economic growth, employment rates and fiscal stability. Yet, despite all of our accomplishments, Utah has unfortunately and consistently been named the worst state for gender pay equality.
There is a multitude of factors that contribute to the inequitable pay of our hard-working women, some of which are contributed by business processes and workplace biases. Closing the gap will require the recognition of these biases and implementation of multifaceted solutions in order to ensure the work Utah women perform is valued fairly.
Presently, Utah doesn’t have the skilled workforce necessary to fill all the current and new jobs coming to our state. Elevating women by closing the gender wage gap will strengthen our workforce by enhancing our ability to find and retain the talent we need to address Utah’s tight labor market and further contribute to the growth of our state’s economy.
We urge all businesses to review the contents of this document, identify what specific actions they can take to close the gender wage gap and adopt policies to create a more fair and equitable pay environment. When everyone has the same incentives and opportunities, we all benefit from increased diversity, greater innovation and more financial stability for families which ultimately leads to a stronger economy.
Why Closing the Gap Matters
The gender pay gap has existed since women entered the workforce. Utah ranks 50th in the nation when it comes to gender pay equity—the result of a unique set of cultural norms and business practices and policies. Any step we, as a state or business community, take will help to improve this standing which would have positive effects for Utah’s economy. While the gender wage gap may seem daunting, the good news is you have control over how your company addresses that gap.
Putting policies and best practices in place to close the gender wage gap makes your company more attractive to potential employees by showing them you are committed to pay equality, increasing your applicant pool and chances of recruiting highly skilled workers. With 60 percent of new college graduates being women, it is more important than ever to be an inclusive workplace.

EVALUATION
Closing your company’s gender wage gap starts with acknowledging the pay gap exists. Commit your company to do its part and begin by determining who in your organization is underpaid and how it happened.


EDUCATION
Having a diverse staff can improve your bottom line. Diverse groups are better and faster at problem-solving and are more likely to be innovative. Additionally, companies with higher gender diversity are more likely to outpace their industry competitors in terms of financial returns.


RECRUITMENT
Adapting your recruitment and hiring practices could help close the gender wage gap by ensuring new hires don’t start out at a deficit in pay compared to other employees.


RETENTION
Retaining employees reduces the amount of resources spent on hiring, training and integrating new hires, while ensuring institutional knowledge is not lost. Retaining women employees ensures diversity among staff, and research has proven that companies with a diverse staff are more productive, more innovative and are overall more successful.


ADVANCEMENT
When looking at factors contributing to the gender wage gap, many note the lack
of women in C-Suite and other top leadership positions. The following practices
and policies will help decrease gender bias and ensure equal opportunity for
advancement.
