Dec 29, 2015 | Education, Leadership, STEM, Talent Management, Work
Venture capital remains the fuel that powers the technology industry, but it also suffers from the same gender equality problems. The one place that women have not achieved the power they should is anything with leverage of money.
[x_button shape=”square” size=”regular” float=”none” href=”http://www.techrepublic.com/article/how-venture-capital-must-change-gender-equality-as-a-business-opportunity/” title=”How venture capital must change: Gender equality as a business opportunity” target=”blank” info=”none” info_place=”top” info_trigger=”hover”]Read the full article[/x_button]
Dec 29, 2015 | Education, Occupational Segregation, STEM
The stereotype that women lack natural “brilliance” could explain their underrepresentation in academia, according to new research based at Princeton University.
[x_button shape=”square” size=”regular” float=”none” href=”http://fortune.com/2014/08/26/performance-review-gender-bias/” title=”Women seen as lacking natural ‘brilliance’ may explain underrepresentation in academia” target=”blank” info=”none” info_place=”top” info_trigger=”hover”]Read the full article[/x_button]
Dec 29, 2015 | Education, STEM, Talent Management, Work
The odds are against women in hiring situations in science.
[x_button shape=”square” size=”regular” float=”none” href=”http://www.pnas.org/content/111/12/4403.full.pdf” title=”How stereotypes impair women’s careers in science” target=”blank” info=”none” info_place=”top” info_trigger=”hover”]Read the full article[/x_button]
Dec 29, 2015 | Education, STEM, Talent Management, Work
Bias both inside and outside research communities may influence women’s and men’s careers in science and technology. This article explores forms of bias and barriers.
[x_button shape=”square” size=”regular” float=”none” href=”http://genderedinnovations.stanford.edu/institutions/bias.html” title=”Subtle Gender Bias and Institutional Barriers” target=”blank” info=”none” info_place=”top” info_trigger=”hover”]Read the full article[/x_button]
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.
[x_button shape=”square” size=”regular” float=”none” href=”http://www.cityofboston.gov/women/workforce/compact.asp” title=”100% Talent: The Boston Women’s Compact” target=”blank” info=”none” info_place=”top” info_trigger=”hover”]Read the full article[/x_button]
Nov 5, 2015 | Education, STEM, Work
…the “rat race” in science is skewed in favor of pushy, aggressive people — most of whom…happen to be men.
[x_button shape=”square” size=”regular” float=”none” href=”http://www.washingtonpost.com/wp-dyn/content/article/2006/07/12/AR2006071201883.html” title=”Male Scientist Writes of Life as Female Scientist” target=”blank” info=”none” info_place=”top” info_trigger=”hover”]Read the full article[/x_button]
