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SCONRES 36

A concurrent resolution recognizing the significance of equal pay and the disparity in wages paid to men and to Black women.

119th Congress Introduced by Angela Alsobrooks and 42 co-sponsors

Congress recognizes Black women’s wage gap and designates Black Women’s Equal Pay Day, reaffirming equal pay principles and urging policies to close the gap.

Submitted in Senate
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Bill Summary · SCONRES 36

Summary of Bill: SCONRES 36 (Session 119)

What the bill is and its purpose

  • SCONRES 36 is a concurrent resolution in the United States Congress recognizing and highlighting the significance of equal pay and the wage disparity experienced by Black women relative to white, non-Hispanic men.
  • The resolution designates July 21, 2026, as Black Women’s Equal Pay Day, and reiterates Congress’s commitment to equal pay for equal work and narrowing the gender wage gap.

Main purpose and intent

  • Acknowledges the persistent wage gap faced by Black women and its broader impact on families, communities, and the economy.
  • Reaffirms support for equal pay principles under existing law (Fair Labor Standards Act/Equal Pay Act; Title VII of the Civil Rights Act) and situates the issue within ongoing national discourse and advocacy.
  • Emphasizes the need for multifaceted strategies to address both gender and racial inequities in compensation and workplace opportunity.

Key provisions and changes proposed

  • Formal recognition, via a concurrent resolution, of:
    • The wage gap data showing Black women earn approximately $0.63–$0.65 for every dollar earned by white, non-Hispanic men (depending on full-time-year-round vs. including part-time/part-year data).
    • The projection that if trends persist, the gap could result in substantial cumulative lost earnings over a career.
    • The broader social and economic consequences of the gap, including impacts on retirement security, wealth accumulation, childcare access, and family stability.
    • The intersectional discrimination faced by Black women (race and gender).
    • The prevalence of harassment and wage-related barriers, including limitations on discussing pay, which can mask discrimination.
  • Statements regarding:
    • The importance of pay equity as part of broader workforce policy, including childcare, paid leave, sick leave, and family-friendly workplace policies.
    • The impact of diversity, equity, and inclusion considerations on Black women’s labor force participation.

Note: As a concurrent resolution, the bill primarily serves to express the sentiment and guidance of Congress rather than to enact new statutory requirements or funding. It references and reinforces existing laws (e.g., Fair Labor Standards Act, Equal Pay Act, Title VII) and broad policy priorities.

Who would be affected

  • While the resolution itself does not amend statute or appropriations, it is targeted at:
    • Federal policymakers and agencies, signaling continued focus on pay equity and related workplace policies.
    • Employers (both private sector and federal government) in terms of reinforcing the importance of equal pay and inclusive workplace practices.
    • Black women workers who are directly impacted by wage disparities and related workplace barriers.

Procedural and timeline aspects

  • Action history:
    • Referred to the Senate Committee on Health, Education, Labor, and Pensions on July 21, 2026.
    • Date logged as submitted in the Senate on July 21, 2026.
  • Sponsorship:
    • Includes a broad roster of Democratic senators as co-sponsors, indicating extensive Senate support.

Implications and context

  • The resolution underscores congressional acknowledgment of the Black women wage gap and reinforces a policy emphasis on pay equity.
  • It aligns with ongoing discussions about paid family leave, childcare access, workplace harassment prevention, and transparency around pay.
  • As a non-binding resolution, it does not create new legal rights or obligations but can influence policy agendas, committee consideration, and future legislative proposals aimed at reducing the wage gap.

If you’d like, I can compare the figures cited in the resolution with current Bureau of Labor Statistics data or add a brief overview of related existing laws (FLSA/EEA, Title VII) for context.

Compiled from official sources — confirm details with the bill’s official record.

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