Apple Inc. finds itself embroiled in a legal battle as two female employees have filed a proposed class-action lawsuit accusing the tech giant of paying women less than men for similar roles. Filed in a San Francisco state court, the lawsuit targets Apple’s hiring and compensation practices, adding to a growing wave of litigation against major corporations alleging gender and racial pay inequities.
The Lawsuit Details
The lawsuit seeks to represent approximately 12,000 women who have worked at Apple since 2020 across various departments. Plaintiffs argue that Apple’s practices violate California laws on equal pay, employment, and unfair business practices, which limit claims to a four-year period. Central to their claims are allegations that Apple’s compensation policies perpetuate gender discrimination, despite the company’s assertions of achieving gender pay equity since 2017.
Apple’s Response and History
An Apple spokesman countered the allegations, stating that the company uses an independent third-party expert to regularly review employees’ total compensation and makes adjustments as necessary to maintain gender pay equity. However, the lawsuit challenges this assertion, citing historical practices where Apple allegedly used prior salary histories to set compensation before California banned such practices in 2018.
Legal Precedents and Context
Similar cases against tech giants like Google and Oracle have set legal precedents in recent years. Google settled for $118 million in 2022, covering 15,500 women, while Oracle settled for $25 million earlier in 2024, affecting 4,000 female workers. These settlements did not require admissions of wrongdoing but highlighted widespread concerns over pay disparities based on gender and race in the tech industry.
Impact and Implications
The lawsuit against Apple underscores broader societal and legal scrutiny of corporate pay practices, especially within the tech sector known for its gender imbalance. Plaintiffs argue that practices such as asking about pay expectations instead of prior salaries may indirectly perpetuate existing pay gaps, citing historical trends where women’s salaries have historically lagged behind those of men.
James Finberg, one of the lead attorneys representing the plaintiffs, emphasized that if women are paid less, it cannot be justified by their willingness to accept lower compensation, particularly when it perpetuates systemic inequality.
The Path Forward
As the case progresses, it poses significant implications for Apple’s reputation and internal policies regarding gender equity and fair compensation practices. The outcome could influence how other tech companies approach pay equity and transparency, potentially leading to reforms in hiring and compensation practices across the industry.
For now, Apple faces mounting legal challenges amidst its efforts to navigate regulatory scrutiny and public perception on issues of workplace diversity and equality. As stakeholders await developments in this case, the spotlight remains firmly on Apple and its commitment—or lack thereof—to addressing gender pay disparities in a meaningful and sustainable manner.