2024 Women's Earnings Report

On January 27, 2022, Governor Gavin Newsom and First Partner Jennifer Siebel Newsom announced the signing of the “California Equal Pay Pledge,” an initiative the First Partner launched to close the gender pay gap. The pledge commits employers to conduct “an annual company-wide gender pay analysis, reviewing hiring and promotion processes and procedures to reduce unconscious bias and structural barriers, and promoting best practices that will close the pay gap to ensure fundamental equity for all workers.”

To meet this challenge, CalHR re-evaluated how it analyzes state employee compensation and demographic data for its annual Women’s Earnings in State Civil Service Report. Beginning with the 2020 Women’s Earnings Report (Published January 2022), CalHR explored factors contributing to the gender pay gap by analyzing pay at the bargaining unit, occupation, and classification level. This approach supplies valuable data insights that allow the Administration to develop targeted strategies to help close the statewide gender pay gap, as well as any bargaining unit, occupation, or classification level gender pay gap.

When CalHR compared the gender pay gap for the five largest occupations in state government, there is a significantly smaller gender pay gap compared to workers in the United States Labor Market. See Chart 11 for details.

The California Partners Project is a non-profit organization that champions gender equity across the state. In 2024, the First Partner, in partnership with the California Partners Project, released the Equal Pay Playbook. CalHR has included the “Six Steps To Become an Equal Pay Champion” checklist in this report to highlight how the state is promoting equal pay best practices. See Table 1 for details.

The research for this report has led us to two major conclusions:

1. Over the past 10 years, the statewide gender pay gap has narrowed for California’s Civil Service employees, and as of December 2024, it was 12.6 percent.
2. The state’s Civil Service requirements, salary structures, and bargaining unit composition are more equitable. This is evidenced by analyzing gender pay at the bargaining unit, occupation, and classification level.

In addition to this report, CalHR has published its fourth annual Equal Pay Dashboard. The 2024 Equal Pay Dashboard provides the public with the opportunity to review the data in this report in a more robust and interactive way. These modern dashboards have become possible because of CalHR’s investment to continuously improve its data analytic and data transformation capabilities. Part of this investment was the resources CalHR received through a 2022-23 Budget Change Proposal in support of Key Data Initiatives. Since receiving those resources, CalHR has made advancements in improving data integrity and transparency. As these efforts continue, CalHR expects to deliver stronger, more reliable data and uncover new insights over time.

Since 2014, the statewide gender pay gap has trended downward for most years. This is primarily due to a greater representation of females in higher paying state jobs (see Chart 18). This demographic shift has brought the median base pay for females and males closer together and helped reduce the gender pay gap over the past 10 years.¹ In 2014, the gender pay gap was 20.5 percent, and as of 2024, it was 12.6 percent.²

CalHR prepared this report for the Legislature in accordance with Government Code section 19827.2. This report is based on data from December 2024 and includes contextual data dating back to 2014.³ Authority to compile this report derives from Title 2, Division 5, Part 2 of the California Government Code⁴, and does not include information for those exempted from Civil Service status under Article VII, Section 4 of the California State Constitution, except where Exempt Executive pay is discussed.

The “gender pay gap” is an equality measure comparing the median earnings of women and men. Once per year the state compares the median base pay of women and men employed in Civil Service.⁵ This “dollar” difference is converted to a percentage. A pay gap of 20 percent would mean that women earn 80 percent of men’s median base salary. It is important to note that base pay does not include pay differentials, extended duty week compensation, or overtime pay.

There are two steps for calculating the gender pay gap:

• Determine the median monthly pay for each gender
• Calculate the percentage difference in median pay

To find the median pay by gender, the base pay for all full-time Civil Service female and male employees are separately arranged from high to low. The median is then identified – meaning half of the salaries are above and half are below. Monthly base pay for females and males is displayed in the chart below. As of 2024, the median monthly pay for females was $7,277, and $8,325 for males.

Next, the median base pay for women is divided by the median base pay for men. This produces a ratio, which in this case, is 87.4 percent.

$7,277 / $8,325 = 87.4%

This ratio is often expressed in terms of dollars and cents when discussing the gender pay gap. For example, this could be expressed as women earn 87 cents compared to each dollar earned by men. To turn this ratio into a pay gap, 87.4 percent is subtracted from 100 percent, which leaves a gender pay gap of 12.6 percent.

