Are We There Yet? Polling the Gender Pay Gap for Women’s History Month

Every March, Women’s History Month rolls around, and we get to celebrate the trailblazers who have pushed for equality. But let’s be real, while the glass ceiling may have some cracks, it’s still intact. So, we asked our MoneyLion community some hard-hitting questions the gender pay gap, workplace fairness, and transparency. And wow, the results were… illuminating.

Grab your coffee (or something stronger), and let’s dive into the numbers.

1. How much did women earn for every dollar paid to men in 2023?

💡Correct answer: 84 cents

📊 Out of over 1600 votes: 42% correctly answered that women earned 84 cents on the dollar compared to men in 2023; 24% guessed 72 cents, 22% thought 79 cents, and 12% believed full pay equality at $1 is actually a thing.

What it means:

We love the optimism of the 10% who thought the pay gap was closed. Unfortunately, that’s not reality — at least not yet. The most recent data shows that women earned, on average, 84 cents for every dollar paid to men. That’s an improvement over past decades but still a frustrating shortfall. And let’s not even get started on how the gender pay gap widens for women of color.

So, what’s the hold-up? Some point to wage discrimination (which we’ll get to), while others say it’s career choices, caregiving responsibilities, or a lack of salary negotiations. Either way, the numbers don’t lie—there’s still work to do.

2. Do you feel like your job offers equal opportunities for everyone?

We gathered over 3,000 responses to that question:

🟢 33% say “Yes! It’s a level playing field.”

⚖️ 30% think “Some people face more challenges.”

🚫 28% say “No way, opportunities aren’t equal.”

🤷 8% aren’t sure.

What it means:

Let’s call this one a mixed bag. A third of people believe their workplace is a meritocracy — great! But nearly the same number say the playing field isn’t so level, and another 28% don’t see equal opportunity in their workplace.

This tells us that while progress is happening, bias, systemic barriers, and unequal access to promotions are still real issues. And if you’ve ever seen a man get fast-tracked to leadership while equally qualified women are left waiting, well, you know what we’re talking about.

3. What’s the #1 reason for the gender wage gap?

More than one thousand people responded to the question “What’s the #1 reason for the gender wage gap?” and this is how it shook out:

🟢 38% say “Pay discrimination.”

📈 28% blame “Unequal growth opportunities.”

👩‍👧 10% think “Motherhood/caregiving slows career growth.”

💰 9% point to “Salary negotiation tactics.”

🛠️ 15% think “Women just work different jobs.” (K then…)

What it means:

Among the more than 1,000 respondents surveyed, nearly 38% — the largest share — see pay discrimination as the primary reason for the gender wage gap. 

Whether it’s unconscious bias, differences in salary negotiations, or just outdated systems that still favor men, the fact remains that women make less than their male counterparts. But beyond direct pay gaps, the second most common response — unequal growth opportunities — is another major factor. If women aren’t given the same access to promotions, leadership roles, and high-paying industries, they’ll continue to earn less over time.

4. What’s the best way to close the gender wage gap?

We gathered more than 10k responses to this important question. Here’s the breakdown:

💰 40% say “Salary transparency laws.”

⚖️ 16% think “Stronger legal protections.”

👩‍💼 9% believe “More women in leadership roles.”

👶 14% want “More paid leave/affordable childcare.”

🤔 21% don’t believe the wage gap exists. 

What it means:

The people have spoken — salary transparency is the #1 solution. And they’re not wrong. When companies openly share pay scales, it becomes a lot harder to justify underpaying women. 

Stronger legal protections, parental leave, and better representation in leadership are also key to fixing an issue that’s very real. Because the data is out there, and it’s not up for debate.

5. Are you open about your salary with your coworkers?

760 respondents, illuminating results:

📖 29% say “Yes, I’m an open book.”

🙅‍♂️ 62% say “Nope, it’s none of their business.”

🤐 9% share only with same-gender coworkers.

What it means:

Salary transparency is a hot-button issue, and most people still keep their earnings under wraps. More than 60% say they won’t talk about their salary at all, which is exactly why wage gaps persist.

Think about it: If you don’t know what your coworkers make, how can you be sure you’re being paid fairly? Discussing salaries (at least with trusted colleagues) can help expose disparities and push for change. Maybe it’s time to start sharing — just, you know, tactfully.

So… Are We Getting Anywhere?!

Women’s History Month is a time to celebrate achievements, but these poll results show that we’re still in the trenches when it comes to workplace equality. The gender wage gap isn’t a myth, pay transparency is still taboo, and many employees feel like the corporate ladder is missing a few rungs.

So, what can we do? Advocate for salary transparency. Push for equal pay and promotion opportunities. And, maybe — just maybe — start having more open conversations about money. After all, financial literacy isn’t just about budgeting and investing. It’s also about knowing your worth — and demanding it.

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