“The Closing the Women’s Wealth Gap Initiative is a national forum where advocates, organizers, researchers, practitioners, and funders are coming together to close the gap by building wealth for low-income women and women of color.”
[x_button shape=”square” size=”regular” float=”none” href=”http://womenswealthgap.org/” title=”Learn about Women’s Wealth Gap.org” target=”blank” info=”none” info_place=”top” info_trigger=”hover”]Learn about Women’s Wealth Gap.org[/x_button]
“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]
“What is the main reason women in their early thirties are leaving your company?
Organizational leaders report that women are leaving primarily because of flexibility needs and family demands. Women in their thirties disagree.
A recent global ICEDR study revealed that leaders believe that the majority of women around the age of 30 leave because they are struggling to balance work and life or planning to have children, whereas men leave because of compensation. However, according to women themselves (and in sharp contrast to the perceptions of their leaders), the primary factor influencing their decision to leave their organizations is pay. In fact, women are actually more likely to leave because of compensation than men.”
[x_button shape=”square” size=”regular” float=”none” href=”https://hbr.org/2016/03/why-so-many-thirtysomething-women-are-leaving-your-company” title=”Why So Many Thirtysomething Women Are Leaving Your Company” target=”blank” info=”none” info_place=”top” info_trigger=”hover”]Read the full article.[/x_button]
“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.
“To better understand the causes and remedies for this gap, scholars have examined the role of workplace competition and its effect on female employment, as well as how long days and “overwork” could affect wages. Yet the precise causes of the gap are complicated, and it can be difficult to keep up with the nuanced research history (see the Gender Action Portal, from the Women and Public Policy Program at Harvard Kennedy School), even as progress slowly moves forward. In 2009, President Obama signed the Lilly Ledbetter Fair Pay Restoration Act, which removed the statute of limitations for persons filing pay discrimination claims with the U.S. Equal Employment Opportunity Commission (EEOC).”
– See more at: http://journalistsresource.org/studies/society/gender-society/equal-pay-gender-wage-gaps-moving-goalposts-research-review#sthash.LviH5KQ5.dpuf
[x_button shape=”square” size=”regular” float=”none” href=”http://journalistsresource.org/studies/society/gender-society/equal-pay-gender-wage-gaps-moving-goalposts-research-review” title=”Equal pay, gender wage gaps and “constantly moving goalposts”: Review of 40 years of research ” target=”blank” info=”none” info_place=”top” info_trigger=”hover”]Read the full article.[/x_button]
According to our status report: In VT, median annual income for women working FT is $37K – $7K less than men. This translates into a wage gap of 16% – or 16 cents on every dollar earned by a man.
“The gap cannot be entirely explained by anything economists can measure — workers’ education and experience, the jobs they choose, the hours they work or the time they take off. That leaves other factors that are hard to quantify, like discrimination or women’s perception of the choices available to them.
So what might work to close the gap? Social scientists and policy makers have some ideas, as do companies that have been trying to combat the problem in their work force.”
[x_button shape=”square” size=”regular” float=”none” href=”http://www.nytimes.com/2016/01/17/upshot/how-to-bridge-that-stubborn-pay-gap.html” title=”How to Bridge That Stubborn Pay Gap” target=”blank” info=”none” info_place=”top” info_trigger=”hover”]Read the full article.[/x_button]