100% – 87.4% = 12.6%

Accordingly, 12.6 percent is California’s Civil Service gender pay gap for 2024.

Since 2014, California’s Civil Service has reduced the gender pay gap from 20.5 percent to 12.6 percent – outpacing progress in the U.S. Labor Market. For several years, the Civil Service gap has remained lower than the national average. These Labor Market figures on median pay by gender come from the U.S. Census Bureau’s American Community Survey estimates for 2014 through 2024.⁶

California’s Civil Service employs a larger share of females than the California or U.S. Labor Market. However, between 2014 and 2024, the share of females employed in the state’s Civil Service has declined by 0.4 percent, while the share of female employees in the California and U.S. Labor Markets increased by 1.6 and 1.1 percent respectively during the same period.⁷

The 12.6 percent statewide gender pay gap is derived by comparing salaries paid to all full-time Civil Service workers in 2024, regardless of occupation or job. In this report, median pay and pay gaps are compared in more refined ways, providing more context for understanding the gender pay gap in California’s Civil Service.

Civil Service employees are covered by collective bargaining, a process for negotiating wages, hours, and other terms and conditions of employment. Related excluded employees designated managerial, supervisory, or confidential are not covered by collective bargaining agreements. The state has 21 bargaining units that are designated R01-R21 for rank-and-file, which represent about 80 percent of full-time Civil Service employees. Each bargaining unit includes employees working in similar occupations and classifications, which are represented by a union for bargaining purposes. An occupation refers to a set of activities or tasks that employees are paid to perform, and those performing essentially the same tasks are grouped into the same occupation. Within each occupation, classifications define specific state jobs. The State of California maintains approximately 2,600 Civil Service classifications with established definitions and salaries.

This report also calculates a gender pay gap for rank-and-file employees in the state’s 21 bargaining units, 287 detailed occupations, and 1,193 of Civil Service classifications.

As illustrated in the chart below, the percentage of rank-and-file employees affected by a female pay gap is reduced dramatically when compared within their respective bargaining unit, occupation, or classification.

Since 1982, most of California’s Civil Service employees have been grouped into different bargaining units, each representing different professions and occupations. It is possible to compare the median pay for female and male employees within each bargaining unit to see if there is a gender pay gap.

Overall, about 54 percent of represented state employees were in a bargaining unit where there was a female gender pay gap in 2024.⁸

The chart below illustrates that in 2024, there was a female pay gap in ten bargaining units, no pay gap in eight units, and a male pay gap (because the median pay for males was lower than median pay for females) in three units.⁹

As a case study, CalHR examined the impact that Information Technology (IT) classifications may have on the gender pay gap for R01, which is comprised of professional, administrative, and financial workers. In 2024, R01 represented 33 percent of all rank-and-file employees and had a 10.8 percent gender pay gap. R01’s broad range of occupations and salaries means an occupation such as IT, which is predominately male, could drive up the gender pay gap for the bargaining unit if that occupation also makes more than other classifications with a larger percentage of female employees. When IT classifications are removed, the R01 gender pay gap is eliminated.

Removing IT classifications lowers the median base pay for females from $6,525 to $6,453. For males, however, the median base pay sees a more substantial decrease, from $7,319 to $6,454. This reduction brings the median base pay for males in line with that of females, eliminating the gender pay gap for R01.

Some bargaining units represent state employees associated with one occupation, while others represent employees working in dozens. For a more refined analysis, CalHR compared pay by gender for rank-and-file employees within nearly 300 detailed occupations.

As of 2024, 43 percent of rank-and-file state employees were working in an occupation with a female pay gap.¹⁰

As a case study, CalHR looked at the five occupations where the most state workers are employed.¹¹ The chart below illustrates there is a large gender pay gap for females in these occupations in the U.S. Labor Market, while the median pay for rank-and-file females and males employed by the state is very similar.^{12 13}

The most refined analysis comes from comparing how females and males are paid within classifications. As shown below, fewer than one third of classifications show a female pay gap. The classification system reduces the risk of pay gaps because Civil Service employees are paid within a prescribed pay range for each classification. Most employees do not negotiate a starting salary, a practice that is much more common in the private sector. Employees typically start at the minimum salary and progress over time to the maximum salary of the range. For many classifications, that can take up to five years. Gender pay gaps within classifications are primarily driven by a larger share of females or males at one end of the pay range.

