In a decisive move, Harris County has taken a step toward addressing pay inequities among its workforce, especially for women and workers of color.
Commissioner Rodney Ellis said these are the employees who “ take the early bus to work and sometimes work two jobs to support their families, yet have been paid less for doing the same work as their counterparts.”
In the Harris County government, Hispanic women remain the lowest-paid workers, and Black and Hispanic women make a median salary that is 29% less than that of white men.
“That is unacceptable anywhere and especially indefensible in a county as prosperous as ours,” Ellis said. “This injustice is particularly troubling at a time when deep rollbacks to federal programs, state caps on local revenue, and budget cuts to vital Harris County services have deepened community need to unprecedented levels. And while state and federal minimum wages remain stagnant, even as income and wealth inequality widens, Harris County is choosing progress.”
After an external audit uncovered striking gender-and race-based wage gaps, the county’s leadership approved a reform agenda aimed at recalibrating how jobs are classified and how pay is benchmarked or compensation decisions are made.
What the report says
A recent report, commissioned by the county and conducted by Gallagher Benefit consultant, found that within Harris County employment, median salaries for Hispanic and Black women were approximately $59,000, compared with $76,000 for white men, representing a 29% difference.
The plan will increase salaries for employees earning less than $75,000, totaling up to $47 million.
The audit also noted that the county lacked a uniform salary structure for its civilian employees, which contributed to inconsistent pay practices across departments.
Harris County’s initiative, publicly branded as the “Compensation & Pay Equity Project,” has three central pillars:
- Job classification standardization: The county plans to streamline disparate job titles and pay grades to ensure similar work receives consistent classification.
- Pay equity review: Assessing and addressing pay disparities across departments and aligning with state and federal regulations to prevent future inequities.
- Market competitiveness: This involves analyzing the county’s compensation in relation to that of other labor markets, such as regional and national markets, as well as peer organizations, to remain competitive and attract top talent.
Commissioners court approval
The Commissioners Court approved the motion to adopt the audit’s recommendations, directing all county departments to produce an implementation roadmap by December and initiate changes in February 2026 for the fiscal year 2026. The implementation cost is estimated at approximately $48 million for the first year and $73 million annually.
While all commissioners, barring Tom Ramsey, supported the plan, County Judge Lina Hidalgo was absent.
“This was only phase one,” Ramsey said. “The next phase is going to be over $30 million. I say we stop now. We slow this down.”
In March of this year, the county implemented a living wage policy of $20 per hour for county employees and $21.65 per hour for workers on county contracts.
“By enacting our county’s first pay equity plan and job classifications with defined salary scales, we reflect our values, honor essential public servants, and set a new standard for wage justice in our government,” Ellis said.
