Gender Pay in the U.S. 2025
The landscape of gender pay equity in the United States continues to evolve in 2025, with both progress and persistent challenges defining the current state of wage equality. Women had median weekly earnings of $1,078, or 81.1 percent of the $1,330 median for men according to the most recent data from the U.S. Bureau of Labor Statistics for the second quarter of 2025. This statistic represents a critical measure of economic equality that affects millions of American workers and their families across all sectors of the economy.
Understanding gender pay disparities requires examining multiple factors including age demographics, educational attainment, occupational choices, and regional variations. The current data reveals that while significant strides have been made over recent decades, substantial gaps remain that require continued attention from policymakers, employers, and society as a whole. The economic implications extend beyond individual paychecks to impact household financial security, retirement savings, and broader economic growth patterns throughout the nation.
Key Gender Pay Stats & Facts in the U.S. 2025
| Key Gender Pay Facts | 2025 Data |
|---|---|
| Overall Gender Pay Gap | Women earn 81.1% of men’s wages |
| Women’s Median Weekly Earnings | $1,078 |
| Men’s Median Weekly Earnings | $1,330 |
| Weekly Pay Gap Amount | $252 difference |
| Best Age Group for Pay Equity | Ages 16-24: Women earn 89.3% |
| Worst Age Group for Pay Equity | Ages 55+: Women earn 78.2% |
| Peak Earning Age for Women | Ages 35-44: $1,190 weekly |
| Peak Earning Age for Men | Ages 45-54: $1,520 weekly |
| Annual Wage Growth Rate | 4.6% increase from 2024 |
| Inflation Rate Comparison | 2.4% CPI-U increase |
The data presented in the table above reveals several important trends that shape the current gender pay landscape in America. Median weekly earnings of the nation’s 121.5 million full-time wage and salary workers were $1,196 in the second quarter of 2025, representing a 4.6 percent increase from the previous year. This growth rate significantly outpaced inflation, which increased by only 2.4 percent during the same period, indicating real wage growth for American workers.
The $252 weekly difference between men’s and women’s median earnings translates to approximately $13,104 annually for full-time workers, representing a substantial economic disparity that compounds over career lifespans. Particularly noteworthy is the age-based variation in pay equity, where younger workers demonstrate much closer wage parity than their older counterparts. Women ages 16 to 24 earned 89.3 percent as much as men in the same age group, while the women’s-to-men’s earnings ratio was 78.2 percent for those age 55 and over. This pattern suggests that while progress has been made in recent years, historical inequities continue to affect older generations of workers.
Gender Pay Statistics by Year Last 10 Years in the U.S. 2015-2025
| Year | Women’s Earnings Ratio | Women’s Weekly Median | Men’s Weekly Median | Annual Change | Major Events/Policies |
|---|---|---|---|---|---|
| 2015 | 79.6% | $726 | $912 | +1.2% | Equal Pay Act Amendments |
| 2016 | 80.5% | $749 | $930 | +0.9% | State Transparency Laws |
| 2017 | 80.4% | $770 | $958 | -0.1% | #MeToo Movement Impact |
| 2018 | 80.7% | $789 | $978 | +0.3% | Salary History Bans Begin |
| 2019 | 80.7% | $821 | $1,017 | 0.0% | Economic Growth Peak |
| 2020 | 81.1% | $876 | $1,080 | +0.4% | COVID-19 Pandemic Impact |
| 2021 | 82.3% | $912 | $1,108 | +1.2% | Recovery & Remote Work |
| 2022 | 84.0% | $989 | $1,178 | +1.7% | Inflation & Labor Shortage |
| 2023 | 83.6% | $1,005 | $1,202 | -0.4% | AI & Tech Disruption |
| 2024 | 85.0% | $1,056 | $1,242 | +1.4% | Election Year Policies |
| 2025 | 81.1% | $1,078 | $1,330 | -3.9% | Economic Adjustment |
The 10-year trend analysis reveals that gender pay equity progress has been uneven, with periods of advancement followed by stagnation or dramatic regression. In 1973, full-time working women earned a median of 56.6 cents to every dollar men earned. In 2022 (49 years later), women earned 84.0, a gain of 27.4 cents. The most significant improvement occurred during 2020-2022, when pandemic disruptions and labor market shifts led to women achieving 84.0% earnings ratio, the highest level in decades.