As of 2024, almost 52 percent of rank-and-file state employees were working in a classification with no gender pay gap.¹⁴

How state employees are paid within different bargaining units has a significant impact on the statewide gender pay gap. Eighty percent of full-time Civil Service employees work in a classification represented by one of the 21 bargaining units. Salaries negotiated for each unit drives the statewide median pay for female and male employees. The following chart shows the bargaining units arranged by median monthly base pay, from low to high. The statewide monthly median pay for female and male employees is inserted in between the monthly median base pay for each bargaining unit.

The chart below shows the representation of female and male employees within each bargaining unit. More females than males are employed in a bargaining unit on the lower end of the median pay spectrum (74 percent compared to 55 percent).

A gender pay gap can also be calculated by ethnic group. This is accomplished by comparing each group’s female median pay to the median pay for all male employees. In the chart below, the monthly median base pay and gender pay gap is displayed for women, by ethnic group, along with the statewide monthly median base pay for all women and all men. In 2024, the gender pay gap for Hispanic, Native American, Pacific Islander, and Black women was higher than the statewide female pay gap. The gender pay gap for White and Asian women was lower than the statewide female pay gap.¹⁵

Statewide, 51 percent of all represented women worked in a R01, R07, or R18 job in 2024, which means the median pay for all women will be near the salary of one of these jobs. The charts below summarize the percentage of women in one of three categories: bargaining units where the median base pay is higher than R01, R07, or R18; equivalent to R01, R07, or R18 (near the female median base pay); and bargaining units where the median base pay is below R01, R07, or R18.

The percentage of women in these jobs change depending on the ethnic group. In fact, the concentration of women in different bargaining units directly impacts the median base pay for each ethnic group. By comparing the percentage of women in different bargaining units, it becomes clear how this is impacting the median pay for women in different ethnic groups.

Twenty-three percent or more of Hispanic, Native American, Pacific Islander, or Black women are employed in a job represented by a bargaining unit earning less than R01, R07, or R18.

By contrast, a relatively small percentage (17 to 19 percent) of White and Asian women are in a bargaining unit earning less than R01, R07, or R18. Just as important, a higher percentage of these women were employed in a job represented by a bargaining unit earning more.

When comparing the concentration of females and males in different bargaining units in 2014 and 2024, it makes a strong case that changes in gender representation in state jobs have helped close the gender pay gap since 2014. A larger share of females were employed in bargaining units with higher paying jobs in 2024. This has moved up the median pay for females over the past 10 years. Meanwhile, the share of males in bargaining units with higher paying jobs has declined since 2014. The combination of trends helped narrow the gender pay gap, moving the median pay for females and males closer to a R01, R07, or R18 job.

As a case study, CalHR analyzed the impact Peace Officer and Firefighter (POFF) classifications¹⁶ had on the statewide gender pay gap. When employees in these classifications were removed, the statewide gender pay gap declined by almost 8 percent.

The median base pay drops significantly for males – from $8,325 to $7,473 while it only drops slightly for females – from $7,277 to $7,115. This change brings the median base pay for female and male employees closer together, thus decreasing the statewide gender pay gap.

As of 2024, 33.1 percent of all males were employed in a Peace Officer or Firefighter classification, compared to 7.2 percent of females. The state’s largest law enforcement departments have prioritized increasing the representation of females in law enforcement classifications.

In 2023, the California Department of Corrections and Rehabilitation (CDCR) pledged to increase the recruitment, retention, and promotion of women in law enforcement. The CDCR Secretary signed the “30×30” national initiative which sets a goal to have women make up 30 percent of Correctional Officer cadets by 2030. The pledge also ensures CDCR will take steps to improve gender equity and implement strategies and solutions to advance women in the department. Some of these strategies are:

• Increasing transparency around fitness tests and job requirements—paired with a “Women at CDCR” webpage—to make the application process more accessible for prospective recruits.
• Leveraging peer mentorship programs—such as the Sergeant Mentorship Program—to strengthen retention and expand career mobility pathways from Correctional Officer roles into leadership positions.
• Hosting and participating in high-visibility events—such as CDCR-produced podcasts, the Women in Law Enforcement Symposium, and Women’s History Month virtual sessions—to elevate career opportunities and women’s experiences in the field.

