Boxlight Settles EEOC Charge Alleging Female Manager Was Intentionally Paid Less Than Male Managers

TACOMA, Wash. – Boxlight Inc., an education technology company headquartered in Duluth, Georgia, agreed to provide injunctive and other relief to a female manager following a pay discrimination investigation conducted by the U.S. Equal Employment Opportunity Commission (EEOC), the federal agency announced today.

In her charge, the complainant alleged that over a period of several years, she was paid less than her male counterparts despite having duties requiring substantially equal skill, effort, responsibility and working conditions. The EEOC’s investigation confirmed that for at least three years, not only was the complainant paid less for the same work, but that Boxlight knew and allowed the discrimination to continue. The alleged conduct is a willful violation of the Equal Pay Act of 1963 (EPA) and an intentional violation of Title VII of the Civil Rights Act of 1964, both of which prohibit pay discrimination based on sex.

Following the investigation, the pre-litigation conciliation process resulted in a settlement to include policy revisions. The policy revisions are intended to improve reporting processes for discrimination and unfair compensation practices, and the company will provide separate trainings for managers and employees designed to prevent future discrimination by enhancing accountability and oversight. Boxlight also agreed to have a neutral third-party auditor conduct a compensation analysis, make appropriate policy revisions, and resolve any further unlawful pay discrepancies.

Individuals subjected to unequal wages based on their sex may be entitled to relief under both Title VII and the EPA, including an appropriate increase in salary; full back pay covering the unlawful difference in wages; attorneys’ fees and other out-of-pocket expenses; and compensatory damages.

“Enough is enough,” said Elizabeth M. Cannon, director of EEOC’s Seattle Field Office. “The average woman today is still earning roughly 15% less than her male counterparts for performing the same work – and for women of color, the pay gap is significantly worse. Fighting unequal pay practices is a top priority for the EEOC, but we cannot do this work without courageous individuals like this complainant coming forward. We appreciate that Boxlight came to the table and agreed to resolve this charge through the conciliation process.”

According to its website, Boxlight, Inc. is a leading provider of interactive technology, digital signage, and software solutions for the global learning market.

For more information on equal pay and compensation discrimination, please visit https://www.eeoc.gov/equal-paycompensation-discrimination.

The EEOC’s Seattle Field Office has jurisdiction over employers located in Washington, Idaho, Oregon, Alaska and Montana.

The EEOC prevents and remedies unlawful employment discrimination and advances equal opportunity for all. More information is available at www.eeoc.gov. Stay connected with the latest EEOC news by subscribing to our email updates.