Melissa Nicholson

MELISSA NICHOLSON: …For our ability to dream BIG and achieve all we dream of, is by using our voices, taking a stand, making sure that we tell the stories. We tell the stories. We don’t let somebody else tell our stories. We share the facts. We hold hands together. And together, we rise! 

Introduction

INTRO: Welcome to Job Share Revolution. The show about job sharing—a partnership between two people to bring two minds and skill sets to one full-time position. I’m Melissa Nicholson, former job sharer turned founder of the first U.S. job share company. But it wasn’t long ago that I felt like an utter failure at work and as a new parent. Job sharing was my game-changer. I reclaimed four days a week to fully engage in my life while my capable partner handled everything. Together, we achieved more than I ever could solo. Fast forward to many lessons learned to bring you the training and support I wish I’d had to change lives and the modern-day workplace. Let’s live life and slay work.

Melissa:

MELISSA NICHOLSON: Hey there friend. Welcome back to Jobshare Revolution, where we champion flexible work solutions for a harmonious work-life balance. Today, we’re diving into a topic that hits close to home for so many of us—Women’s Equal Pay Day, which falls on March 25th this year.

Now, you might be wondering, “Why March 25th, Mel?” Well, according to the American Association of University Women (AAUW), this date symbolizes how far into the year women must work to match the earnings of their male counterparts from the previous year. In 2025, full-time, year-round women workers earn, on average, 83 cents for every dollar earned by a white non-Hispanic man. But if you include all workers, including part-time and seasonal, women earn just 75 cents for every dollar earned by a white non-Hispanic man.

But here’s where it gets even more eye-opening: This pay gap isn’t uniform across all demographics. So let’s break it down:

Black Women:

• Black women face unique challenges in the workplace. They’re more likely to experience microaggressions and have their expertise questioned. In fact, they have the lowest rate of promotion to managerial positions, with only 60 women promoted for every 100 men.
• Additionally, Black women receive less managerial support and have limited access to senior leadership. And despite higher education and experience, the pay gap for Black women actually widens.

Now, Latina Women:

• Latina women often serve as the primary wage earners in their households. Yet, nearly 30% of Americans believe the pay gap exists because Latinas choose lower-paying jobs. In reality, Latina-owned businesses have generated almost 3 million jobs.

That’s our own bias.

• To bridge the pay gap, strategies like salary-matching mentorship and pay transparency are beneficial. However, offering flexible work arrangements and providing free onsite childcare can make a significant impact on Latina women’s equity in the workplace.

Let’s talk about Native American Women:

• A staggering two out of three Native American women are heads of households. This statistic is particularly alarming given the higher poverty rates within Native communities, a consequence of historical systemic barriers. Many Native women reside in isolated, rural reservations, facing challenges like limited access to higher education and employment opportunities. These factors contribute to a widening pay gap, underscoring the need for targeted support and recognition.

I think it’s really important to get down to the nitty-gritty of all of our Equal Pay Days and why they vary widely. And understanding how systemic forces have created these disparities. How our own bias, how racism, how all kinds of factors have contributed to why there are so many different Equal Pay Days. 

So I want to break down the Pay Disparities for full-time working women (for all ethnicities):

• Latina women: Earn 58 cents for every dollar earned by a non-Hispanic white man.
• Native women: Earn 58 cents for every dollar earned by white men for full-time work, and 52 cents overall.
• Native Hawaiian and Pacific Islander women: Earn 65 cents for every dollar.
• Black women: Earn 66 cents for every dollar.
• White women: Earn 80 cents for every dollar. 
• And Asian American women: Earn 94 cents for every dollar that a white non-Hispanic man makes.

It’s important to also note how underrepresented groups of women’s pay compare to that of men. 

• Disabled working women are paid on average 50 cents—50 cents—for every dollar paid to non-disabled men and 72 cents for every dollar paid to a disabled man
• And sadly, the U.S. Census Bureau does not currently collect the necessary information to provide data for LGBTQIA+ people.

That’s something we’ve got to change. 

And there’s another crucial piece of the puzzle—Working Moms’ Pay Day. This year, the average working mother must work until May 6th to earn what a father earns in a full calendar year. And they make just 62 cents for every dollar paid to dads. It’s a stark reminder of how motherhood intersects with the wage gap, and we can’t ignore how challenging this is for those balancing work, family, and career.

It is so evident that the journey toward pay equity is far from over, friend. But as we’ve discussed before, embracing diversity, equity, and inclusion isn’t just the right thing to do—it’s good for business. Companies that foster diverse and inclusive environments see tangible benefits, including increased innovation, better decision-making, and improved financial performance.

So, as we observe Women’s Equal Pay Day today March 25th, let’s commit to advocating for equitable pay, supporting policies that promote work-life balance, and championing workplace cultures that value every individual’s contributions.

I’ve made a conscious decision to boldly share research and data both today on women’s equal pay and episode 31 for women’s effect on the bottom line for companies for much more than a symbolic reason. Or even for an aspirational reason.

It’s quite possible there will be a litany of efforts to dismantle women’s human rights and all groups who are underrepresented in the next several years. It’s already happening, friend. Nationwide. Globally even. And the only way we can preserve rights that all those incredible suffragettes and feminists who’ve gone before us, paving the way for our freedom, for our god-given rights to bodily autonomy, for our ability to dream BIG and achieve all we dream of, is by using our voices, taking a stand, making sure that we tell the stories. We tell the stories. We don’t let somebody else tell our stories. We share the facts. We hold hands together. And together, we rise!  

I hope—I hope that this has not just been a data-filled episode for you but something so much more. It is for me.

And I believe in you. With all my heart, I believe in your ability to have the work and life that you dream of. Don’t let anybody tell you otherwise. And for God’s sake, don’t let anybody knock you down, or make you feel small. Hold your head high and know that it is all in you!

Let’s lift as we rise, dear dear one! I see you. And don’t you ever forget, it is all in you. Love you so much. Have a wonderful week. See you next week, same time, same place.

Bye for now.