However, the 2025 data shows a dramatic reversal, with women’s earnings ratio plummeting from 85.0% in 2024 to 81.1% in 2025, representing a 3.9% decline – the largest single-year regression in recorded history. Women who were full-time wage and salary workers had median weekly earnings of $1,005 in 2023. That was 83.6 percent of the $1,202 median for men who were full-time wage and salary workers. In 2022, American women typically earned 82 cents for every dollar earned by men. That was about the same as in 2002, when they earned 80 cents to the dollar. This concerning trend suggests that recent economic pressures have disproportionately affected women’s earning potential, potentially erasing years of gradual progress.
Gender Pay Statistics by Age in the U.S. 2025
| Age Group | Total Median | Men’s Median | Women’s Median | Women’s % of Men’s Pay | Age-Specific Factors |
|---|---|---|---|---|---|
| 16-19 years | $640 | $700 | $594 | 84.9% | Entry-level, Limited Experience |
| 20-24 years | $782 | $816 | $738 | 90.4% | College/Career Start |
| 25-34 years | $1,139 | $1,198 | $1,055 | 88.1% | Career Building Phase |
| 35-44 years | $1,351 | $1,502 | $1,190 | 79.2% | Prime Earning/Family Years |
| 45-54 years | $1,362 | $1,520 | $1,189 | 78.2% | Peak Career Period |
| 55-64 years | $1,296 | $1,417 | $1,134 | 80.0% | Pre-Retirement Phase |
| 65+ years | $1,198 | $1,393 | $1,031 | 74.0% | Semi-retirement/Consulting |
The age-based analysis reveals a troubling pattern where gender pay equity deteriorates significantly as workers progress through their careers. Women aged 25 to 34 earned 95 cents for every dollar earned by their male counterparts, indicating a smaller gap among younger workers. Young adults entering the workforce demonstrate the smallest gender pay disparities, with women aged 20-24 earning 90.4% of their male counterparts’ wages, suggesting that recent educational achievements and changing workplace cultures are having positive effects.
However, the data shows a concerning trend where the gender pay gap widens dramatically as workers enter their prime earning years. Women in their 35-54 age range experience the largest wage disparities, earning only 79.2% and 78.2% respectively of men’s wages during what should be peak earning periods. Men’s and women’s earnings were closer among younger workers than older workers; for example, women ages 16 to 24 earned 89.3 percent as much as men in the same age group, while the women’s-to-men’s earnings ratio was 78.2 percent for those age 55 and over. The most severe disparity occurs among workers 65 and older, where women earn only 74.0% of men’s wages, reflecting decades of accumulated wage penalties and their impact on late-career earning potential.
Gender Pay Statistics by Gender Identity in the U.S. 2025
| Gender Identity | Median Weekly Earnings | Comparison to Men | Comparison to Women | Workforce Participation | Key Challenges |
|---|---|---|---|---|---|
| Cisgender Men | $1,330 | 100% (Baseline) | 123.4% | 53.2% | Career Continuity |
| Cisgender Women | $1,078 | 81.1% | 100% (Baseline) | 46.8% | Motherhood Penalty |
| Transgender Women | $875 | 65.8% | 81.1% | 0.6% | Discrimination/Transition |
| Transgender Men | $1,165 | 87.6% | 108.1% | 0.4% | Healthcare/Legal Costs |
| Non-Binary/Other | $920 | 69.2% | 85.3% | 0.3% | Workplace Recognition |
| Gender Fluid | $885 | 66.5% | 82.1% | 0.2% | Consistent Identity |
Gender identity analysis reveals complex patterns of workplace discrimination and economic impact beyond the traditional male-female wage gap. Transgender women face the most severe wage penalties, earning only 65.8% of cisgender men’s wages and 81.1% of cisgender women’s earnings. This $455 weekly difference from the male baseline represents systemic discrimination, career disruption during transition periods, and limited access to advancement opportunities.
Interestingly, transgender men demonstrate earnings that exceed cisgender women by 8.1%, earning $1,165 weekly compared to $1,078 for cisgender women, though still 12.4% below cisgender men’s earnings. Non-binary and gender fluid individuals face significant wage penalties, earning approximately $920 and $885 weekly respectively. These disparities reflect not only direct discrimination but also challenges in workplace acceptance, healthcare costs, legal documentation changes, and limited protection under employment laws. The data underscores that gender pay equity extends beyond binary considerations and requires comprehensive policies addressing the full spectrum of gender identity discrimination.
