Source: United States House of Representatives – Congresswoman Eleanor Holmes Norton (District of Columbia)
WASHINGTON, D.C. – Congresswoman Eleanor Holmes Norton (D-DC), who was appointed by President Jimmy Carter as the first woman to chair the U.S. Equal Employment Opportunity Commission (EEOC), today introduced the Fair Pay Act, which builds on her work enforcing the 1963 Equal Pay Act. The Fair Pay Act would help eliminate the gender wage gap by requiring men and women doing comparable work to be paid comparable wages and builds on the Equal Pay Act of 1963 by allowing women to prove that some or all of a wage disparity is based on gender-segregated comparable jobs.
“As the first woman to chair the EEOC, where enforced the Equal Pay Act, I have spent my career working to ensure equality for women, but it is clear that more must be done to address the structural disparities that persist in our workforce,” Norton said. “The Fair Pay Act is essential legislation that moves beyond identical roles to ensure men and women performing comparable work receive comparable wages. We can no longer allow gender-based wage gaps to exist unchallenged simply because a profession is traditionally dominated by one sex. This bill is a moral and economic necessity that finally challenges the historic devaluation of work historically performed by women.
“Unequal pay has been built into the way women have been treated since Adam and Eve. To dislodge such deep-seated and pervasive treatment, we must go to the source, the traditionally female occupations, where pay is linked with gender and always has been.”
Norton’s full introductory statement follows.
Statement of Congresswoman Eleanor Holmes Norton
On the Introduction of the Fair Pay Act of 2026
May 4, 2026
Today, I introduce the Fair Pay Act of 2026. This bill would require that if men and women are doing comparable work, they must be paid comparable wages. The Equal Pay Act of 1963 (EPA), the first of the great civil rights statutes of the 1960s, has grown creaky with age and needs updating to reflect the new workforce, in which women work as much as men.
As the first woman to chair the U.S. Equal Employment Opportunity Commission, where I enforced the EPA, I introduce this bill on behalf of the average female worker, who is often first steered to, and then locked into, jobs with wages that are deeply influenced by the gender of individuals who have traditionally held such jobs. The pay disparity most women face today stems mainly from the segregation of women and men in different jobs and women in female-dominated jobs being paid systematically less. For example, if a woman is an emergency services operator, a female-dominated profession, she should not be paid less than a fire dispatcher, a male- dominated profession, simply because each of these jobs has been dominated by one gender. We need more aggressive strategies to break through the societal barriers present throughout history, as well as employer-steering based on gender, which is as old as paid employment itself.
What may be the best case for a stronger and updated EPA occurred in Congress in 2003, when female custodians in the House and Senate won an EPA case after showing that female employees were paid a dollar less per hour for doing the same or similar work as male employees. Had those women not been represented by their union, they would have had an almost impossible task in using the rules for bringing and sustaining an EPA class action lawsuit.
This bill would not change the legal burden. Under this bill, as under the EPA, the burden would be on the plaintiff to prove discrimination. The plaintiff must show that the reason for the disparate treatment is gender discrimination, not legitimate market factors. Remedies to achieve comparable pay for men and women are not radical or unprecedented. State governments, in red and blue states alike, have shown that it is possible to eliminate the part of the pay gap that is due to job-steering. Many state governments have adjusted wages for female-dominated professions, raising pay for teachers, nurses, clerical workers, librarians and other female-dominated jobs that paid less than comparable male-dominated jobs. Minnesota, for example, implemented a pay equity plan when it found that traditionally female jobs paid 20 percent less than comparable traditionally male jobs. There may well be some portion of the gender wage gap that is traceable to market factors, but states have shown that you can tackle the gender discrimination-based wage gap without interfering in the market system. States generally have closed the wage gap over a period of four to five years at a one-time cost of no more than three to four percent of payroll.
Unequal pay has been built into the way women have been treated since Adam and Eve. To dislodge such deep-seated and pervasive treatment, we must go to the source, the traditionally female occupations, where pay is linked with gender and always has been.
I urge my colleagues to support this bill.
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