►
Description
Mayor Walsh joins Massachusetts State Representative Elizabeth Malia and Emerson College President M. Lee Pelton to offer testimony at the Labor and Workforce Development Committee hearing at the Massachusetts State House, in support of pay equality legislation.
A
A
Good
afternoon,
ladies
and
gentlemen,
it
is
delightful
to
see
such
a
large
turnout
of
folks
interested
in
the
work
of
the
committee.
I
would
ask
folks
to
for
a
couple
reasons.
Obviously
it's
a
crowded
room.
So
the
extent
you
can
hold
down
conversations
that
would
be
appreciated.
So
folks
in
here
can
hear
each
other
and
listen
to
the
testimony,
but
also
because
right
next
door,
the
Judiciary
Committee
is
meeting
and
we
want
to
be
respectful
of
their
ability
to
do
their
business
as
well.
So
we
are
here
again.
A
A
We
do
out,
we
do
have
a
full
agenda
as
folks
who
offend
you
before
may
know.
We
very
often
take
legislators
and
elected
out
of
turn
to
accommodate
their
schedules
and
today
will
be
no
exception.
I
am
delighted
to
welcome
back
to
the
to
the
Statehouse
and
to
the
House
of
Representatives
in
particular,
and
to
this
hearing
the
the
former
rep
from
Dorchester
and
also
happens
to
be
the
mayor
of
the
great
city
of
Boston.
Marty
Walsh
is
here
to
kick
us
off.
Just
a
man.
C
Mr.
chairman,
thank
you
and
I'm
madam
chair,
thank
you
very
much
and
to
the
members
of
the
committee
and
through
you
to
the
members.
Thank
you
very
much
for
having
us
today.
The
record.
My
name
is
Martin
Walsh
I'm,
the
mayor
of
the
city
of
Boston,
before
I,
actually
testify
on
House
bill.
1660
I'd
like
to
offer
my
support
to
many
of
the
people
in
this
room
for
House
bill
1596
in
Senate
bill
10:43,
not
relative
to
collective
bargaining
tools.
C
I
know
that
at
the
end
of
last
session,
the
bill
was
almost
resolved
to
almost
time,
but
I
asked
the
committee
to
put
the
self
favorably
and
get
it
to
the
floor.
So
we
can
move
this
get
this
issue
behind
us.
So
thank
you
for
that.
I'm
also
here
to
testify
today
on
House
bill,
1660
an
act
promoting
pay
transparency
in
pipeline
advancement,
I'm
honored,
to
join
the
sponsor
this
bill
might
different
representative
is
Amalia
of
Boston
and
dr.
Lee
Pelton
from
president
of
Emerson
College.
Earlier
this
month
we
remarked
equal
pay
day.
C
This
is
a
date
that
women
have
to
work
to
if
they
are
to
match
their
male
counterparts
in
previous
years,
something
that
we
talk
an
awful
lot
about
the
average
woman
to
get
the
same
pay
as
a
man
if
they
have
to
work
three
extra
months
of
work.
The
situation
is
even
more
unfair
for
women
of
color
black
women
have
to
work
until
about
August
22nd
of
the
second
year
and
Latinas,
until
November
20th
of
the
second
year
to
match
what
white
men's
earnings
are
in
the
previous
year.
C
I
know
that
we
certainly
impossibly
cannot
accept
inequality
in
Boston
or
in
the
Commonwealth,
and
we
one
that
we
want
to
eliminate
the
need
for
equity.
Payday
I've
been
sat
in
your
seats
for
for
16
years.
I've
sat
as
the
mayor
of
Boston
on
for
five
years,
there's
been
several
pieces
of
legislation
filed
over
the
years
about
equal
pay
for
equal
work,
and
it's
time
that
we
continue
to
not
just
talk
about
it
and
pass
legislation,
but
take
some
action
in
the
city
of
Boston
with
focused
on
goals.
C
We've
gotten
we've
grown
the
100
percent
talent
compact,
which
is
250
employers
who
pledged
to
close
the
gender
wage
gap.
