Dec 29, 2015 | Confidence Gap, Corporate, Economic Security, Education, Entrepreneurs, Leadership, Media, Mentoring, Non-profit, Occupational Segregation, Political, Retirement, Role of Men, Salary & Compensation, STEM, Talent Management, Wage Gap, Women of Color/Visible Minorities, Work, Workplace Diversity
With its Gender Action Portal, the Women and Public Policy Program at Harvard Kennedy School provides scientific evidence—based on experiments in the field and in the laboratory—on the impact of policies, strategies and organizational practices aimed at closing gender gaps in the areas of economic opportunity, politics, health, and education to help translate research into action and take successful interventions to scale.
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Dec 29, 2015 | Confidence Gap, Corporate, Economic Security, Education, Entrepreneurs, Leadership, Media, Mentoring, Non-profit, Occupational Segregation, Political, Retirement, Role of Men, Salary & Compensation, STEM, Talent Management, Wage Gap, Women of Color/Visible Minorities, Work, Workplace Diversity
The Program is a research, policy and training center affiliated with the Harvard Kennedy School of Government that seeks to close gender gaps in economic opportunity, political participation, and health and education. It provides evidence-based insights on the role of gender in shaping economic, political and social opportunities, and identifies successful interventions and measures their impact on women, men, and society.
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Dec 29, 2015 | Non-profit, Talent Management
Project Implicit is a non-profit organization and international collaboration between researchers who are interested in implicit social cognition – thoughts and feelings outside of conscious awareness and control. The goal of the organization is to educate the public about hidden biases and to provide a “virtual laboratory” for collecting data on the Internet.
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Dec 16, 2015 | Corporate, Economic Security, Education, Entrepreneurs, Leadership, Mentoring, Non-profit, Occupational Segregation, Political, State Initiatives, STEM, Talent Management, Wage Gap, Women of Color/Visible Minorities, Work, Workplace Diversity
By signing the Compact, employers commit to accomplishing the following three goals:
GOAL 1: Understand the Root Causes of the Wage Gap
Employers commit to understanding the gender wage gap and the underlying causes that contribute to the gap.
Examples of Potential Measures by Employer:
– Management review of the Council’s “Closing the Wage Gap” report
– Employee access to the Council’s report and the Compact
– Analysis of internal employment practices and data
– Visible Management and Leadership engagement on the issue of wage equality, including attending conferences and/or meetings on the topic
– Dedicated time/staff resources
GOAL 2: Close the Gap
Employers commit to reviewing the evidence-based interventions in the Council’s report, conducting a self-assessment of any interventions they have already implemented internally, and implementing or undertaking to improve three interventions tailored to their workplace.
Examples of Potential Measures by Employer:
– Assessment of Current State
– Enhancements to Existing Interventions
– Introduction of New Implemented Interventions
GOAL 3: Evaluate Success
– Employers commit to participating in a biennial review to discuss successes and challenges, as well as contributing data to a report compiled by a third party on the Compact’s success to date.
– Employer-level data will not be identified in the report. The specific data to be reported will build on data already required by federal and state authorities and should not create an additional reporting burden.
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