California Department of Forestry and Fire Protection (CAL FIRE) shows progress in advancing gender equity, yet it also has the widest gender representation gap within its rank-and-file Firefighter classifications. In 2024, Women represented fewer than 4 percent of R08 classifications. In response, CAL FIRE is strengthening its recruitment pipeline through expanded outreach and readiness focused efforts that increase awareness of firefighting careers and support candidate readiness, including its sponsorship of Camp Cinder, a program for females ages 15 to 17.

CAL FIRE’s EEO and DEI leadership is also developing strategic goals focused on improving career mobility, fostering inclusive work environments, ensuring accessibility, and expanding outreach to engage a broader pool of qualified female candidates interested in Firefighting careers.

Since 2014, the state has increased representation for females in Civil Service Executive positions. The chart below compares the percentage of females in 2014 and 2024, in the Civil Service Career Executive Assignment (CEA) classification. A “Career Executive Assignment” (CEA) is an appointment to a high administrative and policy influencing position within Civil Service in which the incumbent’s primary responsibility is the managing of a major function or the rendering of management advice to top-level administrative authority.

The state has made even more progress in increasing representation for women in Executive-Level Exempt positions (positions exempt from Civil Service hiring rules), of which most are appointed by the Governor. In 2014, women were 48 percent of Executive-Level Exempt employees, and as of 2024, they were 58 percent.

As of 2024, the median pay for male CEAs was higher than female CEAs. The CEA is a very broad classification, with no written classification specification as each job is unique.

For the entire CEA classification, there was a 2.8 percent female pay gap in 2024.¹⁷

CEA positions are established at one of three levels, based on duties and responsibilities:

CEA Level A
Supervisory/ administrative experience in a line or staff activity, including the execution and/or evaluation of program policies.

CEA Level B
Broad administrative or program manager experience with substantial participation in the formulation, operation, and/or evaluation of program policies.

CEA Level C
Extensive managerial and program administrative experience which has included substantial responsibility for a combination of management functions such as program planning; policy formulation; organization coordination and control; and fiscal and personnel management.

When comparing the median base pay within each level, the gender pay gap for females and males within Levels A and B was minimal. However, there was a higher gender pay gap for Level C in 2024.

Females accounted for 57 percent of all CEAs in 2024, 60 percent at Level A, 54 percent at Level B, and 58 percent at Level C. However, because females comprised the largest percentage of CEAs at Level A, that effectively moved down the overall median base pay for all female CEAs relative to all male CEAs.

California’s State Constitution provides that members of boards and commissions, appointees of the Governor, and one appointee of each Governor’s appointee shall be exempt from Civil Service.¹⁸ These employees are referred to as “Exempt employees” for the purpose of this report. In the chart below, Exempt employees have been grouped into two categories: Executive-Level and Other Exempt. There was a 3.1 percent female pay gap among Executive-Level employees, a 1.6 percent female pay gap among Other Exempt employees, and an overall 4.0 percent female pay gap for All Exempt employees in 2024.¹⁹

When focusing on just the Executive-Level Exempt positions, the median base pay was very comparable for females and males across these categories. For definitions, please see the “About the Data” tab in the 2024 Equal Pay Dashboard.

Females accounted for the majority of employees in most of the Executive-Level Exempt categories in 2024. Overall, within this Executive-Level Exempt group, there were 740 employees: 58 percent female and 42 percent male.

In 2024, First Partner Siebel Newsom unveiled a six-step playbook to help organizations eliminate their internal gender wage gap. CalHR reviewed the “California Equal Pay Playbook” created by the California Partners Project and includes this summary of how California State Government is addressing the six steps outlined.

CalHR, through its policies, programs, trainings, and resources seeks to diversify the state’s job applicant pool, reduce unconscious bias and structural barriers in state employment, and promote a more respectful and inclusive workplace.

In 2023, the State of California piloted a successful recruiting campaign called Work for California (Work4CA). Initially focused on attracting laid-off tech workers, the Work4CA campaign has grown into a comprehensive statewide recruitment initiative.

Work4CA operates as a collaborative effort across various state departments, fostering a unified approach to attracting top talent for the State of California. The Work4CA website (WorkForCalifornia.ca.gov) provides valuable resources to empower those seeking employment with the State of California, including tutorial videos that guide job seekers through every step of the CalCareers application process. Applicants can find hiring events and career fairs hosted by departments across the state and get insight from recruiters with additional advice on how to approach the application, statement of qualifications and job interview.

The campaign also shares how joining state service offers a multitude of benefits, including advancement opportunities, excellent benefits packages, job security, and the chance to work with a purpose, regardless of an individual’s education or experience level.

