The
final
installment
of
The
Hunger
Games
movie
franchise
opened
this
past
weekend.
And
star
Jennifer
Lawrence
(affectionately
known
to
her
fans
as
J-Law)
is
saturating
the
media.
But
last
month
J-Law
made
headlines
for
another
reason:
her
essay
about
gender
pay
inequity.
In
her
rant,
J-Law
addressed
revelations
from
the
Sony
Pictures
Entertainment
data
hack
that
she
and
Amy
Adams
were
paid
less
than
their
male
co-stars
in
American
Hustle.
When
she
found
out
about
the
pay
difference
she
wasn’t
mad
at
Sony,
she
was
mad
at
herself,
she
wrote.
“I
failed
as
a
negotiator
because
I
gave
up
early.
I
didn’t
want
to
keep
fighting
over
[the
money].”
A
need
“to
be
liked”
and
fear
of
appearing
“difficult”
kept
her
from
demanding
more
money,
she
said.
And,
“based
on
the
statistics,
I
don’t
think
I’m
the
only
woman
with
this
issue.”
Does
J-Law
know
what
she’s
talking
about?
The
data
and
the
law
seem
to
back
her
up.
Research
studies
suggest
that
on
average
women
are
less
likely
than
men
to
negotiate
for
more
pay;
and,
when
they
do,
they
are
less
likely
to
be
successful
and
more
likely
to
face
backlash.
Employers
need
to
be
aware
of
this
dynamic,
because
it
can
unwittingly
lead
to
pay
disparities
that
expose
them
to
low
morale,
talent
flight,
and
legal
challenges.
The
Equal
Pay
Act
prohibits
sex-based
wage
disparity
for
equal
work
at
the
same
establishment.
The
jobs
do
not
have
to
be
identical,
but
they
must
be
substantially
equal
in
terms
of
skill,
effort,
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