Women’s weekly earnings have more than doubled since 2000, rising from $493 to approximately $1,089 in 2025, according to a recent analysis. However, the same research found that the estimated aggregate annual earnings gap between men and women still exceeded $671 billion in 2025.
The research report, from MyPerfectResume.com, is based on Bureau of Labor Statistics (BLS) Current Population Survey data and Federal Reserve Economic Data inflation data. On the upside, those entities report that women did make progress relative to men in another area, moving from earning about 77 cents on the dollar in 2000 to roughly 82 cents in 2025 when compared to male employees.
According to Jasmine Escalera, career expert at MyPerfectResume, the “dollar-value gap” is a complicated situation; for example, she explains that the estimated annual earnings gap between men and women grew from $7,696 in 2000 to $12,324 in 2025, an increase of more than 60%.
The MyPerfectResume report found that since 2000, nearly 10 million more women have been participating in the full-time workforce. Escalera explains that the findings reflect how much progress women have made in both earnings and workforce participation over the last 25 years, which she says is progress worth recognizing.
“Our analysis, however, shows the remaining earnings gap continues to have a meaningful financial impact on millions of working women, because that gap now affects a much larger share of the full-time workforce than it did a generation ago,” Escalera says.
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Escalera offered several action items for employers that can use to help push the needle and further equalize gender-based pay issues:
Long-term earnings depend on more than starting pay
According to Escalera, while competitive pay is important, long-term earnings are shaped by much more than a starting salary. She explains that as careers evolve over time, so do earnings. She says factors such as promotions, leadership opportunities, skill development and ongoing professional growth all influence what someone earns throughout their career.
“That means getting women into the workforce is only part of the equation,” she says. “Women also need equal access to ‘stretch assignments,’ advancement opportunities, leadership tracks and higher-paying roles that shape long-term career success.” She adds that seeking out and taking advantage of those opportunities is one of the most meaningful ways female employees can grow their earning potential over time.
Transparency helps employees see the possibilities
Employer transparency can also make a meaningful difference, according to Escalera, as employees want to understand what it takes to grow within an organization.
“Being clear about career paths, promotion opportunities and compensation helps women see what’s possible,” she says.
Also, she notes that factors such as clear, concise salary ranges, well-defined promotion criteria and consistent communication about how compensation decisions are made can reduce uncertainty and build trust.
“That kind of clarity builds confidence and helps employees make informed decisions about their careers,” Escalera says.
Career development conversations are essential
According to Escalera, women employees also need regular career development conversations. Creating space for employees to talk about their goals, the skills they want to build and the experiences they need to reach the next stage of their careers helps clarify their path to growth.
“These conversations also give women employees fair access to raises, promotions, mentorship and the types of assignments that lead to advancement,” she says.
Clarity and fairness
Finally, Escalera says pay gaps can develop gradually over time, so employers should pay close attention to how raises, promotions and advancement opportunities are handled, and offer clarity should career progression become unclear or inconsistent for female employees.
“When women employees can see opportunities to develop and advance, they’re more likely to stay engaged and continue building their careers with the organization,” she says, adding that all employees are also more likely to stay where advancement feels fair, expectations are clear and promotions and raises are tied to measurable contributions.
“Over time, pay equity means more than a current paycheck,” she concludes. “It also affects financial security, career confidence, retention and an employee’s ability to build their future within an organization.”
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