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Katherine Gallagher Robbins, Senior Policy Analyst

Katherine Gallagher Robbins

Katherine Gallagher Robbins is a Senior Policy Analyst for Family Economic Security at the National Women’s Law Center where she examines how tax and budget policies influence the financial stability and security of low-income women and families.  Before joining the Center in 2010, Ms. Gallagher Robbins worked as an organizer for the California Public Interest Research Group at the University of California, San Diego. She is a Ph.D. candidate in Political Science at the University of Michigan, Ann Arbor, and a graduate of the College of William and Mary.

My Take

Nearly 1 in 5 Working Mothers With Young Children Work In Low-Wage Jobs

Posted by Katherine Gallagher Robbins, Senior Policy Analyst | Posted on: April 30, 2014 at 10:29 am

We all know it is tough to be a working mom with young children – but a new NWLC analysis shows that some moms face particular challenges as breadwinners and caregivers.  They work in low-wage jobs, so it’s difficult to earn enough to meet children’s basic needs, such as a home in a sa Read more...

Low-Wage Jobs, High-Cost Child Care, and Stay-at-Home Moms

The percentage of mothers who stayed at home increased from a low of 23 percent in 1999 to 29 percent in 2012, according to a new study by the Pew Research Center [PDF]. This represents a turn-around from the trend in previous decades, when the percentage of mothers who stayed at home steadily declined from 47 percent in 1970.

There are many possible explanations for the recent increase in the number of mothers staying at home—but economic factors clearly play a major part.

Women deciding to enter today’s labor force face daunting prospects—unemployment rates remain well above pre-recession levels and jobs are hard to come by. In fact, Pew reports that the share of women who stay home with their children because they cannot find a job has risen by five percentage points since 2000. And when jobs can be found, they are very low-wage. NWLC analysis shows that over one-third of women’s job gains [PDF] since 2009 have been in the 10 largest low-wage occupations, which typically pay $10.10 or less per hour. 

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Today Isn't Equal Pay Day for All Women

Posted by | Posted on: April 08, 2014 at 09:29 am

Today is finally Equal Pay Day– the day women have to work into 2014 (in addition to everything they earned in 2013) to earn what men made in 2013. While hardly cause for celebration, at least we finally got there, right?

Not so fast. While women overall reach Equal Pay Day in April, women of color still have a long way to go. That's because the wage gaps for women of color are substantially wider than for women overall: women overall working full time, year round typically make only 77 percent of what their male counterparts make – for African-American women compared to white, non-Hispanic men this figure is 64 cents – and for Hispanic women it's only 54 cents.

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The Fair Minimum Wage Act and the Paycheck Fairness Act - Perfect Together

Posted by Katherine Gallagher Robbins, Senior Policy Analyst | Posted on: April 07, 2014 at 08:31 am

You know what I love?  When two things go together perfectly.  Cake and ice cream.  Wine and cheese.  Chocolate and…well, OK, chocolate pretty much goes perfectly with everything.

Two bills that are expected to see some action in Congress this month, The Fair Minimum Wage Act and Paycheck Fairness go together perfectly, too.  That’s because they’re both critical issues for women – and both will help women achieve fair pay.

The Fair Minimum Wage Act would gradually raise the federal minimum wage from $7.25 to $10.10 per hour, increase the tipped minimum cash wage from $2.13 per hour to 70 percent of the minimum wage, and index these wages to keep pace with inflation. Raising the minimum wage would help women achieve fair pay:

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NWLC Releases New Report! Reality Check: Seventeen Million Reasons Low-Wage Workers Need Strong Protections from Harassment

Did you know that a narrowly divided 5 to 4 Supreme Court recently watered down protections for victims of workplace harassment? More than 15 years ago, the Supreme Court recognized the potential for supervisors to abuse their power over their subordinates and employers’ responsibility to prevent that abuse. And the Court put in place strong protections from harassment by a supervisor. But the Court’s recent decision in Vance v. Ball State University [PDF] rolled back those protections by including within their reach only supervisors with the power to take actions like hiring and firing. The Vance decision said that supervisors who direct daily work are now mere coworkers in the eyes of the law, and must bring their cases under the much more difficult standard that applies to coworker harassment claims. Now workers will have a much harder time holding their employers accountable for harassment committed by lower-level supervisors who assign tasks, set schedules, and control other aspects of their day-to-day work. As Justice Ginsburg noted in her dissent, the decision was “blind to the realities of the workplace.”

Reality Check: Seventeen Million Reasons Low-Wage Workers Need Strong Protections from Harassment, released today by NWLC, highlights three particularly important workplace realities:

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