What
they
do
is
they
give
us
information
anonymously,
where
we
can
take
that
information
and
do
a
analysis
of
exactly
how
what
those
companies
look
like
in
the
city
of
Boston
and
we've
trained
thousands
of
women
to
claim
their
worth
in.
What's
called
salary
negotiation
workshops
where
we
literally
sit
down
and
explain
to
women
and
how
to
negotiate
a
salary.
Many
of
the
folks
are
in
this
room
today.
C
Ironically,
are
leaders
of
their
unions
in
the
unions
that
are
behind
me,
a
woman
and
a
man
gets
paid
equal
pay
for
equal
work,
but
there's
still
a
large
large
portion
of
our
society,
whether
not
unionized
employees
and
women
will
get
off
of
the
job
and
take
it
for
less
money
and
men
will
negotiate
a
higher
salary,
so
we're
working
to
Train
women
Massachusetts
certainly
has
been
a
leader
on
this
issue.
I'm,
proud
and
I
was
proud
to
support
the
massachusett.
C
A
act
and
I
want
to
thank
the
legislature
for
the
efforts
in
passing
that
piece
of
legislation.
It
was
one
in
a
series
of
steps
in
the
right
direction,
but
we
cannot
be
complacent.
In
addition
to
ending
discrimination
in
the
workplace.
We
need
more
women
to
enter
decision-making
positions.
Women
are
still
underrepresented
in
leadership
roles
across
all
kinds
of
different
organizations.
Leadership
positions
not
only
offer
higher
pay,
they
enable
women
to
shape
the
workplace
cultures
and
they
work
better
for
everyone.
C
It
works
better
for
everyone
with
a
diverse
workforce
in
a
competitive
global
economy,
we
cannot
afford
to
limit
our
talents
and
perspectives
any
longer.
That's
why
I
believe
this
bill
is
the
right
piece
of
legislation
to
follow
up
on
achievements
of
Massachusetts
Equal
Pay
Act.
This
bill
can
get
us
to
the
next
level
for
the
fight
for
equal
pay
and
equal
representation
to
empower
women
to
move
up
their
careers.
Transparency
is
very
key
to
this,
because
we
know
what
allows
women
to
know
where
they
stand.
C
If
organizations
report
the
gender
and
race
of
employees,
holding
leadership,
positions
than
women
and
people
of
color
will
be
able
to
make
informed
decisions
about
which
organizations
can
provide
them
with
the
opportunities.
This
will
give
employers
an
incentive
to
improve
their
culture
and
adapt
to
the
needs
of
working
women.
We
cannot
keep
asking
women
and
people
call
it
to
financial
mold
that
was
designed
when
they
were
not
fully
included
in
the
workforce.
Our
employers
need
to
be
focused
on
creating
welcoming
environments,
for
all.
Transparency
is
already
at
the
practice
and
City
Hall.
C
In
Boston
we
publish
our
workforce,
demographics
and
paid
data
and
an
online
diversity
dashboard.
Anyone
can
can
can
can
get
that
desperate
any
time
of
day.
Employees
know
where
they
stand,
and
it's
all
of
us
are
better
off
because
of
that
open
information.
This
legislation
would
also
establish
a
fund
to
provide
professional
development
for
employees
and
companies
where
disparities
are
the
highest.
This
would
help
them
improve
their
employer
rating.
This
component
is
important
because
we
all
have
worked
together
to
achieve
real
cultural
change.
Everyone
in
this
situation
has
a
role
to
play.
C
In
Boston,
we
had
determined
to
be
a
city
of
opportunity
for
everyone,
a
city
where
everyone's
talents
are
recognized,
rewarded
and
fairly
compensated.
We
know
that
the
entire
Commonwealth
she
has
that
same
aspiration,
and
we
know
these
values
our
competitive
advantage
for
our
city
in
our
state.
The
pay
transparency
in
pipeline
advancement
bill
will
help
us
get
closer
to
achieving
these
goals.
I
don't
want.
C
We
don't
want
to
have
to
recognize
anymore,
equal
paydays,
that's
something
that
was
in
the
past
and
it
was
great
to
have
them
when
we
needed
them,
but
we
don't
need
them
anymore,
because
we
don't
accept
that
women
must
work
more
to
get
the
same,
equal
pay
and
we're
not
gonna
stand
for
that
anymore
in
the
city
or
in
the
Commonwealth.
