Illinois Highlights Pay Equity Progress Through Data Reporting

University and state labor department analyze employer data to identify wage gaps and guide policy.

Published on Feb. 26, 2026

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The Illinois Department of Labor and the University of Illinois Urbana-Champaign held a discussion on the status of pay equity in Illinois, highlighting data collected under the Illinois Equal Pay Act. The analysis found narrower gender and racial wage gaps among large firms after controlling for factors like job title and experience, with disparities concentrated in lower-wage positions. Officials said the state's pay transparency policies have been effective, and the granular data has provided a foundation for meaningful action to improve pay practices.

Why it matters

Pay equity is a critical issue, and Illinois' approach to data collection and analysis serves as a model for other states looking to address gender and racial wage gaps. The findings highlight areas where enforcement and policy focus is most needed, and demonstrate how transparency and collaboration between government and academia can drive progress.

The details

Since 2022, Illinois has required large employers with 100 or more employees to submit detailed pay data to the state, including demographic information. Researchers analyzed this data and found that after controlling for factors like job title and experience, gender pay gaps averaged 6-8% and racial disparities were around 15%. The data showed disparities were concentrated in lower-wage positions, particularly craft workers, while higher-earning roles reached near parity.

  • In 2022, Illinois began requiring large employers to submit detailed pay data.
  • On January 1, 2025, Illinois employers with 15 or more employees were required to post pay and benefits information in job postings.

The players

Illinois Department of Labor

The state agency responsible for enforcing the Illinois Equal Pay Act and collecting employer pay data.

University of Illinois Urbana-Champaign

The public research university that collaborated with the state labor department to analyze the pay equity data.

Stephanie Fortado

A representative speaking on behalf of Dr. Robert Bruno, one of the lead researchers on the project.

Dr. Tingting Zhang

A University of Illinois researcher who analyzed the pay equity data.

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What they’re saying

“This approach allows the Department to truly assess equity and understand where gaps persist. It's a foundation not just for assessment but for meaningful action.”

— Stephanie Fortado, Representative for Dr. Robert Bruno (Chambana Today)

“The data showed that disparities were concentrated among lower-wage positions, particularly craft workers. Higher-earning positions reached near parity, but we now have a clearer picture of where enforcement and policy focus is most needed.”

— Dr. Tingting Zhang, University of Illinois Researcher (Chambana Today)

“The collaboration between the Department of Labor and the University has been invaluable. It has provided rigorous analysis and practical guidance to improve pay practices across the state.”

— Stephanie Fortado, Representative for Dr. Robert Bruno (Chambana Today)

“The results show that focused legislation, combined with detailed data analysis, can make a real difference. We now have evidence to guide policy decisions, enforcement priorities, and future research to continue improving pay equity in Illinois.”

— Dr. Tingting Zhang, University of Illinois Researcher (Chambana Today)

What’s next

Officials said the data also highlighted the effectiveness of Illinois' recent policies aimed at increasing pay transparency, and they noted that while some gaps remain, particularly in lower-wage and craft positions, Illinois has made measurable progress in narrowing gender and racial disparities.

The takeaway

Illinois' approach to pay equity data collection and analysis serves as a model for other states looking to address gender and racial wage gaps. The granular data has provided a foundation for meaningful action, guiding policy decisions, enforcement priorities, and future research to continue improving pay equity.