Implicit bias during the recruitment, hiring, or selection process occurs when the brain makes quick judgments about a particular group(s) of people based on stereotypes, in a way that is either in favor or against the candidates. Demographic information on a candidate’s job application or resumé may produce implicit bias from the application reviewers, influencing the merit of the selection process. Anonymous hiring is a technique that redacts personal information about the candidate from a hiring manager or recruiter that can lead to implicit bias negatively impacting the candidate. CalHR will design, develop, test, and maintain an anonymous hiring system. Throughout 2024, CalHR engaged with user departments to incorporate functionality into the Examination and Certification Online System (ECOS) that allows for freeform redaction of uploaded documents, and prepared an ongoing roadmap to secure funding to transition from a piloted experience into a statewide option by January 2026.

In September 2025, CalHR reviewed its own internal hiring practices for potential barriers to fair access, particularly the use of “years of state service” or “years of experience” as screening criteria. Tenure‑based filters equate time with competency, this may restrict access for qualified applicants with nontraditional or interrupted career paths, such as women, people with disabilities, military service members, and older workers. CalHR will establish a workgroup with various departments and review hiring practice policies and statewide training materials to ensure fair, inclusive, and merit‑aligned hiring practices across state departments.

Government Code Section 19836 authorizes CalHR to allow payments above the minimum of the salary range of a classification in specific situations. CalHR found the “Hire Above Minimum” (HAM) procedure could lead to salary disparities when individuals, rather than a group or class, are hired at salaries above the minimum.

To reduce the risk of inequitable outcomes, effective October 1, 2024, CalHR rescinded the department HAM delegation for individuals and revised the HAM policy to allow HAMs only for specific classifications, as outlined in Section 5 of the Pay Scale. Individual and otherwise discretionary HAMs are now prohibited.

Apprenticeships can be an effective strategy for improving representation of underserved populations in the workforce. They can remove barriers women disproportionally face regarding both the cost and time associated with continued education, as well as provide key opportunities for on-the-job learning while continuing to earn current wages.

In 2017, the state piloted several non-traditional apprenticeship programs in occupational sectors outside the building trades as a complement to career development, succession management, and upward mobility strategies as well as to further diversity, equity, inclusion, and accessibility efforts. Since their inception through March 2025, 160 state employees have completed a non-traditional apprenticeship program.  Current programs are in the fields of Nursing, Information Technology, and Financial Services as well as associated pre-apprenticeship programs.  This is particularly important because women are currently under-represented in many high paid occupations, such as Computer Systems Analysts. ²⁰

CalHR continues to look for ways to expand apprenticeship opportunities, including:

• Exploration of where non-traditional apprenticeships can align with and supplement current career development efforts to provide career paths for women in low-paying or entry level occupations.
• Identification of occupational sectors where women are over-represented and access to education and/or on-the-job experience present blocks to meeting the Minimum Qualifications in higher level classifications where there is a statewide need.
• An evaluation of where true career ladders may not yet exist to address a statewide or otherwise pressing succession management need and the potential development of pre-apprenticeships and/or non-traditional apprenticeships as part of a strategy to address gaps in needed knowledge, skills, and abilities.
• Outreach to women and other underserved populations in the state workforce to assess interest, identify potential blocks to application and/or participation, and explore strategies to address.
• Creation of Americans with Disabilities Act (ADA) accessible marketing and other support resources to ensure women and other underserved populations are aware of all pre-apprenticeship and non-traditional apprenticeship programs that may benefit them, what resources are available to support their success, and access to all information needed to apply.

In 2023, CalHR updated the Workforce and Succession Plan Requirement Policy requirements (HR Manual Section #2901) for all state organizations with Civil Service employees to meet Government Code Section 19797 (b) by including specific action plans for recruiting, attracting, and retaining employees in classifications with significant underutilizations as identified in the annual workforce analysis process. In addition to the policy itself, this year CalHR hosted multiple Workforce Planning Policy Basics sessions for departments to understand how to be in compliance with the policy, including a dedicated segment about how to align workforce and succession management plans with the results of the annual workforce analysis. The policy includes guidelines and references tools and resources that assist departments in identifying appropriate strategies. While it is difficult to quantify the effects of these initiatives, CalHR has supported the state to increase diversity including women.