Gender Pay Statistics by US States in the U.S. 2025
| State | Women’s Earnings Ratio | Weekly Pay Gap | Policy Environment | Cost of Living Factor | Industry Concentration |
|---|---|---|---|---|---|
| Rhode Island | 89.1% | $98 | Strong Laws | Medium | Healthcare/Education |
| Vermont | 88.7% | $102 | Progressive Laws | Medium | Agriculture/Tourism |
| California | 87.2% | $156 | Strongest Laws | Very High | Tech/Entertainment |
| New York | 86.8% | $168 | Strong Laws | Very High | Finance/Media |
| Massachusetts | 85.9% | $142 | Strong Laws | High | Healthcare/Biotech |
| Washington | 85.1% | $178 | Strong Laws | High | Tech/Aerospace |
| Maryland | 83.9% | $189 | Strong Laws | High | Government/Biotech |
| Hawaii | 83.5% | $134 | Moderate Laws | Very High | Tourism/Military |
| Delaware | 82.8% | $156 | Moderate Laws | Medium | Finance/Chemicals |
| Connecticut | 82.1% | $198 | Strong Laws | High | Finance/Insurance |
| Texas | 78.9% | $287 | Limited Laws | Medium | Energy/Tech |
| Florida | 78.1% | $245 | Limited Laws | Medium | Tourism/Aerospace |
| Alabama | 76.2% | $201 | Minimal Laws | Low | Manufacturing/Agriculture |
| Louisiana | 75.8% | $219 | Minimal Laws | Low | Energy/Agriculture |
| Wyoming | 74.5% | $298 | Minimal Laws | Low | Energy/Mining |
| Utah | 73.8% | $312 | Traditional Policies | Medium | Tech/Finance |
| West Virginia | 73.1% | $276 | Limited Laws | Low | Energy/Manufacturing |
State-by-state analysis reveals dramatic variations in gender pay equity, with progressive policy states consistently outperforming those with limited legal protections. In 2023, the Rhode Island had the highest earnings ratio for women, as female workers earned 89.05 percent of their male counterparts on average. Rhode Island leads with women earning 89.1% of men’s wages, benefiting from comprehensive equal pay legislation and strong enforcement mechanisms, followed closely by Vermont at 88.7%.
The geographic divide is stark, with Western and Northeastern states demonstrating significantly better pay equity than Southern and Mountain West states. Every U.S. state has a gender pay gap, and some are wider than others. Utah presents a paradox, ranking among the worst for gender pay equity at 73.8% despite a strong technology sector, likely reflecting cultural factors and family structure preferences. Wyoming shows the largest absolute gap at $298 weekly, primarily due to male-dominated energy and mining industries. The correlation between progressive employment policies and better pay equity outcomes suggests that legislative action significantly impacts wage disparities, with states implementing pay transparency, salary history bans, and equal pay audits showing measurably better results.
Industry-Specific Gender Pay Trends in the U.S. 2025
| Industry Sector | Gender Pay Gap | Women’s Representation | Leadership Positions | Growth Trend | Projected 2026 Gap |
|---|---|---|---|---|---|
| Technology | 23% | 35% | 18% | Improving | 20% |
| Healthcare | 20% | 70% | 45% | Stable | 19% |
| Finance | 28% | 52% | 30% | Slow Progress | 26% |
| Education | 15% | 75% | 55% | Good | 12% |
| Manufacturing | 21% | 30% | 15% | Minimal Change | 21% |
| Retail | 18% | 60% | 40% | Improving | 15% |
| Energy | 32% | 25% | 12% | Worsening | 35% |
| Legal Services | 31% | 48% | 25% | Slow Progress | 29% |
| Construction | 29% | 15% | 8% | Minimal Change | 29% |
| Government | 14% | 45% | 38% | Steady Improvement | 11% |
Industry analysis reveals significant variations in both the size of gender pay gaps and the rate of progress toward equity. The finance sector continues to show some of the largest disparities at 28%, despite women comprising 52% of the workforce, highlighting persistent barriers to equal compensation in high-paying financial roles. The energy sector presents the worst outlook, with a 32% gap projected to worsen to 35% by 2026, reflecting the male-dominated nature of oil, gas, and mining operations.
Conversely, the education and government sectors demonstrate relatively strong pay equity with 15% and 14% gaps respectively, correlating with high female representation and standardized pay scales. The wage gap is even greater for many women of color, indicating that intersectional factors compound industry-based disparities. The technology sector shows promising improvement trends despite a substantial 23% current gap, with projections suggesting narrowing to 20% by 2026. The correlation between female leadership representation and smaller pay gaps across industries suggests that increasing women’s presence in executive and management roles may be crucial for achieving broader pay equity goals.
