Despite the existence of the US Equal Pay Act&nbsp;for more than 60 years, there are still racial and gender wage disparities in the United States. As a result,&nbsp;American women have paid a steep price for the gender wage disparity. This is the case as per recent research by the progressive think organisation Centre for American Progress.&nbsp;

Since 1967, the gender pay gap has cost all working women a total of $61 trillion in missed income. This number is almost twice as much as the $31 trillion total outstanding debt of the United States government. The United States just escaped its first-ever default, reported Bloomberg.&nbsp;

The research examines the reduction in the salary gap between men and women in the US since the Equal Pay Act was enacted in 1963.&nbsp;

A certain amount of quantifiable progress has been accomplished; for example, women who worked full-time and all year long in 2021 earned 84 cents to every dollar earned by males, up from only 59 cents&nbsp;in 1963. According to a Bloomberg analysis, the wage disparity will be 77 cents to the dollar in 2021 if part-time and seasonal workers are included.

According to the study, salary equality between men and women who work full-time, year-round will not occur until 2056. For many female employees of colour, this will be considerably longer.

Latinas and black women are particularly impacted by the gender pay gap since they generally make 57 cents and 67 cents less than their white, non-Hispanic male colleagues, respectively.&nbsp;In 2021, full-time, year-round employees who were women generally paid $9,954 less than those who were males, which is almost equivalent to the amount of money a normal household spends on food in a single year.

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<h2>What do the experts say?</h2>

Overall, the pay disparity costs full-time, year-round female employees $9,954 less in annual compensation. When you take into consideration part-time employees, the disparity rises to $11,782 annually.

“That is a complete negative for women’s economic security,” said Rose Khattar, the director of economic analysis at the Center for American Progress.&nbsp;

“That’s the lost wages that could have been injected into the economy in the form of consumer spending. That’s wages that women could have used in terms of investments to build up their wealth,” she added.

“Women cannot afford another 30 years of suffering the negative economic consequences&nbsp;of the wage gap.&nbsp;Policymakers must take action to finally close the gender wage gap, including by passing the Paycheck Fairness Act,” she explained.&nbsp;

Also watch |&nbsp;Mike Pence's jibe at Donald Trump

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Younger employees had a smaller salary disparity than older workers, according to a Pew Research Centre study on the issue that was released in March, however, Khattar warned that wage inequalities widen&nbsp;with time. Despite advancements in higher-paying positions for women, the survey observed that females continue to outnumber men in professions with lower salaries as a whole. As employees look for new employment, rules requiring salary transparency at the city and state levels are intended to help reduce the gap.

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Despite the existence of the US Equal Pay Act for more than 60 years, there are still racial and gender wage disparities in the United States. As a result, American women have paid a steep price for the gender wage disparity.

Despite the existence of the US Equal Pay Act for more than 60 years, there are still racial and gender wage disparities in the United States. As a result, American women have paid a steep price for the gender wage disparity. This is the case as per recent research by the progressive think organisation Centre for American Progress. Since 1967, the gender pay gap has cost all working women a total of $61 trillion in missed income. This number is almost twice as much as the $31 trillion total outstanding debt of the United States government. The United States just escaped its first-ever default, reported Bloomberg. The research examines the reduction in the salary gap between men and women in the US since the Equal Pay Act was enacted in 1963. A certain amount of quantifiable progress has been accomplished; for example, women who worked full-time and all year long in 2021 earned 84 cents to every dollar earned by males, up from only 59 cents in 1963. According to a Bloomberg analysis, the wage disparity will be 77 cents to the dollar in 2021 if part-time and seasonal workers are included. According to the study, salary equality between men and women who work full-time, year-round will not occur until 2056. For many female employees of colour, this will be considerably longer. Latinas and black women are particularly impacted by the gender pay gap since they generally make 57 cents and 67 cents less than their white, non-Hispanic male colleagues, respectively. In 2021, full-time, year-round employees who were women generally paid $9,954 less than those who were males, which is almost equivalent to the amount of money a normal household spends on food in a single year. Also read | India's first women-only Hajj flight travels 4,000 km; ferries 145 pilgrims from Kerala to Jeddah What do the experts say? Overall, the pay disparity costs full-time, year-round female employees $9,954 less in annual compensation. When you take into consideration part-time employees, the disparity rises to $11,782 annually. “That is a complete negative for women’s economic security,” said Rose Khattar, the director of economic analysis at the Center for American Progress. “That’s the lost wages that could have been injected into the economy in the form of consumer spending. That’s wages that women could have used in terms of investments to build up their wealth,” she added. “Women cannot afford another 30 years of suffering the negative economic consequences of the wage gap. Policymakers must take action to finally close the gender wage gap, including by passing the Paycheck Fairness Act,” she explained. Also watch | Mike Pence's jibe at Donald Trump Younger employees had a smaller salary disparity than older workers, according to a Pew Research Centre study on the issue that was released in March, however, Khattar warned that wage inequalities widen with time. Despite advancements in higher-paying positions for women, the survey observed that females continue to outnumber men in professions with lower salaries as a whole. As employees look for new employment, rules requiring salary transparency at the city and state levels are intended to help reduce the gap. WATCH WION LIVE HERE:

Gender pay gap has cost American women $61 trillion in lost wages over 6 decades: Report

A new report has claimed that women are more likely to be rejected when they ask for a salary hike. The report published by Pew Research Center surveyed over 5,500 US workers and came to the conclusion that 58 per cent of men and 61 per cent of women did not ask for higher pay when they were last hired.

