Apr 7, 2016 | Corporate, Economic Security, Leadership, Occupational Segregation, Talent Management, Wage Gap, Work, Workplace Diversity
“Women are not new to leadership; think of Cleopatra or Queen Elizabeth. Think of the women who led the civil rights and education reform movements. But women are still outnumbered by men in the most prestigious positions, from Capitol Hill to the board room. Barriers and Bias: The Status of Women in Leadership examines the causes of women’s underrepresentation in leadership roles in business, politics, and education and suggests what we can do to change the status quo.”
Download the 2 page PDF infographic.
[x_button shape=”square” size=”regular” float=”none” href=”http://www.aauw.org/research/barriers-and-bias/” title=”Barriers and Bias: The Status of Women in Leadership ” target=”blank” info=”none” info_place=”top” info_trigger=”hover”]Learn more[/x_button]
Mar 29, 2016 | Economic Security, Vermont, Work
“I love working — solving problems, thinking creatively, collaborating with other adults. I even like meetings. So until recently, I never thought I’d voluntarily quit my job.
My husband and I both worked full time at nonprofits, which meant we didn’t make a ton of money. But we had enough income to meet our needs and sock some away. We had insurance through my husband’s employer, and though premiums were expensive and the deductible was high, it still beat paying out of pocket.
Then we had a baby. When we crunched the numbers, some big gaps appeared in our budget. Namely, health insurance; adding a kid to our plan was shockingly expensive — $450 more each month just for the premiums. Another blow: We’d have to pay for childcare. The combined cost of keeping us insured and our child cared for almost matched my salary.”
~ Katie Titterton
[x_button shape=”square” size=”regular” float=”none” href=”http://www.kidsvt.com/vermont/tough-choices-vermont-parents-are-opting-out-of-work-to-retain-their-benefits/Content?oid=2189660″ title=”Tough Choices: Vermont Parents are Opting out of Work to Retain Their Benefits” target=”blank” info=”none” info_place=”top” info_trigger=”hover”]Read the Article[/x_button]
Mar 24, 2016 | Economic Security, Occupational Segregation, Work
“The labor of caregivers—often invisible and undervalued—is crucial for economic growth and gender equality.”
“Whether it’s childcare, elder care, or self-care, caregiving plays a central role in keeping America’s economy going. As baby boomers continue to age and Millennials continue to become parents, America’s care needs are only increasing. In fact, caregiving is projected to be the largest occupation in the U.S. by 2020, with care-sector jobs growing five times faster than other large job sectors. Sixty percent of families do not have a stay-at-home parent, and almost 70 percent of mothers and over 90 percent of fathers are in the workforce.”
[x_button shape=”square” size=”regular” float=”none” href=”http://www.theatlantic.com/business/archive/2016/03/unpaid-caregivers/474894/” title=”The Work That Makes Work Possible” target=”blank” info=”none” info_place=”top” info_trigger=”hover”]Read the full article.[/x_button]
Mar 18, 2016 | Economic Security, Occupational Segregation, Salary & Compensation, STEM, Work, Workplace Diversity
“A new study from researchers at Cornell University found that the difference between the occupations and industries in which men and women work has recently become the single largest cause of the gender pay gap, accounting for more than half of it. In fact, another study shows, when women enter fields in greater numbers, pay declines — for the very same jobs that more men were doing before.”
“Once women start doing a job, “It just doesn’t look like it’s as important to the bottom line or requires as much skill,” said Paula England, a sociology professor at New York University. “Gender bias sneaks into those decisions.”
[x_button shape=”square” size=”regular” float=”none” href=”http://www.nytimes.com/2016/03/20/upshot/as-women-take-over-a-male-dominated-field-the-pay-drops.html?emc=eta1&_r=1″ title=”As Women Take Over a Male-Dominated Field, the Pay Drops” target=”blank” info=”none” info_place=”top” info_trigger=”hover”]Read the full article.[/x_button]
Feb 21, 2016 | Corporate, Economic Security, Education, Mentoring, Occupational Segregation, STEM, Talent Management, Work, Workplace Diversity
“Solving the Equation: The Variables for Women’s Success in Engineering and Computing asks why there are still so few women in the critical fields of engineering and computing — and explains what we can do to make these fields open to and desirable for all employees.”
Click here for the webinar.
[x_button shape=”square” size=”regular” float=”none” href=”http://www.aauw.org/research/solving-the-equation/” title=”Solving the Equation: The Variables for Women’s Success in Engineering and Computing” target=”blank” info=”none” info_place=”top” info_trigger=”hover”]Check out the full report.[/x_button]
Feb 8, 2016 | Corporate, Economic Security, Education, Leadership, Mentoring, Occupational Segregation, Political, Salary & Compensation, Talent Management, Wage Gap, Work, Workplace Diversity
“The Women’s Empowerment Principles are a set of Principles for business offering guidance on how to empower women in the workplace, marketplace and community. They are the result of a collaboration between the United Nations Entity for Gender Equality and the Empowerment of Women (UN Women) and the United Nations Global Compact and are adapted from the Calvert Women’s Principles®. The development of the Women’s Empowerment Principles included an international multi-stakeholder consultation process, which began in March 2009 and culminated in their launch on International Women’s Day in March 2010.
Subtitled Equality Means Business, the Principles emphasize the business case for corporate action to promote gender equality and women’s empowerment and are informed by real-life business practices and input gathered from across the globe. The Women’s Empowerment Principles seek to point the way to best practice by elaborating the gender dimension of corporate responsibility, the UN Global Compact, and business’ role in sustainable development. As well as being a useful guide for business, the Principles seek to inform other stakeholders, including governments, in their engagement with business.
- Principle 1: Establish high-level corporate leadership for gender equality
- Principle 2: Treat all women and men fairly at work – respect and support human rights and nondiscrimination
- Principle 3: Ensure the health, safety and well-being of all women and men workers
- Principle 4: Promote education, training and professional development for women
- Principle 5: Implement enterprise development, supply chain and marketing practices that empower women
- Principle 6: Promote equality through community initiatives and advocacy
- Principle 7: Measure and publicly report on progress to achieve gender equality“
[x_button shape=”square” size=”regular” float=”none” href=”http://weprinciples.org/Site/PrincipleOverview/” title=”Women’s Empowerment Principles” target=”blank” info=”none” info_place=”top” info_trigger=”hover”]Check out the full site.[/x_button]