So
let
us
work
together.
Take
down
the
barriers
women
are
facing
in
the
workplace.
Massachusetts
has
an
obligation
to
do
right
by
women
and
opportunity
to
strengthen
the
workforce.
C
I
want
to
thank
you
for
the
opportunity
to
testify
on
this
important
piece
of
legislation.
I
respectfully
urge
this
committee
to
continue
to
treat
House
1
1
$6
a
priority
and
move
this
bill.
A
favor
ly
out
of
committee
and
also
in
Massachusetts,
were
groundbreaking,
so
we
can
be
continue
to
be
groundbreaking
with
this
piece
of
legislation.
Instead
of
tone
for
the
rest
of
the
country
that
we
respect
the
people
all
people
in
our
Commonwealth
and
now
I'd
like
to
turn
the
floor
over
to
my
friends
and
the
gentleman
my.
D
B
You
we're
not
quite
Emerson
University,
yet
we're
still
Emerson
College,
but
nevertheless
you
know
we're
happy
where
we
are,
but
thank
you
for
inviting
me
to
submit
testimony
in
support
of
the
pay,
transparency
and
pipeline
advancement
in
our
Commonwealth
as
president
of
Emerson
College,
a
Massachusetts
pace
school
with
campuses
in
Boston
and
Los
Angeles,
the
Netherlands
in
Paris
that
is
internationally
known
for
educating
the
next
generation
of
leaders
in
the
arts,
communication
and
the
liberal
arts
and
as
an
employer
of
approximately
1,500
workers
in
the
city
of
Boston,
I'm.
Here
today
to
express
my
support.
B
My
happy
support
for
the
Massachusetts
pay,
transparency
and
pipeline
advancement
Act
the
vision
behind
this
act
to
advance
gender
and
racial
parity
that
our
businesses
and
our
institutions
is
one
that
I
strongly
support
and
one
that
I
hope.
My
fellow
presidents
and
the
Commonwealth
support
you
know.
Recently.
Emerson
College
participated
in
a
study
conducted
by
the
EOS
foundation,
which
brought
attention
to
a
gender
power
at
colleges
and
universities
in
Massachusetts.
B
The
data
was
eye-opening
even
in
our
progressive
Commonwealth,
not
a
single
one
of
our
17
large
universities
has
a
woman
board
chair
and
at
26
schools.
Women
make
up
less
than
one-third
of
board
members
and
32
schools
have
never
had
a
woman
president
Emerson
College,
where
I
serve
as
president
fared
fairly.
Well,
though,
not
well
enough
to
be
included
in
the
top
tier
of
rankings.
My
predecessor,
Emerson's
first
female
president
served
for
18
years.
B
The
provost
and
executive
vice
president
are
women,
two
of
our
four
Dean's
or
women,
and
eight
out
of
the
12
members
of
the
president's
cabinet
or
women,
and
almost
a
third
of
our
board
of
trustees
or
women.
And
while
we
have
not
reached
statistical
parity,
I
am
proud
of
what
we
have
achieved
and
believe
that
public
disclosure
of
what
we
have
achieved
and
what
we
hope
to
achieve
might
serve
as
a
clarion
call
to
inspire
other
like-minded
institutions
of
higher
learning
to
close
the
gender
power
gap.
B
By
requiring
that
employers
disclose
the
race
and
gender
ratios
or
of
employees
and
senior
positions.
The
pay,
transparency
and
pipeline
advancement
Act
will
help
shine
a
bright
light
on
inequities
that
persist
throughout
the
highest
levels.
Hold
our
institutions
accountable
and
spur
action
to
rectify
these
inequities,
who
sits
at
the
table
matters
and
change
and
changes
the
way.
Organizations,
businesses
and
corporate
boards
behave.
B
A
study
of
corporate
governance
boards
of
leading
American
companies
publicly
traded
companies
demonstrate
that
boards
with
female
CEOs
or
board
chairs
have
a
higher
percentage
of
women
on
their
boards
and
in
their
highest
administrative
ranks.