A new report has claimed that women are more likely to be rejected when they ask for a salary hike. The report published by Pew Research Center surveyed over 5,500 US workers and came to the conclusion that 58 per cent of men and 61 per cent of women did not ask for higher pay when they were last hired. Of those who asked for more money, only 28 per cent had a successful strike rate in achieving it while 38 per cent said they were offered less than what they wanted but more than the initial offer. 35 per cent said they were only given what they were presented first. However, the upshot of the survey was that women (38 per cent) were more likely than men (31 per cent) to say they were only served the initial offer. Subsequently, men were more likely than women to be satisfied with the pay they were offered — 42 per cent to 36 per cent. Women also were more likely (42 per cent vs 33 per cent) to say they did not feel comfortable asking for more money from their employers. The younger female employees were even more likely to ask for a raise. WATCH | Meta has a pay gap problem, with women getting lower pay UK employers pay men more than women The report by Pew comes hot on the heels of a Financial Times analysis revealing that almost 80 per cent of employers in the UK pay men more than women on average in their organisation. The report painted the grim picture by adding that the percentage figure had worsened since the mandatory gender pay gap reporting began six years ago. The average gap between men's and women's pay stood at 12.2 per cent in 2022-23 which was an uptick from the 11.9 per cent noted in 2017-18. ALSO READ | Gender pay gap widens: 80 per cent UK employers pay men more than woman The stubborn inequality persists across different sectors. The pay gap increased in transport and administration last year and remained highest amongst employers in the educational setups. The average pay gap in the sector stood at a whopping 23.2 per cent. According to a UN report, for every dollar that a man makes across the world, a woman only makes 77 cents due to the growing pay disparity between the two genders. (With inputs from agencies) WATCH WION LIVE HERE:

Gender pay gap: Women more likely to face rejection when asking for pay hike

Thousands of employees working at the British passport office have decided to hold a protest for a month starting April over pay dispute, potentially disrupting the delivery of passports ahead of the summer holiday period.

More than 1,000 staffers&nbsp;working at&nbsp;the passport offices in England, Scotland and Wales will not function from April 3 to May 5, the Public and Commercial Services (PCS) union said, adding that it was a “significant escalation” of its long-running dispute.

“This escalation of our action has come about because, in sharp contrast with other parts of the public sector, ministers have failed to hold any meaningful talks with us, despite two massive strikes and sustained, targeted action lasting six months,” PCS general secretary Mark Serwotka said, according to DailyMail.com

The office staff working in Durham,&nbsp;Glasgow, Liverpool,&nbsp;London, Newport, Peterborough and Southport will walk out from April 3 to May 5, while those in&nbsp;Belfast&nbsp;will strike from April 7 to May 5.

The union has been demanding a 10 per cent pay rise for civil servants as UK inflation has hit&nbsp;over 10 per cent. The top management authority had previously shot down a 2 per cent pay rise proposal.

Each year, the government-operated passport offices issue over 5 million passports. It is feared that a strike by officers will significantly disrupt the holiday services, further straining a system already struggling from its Covid backlog.

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The UK is witnessing one of worst waves of labour unrest since the 1980s as the cost-of-living crisis, which has been accentuated by the Covid pandemic and Russia-Ukraine war-induced inflation, continues to dent people’s savings.

Almost every aspect of daily life, from healthcare and transport to schools and border checks, all have been impacted by strikes as workers seek better pay to match the steepest inflation in four decades.

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“How can our members ignore the cost-of-living crisis when 40,000 civil servants are&nbsp; using foodbanks and 45,000 of them are claiming the benefits they administer themselves?,”&nbsp; Serwotka said.

“It's a national scandal and a stain on this government's reputation that so many of its own workforce are living in poverty,” he added.

(With inputs from agencies) 
 
&nbsp;

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Thousands of employees working at the British passport office have decided to hold a protest for a month starting April over pay dispute, potentially disrupting the delivery of passports ahead of the summer holiday period.

Thousands of employees working at the British passport office have decided to hold a protest for a month starting April over pay dispute, potentially disrupting the delivery of passports ahead of the summer holiday period. More than 1,000 staffers working at the passport offices in England, Scotland and Wales will not function from April 3 to May 5, the Public and Commercial Services (PCS) union said, adding that it was a “significant escalation” of its long-running dispute. “This escalation of our action has come about because, in sharp contrast with other parts of the public sector, ministers have failed to hold any meaningful talks with us, despite two massive strikes and sustained, targeted action lasting six months,” PCS general secretary Mark Serwotka said, according to DailyMail.com The office staff working in Durham, Glasgow, Liverpool, London, Newport, Peterborough and Southport will walk out from April 3 to May 5, while those in Belfast will strike from April 7 to May 5. The union has been demanding a 10 per cent pay rise for civil servants as UK inflation has hit over 10 per cent. The top management authority had previously shot down a 2 per cent pay rise proposal. Each year, the government-operated passport offices issue over 5 million passports. It is feared that a strike by officers will significantly disrupt the holiday services, further straining a system already struggling from its Covid backlog. Also read | Xi to visit Russia on March 20-22, will discuss ending Ukraine war The UK is witnessing one of worst waves of labour unrest since the 1980s as the cost-of-living crisis, which has been accentuated by the Covid pandemic and Russia-Ukraine war-induced inflation, continues to dent people’s savings. Almost every aspect of daily life, from healthcare and transport to schools and border checks, all have been impacted by strikes as workers seek better pay to match the steepest inflation in four decades. Also read | Leaked document reveals Russia's secret plans to destabilise neighbour Moldova “How can our members ignore the cost-of-living crisis when 40,000 civil servants are using foodbanks and 45,000 of them are claiming the benefits they administer themselves?,” Serwotka said. “It's a national scandal and a stain on this government's reputation that so many of its own workforce are living in poverty,” he added. (With inputs from agencies) WATCH WION LIVE HERE

Thousands of British passport office employees to go on month-long strike over pay disparity

Female employees at Facebook-parent Meta reportedly make less money than their men colleagues. A Business Insider reporter claims that the company's records on pay disparity in the UK and Ireland demonstrate that it continues to give women lower salaries and smaller incentives than it does to men.

