Women’s weekly earnings have more than doubled since 2000, rising from $493 to approximately $1,089 in 2025, according to a recent analysis. However, the same research found that the estimated aggregate annual earnings gap between men and women still exceeded $671 billion in 2025.

The research report, from MyPerfectResume.com, is based on Bureau of Labor Statistics (BLS) Current Population Survey data and Federal Reserve Economic Data inflation data. On the upside, those entities report that women did make progress relative to men in another area, moving from earning about 77 cents on the dollar in 2000 to roughly 82 cents in 2025 when compared to male employees.

According to Jasmine Escalera, career expert at MyPerfectResume, the “dollar-value gap” is a complicated situation; for example, she explains that the estimated annual earnings gap between men and women grew from $7,696 in 2000 to $12,324 in 2025, an increase of more than 60%.

The MyPerfectResume report found that since 2000, nearly 10 million more women have been participating in the full-time workforce. Escalera explains that the findings reflect how much progress women have made in both earnings and workforce participation over the last 25 years, which she says is progress worth recognizing.

“Our analysis, however, shows the remaining earnings gap continues to have a meaningful financial impact on millions of working women, because that gap now affects a much larger share of the full-time workforce than it did a generation ago,” Escalera says.

Escalera offered several action items for employers that can use to help push the needle and further equalize gender-based pay issues:

Long-term earnings depend on more than starting pay

According to Escalera, while competitive pay is important, long-term earnings are shaped by much more than a starting salary. She explains that as careers evolve over time, so do earnings. She says factors such as promotions, leadership opportunities, skill development and ongoing professional growth all influence what someone earns throughout their career.

“That means getting women into the workforce is only part of the equation,” she says. “Women also need equal access to ‘stretch assignments,’ advancement opportunities, leadership tracks and higher-paying roles that shape long-term career success.” She adds that seeking out and taking advantage of those opportunities is one of the most meaningful ways female employees can grow their earning potential over time.

Transparency helps employees see the possibilities

Employer transparency can also make a meaningful difference, according to Escalera, as employees want to understand what it takes to grow within an organization.

“Being clear about career paths, promotion opportunities and compensation helps women see what’s possible,” she says.

Also, she notes that factors such as clear, concise salary ranges, well-defined promotion criteria and consistent communication about how compensation decisions are made can reduce uncertainty and build trust.

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