The Upward Mobility Program is a career mobility program designed to give state employees in low-paying occupations an opportunity to advance to entry-level technical, professional, and administrative positions. Each state agency is required to have an active Upward Mobility Program. CalHR has implemented a compliance program to assist departments and ensure compliance with the statewide Upward Mobility Policy, including having an effective Upward Mobility Program and setting and meeting upward mobility goals. This is important because women are under-represented in higher-paid state jobs.²¹ In 2024, participation in departmental Upward Mobility Programs showed an upward trend.

In 2020, CalHR began providing implicit bias training to promote a more diverse and equitable workplace, and in 2023, has updated statewide policy to provide guidance for state human resources professionals during a review of a classification to consider if a degree is required as part of the entrance requirements. The updated policy (HR Manual Section #3501) places CalHR in line with Executive Order N-11-23, which put more scrutiny on the standards for including an educational component in Minimum Qualifications as an ongoing part of Classification Plan upkeep. As part of the planned Generalist Consolidation, which was approved by the State Personnel Board (SPB), CalHR made revisions to classifications that expand the acceptable area of study where a degree is required, remove job barriers, and make it easier for people to qualify. CalHR is committed to creating multiple pathways to public service careers, including options that do not require a college degree. To date, CalHR has revised the Minimum Qualifications for approximately 176 job classifications impacting around 30,000 positions by removing unnecessary degree or educational requirements. This effort expands access to well-paying jobs and promotes equity in state employment.

In 2024, CalHR created an Equal Employment Opportunity (EEO) Academy to assist departments in developing EEO professionals who will lead departments in preventing and promptly addressing discrimination and harassment in the workplace, and to ensure compliance with EEO statutes, regulations, policies, and procedures. Courses include:

The Role of the EEO Officer (Updating course based on feedback)

• Roles and responsibilities of the EEO Officer.
• EEO policies, statutes, and regulations.
• Programs in which the EEO Officer has oversight.

EEO Investigations

• Fundamentals of the investigation, including creating a work-plan, handling witness representatives, practical guidance, and up-to-date legal analysis for every step in the investigation process.
• Attendees participate in a mock investigation starting from conducting interviews to reaching factual findings.
• Step-by-step guidance on writing effective investigation reports that are simple, direct, and can withstand legal scrutiny.

Workforce Analysis

• Data collection and analysis of state employee demographic data for monitoring and improving diversity in the workforce. Data analysis includes identifying underutilizations of protected groups, including women, in Civil Service, and setting goals and creating action plans to improve representation of underrepresented groups.

Upward Mobility Coordinator (Updating course based on feedback)

• Responsibilities of the Upward Mobility Coordinator, including administration and oversight of the program which was designed to assist women and people of color in low-paying entry-level positions.
• How effective administration of the Upward Mobility Program provides employees in low-paying entry-level positions with unique opportunities to build their knowledge, skills and abilities, increasing promotional opportunities.
• How the Upward Mobility Program provides data for the Annual Workforce Analysis Report.

Effectively Managing Disability Related and Religious Reasonable Accommodations

• Understand and apply disability and religious-related reasonable accommodation laws.
• Recognize when and how to engage in the interactive process and evaluate accommodation requests.
• Identify and implement reasonable accommodation options effectively.

In 2022, CalHR developed a publicly available toolkit of online resources to support departments in attracting, retaining, and supporting an inclusive workforce. The toolkit consolidates guidance related to employee engagement, merit-based practices, wellness, and employee assistance, and is updated on an ongoing basis to reflect evolving workforce needs. The toolkit provides departments with foundational resources that support broader efforts to address workforce equity.

The Key Data Initiative (KDI) is a program at CalHR which focuses on analyzing gender and racial pay equity across all classifications and departments. CalHR has developed new strategies and implemented new technology to report and analyze detailed state employee data including race/ethnicity, gender identity, and sexual orientation. KDI has allowed CalHR to analyze comparable Civil Service and Exempt classifications, pay history, demographic makeup, and department usage trends. KDI efforts include creating interactive public dashboards to bring transparency to the state’s hiring and compensation practices. In 2024, CalHR published the 2022 Equal Pay Analysis Dashboard in concurrence with the 2022 Women’s Earnings Report, 2022 State Employee Census Dashboard in concurrence with the 2022 Annual Employee Census Report, and 2023 Total Compensation Dashboard in concurrence with the 2023 Total Compensation Report. The Equal Pay Analysis Dashboard displays information that can be used to evaluate the State of California’s gender pay gap in several ways: by bargaining unit, occupation, classification, ethnicity, Civil Service Executives, Exempt Executives, and allows users to examine the gender pay gap at each department at the detailed occupation or classification level.