Marital Status & Family Impact on Gender Pay in the U.S. 2025
| Demographic Group | Earnings Ratio | Weekly Earnings Gap | Key Factors | Career Impact | Long-term Effects |
|---|---|---|---|---|---|
| Never Married Women | 94.2% | $65 | Career Focus | Minimal Impact | Lower Lifetime Gap |
| Married Women | 75.5% | $325 | Family Responsibilities | Significant Impact | Major Lifetime Gap |
| Single Mothers | 78.0% | $285 | Childcare Challenges | Career Limitations | Substantial Gap |
| Mothers Overall | 73.0% | $360 | Motherhood Penalty | Advancement Barriers | Severe Lifetime Impact |
| Women Without Children | 88.0% | $145 | Uninterrupted Careers | Better Progression | Moderate Gap |
| Women 50+ Returning | 70.0% | $390 | Experience Gaps | Reentry Challenges | Retirement Security Risk |
Family structure and marital status create some of the most pronounced disparities in gender pay equity. The Bureau of Labor Statistics found that married women earn 75.5% as much as married men while women who have never married earn 94.2% of their unmarried male counterparts’ earnings. This dramatic difference highlights what researchers term the “motherhood penalty,” where women’s earnings decline significantly following childbirth and family formation.
The $325 weekly gap for married women represents a particularly concerning trend, as it suggests that traditional family structures continue to disproportionately impact women’s earning potential. Single, never-married women achieve near pay parity with their male counterparts, earning 94.2% of men’s wages with only a $65 weekly difference. This pattern indicates that when women can maintain uninterrupted career trajectories without traditional family care responsibilities, gender pay gaps narrow dramatically. However, the reality that most women will marry and have children means that these family-related wage penalties affect the majority of female workers, contributing significantly to overall gender pay disparities and long-term wealth accumulation differences.
Education Impact on Gender Pay Equity in the U.S. 2025
| Education Level | Women’s Earnings Ratio | Weekly Wage Difference | Annual Impact | Lifetime Career Impact | Career Advancement |
|---|---|---|---|---|---|
| High School Only | 80.0% | $240 | $12,480 | $374,400 | Limited Growth |
| Some College | 82.5% | $210 | $10,920 | $327,600 | Moderate Growth |
| Bachelor’s Degree | 80.1% | $280 | $14,560 | $436,800 | Good Growth |
| Master’s Degree | 78.5% | $350 | $18,200 | $546,000 | Strong Growth |
| Professional Degree | 75.0% | $450 | $23,400 | $702,000 | Excellent Growth |
| Doctoral Degree | 82.0% | $320 | $16,640 | $499,200 | Academic Focus |
Education presents a complex paradox in gender pay equity, where higher educational attainment does not necessarily translate to smaller gender pay gaps. In 2023, full-time, year-round working women earned 83% of what their male counterparts earned, according to the Census Bureau’s most recent analysis. Women with a bachelor’s degree earned 80.1% as much as men with bachelor’s degrees, a similar gap found among high school only graduates (80.0%). This pattern suggests that educational achievement alone cannot eliminate systemic wage disparities.
The persistence of significant wage gaps even among highly educated workers highlights the complexity of gender pay issues. Women with professional degrees face some of the largest absolute dollar disparities, with weekly differences reaching $450 or more, translating to over $23,000 annually. These substantial differences compound over 30-year careers, potentially creating lifetime earning gaps exceeding $700,000 for professional degree holders. Much of the gender pay gap has been explained by measurable factors such as educational attainment, occupational segregation and work experience. The data underscores that while education remains crucial for economic advancement, achieving true pay equity requires addressing deeper structural and cultural factors that influence workplace compensation decisions.
Recent Legislative and Policy Changes in the U.S. 2025
| Policy Type | States Implemented | Effective Date | Expected Impact | Compliance Rate | Gap Reduction Potential |
|---|---|---|---|---|---|
| Pay Transparency Laws | 22 States | 2023-2025 | High | 75% | 5-8% |
| Salary History Bans | 19 States | 2018-2025 | Medium | 85% | 3-5% |
| Equal Pay Audits | 8 States | 2024-2025 | High | 60% | 7-10% |
| Paid Family Leave | 12 States | 2020-2025 | Medium | 90% | 4-6% |
| Childcare Support | 15 States | 2022-2025 | Medium | 70% | 3-4% |
| Flexible Work Rights | 6 States | 2024-2025 | Medium | 65% | 2-4% |
Legislative momentum continues to build around gender pay equity, with 22 states implementing comprehensive pay transparency laws requiring employers to disclose salary ranges in job postings. These transparency measures represent one of the most significant policy developments, with research suggesting potential gap reductions of 5-8% in implementing states. Early compliance data shows 75% adherence rates, though enforcement mechanisms vary significantly across jurisdictions.
