Today is Women’s Equal Pay Day in the U.S., which signifies how far into the year women must work to be paid what men were paid last year. Women working full time in the U.S. are paid just 83 cents to every dollar earned by white, non-Hispanic men — and for women of color, intersectional discrimination contributes to significantly wider wage gaps.

Lyft is committed to pay equity — meaning we believe that team members performing substantially similar work should be paid without regard to race or gender, and we conduct an annual pay equity audit to hold ourselves accountable. This audit involves working with third-party experts to conduct statistical tests on team members’ annual salary, equity awards, and total compensation at hire, to identify and correct any statistically significant pay differences between team members of different racial or gender groups in the same band, zone, level, and job family.

In October 2022, we concluded our sixth annual pay equity audit, in which we analyzed the annual salary, equity awards, and total compensation at hire for 3,532 team members. We are proud to share that in 2022, zero statistically significant pay differences were found between different gender or racial groups that could not be explained by legitimate business factors like performance, experience, or location.

Of course, there is still work to be done to address wage inequity beyond Lyft. Because the gender and racial pay gap is influenced by a variety of factors (discriminatory hiring and pay practices, choice of occupation, family leave and childcare policies, etc.), there is no single solution. Narrowing the gender and racial pay gaps requires continuous advocacy and investment by employers and lawmakers in every sector, at every level, and at every stage of the employee life cycle — work that Lyft will continue to champion.