In December 2022, Meta Ireland's Gender Pay Report was made public. According to the survey, there are about 3,000 women and 5,000 women, respectively, working at Meta offices in Ireland and the UK. This makes up for around 10 per cent of the company’s global workforce.

In 2022, the pay gap between men and women working at Meta in Ireland was 15.7 per cent. In Ireland, the gap in bonus pay was greater, with the average bonus for women being 43.3 per cent lower than for men.

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In comparison to Ireland, the pay disparity is less prominent in the UK. According to the survey, the typical Meta female employee in the nation made 2.1 per cent&nbsp;less money than the average male. Women received an average bonus that was 34.8 per cent&nbsp;less than what males received. The 2022 statistics are worse than the ones from 2018, as women at Facebook were paid on average 0.9 per cent&nbsp;less than males&nbsp;and their bonus compensation at the time was 40 per cent&nbsp;lower.

A Meta employee's base pay begins at about $150,000 ($12,279,523) per year, as Business Insider report. A woman working at Meta in Ireland may anticipate that a man&nbsp;will make nearly $23,000 more than her, according to Business Insider research. Although a woman in the UK makes about $3,000 less than a male co-worker.

Besides, another round of layoffs may be forthcoming in 2023&nbsp;as per a hint dropped by Mark Zuckerberg, CEO of Meta.&nbsp;

“I just think we’ve entered somewhat of a phase change for the company," he said as per a report in The Verge. The CEO said that the company wants to increase decision-making efficiency by “flattening the organization structure and removing some layers of middle management to make decisions faster." 
 
(With inputs from agencies) 
 
 
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Female employees at Facebook-parent Meta reportedly make less money than their men colleagues. A Business Insider reporter claims that the company's records on pay disparity in the UK and Ireland demonstrate that it continues to give women lower salaries and smaller incentives than it does to men.

Female employees at Facebook-parent Meta reportedly make less money than their men colleagues. A Business Insider reporter claims that the company's records on pay disparity in the UK and Ireland demonstrate that it continues to give women lower salaries and smaller incentives than it does to men. In December 2022, Meta Ireland's Gender Pay Report was made public. According to the survey, there are about 3,000 women and 5,000 women, respectively, working at Meta offices in Ireland and the UK. This makes up for around 10 per cent of the company’s global workforce. In 2022, the pay gap between men and women working at Meta in Ireland was 15.7 per cent. In Ireland, the gap in bonus pay was greater, with the average bonus for women being 43.3 per cent lower than for men. ALSO READ | Elon Musk’s Tesla under investigation amid plaints of steering wheel coming off while driving In comparison to Ireland, the pay disparity is less prominent in the UK. According to the survey, the typical Meta female employee in the nation made 2.1 per cent less money than the average male. Women received an average bonus that was 34.8 per cent less than what males received. The 2022 statistics are worse than the ones from 2018, as women at Facebook were paid on average 0.9 per cent less than males and their bonus compensation at the time was 40 per cent lower. A Meta employee's base pay begins at about $150,000 ($12,279,523) per year, as Business Insider report. A woman working at Meta in Ireland may anticipate that a man will make nearly $23,000 more than her, according to Business Insider research. Although a woman in the UK makes about $3,000 less than a male co-worker. Besides, another round of layoffs may be forthcoming in 2023 as per a hint dropped by Mark Zuckerberg, CEO of Meta. “I just think we’ve entered somewhat of a phase change for the company," he said as per a report in The Verge. The CEO said that the company wants to increase decision-making efficiency by “flattening the organization structure and removing some layers of middle management to make decisions faster." (With inputs from agencies) WATCH WION LIVE HERE:

Meta’s gender pay gap: Women paid 15.7% less than men in 2022, says report

UK nurses plan to strike for two days consecutively in the new year at dozens of hospitals across England in connection with their pay fallout with the government. On 18 and 19 January 2023, nurses will not report to work in 55 NHS trusts, an increase of 11 from the 44 NHS trusts where they staged their initial strikes on 15 and 20 December 2022.

Following a prior threat by the Royal College of Nursing (RCN) to step up its strike campaign if ministers didn't budge on pay negotiations, further action has been taken.

“The government had the opportunity to end this dispute before Christmas but instead they have chosen to push nursing staff out into the cold again in January,” said Pat Cullen, the RCN’s general secretary and chief executive who spoke to the Guardian.

She added: “I do not wish to prolong this dispute but the prime minister has left us with no choice. The voice of nursing will not be ignored. Staff shortages and low pay make patient care unsafe. The sooner ministers come to the negotiating table, the sooner this can be resolved. I will not dig in if they don’t dig in.”

Also read |&nbsp;<a href="https://www.wionews.com/health-and-wellness/uk-couple-battling-cancer-in-pregnancy-gives-birth-to-miracle-baby-545840">UK couple, battling cancer in pregnancy, gives birth to perfectly healthy ‘miracle’ baby</a>

The Royal College of Nursing (RCN)&nbsp;has repeatedly emphasised that if the health secretary, Steve Barclay, begins negotiations with them, it will lower its demand for a pay increase of five per cent above inflation. He has declined to take into account raising the salary increase of £1,400 for 2022–2023 offered to NHS employees, with the exception of doctors and dentists, which translates to an increase of around four per cent &nbsp;for the majority of frontline staff.

Also watch |&nbsp;January 6 committee releases final report on its investigation of Capitol riot

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After the union&nbsp;stated on Thursday that members in five of England's ten regional ambulance services would stage 24-hour stoppages on January 11 and 23, the union's decision means that the NHS in England would experience disruption for three consecutive weeks in January.