Executive
ranks
change
is
a
three-legged
stool,
its
leadership,
its
strategy
or
a
clearer
sense
of
purpose
and
its
resources,
and
all
three
must
be
in
play
at
the
same
time
where
that
stool
will
topple
over
the
Massachusetts
pay,
transparency
and
pipeline
advancement
act
is
a
three-legged
stool.
It
has
a
clear
focus
and
a
strategy
to
meet
specific
ends.
B
It
has
or
will
have
I
hope,
the
right
leadership
and
the
legislative
and
executive
branches
of
the
Commonwealth
in
the
City
of
Boston,
and
the
bill
also
commits
resources
to
incentivize
and
to
sustain
systemic
change.
This
is
not
just
the
right
thing
to
do.
It
is
the
smart
thing
to
do.
The
first
leadership
benefits
everyone.
We
know
that
organizations
are
more
innovative,
nimble
and
better
equipped
to
solve
pressing
problems
when
their
leaders
bring
a
multiple
of
backgrounds,
viewpoints,
experiences
and
perspectives
to
the
workplace
and
by
establishing
a
pipeline
promotional
opportunities
fund.
B
This
Act
will
help
employers
provide
professional
development
and
coaching
opportunities
to
advance
women
and
talent
of
color
into
the
highest
ranks.
To
maintain
and
advance
our
competitive
advantage
in
this
global
Commonwealth
Massachusetts
must
invest
in
promoting
a
diverse
pipeline
of
leaders
who
will
take
our
businesses
and
institutions
to
the
next
level
of
greatness
and
when
more
women
and
people
of
color
see
themselves
reflected
in
their
leadership
when
a
world
of
opportunity
that
was
previously
in
to
them
is
made
visible
the
possibilities
for
what
we
can
all
achieve
becomes.
None
of
us.
Thank
you
very
much.
A
D
D
This
is
probably
one
of
the
most
important
committees
that
that
are
really
starting
to
move
us
forward
in
Massachusetts
and
as
I
say
that
because
I'm,
a
former
member
and
learned
a
lot
that
I
know
from
being
a
member
of
a
health
care
workers,
union,
the
old
1199
in
Massachusetts
and
I'm,
very
proud
and
happy
to
be
here
with
my
mayor
and
who
has
been
an
incredible
union
supporter
and
a
lot
of
the
folks
in
this
room.
I
think
the
basic
piece
I.
Don't
have
a
lot
new
to
add
to
this.
D
But
the
basic
piece,
that's
important
to
me
in
in
house
1660
is
the
fact
that
we
can
begin
with
this
legislation.
We
can
begin
to
put
the
people
where
the
jobs
are,
and
basically
what
we're
starting
out
with
is
looking
at
who
the
people
are
and
not
what
demographic
group
think
they
come
from,
but
looking
at
people
in
terms
of
what
their
skills
are,
what
their
potential
is
and
giving
everyone
a
fair
chance.
D
You
know
together,
fair,
a
fair
job.
The
goal
is
to
address
that
race,
gender
pay
gap
as
much
about
women
and
people
of
color,
but
not,
but
a
lot
of
them
not
moving
into
senior
positions
as
it
is
about
unequal
pay
examples
of
some
of
the
types
of
jobs
we
don't
always
see.
Very
many
women
or
people
of
color
in
executive,
vice
president
senior
vice
president
assistant,
vice
president
and
manager,
project
manager,
director
assistant
director,
chief
officers.
These
are
the
types
of
jobs
that
very
often
are
overlooked
for
placement
and
I.
D
Think
again,
the
the
conversation
that
we
are
having
in
this
room
today
and
the
conversation
we'll
be
able
to
have
in
the
future
will
help
us
bring
Massachusetts
up
to
may
be
again
leading
the
way
in
the
rest
of
the
country.
We
did
it
in
equal
marriage
and
we
did
it
with
healthcare
finance
reform,
and
this
would
be
an
incredibly
fine
place
to
continue
so
I
think
I
appreciate
your
time
and
attention
and
again
I
encourage
your
support
for
16
House,
1660
Thank.