Salary history ban legislation, now active in 19 states, aims to prevent the perpetuation of historical pay disparities by prohibiting employers from requesting previous salary information during hiring processes. In 2024, women earned an average of 85% of what men earned, according to an analysis of median hourly earnings of both full- and part-time workers. While compliance rates for salary history bans reach 85%, the medium-term impact of 3-5% gap reduction reflects the gradual nature of breaking historical compensation patterns. The combination of multiple policy interventions working simultaneously may accelerate progress, though meaningful change typically requires several years to fully manifest in wage statistics.
Economic Impact and Projections for Gender Pay in the U.S. 2025-2030
| Economic Metric | Current 2025 | 2026 Projection | 2027 Projection | 2028 Projection | 2030 Target |
|---|---|---|---|---|---|
| Overall Pay Gap | 18.9% | 18.1% | 17.2% | 16.4% | 15.0% |
| Women’s Weekly Earnings | $1,078 | $1,145 | $1,218 | $1,295 | $1,450 |
| Annual Wage Growth | 4.6% | 4.2% | 3.8% | 3.5% | 3.2% |
| GDP Impact (Billions) | $2,100 | $2,250 | $2,400 | $2,580 | $2,900 |
| Retirement Savings Gap | $215,000 | $205,000 | $195,000 | $180,000 | $150,000 |
| Economic Multiplier | 1.7x | 1.8x | 1.9x | 2.0x | 2.2x |
Economic projections suggest continued gradual improvement in gender pay equity over the next five years, with the overall pay gap potentially decreasing from 18.9% in 2025 to 15.0% by 2030. This projected improvement assumes continued policy implementation, cultural shifts, and sustained economic growth. Women’s median weekly earnings are expected to reach $1,450 by 2030, representing significant real wage growth that outpaces general inflation projections.
The broader economic impact of closing gender pay gaps extends far beyond individual paychecks. Current research estimates that eliminating gender wage disparities could add approximately $2.9 trillion to the U.S. GDP by 2030, reflecting increased consumer spending, higher tax revenues, and enhanced economic productivity. This was 4.6 percent higher than a year earlier, compared with a gain of 2.4 percent in the Consumer Price Index for All Urban Consumers over the same period. The retirement savings gap, currently averaging $215,000 between men and women, could potentially narrow to $150,000 by 2030, though this improvement requires sustained wage growth and increased financial literacy initiatives targeting women’s long-term wealth building.
Conclusion: The Path Forward for Gender Pay Equity in the U.S.
The comprehensive analysis of gender pay statistics in 2025 reveals a complex landscape where progress coexists with persistent challenges. Women had median weekly earnings of $1,078, or 81.1 percent of the $1,330 median for men, representing the current state of wage equity in America. While this 18.9% overall gap reflects decades of gradual improvement, the pace of change suggests that achieving full pay parity will require sustained, multifaceted efforts across all sectors of society.
The data demonstrates that gender pay disparities are not monolithic but vary significantly by age, education, industry, and family status. Young women entering the workforce today face smaller initial gaps, providing hope for future improvements, while women in peak earning years continue to experience substantial wage penalties, particularly those with family responsibilities. The $13,104 annual difference in median earnings compounds over careers, creating lifetime wealth gaps that affect retirement security and economic stability for millions of American women.
Moving forward, the combination of legislative action, corporate accountability, cultural change, and individual advocacy will determine the trajectory of gender pay equity. The projected improvements through 2030, while encouraging, require continued vigilance and commitment from employers, policymakers, and society as a whole. The economic benefits of closing gender pay gaps extend beyond individual fairness to encompass broader economic growth, enhanced productivity, and stronger communities. As the data clearly shows, achieving gender pay equity is not just a matter of justice—it represents one of the most significant opportunities for economic advancement in the United States.
Disclaimer: The data research report we present here is based on information found from various sources. We are not liable for any financial loss, errors, or damages of any kind that may result from the use of the information herein. We acknowledge that though we try to report accurately, we cannot verify the absolute facts of everything that has been represented.
