Indicator Gauge Icon Legend
Legend Colors
Red is bad, green is good, blue is not statistically different/neutral.
Compared to Distribution
the value is in the best half of communities.
the value is in the 2nd worst quarter of communities.
the value is in the worst quarter of communities.
Compared to Target
meets target; 
does not meet target.
Compared to a Single Value
lower than the comparison value;
higher than the comparison value;
not statistically different from comparison value.
Trend
non-significant change over time; 
significant change over time; 
no change over time.
Compared to Prior Value
higher than the previous measurement period;
lower than the previous measurement period;
no statistically different change from previous measurement period.
Significantly better than the overall value
Significantly worse than the overall value
No significant difference with the overall value
No data on significance available
Gender Pay Gap
County: Kings
Measurement Period: 2018-2022
This indicator is archived and is no longer being updated. Click to learn more
This indicator shows the ratio between the median earnings of women in cents to every dollar of the median earnings of men, or cents on the dollar.
Why is this important?
The Equal Pay Act of 1963 requires that men and women in the same workplace be given equal pay for work. Yet, women, on average, have been paid less than men, making around 84 cents for every dollar paid to men. Differences in the industries and occupations where men and women work are the single largest measurable cause of women's lower wages. However, about 70% of the wage gap cannot be explained by differences in worker characteristics and may be due to discrimination (U.S. Department of Labor).
Considerations for Equitable Approaches: Pay differs substantially by gender, race, and ethnicity. For instance, women who identify as Black and Hispanic women (of any race) experience a larger pay gap compared to non-Hispanic White women. Efforts to close the gender and racial wage gap should address the leading contributors to differences in pay. Solutions must address occupational and industry segregation, while at the same time addressing discrimination and other factors not easily captured in statistical models (U.S. Department of Labor).
$0.70
cents on the dollar
Source:
American Community Survey 5-Year
Measurement period: 2018-2022
Maintained by: Conduent Healthy Communities Institute
Last update: February 2024
Measurement period: 2018-2022
Maintained by: Conduent Healthy Communities Institute
Last update: February 2024
Compared to
Technical note: The U.S. Census Bureau calculates 90% confidence intervals for American Community Survey estimates. Use caution when interpreting values with wide confidence intervals. Confidence intervals that are farther away from estimates in either direction indicate uncertainty due to small survey sample sizes. The U.S. Census Bureau does not recommend comparing overlapping 5-year periods since much of the data in each estimate are the same. Use caution when comparing estimates for census tracts over time as these geographies are redefined with each decennial census according to population changes.
More details:
Data for this indicator can be found in tables B20017 (overall values) and B20017B-I (race/ethnicity breakout values) on data.census.gov.
Graph Selections
View maps, graphs, and tables for this indicator by selecting other location types (above).
Data Source
- American Community Survey 5-Year
Note: This source uses Zip Code Tabulation Areas (ZCTAs) for its Zip Code data. Learn more
Maintained By: Conduent Healthy Communities Institute (Methodology)
Filed under: Economy / Income, Economy / Employment, Social Determinants of Health, Women