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Biennial Report 2021 - 2022

Cover of the 2021-2022 Biennial Report, including a photo of a group of smiling women & the following text: "2021-2022 Washington State Women's Commission Biennial Report". The Women's Commission logo is in the bottom left.

The Washington State Women's Commission was established to gather data and make policy recommendations regarding issues pertaining to women in Washington, including matters of health, safety, economic security & opportunity, and intersectional equity. 

This biennial report provides a review of the Commission's work in the past two years (2021-2022). The report serves to:

  1. Introduce the staff and commissioners;
  2. Outline the critical issues that women in the state of Washington face;
  3. Summarize the priorities and past work of each of the Commission subcommittees, in partnership with businesses, professionals, and community organizations across Washington state; and
  4. Present policy recommendations to the Legislature and the Governor's Office. 



Read and download the 2021-2022 Washington State Women's Commission Biennial Report here.




Works Cited (by Infographic):



Economic Security & Opportunity

  • At the current rate of progress, the gender wage gap will close in Washington State in 2070.
  • According to a 2018 study by the Institute for Women’s Policy Research, Black and Latina women in the U.S. earn less than their White counterparts but are more likely to be the primary wage earner in their family.
  • In Washington State it is estimated that over 300,000 families with children aged birth through give need childcare. As of March of 2021, only 34% of those children are enrolled in licensed childcare or preschool.
  • 1 in 10 U.S. households were food insecure at some time during 2021.
  • Food stamp use in Washington State grew 12% during the pandemic, with a majority of those participants being women and children.
  • Due to the Motherhood Penalty, mothers make 73 cents for every dollar paid to fathers.
  • Women are the sole or primary breadwinner in 41% of American households with children.
  • A study by Census Bureau researchers found that between two years after, the earnings gap between opposite-sex spouses doubles.
  • Data shows that several factors lead to the Motherhood Penalty phenomenon, including:
    • Hiring managers are less likely to hire mothers compared to women who don’t have children, and when employers do make an offer to a mother, they may offer her a lower salary than they do to other women.
    • Women are more likely than men to take time away from the workforce or to reduce their work hours because of caregiving responsibilities.
    • Many employers don’t offer necessary benefits such as paid parental leave, caregiving leave or flexible work schedules that could make it easier for working spouses to share domestic responsibilities and to blend their work and family life.
    • The unreasonably high cost of childcare pushes many women out of the workforce, particularly low-wage women whose earnings would barely offset the bill for day care of a babysitter.
    • Source:The Motherhood Penalty”, AAUW, 2021