||There are a number of things that come to mind in answering this question, but the first is empowering women in all areas of the workforce to speak up and find their voice, for too many years we have accepted the status quo that left us behind. But for women to feel safe in speaking up about the inequity they need to have the assurance that the laws and lawmakers support them and that means legislators like myself must sponsor and support legislation that assist in making working environments and compensation packages more equitible. Once the legislation is passed together we MUST ensure that it is followed and be willing to agressively address employers who are not meeting the requirements.
||Studies show that important factors that contribute to the pay gap are: discrimination, occupational segregation and gender specific industry factors. I will support legislation to introduce education and awareness of discrimination based on biases and history to change the culture from bottom up. To address occupational segregation we need proactive policies in place. Like a mentor once said, “no one is an expert at everything.” As a legislator I will be looking to advocates for these issues to identify specific gaps and issues that can be worked on to accomplish pay equity sooner than later.
||Establish anti-discrimination laws that prohibits asking applicants how much they previously made; increase penalties for equal pay violations; a law that forbids different wages for doing the job, with the same skills, education and responsibilities.
||As the chief strategist in my private firm, www.MillersConsult.com we‚Äôve designed a clearly defined pay structure. Companies that have a well-designed pay structure such as paying employees with the same experience or level within the company are less likely to have large discrepancies in what they pay men and women. I would advocate for assessments by comparing the current salary and full compensation packages of the current workforce and evaluate whether men and women in the same levels of companies are paid equitably. www.MackMiller4Nevada.com
||This is a degrading truth. I will continue to work with stakeholders for equal pay for equal work policies that provide support to working families. But it’s also time to take a legitimate look at all the reasons that our earning potential is less…specifically, let’s address the underpaid female dominated professions. Gender bias and sexism is so ingrained in our society that people accept that certain professions are underpaid compared to their counterparts with the same amount of education and training. Increasing the pay for teachers and social workers will automatically raise the earning potential for millions of women and reduce this gap.
||Be an engaged and vocal supporter of efforts that support existing laws designed to end the pay gap. Build relationship with local activist organizations that are working in the equity and equality space to increase my understanding and learn where I can help advance solutions.
||I am committed to equal pay for women and have supported past legislation strengthening laws protecting the right to equal pay and making it easier to file a complaint for a violation of these laws. I will continue to advocate for strong laws to not only protect this right but impost serious penalties for violations.
||Equal Pay for equal pay. In addition I have dealt with many women that are being attacked and threatened by the Homeowner Associations they live in!
I will be introducing legislation tp PROTECT these homeowners!
|Assemblywoman Bea Duran
||I believe in pay equity, I feel that the employer needs to pay you what the job is worth and shouldn’t be allowed to ask how much you are willing to be paid for the position.
||During the 2019 Nevada Legislative Session, I was proud to vote for Senate Bill 166. Under this new law, individuals who discover that they are being paid unequally compared to their counterparts have the right to report these claims to the Nevada Equal Rights Commission. The bill authorizes the commission to not only investigate these claims, but also impose fines on businesses who knowingly participate in these discriminatory practices. If I am reelected, I will continue to work with my colleagues, stakeholders, and community leaders to ensure that Nevada continues to head in the right direction in terms of addressing the pay inequity in our workforce.
||I’ve read AAUW’s road map for Nevada and support measures like prohibiting using salary history in hiring, disclosing salary range, narrowing defenses for pay disparity, etc. I would love to see members of our female majority legislature sponsor these measures and I’d gladly cosponsor and support them.
||I will work tirelessly on this issue, as a woman of color myself. This is a very multifaceted issue and many different factors impact this. A few solutions are to ensure that people have access to childcare. I would want to work on advancing policies that were recently passed on ensuring equal pay for equal work. This means that we also need to create policies to hold businesses and corporations accountable when they are not engaging in equal pay for equal work. I believe that we should also raise the minimum wage to a living wage. I will work with community groups and leaders on these issues to find other solutions to address inequity at all levels in our community.
|Clara “Claire” Thomas
||As a state legislator, I believe and fully support the importance of enforcing the existing laws on the books against pay inequity. The Equal Pay Act which supports Nevada Revised Status(NRS) 608.017 guidelines should be followed by all employers, i.e., private, local government which mandates equal pay for equal work for men and women regardless of race. Employers should me required to assess their pay standards annually to ensure that they meet the laws as it pertains to pay equality. The Nevada Association of Employers (NAE) would be a good source to assess if the standards are being met by local government and private employers.