However, the government has toughened its stance on NHS pay this week. Rishi Sunak iterated it was too late to revisit the £1,400 settlement for this year.

(With inputs from agencies)

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UK nurses plan to strike for two days consecutively in the new year at dozens of hospitals across England in connection with their pay fallout with the government.

UK nurses plan to strike for two days consecutively in the new year at dozens of hospitals across England in connection with their pay fallout with the government. On 18 and 19 January 2023, nurses will not report to work in 55 NHS trusts, an increase of 11 from the 44 NHS trusts where they staged their initial strikes on 15 and 20 December 2022. Following a prior threat by the Royal College of Nursing (RCN) to step up its strike campaign if ministers didn't budge on pay negotiations, further action has been taken. “The government had the opportunity to end this dispute before Christmas but instead they have chosen to push nursing staff out into the cold again in January,” said Pat Cullen, the RCN’s general secretary and chief executive who spoke to the Guardian. She added: “I do not wish to prolong this dispute but the prime minister has left us with no choice. The voice of nursing will not be ignored. Staff shortages and low pay make patient care unsafe. The sooner ministers come to the negotiating table, the sooner this can be resolved. I will not dig in if they don’t dig in.” Also read | UK couple, battling cancer in pregnancy, gives birth to perfectly healthy ‘miracle’ baby The Royal College of Nursing (RCN) has repeatedly emphasised that if the health secretary, Steve Barclay, begins negotiations with them, it will lower its demand for a pay increase of five per cent above inflation. He has declined to take into account raising the salary increase of £1,400 for 2022–2023 offered to NHS employees, with the exception of doctors and dentists, which translates to an increase of around four per cent for the majority of frontline staff. Also watch | January 6 committee releases final report on its investigation of Capitol riot After the union stated on Thursday that members in five of England's ten regional ambulance services would stage 24-hour stoppages on January 11 and 23, the union's decision means that the NHS in England would experience disruption for three consecutive weeks in January. However, the government has toughened its stance on NHS pay this week. Rishi Sunak iterated it was too late to revisit the £1,400 settlement for this year. (With inputs from agencies) WATCH WION LIVE HERE:

UK nurses announce two-day strike on 18-19 Jan in escalation of pay dispute with the govt

Last month, Gov. Gavin Newsom of California signed a bill to expand protections for people who speak up about discrimination in the workplace.

A new website arrived to offer tech workers advice on how to come forward about mistreatment by their employers.

And Apple responded to a shareholder proposal that asked it to assess how it used confidentiality agreements in employee harassment and discrimination cases.

The disparate developments had one thing — or, rather, a person — in common: Ifeoma Ozoma.

Since last year, Ozoma, 29, a former employee of Pinterest, Facebook and Google, has emerged as a central figure among tech whistleblowers. A Yale-educated daughter of Nigerian immigrants, she has supported and mentored tech workers who needed help speaking out, pushed for more legal protections for those employees and urged tech companies and their shareholders to change their whistleblower policies.

She helped inspire and pass the new California law, the Silenced No More Act, which prohibits companies from using nondisclosure agreements to squelch workers who speak up against discrimination in any form. Ozoma also released a website, The Tech Worker Handbook, which provides information on whether and how workers should blow the whistle.

“It’s really sad to me that we still have such a lack of accountability within the tech industry that individuals have to do it” by speaking up, Ozoma said in an interview.

Her efforts — which have alienated at least one ally along the way — are increasingly in the spotlight as restive tech employees take more action against their employers. Last month, Frances Haugen, a former Facebook employee, revealed that she had leaked thousands of internal documents about the social network’s harms. (Facebook has since renamed itself Meta.) Apple also recently faced employee unrest, with many workers voicing concerns about verbal abuse, sexual harassment, retaliation and discrimination.

Ozoma is now focused on directly pushing tech companies to stop using nondisclosure agreements to prevent employees from speaking out about workplace discrimination. She has also met with activists and organizations that want to pass legislation similar to the Silenced No More Act elsewhere. And she is constantly in touch with other activist tech workers, including those who have organized against Google and Apple.

Much of Ozoma’s work stems from experience. In June 2020, she and a colleague, Aerica Shimizu Banks, publicly accused their former employer, the virtual pinboard maker Pinterest, of racism and sexism. Pinterest initially denied the allegations but later apologized for its workplace culture. Its workers staged a walkout, and a former executive sued the company over gender discrimination.

“It’s remarkable how Ifeoma has taken some very painful experiences, developed solutions for them and then built a movement around making those solutions a reality,” said John Tye, the founder of Whistleblower Aid, a nonprofit that provides legal support to whistleblowers.

He and Ozoma recently appeared on a webinar to educate people on whistleblower rights.

Meredith Whittaker, a former Google employee who helped organize a 2018 walkout over the company’s sexual harassment policy, added of Ozoma: “She has stuck around and worked to help others blow the whistle more safely.”

Ozoma, who grew up in Anchorage, Alaska, and Raleigh, North Carolina, became an activist after a five-year career in the tech industry. A political science major, she moved to Washington, D.C., in 2015 to join Google in government relations. She then worked at Facebook in Silicon Valley on international policy.

In 2018, Pinterest recruited Ozoma to its public policy team. There, she helped bring Banks on board. They spearheaded policy decisions including ending the promotion of anti-vaccination information and content related to plantation weddings on Pinterest, Ozoma said.

Yet Ozoma and Banks said they faced unequal pay, racist comments and retaliation for raising complaints at Pinterest. They left the company in May 2020. A month later, during the Black Lives Matter protests, Pinterest posted a statement supporting its Black employees.