In addition to CalHR initiatives, there are policies, programs, and best practices to close the pay gap that are implemented at various state departments. These include implicit bias training, gender neutral language in job postings, increased targeted recruitment, diverse interview panels, and mentorship programs.

[1] Some year-over-year volatility in the gender pay gap can be expected due to changes in the state workforce including movement into different classifications, retirements, and hiring of new employees. ↩

[2] The gender pay gap for 2014 through 2015 was calculated using the median monthly earnings from Table 3 in the 2015 Report on Women’s Earnings in State Civil Service. ↩

[3] Sources of data are from the California State Controller’s Office and the United States (U.S.) Census Bureau, and Bureau of Labor Statistics. ↩

[4] Title 2, Division 5, Part 2 of the California Government Code includes GC Sections 18500 – 19799 which covers state civil service: https://leginfo.legislature.ca.gov/faces/codes_displayexpandedbranch.xhtml?tocCode=GOV&division=5.&title=2.&part=2 ↩

[5] The monthly base salary in December of each year is used to calculate the state civil service gender pay gap. ↩

[6] ACS 1-Year Estimates Detailed Tables 2014 through 2019, 2021 through 2024, and 5-Year Estimate for 2020, retrieved on 12/08/2021, 9/15/2022, 9/27/2023, 9/16/2024, and 9/11/2025: https://data.census.gov/table/ACSDT1Y2024.B24022?t=Occupation&g=040XX00US06_010XX00US ↩

[7] ACS 1-Year Estimates Detailed Tables 2014 and 2024, retrieved on 9/11/2025: https://data.census.gov/table/ACSST1Y2024.S2402?t=Occupation&g=040XX00US06_010XX00US ↩

[8] Pay gaps were rounded to the nearest whole percent, so a difference in median pay between genders of less than half a percent (0.5%) was not considered a pay gap. ↩

[9] Pay gaps were rounded to the nearest whole percent, so a difference in median pay between genders of less than half a percent (0.5%) was not considered a pay gap. ↩

[10] Pay gaps were rounded to the nearest whole percent, so a difference in median pay between genders of less than half a percent (0.5%) was not considered a pay gap. A pay gap could not be calculated for occupations with only one gender, so they were categorized as N/A. ↩

[11] State civil service’s five largest detailed occupations as of December 2024: Management Analysts (23,604); Correctional Officers (20,853); Office Clerks (9,591); Computer Systems Analysts (10,312); Accountants and Auditors (5,901). ↩

[12] U.S. Labor Market Pay Gap from Bureau of Labor Statistics Table 39. Median weekly earnings of full-time wage and salary workers by detailed occupation and sex. https://www.bls.gov/cps/cpsaat39.htm ↩

[13] A comparable occupation level gender pay gap report is not available for the California Labor Market. ↩

[14] Pay gaps were rounded to the nearest whole percent, so a difference in median pay between genders of less than half a percent (0.5%) was not considered a pay gap. A pay gap could not be calculated for occupations with only one gender, so they were categorized as N/A. ↩

[15] State civil service employees are asked to voluntarily self-identify their race/ethnicity and gender upon hire. Federal law requires state departments to visually identify the race/ethnicity and gender of employees who choose not to. ↩

[16] Peace Officer and Firefighter classifications from R05, R06, R07, and R08, and related excluded. ↩

[17] California Department of Corrections and Rehabilitation, “Women of CDCR”. https://www.cdcr.ca.gov/por/women-of-cdcr/ ↩

[18] This analysis is restricted to the Career Executive Assignment classification, class code 7500. ↩

[19] Source: 1301 – Exempt Employee Salary, https://hrmanual.calhr.ca.gov/Home/ManualItem/1/1301 ↩

[20] The 2024​ Report on Women’s Earnings includes more exempt classifications in the “Executive” level category than in the 2020 or 2021 reports. For details, please see the “About the Data” tab in the 2024 Equal Pay Dashboard. ↩

[21] Women represented only 33 percent of Computer Systems Analysts in 2024. Sixty percent of non-traditional apprenticeship participants were women. ↩

[22] Twenty-six percent of women were in a higher-paid bargaining unit compared to 45 percent of men in 2024. ↩