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.
[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]
Feb 4, 2016 | Economic Security, Education, Leadership, Mentoring, Occupational Segregation, Political, State Initiatives, STEM, Talent Management, Vermont, Wage Gap, Work, Workplace Diversity
“At a recent press conference, Vermont Tech announced their initiative to tackle workforce development, economic development and gender equity by significantly increasing participation rates among women in several historically male-dominated fields. The college has set new annual female enrollment growth targets in civil and environmental engineering technology, computer information technology, computer software engineering, construction management, and mechanical engineering technology. The enrollment targets project annual growth of nearly 40%, each year for the next three years starting in the fall of 2016. By the end of the project term, Vermont Tech should realize an increase of female participation in these programs from 10% to 24%. The momentum of such growth and lessons learned from the activities of the project’s years should yield even greater participation rates beyond 2018.”
[x_button shape=”square” size=”regular” float=”none” href=”http://www.vtc.edu/news/vermont-tech-announces-enrollment-targets-gender-equity-initiative” title=”Vermont Tech Announces Enrollment Targets For Gender Equity Initiative” target=”blank” info=”none” info_place=”top” info_trigger=”hover”]Read the full article.[/x_button]
Feb 3, 2016 | CTS in the news, Education, Mentoring, Occupational Segregation, Political, State Initiatives, STEM, Talent Management, Vermont, Wage Gap, Work, Workplace Diversity
“At a recent press conference, Vermont Tech announced their initiative to tackle workforce development, economic development and gender equity by significantly increasing participation rates among women in several historically male-dominated fields. The college has set new annual female enrollment growth targets in civil and environmental engineering technology, computer information technology, computer software engineering, construction management, and mechanical engineering technology. The enrollment targets project annual growth of nearly 40%, each year for the next three years starting in the fall of 2016. By the end of the project term, Vermont Tech should realize an increase of female participation in these programs from 10% to 24%. The momentum of such growth and lessons learned from the activities of the project’s years should yield even greater participation rates beyond 2018.”
[x_button shape=”square” size=”regular” float=”none” href=”http://www.vtc.edu/news/vermont-tech-announces-enrollment-targets-gender-equity-initiative” title=”Vermont Tech Announces Enrollment Targets For Gender Equity Initiative” target=”blank” info=”none” info_place=”top” info_trigger=”hover”]Read the full article.[/x_button]
Feb 1, 2016 | Corporate, Economic Security, Leadership, Mentoring, Occupational Segregation, Political, Talent Management, Wage Gap, Work, Workplace Diversity
“Both men and women score similarly in their ability to drive business, but fewer women are rising beyond lower management.”
“Their findings show that the ratio of men to women chosen to complete these assessments was weighted in favor of male participants. According to the report’s authors, because these assessments represent investment, they are a reliable indicator of gender diversity among high-potential leaders.”
“DDI’s research adds to those findings indicating that the reason there aren’t more women in high-level leadership is not rooted in lower competence. In fact, analyzing the differences between men and women on business drivers showed that there were no statistically significant differences, and neither gender got extremely high scores.”
[x_button shape=”square” size=”regular” float=”none” href=”http://www.fastcompany.com/3056111/strong-female-lead/why-isnt-equality-in-leadership-skills-changing-the-numbers-of-female-lea” title=”Why Isn’t Equality in Leadership Skills Changing the Number of Female Leaders? ” target=”blank” info=”none” info_place=”top” info_trigger=”hover”]Read the full article.[/x_button]
Jan 26, 2016 | Corporate, Economic Security, Leadership, Occupational Segregation, Political, Salary & Compensation, Talent Management, Wage Gap, Work, Workplace Diversity
“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]
Jan 18, 2016 | Confidence Gap, Corporate, Economic Security, Occupational Segregation, Political, Salary & Compensation, Talent Management, Wage Gap, Work, Workplace Diversity
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]
