Remembering Fair Pay Advocate Lilly Ledbetter

Photo Credit: Joyce N. Boghosian, per WhiteHouse.gov

The battle for equal pay for women has been bravely fought by feminists for decades. Some go the extra mile, and use their fight for fair pay to influence workplaces and policymakers across the nation to take part in that fight as well. Few have been as effective as Lilly Ledbetter. While she passed away this past weekend, her legacy lives on. In honor of her memory, we will be using this blog to discuss her advocacy and what we can all do to ensure her story is honored for future generations.

Ledbetter did not set out to become an activist. She was an ordinary woman from Alabama, working for tire manufacturer Goodyear. While under their employ, she experienced years of sexual harassment and pay discrimination. Upon finding out that she was being paid significantly less than her male counterparts despite having a longer tenure, she took her case to court.

The Ledbetter vs. Goodyear Tire & Rubber Co. case went through many twists and turns. She successfully sued Goodyear, but that verdict was overturned by the Eleventh Circuit. When she pursued the Supreme Court, they sided with Goodyear stating that she could not sue for pay discrimination because she didn’t sue within the 180-day pay period that their pay policy began.

Where others could’ve let this defeat them, Ledbetter did not. She saw pay discrimination for what it was, a larger systemic issue, and sought to have Congress intervene. As she met with congressional representatives throughout Capitol Hill, her story resonated. This all eventually culminated with the Lilly Ledbetter Fair Pay Act of 2009. Because of this act, discriminatory paychecks and other forms of compensation can be filed in an unrestricted time period. 

The Lilly Ledbetter Fair Pay Act of 2009 was former President Barack Obama’s first piece of legislation. Upon her passing this weekend, he wrote the following tribute to her: 

“Lilly Ledbetter never set out to be a trailblazer or household name. She just wanted to be paid the same as a man for her hard work. But this grandmother from Alabama kept on fighting until the day I signed the Lilly Ledbetter Fair Pay Act into law – my first as president. Lilly did what so many Americans before her had done: setting her sights high for herself and even higher for her children and grandchildren. Michelle and I are grateful for her advocacy and friendship, and we send our love and prayers to her family and everyone who is continuing the fight she began.”

Of course, Ledbetter knew that her work, though important, was just one step in the larger journey we all need to take to transform workplaces and broader American society. With pay discrimination and sexual harassment being inherently intertwined, she knew that pay equity can never be possible without creating a culture of respect in all workspaces. In the midst of the #MeToo movement, she wrote the following in a New York Times op-ed: 

“When I am on the road, speaking and sharing my pay discrimination story with women’s rights groups, students and lawmakers, the women who come up to me after my speech don’t just tell me about how their male co-workers doing the same job are making more — they share stories of losing their job, being demoted or not advancing in the workplace because they didn’t submit to sexual harassment or because they reported it. Of being pushed out of higher-paying male-dominated jobs into lower-paying female-dominated jobs because of near daily harassment. Of how their productivity and health suffered.

All of this decreases women’s earnings relative to men’s, increasing gender pay gaps. In turn, when women are denied the pay we deserve for our hard work, when we have to fight for the raise our male counterpart gets automatically, when we struggle to pay our bills because we are being shortchanged at work, we are left more vulnerable to harassment, because we literally can’t afford to risk our paycheck by challenging it. It is a vicious cycle.”

The only way to disrupt this vicious cycle is to share stories like Ledbetter’s, inspiring individuals into action, and fighting to create change on the systemic level.

One way we can tell Ledbetter’s story is by watching and uplifting the 2024 film based on her life, LILLY. Last year, RALIANCE partnered with the film because we believe in film’s capacity to instill empathy, broaden understanding, and promote cultural change, all of which is especially needed for stories depicting the fight against sexual harassment and pay discrimination. LILLY recently made its premier in New York, and is currently making its way through the film festival circuit. Directed by Rachel Feldman and starring Patricia Clarkson in the titular role, LILLY was a film beloved by Ledbetter and something she hoped many would get the chance to see.  

We can also follow in her footsteps by supporting legislation and workplace policy changes championed by Ledbetter throughout her lifetime. Below are some actions companies and constituents can consider:

Express Support for the Paycheck Fairness Act

Ledbetter expressed support for the Paycheck Fairness Act, legislation which Forbes says “protects workers from being fired if they talk about their pay at work…bans employers from asking about salary history so the gender and racial wage gap doesn’t get perpetuated, and requires collection of pay information by the EEOC to help bring pay disparities out of the dark.” This legislation and legislation like this could force organizations to commit to a standard that protects all employees who seek equitable pay at every stage of their careers.

Promote Pay Transparency Through Workplace Policy and Relevant State Legislation

In the past, we have discussed the importance of pay transparency. By posting salary ranges within job listings, applicants are better able to pursue and advocate for salaries that reflect their worth. Individual companies can make that change to their job listings and set an example to other employers in their area and field. Some states already have pay transparency laws, but for those who don’t, we encourage organizations and individual employees to champion this type of legislation.

Have a RALIANCE Policy Review

Unsure of where to start to combat sexual harassment and pay inequity? RALIANCE would be proud to work with all organizations invested in making those changes through a policy review and an ongoing partnership.

Ledbetter was a fierce advocate, activist, and champion whose impact has been felt across the country. Today and everyday, we pledge to follow in her example and continue the fight for equitable, respectful treatment for all across all industries.

RALIANCE is a trusted adviser for organizations committed to building cultures that are safe, equitable, and respectful. RALIANCE offers unparalleled expertise in serving survivors of sexual harassment, misconduct, and abuse which drives our mission to help organizations across sectors create inclusive environments for all. For more information, please visit www.RALIANCE.org.