Ozoma and Banks said Pinterest’s hypocrisy had pushed them to speak out. On Twitter, they disclosed their experiences as Black women at the company, with Ozoma declaring that Pinterest’s statement was “a joke.”

In a statement, Pinterest said it had taken steps to increase diversity.

By speaking out, Ozoma and Banks took a risk. That’s because they broke the nondisclosure agreements they had signed with Pinterest when they left the company. California law, which offered only partial protection, didn’t cover people speaking out about racial discrimination.

Peter Rukin, their lawyer, said he had an idea: What if state law was expanded to ban nondisclosure agreements from preventing people speaking out on any workplace discrimination? Ozoma and Banks soon began working with a California state senator, Connie Leyva, a Democrat, on a bill to do just that. It was introduced in February.

“I’m just so proud of these women for coming forward,” Levya said.

Along the way, Ozoma and Banks fell out. Banks said she no longer spoke with Ozoma because Ozoma had recruited her to Pinterest without disclosing the discrimination there and then excluded her from working on the Silenced No More Act.

“Ifeoma then cut me out of the initiative through gaslighting and bullying,” Banks said.

Ozoma said she had not cut Banks out of the organizing. She added that Banks had “felt left out” because news coverage focused on Ozoma’s role.

Since leaving Pinterest, Ozoma has moved to Santa Fe, New Mexico, where she lives with a flock of chickens she calls the Golden Girls. She also runs a tech equity consulting firm, Earthseed.

Through Earthseed, Ozoma is continuing her work around whistleblowing. She is collaborating with the nonprofit Open MIC and the consulting firm Whistle Stop Capital to stop tech companies from using nondisclosure agreements to keep workers anywhere from coming forward on discrimination.

In September, Ozoma, Whistle Stop Capital and Open MIC, along with the social impact investor Nia Impact Capital, filed a shareholder proposal at Apple. The proposal asked the company to assess the risks associated with the use of concealment clauses for employees who have experienced harassment and discrimination.

Last month, Apple said in a letter that it wouldn’t take action on the proposal, arguing that the company “does not limit employees’ and contractors’ ability to speak freely about harassment, discrimination and other unlawful acts in the workplace.” It declined to comment beyond the letter.

Ozoma also supports and counsels other tech activists. The Tech Worker Handbook website, in part, was designed to help with that. The website has information on how to navigate nondisclosure agreements and how to protect against corporate surveillance or physical threats. Across the top of the site is a slogan: “Preparedness Is Power.” Since it went online Oct. 6, the site has had over 53,000 visitors, Ozoma said.

“I send it to people who are thinking about coming forward,” said Ashley Gjovik, a former activist employee at Apple who has relied on Ozoma for support. When people think about whistleblowing, she added, “their mind won’t go to the places of the personal, digital, security stuff, all of the legal ramifications, how do you even get that story out, the impact on friends and family, the impact on your mental health.”

Last month, Ozoma also got a call from Cher Scarlett, another activist Apple employee who left the company this month. (Scarlett declined to provide her real name for security reasons; she is legally changing her name to Cher Scarlett.) She asked Ozoma how to pass legislation like the Silenced No More Act in her home state, Washington.

Ozoma described the steps she had taken, including working closely with a lawmaker who could write a bill, Scarlett said.

Along with another tech activist, Scarlett then contacted Karen Keiser, a Washington state senator and a Democrat. Keiser now plans to sponsor a bill to expand whistleblower protections when the legislative session starts in January, her office said.

“This is why the network of whistleblowers and women like Ifeoma are so important,” Scarlett said.

Last month, Gov. Gavin Newsom of California signed a bill to expand protections for people who speak up about discrimination in the workplace. A new website arrived to offer tech workers advice on how to come forward about mistreatment by their employers.

