The information provided in this article is for educational and informational purposes only and does not constitute legal, financial, or tax advice. No attorney-client relationship is formed by reading this content. Laws and regulations vary by jurisdiction and change frequently; always consult with a qualified professional regarding your specific situation. The author and publisher assume no liability for any actions taken based on this information.
- Gender equity is often used as a plain language term for fairness at work
- The ABA spotlighted pay equity as a continuing issue in 2013
- The ABA Gender Equity Task Force focused on partner compensation systems
- Gender equity issues in law firms often involve more than salary
- Efforts can stall when systems are hard to compare or explain
- Federal and state law both matter but this article stays at a high level
- Professional education is one way the legal field talks about solutions
- Sources
Key Facts
- Federal level: The Equal Pay Act is a federal law that is commonly cited in U.S. discussions about pay equity.
- Federal and state: During her 2012 to 2013 term, ABA President Laurel G. Bellows appointed a Presidential Task Force on Gender Equity focused largely on compensation disparities in law firms.
- Federal and state: The ABA Task Force on Gender Equity produced publications and materials that addressed gender equity in law firm partner compensation.
- Federal and state: The ABA described the pay gap as an issue that affects women in many professions, including lawyers.
- Federal and state: ABA materials from 2013 discussed implicit bias as one factor that can affect pay and advancement.
- State level: ABA materials described a toolkit designed to support programming and conversations in local and state bar associations.
- Federal and state: ABA publications described leadership representation as part of the broader gender equity picture in the legal profession.
- Federal level: In 2013, the ABA stated that it supported federal legislative efforts described as strengthening equal pay protections.
As of February 2026, this article relies on ABA materials published in 2013 that may not reflect current data.
Gender equity is often used as a plain language term for fairness at work
In everyday use, gender equity often means fair opportunity and fair treatment for people of all genders in hiring, pay, work assignments, and leadership. In law, the phrase can also describe how workplaces and professional groups measure and address gaps that persist over time.
The ABA spotlighted pay equity as a continuing issue in 2013
In a 2013 President’s Message, ABA President Laurel G. Bellows discussed the national wage gap and described that, at the time, women working full time earned 77 cents to a man’s dollar.
That same message also stated that female equity partners in the 200 largest firms earned 89 percent of the compensation of their male peers, while describing gender pay inequity as a problem that can affect career advancement and leadership.
The ABA Gender Equity Task Force focused on partner compensation systems
Separately, the ABA’s Commission on Women in the Profession reported that, in August 2012, Bellows appointed a Gender Equity Task Force that focused primarily on compensation disparities between male and female partners in law firms. The Commission’s published overview described multiple Task Force projects and publications released in 2013.
Gender equity issues in law firms often involve more than salary
Even though pay equity is a major theme, the ABA’s 2013 materials discussed a wider set of concerns, including origination credit, partnership advancement, and leadership opportunities. Those topics matter because law firm compensation can include several moving parts, and credit or evaluation systems can affect outcomes over time.
Efforts can stall when systems are hard to compare or explain
In many workplaces, pay decisions and advancement decisions happen through multiple layers of review, unwritten norms, and different compensation components. When decision-makers and employees do not share the same information about how outcomes are measured, a gap can persist even in organizations that view themselves as fair.
Federal and state law both matter but this article stays at a high level
The ABA’s 2013 publications framed pay equity as a long-running issue in the United States, including in the legal profession. While federal law plays a major role in U.S. employment rights, state and local rules can also shape how rights are defined and enforced, so the exact legal framework depends on the jurisdiction.
Professional education is one way the legal field talks about solutions
Some of the ABA Task Force materials were described as designed for use by bar associations and other groups that run professional programs. The ABA also described advocacy efforts in 2013 that connected workplace pay equity to broader policy debates.
