Equal Pay Day has come around again \u2014 Tuesday, April 2, is the day in 2019 through which U.S. white women had to work to earn what the average U.S. white man earned in 2018. Asian women\u2019s equal pay day was March 5, 2019, black women\u2019s Equal Pay Day isn\u2019t until Aug. 22, Native women\u2019s equal pay day is September 23, and Latinas Equal Pay Day is almost a full year later \u2013 Nov. 20, 2019.\nDepending whom you ask, the gender wage gap is between 18 and 20 percent across all industries, though it is narrower in the technology sector. And a new report from Glassdoor shows the pay gap is shrinking, albeit slowly. The Glassdoor report shows the unadjusted pay gap between men and women in the U.S. is 21.4 percent, meaning women earn, on average, $0.79 for every $1 men earn. That\u2019s a 2.7 percentage point shrink in the unadjusted pay gap from three years ago (March 2016), according to Glassdoor. However, when controlled for variables such as age, education, experience, occupation, industry, location, year, specific company and job title, the adjusted pay gap in the U.S. becomes 4.9 percent \u2013 a 0.5 percentage point shrink since 2016.\nAnd while the largest adjusted pay gaps (where pay gaps between men and women are widest) are in media, retail, construction, repair and maintenance, and oil, gas, energy and utilities, those whose occupation is computer programmer saw the largest pay gap shrink \u2013 down 16.7 percentage points, the report shows.\n\n[ Find out how your organization may be getting diversity and inclusion wrong \u2014 and how to get it right. | Learn how to define your company culture before it derails your mission. | Get the latest IT staffing, hiring, and leadership advice by signing up for our CIO newsletters. ]\n\nThe gap widens, though, as women gain experience,\u00a0according to a Hired report. And a recent\u00a02018 Women in Tech report from HackerRank\u00a0shows that women in technology who are over 35 years old are 3.5 times more likely to be in junior roles than their male counterparts.\nLarge enterprise companies such as\u00a0Salesforce, Intel and Adobe\u00a0have made headlines for identifying and rectifying the pay gap within their workforces, and even smaller organizations such as Instructure and Hired are conducting pay equity reviews to make sure women and men are paid equally.\nEven with heightened awareness and newsworthy action, though, a number of pervasive myths stubbornly remain about the gender pay gap, which\u00a0Kristen Bellstrom debunks in a Fortune article, including the fact that a full 37 percent of men surveyed say the gap doesn\u2019t exist.\nHow to address pay inequalities\nWhat else can be done to address pay inequalities? States, including Oregon, Massachusetts and California, have made it\u00a0illegal for hiring companies to ask for your salary history, which is a step in the right direction. Also, having a\u00a0comprehensive compensation planning strategy\u00a0can ensure companies actually pay equal wages for equal work. And transparent pay structures and having open conversations about how much certain skills and experience are worth can also help.\n\n\n \n\n\nStrengthening equal pay laws so that women have the tools they need to fight back against pay discrimination, increasing the availability of child care, providing flexible work arrangements, providing paid leave, and having union protections are overall policies that will help, too, according to the National Women\u2019s Law Center.\nEmployers, as well, can take action within their organizations, the Glassdoor report says.\nSharing salary information directly with candidates can be a powerful cultural differentiator in a tight labor market, which can also help close the pay gap. Although education and experience are becoming less of a factor influencing the gender pay gap, occupational and industry sorting remain significant causes. That suggests that employers should be consistently re-evaluating hiring pipelines to ensure that they are attracting, hiring, and retaining diverse talent pools, according to the Glassdoor report. Because occupational sorting is such an important driver of the pay gap, it\u2019s important for employers to promote workplace policies that allow flexibility in work hours or paid family leave, to ensure both men and women can balance work and family responsibilities.\n\u201cKnowing the facts about the gender pay gap is critical to helping close the gap. Combining knowledge with leveraging valuable resources is the next step to ensuring equal pay for equal work everywhere,\u201d said Annie Pearl, Glassdoor senior vice president and head of product and UX\/design.\nWhile we\u2019re still making progress, there\u2019s still a long way to go.