Last month, Gov. Gavin Newsom of California signed a bill to expand protections for people who speak up about discrimination in the workplace. A new website arrived to offer tech workers advice on how to come forward about mistreatment by their employers. And Apple responded to a shareholder proposal that asked it to assess how it used confidentiality agreements in employee harassment and discrimination cases. The disparate developments had one thing — or, rather, a person — in common: Ifeoma Ozoma. Since last year, Ozoma, 29, a former employee of Pinterest, Facebook and Google, has emerged as a central figure among tech whistleblowers. A Yale-educated daughter of Nigerian immigrants, she has supported and mentored tech workers who needed help speaking out, pushed for more legal protections for those employees and urged tech companies and their shareholders to change their whistleblower policies. She helped inspire and pass the new California law, the Silenced No More Act, which prohibits companies from using nondisclosure agreements to squelch workers who speak up against discrimination in any form. Ozoma also released a website, The Tech Worker Handbook, which provides information on whether and how workers should blow the whistle. “It’s really sad to me that we still have such a lack of accountability within the tech industry that individuals have to do it” by speaking up, Ozoma said in an interview. Her efforts — which have alienated at least one ally along the way — are increasingly in the spotlight as restive tech employees take more action against their employers. Last month, Frances Haugen, a former Facebook employee, revealed that she had leaked thousands of internal documents about the social network’s harms. (Facebook has since renamed itself Meta.) Apple also recently faced employee unrest, with many workers voicing concerns about verbal abuse, sexual harassment, retaliation and discrimination. Ozoma is now focused on directly pushing tech companies to stop using nondisclosure agreements to prevent employees from speaking out about workplace discrimination. She has also met with activists and organizations that want to pass legislation similar to the Silenced No More Act elsewhere. And she is constantly in touch with other activist tech workers, including those who have organized against Google and Apple. Much of Ozoma’s work stems from experience. In June 2020, she and a colleague, Aerica Shimizu Banks, publicly accused their former employer, the virtual pinboard maker Pinterest, of racism and sexism. Pinterest initially denied the allegations but later apologized for its workplace culture. Its workers staged a walkout, and a former executive sued the company over gender discrimination. “It’s remarkable how Ifeoma has taken some very painful experiences, developed solutions for them and then built a movement around making those solutions a reality,” said John Tye, the founder of Whistleblower Aid, a nonprofit that provides legal support to whistleblowers. He and Ozoma recently appeared on a webinar to educate people on whistleblower rights. Meredith Whittaker, a former Google employee who helped organize a 2018 walkout over the company’s sexual harassment policy, added of Ozoma: “She has stuck around and worked to help others blow the whistle more safely.” Ozoma, who grew up in Anchorage, Alaska, and Raleigh, North Carolina, became an activist after a five-year career in the tech industry. A political science major, she moved to Washington, D.C., in 2015 to join Google in government relations. She then worked at Facebook in Silicon Valley on international policy. In 2018, Pinterest recruited Ozoma to its public policy team. There, she helped bring Banks on board. They spearheaded policy decisions including ending the promotion of anti-vaccination information and content related to plantation weddings on Pinterest, Ozoma said. Yet Ozoma and Banks said they faced unequal pay, racist comments and retaliation for raising complaints at Pinterest. They left the company in May 2020. A month later, during the Black Lives Matter protests, Pinterest posted a statement supporting its Black employees. Ozoma and Banks said Pinterest’s hypocrisy had pushed them to speak out. On Twitter, they disclosed their experiences as Black women at the company, with Ozoma declaring that Pinterest’s statement was “a joke.” In a statement, Pinterest said it had taken steps to increase diversity. By speaking out, Ozoma and Banks took a risk. That’s because they broke the nondisclosure agreements they had signed with Pinterest when they left the company. California law, which offered only partial protection, didn’t cover people speaking out about racial discrimination. Peter Rukin, their lawyer, said he had an idea: What if state law was expanded to ban nondisclosure agreements from preventing people speaking out on any workplace discrimination? Ozoma and Banks soon began working with a California state senator, Connie Leyva, a Democrat, on a bill to do just that. It was introduced in February. “I’m just so proud of these women for coming forward,” Levya said. Along the way, Ozoma and Banks fell out. Banks said she no longer spoke with Ozoma because Ozoma had recruited her to Pinterest without disclosing the discrimination there and then excluded her from working on the Silenced No More Act. “Ifeoma then cut me out of the initiative through gaslighting and bullying,” Banks said. Ozoma said she had not cut Banks out of the organizing. She added that Banks had “felt left out” because news coverage focused on Ozoma’s role. Since leaving Pinterest, Ozoma has moved to Santa Fe, New Mexico, where she lives with a flock of chickens she calls the Golden Girls. She also runs a tech equity consulting firm, Earthseed. Through Earthseed, Ozoma is continuing her work around whistleblowing. She is collaborating with the nonprofit Open MIC and the consulting firm Whistle Stop Capital to stop tech companies from using nondisclosure agreements to keep workers anywhere from coming forward on discrimination. In September, Ozoma, Whistle Stop Capital and Open MIC, along with the social impact investor Nia Impact Capital, filed a shareholder proposal at Apple. The proposal asked the company to assess the risks associated with the use of concealment clauses for employees who have experienced harassment and discrimination. Last month, Apple said in a letter that it wouldn’t take action on the proposal, arguing that the company “does not limit employees’ and contractors’ ability to speak freely about harassment, discrimination and other unlawful acts in the workplace.” It declined to comment beyond the letter. Ozoma also supports and counsels other tech activists. The Tech Worker Handbook website, in part, was designed to help with that. The website has information on how to navigate nondisclosure agreements and how to protect against corporate surveillance or physical threats. Across the top of the site is a slogan: “Preparedness Is Power.” Since it went online Oct. 6, the site has had over 53,000 visitors, Ozoma said. “I send it to people who are thinking about coming forward,” said Ashley Gjovik, a former activist employee at Apple who has relied on Ozoma for support. When people think about whistleblowing, she added, “their mind won’t go to the places of the personal, digital, security stuff, all of the legal ramifications, how do you even get that story out, the impact on friends and family, the impact on your mental health.” Last month, Ozoma also got a call from Cher Scarlett, another activist Apple employee who left the company this month. (Scarlett declined to provide her real name for security reasons; she is legally changing her name to Cher Scarlett.) She asked Ozoma how to pass legislation like the Silenced No More Act in her home state, Washington. Ozoma described the steps she had taken, including working closely with a lawmaker who could write a bill, Scarlett said. Along with another tech activist, Scarlett then contacted Karen Keiser, a Washington state senator and a Democrat. Keiser now plans to sponsor a bill to expand whistleblower protections when the legislative session starts in January, her office said. “This is why the network of whistleblowers and women like Ifeoma are so important,” Scarlett said.

A tech whistleblower helps others speak out

South Indian actress Priyamani has come out in full support of her Bollywood counterpart, Kareena kapoor Khan, and has reportedly defended the actress for her alleged fee-hike demand.&nbsp;

 
It so happened that when a multilingual, big-budget adaptation of Hindu epic ‘Ramayana’ was announced in 2019, it was reported that Bollywood actress Kareena Kapoor Khan was approached for the role of Sita. Later, rumours of Kareena asking for a whopping 12 crore to play the mythological character.&nbsp;

 
Now, in &nbsp;an interview with an entertainment website, Priyamani said that Kareena must have asked for that kind of money because ‘she deserves it. “Regarding the pay parity I would definitely say that if a woman is asking for what she deserves I think it is because she deserves it. That is her market thing and she deserves it what she is asking for. So I don’t think you should question that… About the pay parity, I don’t think there is anything wrong… What I’m saying is if a female especially is asking for how much ever amount she is asking for, I think she very well deserves it. So I don’t think there’s anything wrong. These ladies have reached a point where they can say what they want to… You can’t make a comment on that person just because you think that it’s wrong that doesn’t mean that the person doesn’t deserve it (sic),” the actress was quoted as saying.&nbsp;

 
Earlier, the write of this mythological drama, K V Vijayendra Prasad, had clarified that Kareena has not been finalized for the role yet. Interestingly, some reports of Deepika Padukone also being considered for the role started doing the rounds. There’s no confirmation or denial on that as well.&nbsp;

 
For this untitled project, South Indian superstar Mahesh Babu will take on the role of Lord Rama while Bollywood actor Hrithik Roshan is most likely to play the mythologival anti-hero Ravana, reports claim.

