What Can Jennifer Lawrence Teach HR Leaders About Pay Equity

When actress Jennifer Lawrence found out her male co-stars were earning more than her, she famously called out Hollywood for its lack of pay equity for actresses. Many discounted her points because she was still very highly paid, despite the fact that she was headlining hugely successful movies while getting paid less than her male co-stars.

But somewhat surprisingly, Lawrence didn’t respond with anger and blame directed toward Hollywood. Instead, she ultimately blamed herself for not effectively negotiating. So how does Lawrence’s situation and her reaction to it serve to educate HR Leaders about addressing pay equity?

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3 thoughts on “What Can Jennifer Lawrence Teach HR Leaders About Pay Equity

  1. Jennifer Lawrence evaded the real problem: her agent.

    It’s her agent’s job to negotiate her pay. She is the artist and she pays someone else to be bad cop.

    However, I suspect the problem is more systemic than simply poor representation. She probably has an agent at one of the leading agencies, and the agent may be sacrificing her pay to negotiate higher pay for a man he represents.


  2. This article emphasizes the fact that women are not considered equally as worthy of a salary for the same job as a man. Salary should be offered based on skills not gender. The performance determines the pay.

  3. What can HR leaders learn from Jennifer Lawrence’s reaction? That women still blame themselves for pay inequities, even though studies have shown that — when both genders request higher pay — men’s requests are more likely to be granted than women’s, even when correcting for all other variables.

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