Ms Bacik recently launched a Gender Pay Gap Information Bill in the Seanad which she says is "part of the new momentum" seeking to end discrimination between men and women in the workplace.
The London-based Fawcett Society said women in Britain earn an average of 14 percent less than male counterparts, citing government data, a rate that has been unchanged for the past three years.
"At a time when we are breaking the taboo of talking about sexual harassment in the workplace we need to wake up to the fact that a culture which tolerates or even fosters sexual harassment isn't going to pay women properly either, and we know that younger women are particularly likely to experience harassment".
On the other hand, UK's leader of the Women's Equality Party Sophie Walker described the importance of equal pay and said that the gender pay gap usually triggers sexual harassment, including scandals in the entertainment industry as well as in politics.
Women in their 20s are earning less than men, and the gap is getting wider, according to figures released today.
The group said the gap expanded to 26 percent for women of Pakistani and Bangladeshi origin and to 24 percent for women of African origin.
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When this is measured across a calendar year, it means Equal Pay Day is the day where women effectively stop being paid a salary, relative to men.
The society says the pay of younger women in particular is falling behind that of men, claiming the drive to equalise pay is going backwards and will now take 100 years to close. The gender pay gap now stands at 14.1%, that's the same as it was in 2015 and 2016. While Wales (8.3%) and Scotland (11.1%) fall below the United Kingdom average, London has the largest gap at 20.7%.
This year, the gender pay gap has been front and centre of everyone's minds, particularly in the wake of the revelation that numerous BBC's woman presenters were paid less than their male colleagues. It is lowest in Wales, at 8.3%, and the North East, at 10.2%. "A growing number of women are trapped in the lowest paid work".
"Employers with 250 staff or more need to review their pay systems and publish their gender pay gaps, with a clear action plan in place to close it". I'm pleased that some of our top companies are leading the way and have already reported.
With all the intelligence we have in the world, the gender pay gap is a solvable - and should be a solved - problem. By shining a light on where there are gaps, they can take action to address it.
The Fawcett Society also suggest mandatory gender pay reporting for larger employers, equal parental leave, and encuraging businesses to audit the nature as well as the pay of their work, to "make sure men and women are paid equal pay for work of equal value".