&nbsp; 
This multi-starrer, big-budget film will be produced by Madhu, Allu Arvind and Namit Malhotra and will be shot in 3D.&nbsp;

 
Apart from Hindi, the movie will also be released in Tamil and Telugu languages. 
&nbsp;

South Indian actress Priyamani has come out in full support of her Bollywood counterpart, Kareena kapoor Khan, and has reportedly defended the actress for her alleged fee-hike demand.

South Indian actress Priyamani has come out in full support of her Bollywood counterpart, Kareena kapoor Khan, and has reportedly defended the actress for her alleged fee-hike demand. It so happened that when a multilingual, big-budget adaptation of Hindu epic ‘Ramayana’ was announced in 2019, it was reported that Bollywood actress Kareena Kapoor Khan was approached for the role of Sita. Later, rumours of Kareena asking for a whopping 12 crore to play the mythological character. Now, in an interview with an entertainment website, Priyamani said that Kareena must have asked for that kind of money because ‘she deserves it. “Regarding the pay parity I would definitely say that if a woman is asking for what she deserves I think it is because she deserves it. That is her market thing and she deserves it what she is asking for. So I don’t think you should question that… About the pay parity, I don’t think there is anything wrong… What I’m saying is if a female especially is asking for how much ever amount she is asking for, I think she very well deserves it. So I don’t think there’s anything wrong. These ladies have reached a point where they can say what they want to… You can’t make a comment on that person just because you think that it’s wrong that doesn’t mean that the person doesn’t deserve it (sic),” the actress was quoted as saying. Earlier, the write of this mythological drama, K V Vijayendra Prasad, had clarified that Kareena has not been finalized for the role yet. Interestingly, some reports of Deepika Padukone also being considered for the role started doing the rounds. There’s no confirmation or denial on that as well. For this untitled project, South Indian superstar Mahesh Babu will take on the role of Lord Rama while Bollywood actor Hrithik Roshan is most likely to play the mythologival anti-hero Ravana, reports claim. This multi-starrer, big-budget film will be produced by Madhu, Allu Arvind and Namit Malhotra and will be shot in 3D. Apart from Hindi, the movie will also be released in Tamil and Telugu languages.

South Indian actor Priyamani on Kareena’s fee hike rumours: She deserves the money

Adele Lim who co-wrote the hit `Crazy Rich Asians` film with Peter Chiarelli has exited the show amid alleged issues of pay disparity. 
According to The Hollywood Reporter, Chiarelli was offered a significantly higher amount than Lim. 
 
"Being evaluated that way can`t help but make you feel that is how they view my contributions," Lim told the outlet, adding she felt women of colour were regarded as "soy sauce" -- recruited solely for cultural specificities rather than to substantially shape and tell a story. 
 
Also, Lim was offered a higher amount to return for the sequel, with Chiarelli allegedly offering to split his own fee with her, but she refused the offer."Peter has been nothing but incredibly gracious, but what I make shouldn`t be dependent on the generosity of the white-guy writer," said Lim. 
 
The sequel will be based on `China Rich Girlfriend,` the second novel in Kevin Kwan`s best-selling `Crazy Rich Asians` series and will star Awkwafina. 
 
The sequel is currently in the works with Chiarelli writing and Jon M Chu set to direct. While Lim has stepped away from signing on to co-write the sequels, she has signed on to write the upcoming Disney film `Raya and the Last Dragon`.&nbsp;

Adele Lim who co-wrote the hit `Crazy Rich Asians` film with Peter Chiarelli has exited the show amid alleged issues of pay disparity. According to The Hollywood Reporter, Chiarelli was offered a significantly higher amount than Lim.

Adele Lim who co-wrote the hit `Crazy Rich Asians` film with Peter Chiarelli has exited the show amid alleged issues of pay disparity. According to The Hollywood Reporter, Chiarelli was offered a significantly higher amount than Lim. "Being evaluated that way can`t help but make you feel that is how they view my contributions," Lim told the outlet, adding she felt women of colour were regarded as "soy sauce" -- recruited solely for cultural specificities rather than to substantially shape and tell a story. Also, Lim was offered a higher amount to return for the sequel, with Chiarelli allegedly offering to split his own fee with her, but she refused the offer."Peter has been nothing but incredibly gracious, but what I make shouldn`t be dependent on the generosity of the white-guy writer," said Lim. The sequel will be based on `China Rich Girlfriend,` the second novel in Kevin Kwan`s best-selling `Crazy Rich Asians` series and will star Awkwafina. The sequel is currently in the works with Chiarelli writing and Jon M Chu set to direct. While Lim has stepped away from signing on to co-write the sequels, she has signed on to write the upcoming Disney film `Raya and the Last Dragon`.

'Crazy Rich Asians' co-writer Adele Lim quits sequel over pay disparity

Amid all the creative content flourishing in Bollywood, actresses of the present times know their worth and do not hesitate to demand the pay package that they deserve.

