EQUAL PAY DAY: What employees and companies need to know to close the gender pay gap once and for all

• March 24 is Equal Pay Day, a day that's meant to bring awareness to the gender wage gap.
• It will take 257 years to close this gap, according to the World Economic Forum.
• Insider compiled a list of resources to help companies and employees make progress toward parity.

Today is Equal Pay Day.

It symbolizes how many days into the new year a woman would have to work to earn the same amount of money as a man in 2020, according to the $4 campaign.

So far, progress toward parity in the US has been slow. It will take 257 years to close the gender pay gap, according to research from the $4

Insider has compiled a list of educational resources and career advice for women to fight for the salary they deserve - and help employers close the chasm.

Understanding the gender pay gap

As of 2019, women who are working full-time jobs year-round earn 82.3 cents for every dollar that men make. They're paid 17.7% less than their male colleagues, $4 Black and Hispanic women face even bigger disparities, earning 61% and 53% of what white men are paid.

Read more: $4

This chart shows the glaring pay gap between men and women in 25 major US cities>$4

8 charts that show the glaring gap between men's and women's salaries in the US>$4

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The pandemic could undo years of gains for women in the workforce, a new study finds>$4

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Negotiating for higher pay

Women should negotiate for higher salaries.

Workplace strategist Erica Keswin, for example, provided the $4 for requesting salary information from people in your industry. Other job coaches recommended you do a $4 before approaching HR for a raise.

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3 pieces of advice a management coach who's worked with Microsoft and Hyatt gives to women looking to get promoted to the C-suite>$4

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One chart shows the gap between men's and women's salaries is shrinking - and it's good news for anyone looking for a job right now >$4

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Promoting and supporting women at work

It's time to address the systemic barriers, like $4 and subtle biases, that hold women back at work.

Companies need to be deliberate about addressing the $4 that keep women from advancing in their careers.

While being intentional about promoting women into leadership roles, employers should also acknowledge the extra burdens working women are experiencing during the pandemic. Prioritizing inclusive practices, allyship training, and career mentorship opportunities in the office are $4 that employers can take to better support their women.

Read more: $4

CEO of Future Super: Gender equity is everyone's business, and it isn't a pipe dream>$4

Getting more women into the CEO chair means having more women CFOs and CTOs>$4

The psychologist who coined the term 'glass cliff' explains what it is, and why companies need to be more wary of it now>$4

PwC's chief inclusion officer shares how the company developed a new toolkit to promote allyship in the workplace>$4

Memorize these scripts so you can call out microaggressions at work and support your colleagues>$4