Why It Matters
Wisconsin women earned 18.6% less than men per hour on average last year, according to a new analysis of federal data. The widening gender pay gap in Wisconsin reflects a national trend that affects workforce participation, household income stability, and economic inequality across the state. The disparity is particularly acute for Black and Hispanic women, who face compounded wage disadvantages. State policymakers are considering proposals to address the gap through pay transparency laws, paid family leave mandates, and child care subsidies—policies with direct implications for Wisconsin’s labor market and budget.
What Happened
The Economic Policy Institute released an analysis Thursday examining the gender pay gap using multiple federal data sets. The analysis controls for race, ethnicity, education, age, marital status, and geography to isolate gender-based wage differences.
The findings show Wisconsin women earned 18.6% less per hour than men in 2025, a slight increase from 2024 when the gap narrowed to 18%. The timing of the release precedes Equal Pay Day on March 26, a symbolic reference point marking how many additional days into 2026 women would need to work to match men’s 2025 earnings.
The analysis reveals significant variation across demographic groups. The wage gap is smallest among lower-wage workers, where minimum wage requirements create a uniform pay floor. However, women earn less than men at all education levels. Women with graduate degrees earn less on average than men with only college degrees, the analysis found.
Black women in Wisconsin face the steepest wage disadvantage, earning only 68.3% of what white men earn. Hispanic women also experience substantial gaps. For Black women, this translates to a difference of $9.87 per hour, or approximately $20,500 less in annual earnings for a full-time worker compared to white men.
By the Numbers
- Women in Wisconsin earned 18.6% less per hour than men in 2025, up from 18% in 2024
- Black women earn 68.3% of white men’s median wages in the state
- The racial-gender pay gap for Black women amounts to $9.87 per hour or roughly $20,500 annually for full-time work
- Equal Pay Day is observed on March 26, representing the cumulative effect of wage disparities across the calendar year
Zoom Out
Wisconsin’s widening pay gap mirrors national patterns documented in multiple economic analyses. The Economic Policy Institute’s findings align with ongoing federal research showing persistent wage disparities despite decades of equal pay legislation.
The analysis attributes wage gaps to three primary factors: occupational segregation, societal norms affecting workplace advancement, and systemic devaluation of work traditionally performed by women. These factors operate across multiple states and industries, suggesting structural rather than localized causes.
Other states have pursued policy solutions the institute recommends. Several states have enacted pay transparency laws requiring employers to disclose salary ranges in job postings. Others have expanded paid family and medical leave programs, raised minimum wages, or invested in subsidized child care—all identified as potential mechanisms to reduce wage gaps.
The debate over pay gap remedies divides policymakers along ideological lines. Conservative lawmakers and business organizations argue that mandated benefits, higher minimum wages, and union protections increase labor costs, potentially reducing hiring or raising consumer prices. Progressive policymakers counter that addressing systemic inequalities requires comprehensive policy intervention at the state level, particularly as federal action remains stalled.
What’s Next
Wisconsin state lawmakers will likely face proposals addressing the gender pay gap in coming legislative sessions. The Economic Policy Institute’s analysis explicitly calls for state-level action, listing specific policy recommendations including pay transparency requirements, paid family and medical leave mandates, minimum wage increases, universal child care funding, and removal of restrictions on labor union organizing.
Implementation of any such policies would require legislative action and potential budget allocation. Pay transparency laws typically face the least opposition and have been adopted in multiple states with bipartisan support. Paid leave programs and child care subsidies require sustained state funding and face fiscal constraints.
The analysis will inform ongoing discussions about Wisconsin’s competitiveness in attracting and retaining workers, particularly women in high-skill occupations. Employers and workforce development organizations may also use the data to examine internal pay practices and retention strategies.
Equal Pay Day on March 26 is expected to generate renewed advocacy for wage equity policies at the state and federal levels.