Recently, Deepika Padukone revealed an incident where she said 'tata-good bye' to a movie when she learnt how the director of the movie was willing to pay more to the male actor and not her.&nbsp;

She said, “There was a recent incident where a director offered us a film that creatively I liked. But then it came to talking about money, and I said that this is what I would charge. Then it kind of went back and forth. He came back and told me that he wouldn’t be able to afford me as he had to accommodate the male (lead). So, then I said ‘tata- good bye’ as I know my track record. I know my worth. I know that his films haven’t been doing as well as my films have. So, it made absolutely no sense. I was okay to say no to that film based on pay because I thought it was unfair.”

While the actress is still garnering praises from everywhere for her portrayal of the courageous Rani Padmini in the movie 'Padmaavat' (2018), she took the opportunity to acknowledge about the pay disparity in the Hindi film industry and how she has been demanding for equal pay for equal work.

The 'Chhapaak' actor was speaking at the launch of 'The Dot That Went for A Walk'. The book is about 51 real women heroes and has one chapter on Padukone.

The actor said, “Today in films, there is no lack of opportunity. The kind of films and the place of a woman in these films have changed a lot. And, of course, the pay. I would like to speak for myself. I have been able to bridge the gap, in terms of what my male contemporaries get paid versus what I am getting paid.”

“Today, I am ready to take those steps, measures or decisions for myself because I am going to be able to sleep peacefully at night. I don’t think I would be able to live with the thought that despite the same kind of creative contribution as my male co-star, and bringing in the same kind of value to the film as him, I am being underpaid. I was not okay with that,” Deepika Padukone said.

Amid all the creative content flourishing in Bollywood, actresses of the present times know their worth and do not hesitate to demand the pay package that they deserve.

Amid all the creative content flourishing in Bollywood, actresses of the present times know their worth and do not hesitate to demand the pay package that they deserve. Recently, Deepika Padukone revealed an incident where she said 'tata-good bye' to a movie when she learnt how the director of the movie was willing to pay more to the male actor and not her. She said, “There was a recent incident where a director offered us a film that creatively I liked. But then it came to talking about money, and I said that this is what I would charge. Then it kind of went back and forth. He came back and told me that he wouldn’t be able to afford me as he had to accommodate the male (lead). So, then I said ‘tata- good bye’ as I know my track record. I know my worth. I know that his films haven’t been doing as well as my films have. So, it made absolutely no sense. I was okay to say no to that film based on pay because I thought it was unfair.” While the actress is still garnering praises from everywhere for her portrayal of the courageous Rani Padmini in the movie 'Padmaavat' (2018), she took the opportunity to acknowledge about the pay disparity in the Hindi film industry and how she has been demanding for equal pay for equal work. The 'Chhapaak' actor was speaking at the launch of 'The Dot That Went for A Walk'. The book is about 51 real women heroes and has one chapter on Padukone. The actor said, “Today in films, there is no lack of opportunity. The kind of films and the place of a woman in these films have changed a lot. And, of course, the pay. I would like to speak for myself. I have been able to bridge the gap, in terms of what my male contemporaries get paid versus what I am getting paid.” “Today, I am ready to take those steps, measures or decisions for myself because I am going to be able to sleep peacefully at night. I don’t think I would be able to live with the thought that despite the same kind of creative contribution as my male co-star, and bringing in the same kind of value to the film as him, I am being underpaid. I was not okay with that,” Deepika Padukone said.

Deepika Padukone on pay gap in Bollywood: I know my worth

59-time Grand Slam champion Martina Navratilova recently&nbsp;revealed that she was paid at least 10-times less than her fellow Wimbledon pundit John McEnroe by BBC for their broadcasting roles at Wimbledon.

She accused the British broadcaster when they published the salaries of their highest-paid stars last July, in brackets of &pound;50,000.

After analysing the salary brackets, she realised that her fellow presenter McEnroe&#39;s pay packet was between &pound;150,000 and &pound;199,999 which was comparatively more than her.

&quot;It&#39;s shocking,&quot; Navratilova told the BBC&#39;s Panorama programme.

She also added, &quot;It&#39;s still the good old boys network.... The bottom line is that male voices are valued more than women&#39;s voices.&quot;

Navratilova said her agent will ask for more money in future to work for the BBC.

McEnroe responded to the controversy saying, &quot;Well, you know, to me, I&#39;m just hearing about it. I believe that the BBC has responded in a way that I believe is appropriate.&quot;

On the other hand, BBC defended itself and said McEnroe&#39;s contract is &quot;entirely different&quot; to Navratilova&#39;s and the two are not comparable.

&nbsp;

Navratilova accused the British broadcaster when she realised that fellow presenter McEnroe's pay packet was 10-times more than her

59-time Grand Slam champion Martina Navratilova recently revealed that she was paid at least 10-times less than her fellow Wimbledon pundit John McEnroe by BBC for their broadcasting roles at Wimbledon. She accused the British broadcaster when they published the salaries of their highest-paid stars last July, in brackets of £50,000. After analysing the salary brackets, she realised that her fellow presenter McEnroe's pay packet was between £150,000 and £199,999 which was comparatively more than her. "It's shocking," Navratilova told the BBC's Panorama programme. She also added, "It's still the good old boys network.... The bottom line is that male voices are valued more than women's voices." Navratilova said her agent will ask for more money in future to work for the BBC. McEnroe responded to the controversy saying, "Well, you know, to me, I'm just hearing about it. I believe that the BBC has responded in a way that I believe is appropriate." On the other hand, BBC defended itself and said McEnroe's contract is "entirely different" to Navratilova's and the two are not comparable.

Tennis great Martina Navratilova 'unhappy' with BBC's pay disparity

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