||To hold companies accountable for their hiring. Set up some form that allows people to report a business and make sure a case is opened and followed up with.
||Nevada passed the ERA, which is the strongest protection for equality, and the US House of Representatives voted to overturn the original time limit earlier this year. I would continue to push the US Senate to pass SJR6. I would also promote and protect transparency laws in salaries and work to raise the minimum wage, as a high percentage of lower paying jobs, including teachers and health care workers, are done by women. I would also work towards more quality childcare options that make it financially possible for women with children to work without their entire paycheck going to child care.
||We need to ensure equal pay for equal work. Just as we need the Paycheck Fairness Act to close gaps in existing federal law and further address discriminatory practices, so do we need a state Paycheck Fairness Act to close gaps in state law and further address discriminatory practices. With women disproportionately represented in low-income jobs, it also is important to raise the minimum wage to a fair wage. In addition, I will support the strengthening of policies to ensure that women are able to take time to address family needs without being disadvantaged at the workplace, including paid leave for illness, family care or parenting.
|Elaine H Marzola
||I will always support policy to close the pay equity gaps. I also encourage women to pursue careers in professions that have historically been a man’s profession, such as being a lawyer.
|Assemblywoman Lisa Krasner
||I am in favor of equal pay for equal Work., and I will support legislation that provides equality for women in the workplace .
||The first: examine NRS613 to see if there are items which can be strengthened and/or loopholes which need to be closed up. In particular, possibly adding similar language to CA Labor Code 1197.5(b).
The second would be to propose NOT using prior salary history to set compensation. There are currently 21 states which have this language, Nevada is not one of them.
Neither idea concentrates on how to help women of color earn the same as men so I would need some help with how to address this issue.
||Jobs and their pay scale should have nothing to do with gender. I will support equalization for workers.
||Legislatively I’d be open to finding ways to encourage business to level the wage field. It is unfair and unAmerican to allow this practice to continue.
||Nevada currently has an equal pay law that prohibits discrimination in wages on the basis of sex for equal work on jobs that require equal skill, effort, and responsibility, performed under similar working conditions. The law applies to all employers in the state, regardless of size, including employment agencies and labor unions. During the 2019 legislative session, SB166 was introduced which revised provisions in which a person could file a complaint among other provisions. I voted yes on the passing of this bill and will continue to support legislation that will prevent employers from pay discrimination and make it easier for women to file complaints.
||While I do not plan on introducing any specific bill addressing pay equity at the present, I am always in support of policy to close the pay equity gaps. This also includes encouraging women to pursue careers in STEM and other professions that typically get viewed as ‚Äúmale‚Äù professions. Last session, I proudly supported SJR8 and SB166. On a personal note as a female attorney, I see gender pay disparity. So as a shareholder in a law firm, I make sure that women are compensated equally to their male counterparts.
||I would fully support Nevada Attorney General Aaron D. Ford’s suit which was filed in January to ensure that the Equal Rights Amendment is added to the U.S. Constitution following Virginia’s ratification of the Amendment. The constitutional amendment would guarantee equal rights for women, including for employment. I would also support efforts to eliminate determining salaries using prior salary data as a basis, which tends to perpetuate the existing trends of unequal pay for women for equal work.
||First, I would explore the feasibility of legislation to 1) prohibit employers from enforcing pay secrecy, 2) ban employers from asking potential new hires about past earnings, and 3) require employers to report gender wage gap data. These types of legislation have passed in a variety of states including CA, IL, MN, CO, and AK and have been shown to help reduce the inequality. (Hinkley & Coghlan, State Policy Strategies for Narrowing the Gender Wage Gap 2018) I also believe that continuing the work of our past legislators in passing paid sick leave and increase in the minimum wage will continue to help lessen the inequality.
||I would work toward supporting and strengthening legislation around equal pay for equal work. I am in support of the equal pay bill that passed during the 2019 legislative session. I would be interested in pursuing legislation that would prohibit employers from asking potential employees what they are currently earning during the hiring process. Being able to ask these questions is part of the reason for the pay gap since men already make more than women.
||Per NRS 608.017, pay discrimination on the basis of sex is prohibited in Nevada. Most states have similar laws on the books and yet this inequity persists. I support a salary history ban for prospective employers. There is work to be done in certain sectors that have historically been male-dominated or, alternatively, female-dominated. I support incentives for making sure that each sector of the economy is working towards diversity and inclusion goals, including an equal ratio of men to women in each sector.