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Fatima Goss Graves, Senior Vice President for Program

Fatima Goss Graves is Senior Vice President for Program, where she leads the Center's broad program agenda to eliminate barriers in employment, education, health and reproductive rights and lift women and families out of poverty. Prior to being named Senior Vice President, Ms. Goss Graves led the Center's anti-discrimination initiatives, including work to promote equal pay, combat harassment and sexual assault at work and at school, and advance equal access to education programs, with a particular focus on outcomes for women and girls of color. She uses a number of advocacy strategies in her work on these issues ranging from public education and legislative advocacy to litigation, including briefs in the Supreme Court and federal courts of appeals. Prior to joining the Center, she worked as an appellate and trial litigator at Mayer Brown LLP. She began her career as a law clerk for the Honorable Diane P. Wood of the U.S. Court of Appeals for the Seventh Circuit. Ms. Goss Graves is a graduate of the University of California at Los Angeles and Yale Law School. She currently serves on the EEOC Select Task Force on the Study of Harassment in the Workplace and is a Ford Foundation Public Voices Fellow and an advisor on the American Law Institute Project on Sexual and Gender-Based Misconduct on Campus.

My Take

Women Can’t Afford Another Decade Lost to the Wage Gap

Posted by Fatima Goss Graves, Senior Vice President for Program | Posted on: September 12, 2012 at 02:06 pm

Lilly Ledbetter, the tireless advocate for equal pay, knows firsthand how wage discrimination affects women and their families. Speaking at the Democratic National Convention last week, she reminded the country of her wage discrimination story. Lilly Ledbetter worked for Goodyear for nearly 20 years before discovering that she’d been paid unfairly, losing out on thousands of dollars over the course of her career there. After securing a jury verdict in her favor, in 2007 the Supreme Court determined that she would never receive the lost wages for all those years of discrimination because she didn’t complain about being paid unfairly in her first six months on the job. Less than two years later her namesake bill was passed, restoring the law to ensure that future workers could challenge their unfair pay. Under the Lilly Ledbetter Fair Pay Act of 2009, the time period for challenging pay discrimination begins with the most recent paycheck that reflects unequal wages.

The data released today show that the typical woman is still paid 77 percent of a man’s wages. And when race and sex are considered together, the gap in earnings for women of color are especially stark: African American women make only 64 percent and Hispanic women make 55 percent when compared to white men.  This disappointing news is the sort that should spark policymakers to move forward quickly with additional improvements to the fair pay laws. Yet, opponents of fair pay laws are continuing to attack even the Ledbetter Act. In a recent National Review online piece Carrie Lukas shockingly suggests that women are now worse off because of the Ledbetter Act. Never mind that the Ledbetter Act was passed with bipartisan support in both the House and Senate. And never mind that the cases that have been restored since that Act was passed show that the Ledbetter Act had a critical impact. So, as we are faced with the news of a decade of no progress on the wage gap, what’s quite clear is that we cannot waste time revisiting the merits of the bipartisan Ledbetter Act.  Below are just a few of the reasons that it is time to move forward on the next step in achieving fair pay – the Paycheck Fairness Act.

The Ledbetter Act restored longstanding law

The rule outlined in the Ledbetter Act, that as long as employees receive discriminatory paychecks they can continue to challenge wage discrimination, restores prior law to that applied by the EEOC and nine of the twelve federal courts of appeals before the Supreme Court’s decision in Ledbetter v. Goodyear. In other words, it put the law back to what everyone thought it was in 2007. With today’s news that the 23 cent wage gap has remained the same over the last decade, there is no doubt that more is required to overcome 10 years of stagnation. And we have yet to move forward with the policies that will actually update the outdated fair pay laws.


Beyond 16 and Pregnant

Posted by Fatima Goss Graves, Senior Vice President for Program | Posted on: June 19, 2012 at 01:33 pm

Do your elected officials support pregnant and parenting students in school?

