In 2022, pay gaps still remain an unfortunately factor in the legal industry, but there are ways organizations can address this critical wage disparity.

Women in-counsel in non-management roles were paid 14% lower than the average salary for men in the same role, according to a recent survey of 94 Black in-house lawyers. The survey also showed significant pay disparities that enabled some use the threat of leaving their jobs to negotiate increased salaries, and other pay disparities that were, apparently, quite eye-opening.

Uncovering pay disparity is not new, however. Women in the United States who work year-round are paid 83 cents for every dollar paid to a non-Hispanic, white men. The Covid-19 pandemic only created additional barriers for working women.

Regardless of the job role, sector, and practice area, gender pay disparity in legal workplaces still deeply affect women and particularly women of color. Women are facing a new type of “burn out” in the workplace, according to the Women in the Workplace 2021 Report by McKinsey and Leanin.org. Although there have been more women rising to senior positions, they seem to take on extra work compared to their male counterparts — work for which they are often not compensated. Further, women generally do more to support their team, advance diversity initiatives, lead company-wide initiatives for equity, and are more likely to be allies to colleagues in the LGBTQ communities.

In legal roles, women often lead pro bono...

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