Government can’t make effective policy alone.
Activate 3.8 convenes government, labor, business, and academia to bridge opportunity gaps, increase access to resources, and advocate for policy reforms that account for the full career cycle of a woman.
Investing in the
Next Generation
Pay Equity Messaging Tour in cities across WA state, inspiring school-age girls to explore various career paths aligned with the industry needs and unique characteristics of each community.
In Washington, some of our largest industries—like aerospace, tech, manufacturing, and construction—offer the highest wages and benefits but have the smallest number of women workers.¹
Increasing women’s representation, particularly in STEM fields, can counteract the part of the wage gap that results from the differences between industries men and women occupy.² Representation would also foster a more inclusive workforce that is better equipped to address the complex challenges we count on STEM experts to solve.³
By partnering with local education districts, community organizations, and labor groups for events spanning the state, we hope to spark positive connections between today’s pioneers and tomorrow’s changemakers.
Growing Workforce Development & Leadership Opportunities
Advocate for policies and amplify organizations that strengthen and expand opportunities for economic growth, especially for smaller rural towns and communities of color.
While some of the gender wage gap can be explained by differences between workers—such as age, education level, industry, or occupation—experts agree that most of the gap cannot be accounted for by these factors. Discrimination is a significant contributing factor, but its exact impact is hard to measure, as social biases and othering behavior are difficult to quantify through averages and percentages.⁴
Discrimination is often present in hiring and pay practices, and when women enter male-dominated fields, they may face unwelcoming or hostile work environments that result in them leaving or otherwise hinder their professional growth.⁵
In this pillar, our goal is to advocate for policies that promote equitable access to opportunities and safeguard protections for women in the workplace, ensuring Washington workplaces are inclusive, supportive, and conducive to career advancement for all.
Expanding Access to Wraparound Services
Support the holistic needs of women by strengthening and developing policies that improve wraparound services & workplace conditions.
Emphasize legislation related to childcare and elder care, workplace harassment, reproductive health (menstruation, menopause, abortion, IVF / fertility services), and safety.
Create an online resource hub for government services relevant to women’s comprehensive needs.
Lack of access to vital services—like child and elder care, healthcare, and transportation—reduces employment opportunities for women. A 2018 Center for American Progress survey found that mothers were 40% more likely than fathers to report career impacts due to childcare issues.⁶ This highlights that addressing the gender wage gap (GWG) requires more than just focusing on finances and career opportunities.In this pillar, our goal is to collaborate with the Washington State Legislature and service agencies to ensure resources are effective and accessible for all women. Closing the GWG not only benefits the economy but also improves the well-being of women, their families, and communities.⁷
Securing Comprehensive Retirement Access
Highlight existing financial education and planning information to promote women’s economic security.
Research and uplift potential avenues and policies that increase retirement savings for all income levels and worker types.
Support opportunities that expand automatic enrollment in retirement accounts.
Despite progress in women’s labor participation over the last 20+ years, the gender wage gap still results in lower retirement security for women. The National Women’s Law Center estimates the gap costs women $400,000 over a 40-year career, with even higher losses for Black ($884,400), Hispanic ($1.2 million), and Native ($1.15 million) women. ⁸
As more women approach retirement in our aging population, policy reform to secure meaningful retirement options is incredibly important. While the culmination of efforts in the other pillars of Activate 3.8 will naturally lend to stronger outcomes in retirement security for future retirees, women retiring now deserve support too. ⁹In this pillar, we aim to identify policies and practices that increase access to retirement savings for women of all income levels and raise awareness about the importance of financial planning and methods of doing so.
1. Zhavoronkova, M., Khattar, R., & Brady, M. (2022, March 29). Occupational Segregation in America. Center for American Progress. https://www.americanprogress.org/article/occupational-segregation-in-america/.
2. Ibid.
3. Ozdemir, E. (2025, January 13). Women in STEM: Using reskilling to address the gender gap. World Economic Forum. https://www.weforum.org/stories/2025/01/why-it-s-time-to-use-reskilling-to-unlock-women-s-stem-potential/.
4. Women’s Bureau, U.S. Department of Labor. UNDERSTANDING THE GENDER WAGE GAP What is the Gender Wage Gap? (2023). https://www.dol.gov/sites/dolgov/files/WB/UnderstandingTheGenderWageGap.pdf.
5. Isabela Salas-Betsch. (2024, March 14). Ending Discrimination and Harassment at Work. Center for American Progress. https://www.americanprogress.org/article/playbook-for-the-advancement-of-women-in-the-economy/ending-discrimination-and-harassment-at-work/.
6. Halpin, J., Agne, K., & Omero, M. (2018). Affordable Child Care and Early Learning for All Families A National Public Opinion Study WWW.AMERICANPROGRESS.ORG GETTY IMAGES/BARBARA DAVIDSON. https://www.americanprogress.org/wp-content/uploads/sites/2/2018/09/ChildCarePolling-report.pdf.
7. Khattar, R. (2024, March 14). Closing the Gender Pay Gap. Center for American Progress. https://www.americanprogress.org/article/playbook-for-the-advancement-of-women-in-the-economy/closing-the-gender-pay-gap/.
8. Javaid, S. (2024). The Wage Gap Robs Women Working Full Time, Year-Round of Hundreds of Thousands of Dollars Over a Lifetime. https://nwlc.org/wp-content/uploads/2024/03/EPD-FS-2024-3.1.24v2.pdf.
9. Barbara, S., Monique, M., & Radpour, S. (2022, November 16). Chapter 2. Retirement. Economic Policy Institute. https://www.epi.org/publication/chapter-2-retirement/.
