For many in the workplace, conversations about fair pay still happen in whispers — or not at all. Because of this, unequal pay remains one of the most persistent workplace issues, quietly affecting women and employees of color across industries.
At Mesidor PLLC, attorney Marjorie Mesidor is working to change that. She’s seen how wage discrimination often hides in the shadows — not as blatant unfairness, but as subtle disparities that build over time.
Sometimes it looks like two employees doing the same work, with the same credentials, but only one consistently earning less. Other times it’s the absence of raises, unexplained differences in bonuses, or vague salary structures that mask deeper inequities.
One of Mesidor’s clients, a woman working in professional sports, learned her male counterparts were paid significantly more despite performing the same job — and doing it better. When she raised the issue, instead of a solution, she was met with retaliation. It’s a story that mirrors countless others.
“Pay discrimination doesn’t always announce itself with a neon sign,” Mesidor says. “It shows up in subtle but deeply damaging ways.”
Unequal pay doesn’t just happen in corporate boardrooms — it happens in every industry. Often, the first warning signs can show up as someone being told their salary is based on “prior pay history,” being denied opportunities after asking questions or consistently earning less than coworkers in the same role. According to Mesidor, these patterns don’t just reflect bad management — they can signal illegal behavior.
Transparency, she adds, is one of the most powerful tools for fairness. When salary information stays secret, inequities thrive. But the more open workplaces are about pay ranges and expectations, the harder it becomes for employers to justify discrimination.
Luckily, New York State law gives employees strong protections. Under both federal and state equal pay laws, it’s illegal to pay men and women differently for substantially equal work or to discriminate based on race, gender, national origin or other protected categories. New York’s laws go even further, prohibiting retaliation against anyone who discusses or discloses wages.
If you suspect you’re being underpaid, the first step is to gather proof — not confrontation. Mesidor advises employees to start by documenting everything related to their role and compensation. Keep a detailed record and any applicable paperwork of your job responsibilities, performance reviews and any verifiable salary information, including job postings or internal pay ranges if you can access them. Even small details, like changes in workload or title without corresponding pay adjustments, can strengthen your understanding of the situation.
Before approaching your employer, it’s crucial to speak with an employment attorney who can help evaluate the facts objectively. An attorney can determine whether the pay gap is legal or discriminatory, guide you on how to raise concerns safely and ensure your rights are protected if retaliation occurs. As Mesidor notes, being informed and strategic from the start can make all the difference.
Taking legal action can feel intimidating, but it often leads to far-reaching change. Mesidor has seen organizations overhaul entire pay structures after one employee came forward. Lawsuits, she says, don’t just resolve individual cases — they can force companies to reevaluate how they pay, promote and value their workers.
“On an individual level, it can mean recovering lost wages or getting reinstated,” Mesidor says. “But on a systemic level, it forces organizations to examine and change their practices.”
The emotional impact can be heavy. Many clients come to Mesidor feeling betrayed and discouraged — yet what sustains them is the realization that their fight goes beyond themselves. “They’re fighting for everyone who deserves to be valued equally,” she explains.
At Mesidor PLLC, that fight starts with conversation. The firm offers consultations to help employees understand their rights, whether or not they ultimately pursue a claim. Sometimes, that clarity alone is empowering; other times, it’s the beginning of real accountability.
“You shouldn’t have to work twice as hard to earn half as much,” Mesidor says — a phrase that has become a guiding principle in her work. “No amount of overwork will fix systemic inequities. Only transparency, accountability and legal enforcement will.”
Equal pay isn’t a privilege — it’s your right. For more information or to schedule a consultation, visit https://www.marjoriemesidor.com/
