I think critical to addressing wage gap for women is the lean really, really hard into

the skills and value that we bring to the workforce, identifying that we bring unique value,

we bring skills and strengths that are unique to our gender, to our community, and if those

skills are not desired, then it's clear that you are not necessarily embraced within

the organization you're in, and that's your key to go find a place where your skills

and value are very much embraced. The idea of leaning in here is critical period.

When it comes to working, there's a lot to talk about, the great resignation, burnout,

wages, and when you're a woman in the workforce, there's an added layer, the so-called she session,

and of course, the wage gap. For some, the gender wage gap is closing. New data from the

Pew Research Center shows that in some cities, young women are even making more than their

male counterparts, but despite the gap closing among some young employees, Pew found that

the gender wage gap overall is holding steady. So what's really the reality for working

women, and how are you navigating it? We'll get into all that, and more after the break,

I'm Jen White. You're listening to the 1A podcast where we get to the heart of the

story. To join future conversations, have your questions answered on future topics,

or just to let us know what you think. Tweet us at 1A.

Let's get to our conversation on the Gender Pay Gap.

Joining us to discuss is Richard Fry. He's a senior researcher at the Pew Research Center

who analyzed the data on women in the workforce. Richard, welcome to the program.

Good to be with you.

Also with us is Alicia Harada-Sani Gupta. She covers gender for the New York Times. Alicia,

it's great to have you back.

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