A Pregnancy Test for Schools
Send a copy of our groundbreaking report to your elected officials today.
Take Action

Have you ever seen MTV's show "16 and Pregnant?" It tells the stories of girls trying to graduate from high school while juggling the responsibilities of parenthood. Their struggles aren't glamorous or pretty — they're real and heartbreaking. While some of the girls stay in school and graduate, many drop out. It shouldn't have to be that way.

It may seem crazy, but Title IX — the federal law that prohibits sex discrimination in education — was enacted 40 years ago this month, yet schools still bar pregnant and parenting students from activities, discourage them from staying in school, push them into alternative programs and penalize them for pregnancy-related absences. All of that violates Title IX and increases the risk that students will drop out.

Today, the National Women's Law Center is releasing a new report: A Pregnancy Test for Schools: The Impact of Education Laws on Pregnant and Parenting Students. This report ranks your state and shows how the vast majority of state education laws and policies fail to adequately support these students.

Send a copy of our groundbreaking report to your elected officials today. They need to know where your state stands and what pregnant and parenting students need to succeed.


What Do the Faces of Title IX Look Like?

Posted by Fatima Goss Graves, Senior Vice President for Program | Posted on: June 14, 2012 at 01:35 pm

"Come to the blacktop at my middle school and hang out for a couple of hours. You'll get a sense of what 12-to-14-year olds like and how they act. For them this is the center of the world."

Sarah Egan's basketball teamMiddle school teacher Sarah Egan takes us on her three year journey when she agrees to coach the girls' basketball team. Most of the players had never picked up a basketball and early on, she considered it a success if they ran in the right direction. Her team lost every game in the first two seasons.

But despite these odds, they transform into a championship team. More importantly, as they support each other as a group, their spirits soar and they gain confidence both on the court and in the classroom.

Sarah's is just one of nine stories at the heart of NWLC's new online portal, FACES OF TITLE IX. These stories go beyond the statistics to show how the law has helped people — whether it's a student facing bullying in school, a young woman pressured to leave school after becoming pregnant or a race official literally standing in a young woman's way.


Equal Pay Bill Falls Short in Senate

Posted by Fatima Goss Graves, Senior Vice President for Program | Posted on: June 05, 2012 at 04:25 pm

Mad about the vote?

Help spread the word about equal pay for women.
Help spread the word about equal pay for women.
Share Today

Just moments ago, the Paycheck Fairness Act failed to get the 60 votes needed to move forward in the Senate. Fifty-two Senators voted to allow it to proceed, while 47 opposed it.

For the thousands of you who sent emails, made calls and met with your Members of Congress on this very important bill, this is a huge disappointment. We thank you for standing with us, and we urge you to continue the fight.

In the wake of a disappointing vote, help us get the message out about the importance of equal pay for women by sharing this video:


Restoring Some Reality to the Paycheck Fairness Debate

Posted by Fatima Goss Graves, Senior Vice President for Program | Posted on: May 31, 2012 at 04:09 pm

For nearly 50 years, federal law has banned the payment of unequal wages to women and men who perform the same job. Yet women today still make only 77 cents for every dollar paid to their male counterparts – an improvement of only 18 cents over the last several decades. And for women of color, the gap is even larger.

The Paycheck Fairness Act would strengthen current laws against wage discrimination by protecting employees who voluntarily share pay information with colleagues from retaliation, fully compensating victims of sex-based pay discrimination, and holding employers more accountable under the Equal Pay Act. These proposals would finally move the ball forward on the wage gap that has inched along over the last 50 years and remained stagnant over the last decade.

In recent weeks, opponents of the Paycheck Fairness Act have put forth rhetoric that downplays the wage gap and mischaracterizes the commonsense proposals in the bill. To restore some reality to the debate, I’ve unpacked five absurd myths that have emerged as the Senate prepares to consider the Paycheck Fairness Act next week.