The Manager Divide—an underrepresentation of women in manager positions—significantly contributes to the gender wage gap.
· There is a pronounced dip in the percentage of women in the workforce between the ages of 25 and 40, the same age range in which women commonly have children
· The gender wage gap widens at age 32, starting with women earning 90% the wages of men, and decreasing to women earning 82% the wages of men by age 40
· Women are underrepresented in manager positions from age 32 onwards—the same age at which the wage gap between men and women broadens
· Manager wages are, on average, 2 times that of non-manager wages
· Having the same representation of women in manager positions as men would reduce the gender wage gap to 10% across all age groups— an improvement most notable for the age 32 and older population
[x_button shape=”square” size=”regular” float=”none” href=”http://www.visier.com/wp-content/uploads/2016/06/Visier-Insights-Report-Gender-Equity.pdf” title=”Visier Insights Report: Gender Equity & The Manager Divide” target=”blank” info=”none” info_place=”top” info_trigger=”hover”]Read and download the report[/x_button]
Source: Institute for Women’s Policy Research
“Women and men enter job training programs with similar goals in mind—they want to expand their skill set, increase their earnings, and support their families. However, there is a gender divide in the occupational areas for which women and men receive training, which contributes to to inequalities in men and women’s earnings. Women are more likely to receive training in managerial, technical, and professional occupations, as well as in service and sales and clerical occupations (Figure 1). Men, however, are much more likely than women to receive training in male-dominated occupations like construction and transportation, which tend to have higher earnings than female-dominated jobs. This gender segregation in training programs closely resembles patterns in the labor market as a whole, where women are 72.2percent of office and administrative support workers, while men are 96.5 percent of installation, maintenance, and repair workers, and more than 97 percent of all construction and extraction workers.”
“Gender segregation in job training programs has important implications for women’s long-term economic security. Data for adults who finished training programs funded by the Workforce Investment Act (WIA) between April 2013 and March 2014 show that while women were the majority of those who received intensive and training services (51 percent, Table II-10) and were, on average, in programs of longer duration than men (Table II-18), their average earnings after receiving WIA services were lower than men’s. In the fourth quarter after finishing adult programs, women who exited programs between July 2012 and June 2013 earned $5,296 compared with $7,188 for men (Table II-31). (Published data do not provide information on earnings prior to receiving WIA services and include all exiters, not just those with full-time earnings.)”
[x_button shape=”square” size=”regular” float=”none” href=”https://femchat-iwpr.org/2016/05/24/segregation-in-federally-funded-job-training-programs-contributes-to-the-gender-wage-gap/” title=”Segregation in Federally-Funded Job Training Programs Contributes to the Gender Wage Gap” target=”blank” info=”none” info_place=”top” info_trigger=”hover”]Read the full article[/x_button]
By Hye-Jin Kim and Rebecca Walker | May 11, 2016
“Vermont’s reputation for progressive and liberal politics may be undeserved, at least when it comes to labor-gender equality.
A recent report by “Change the Story,” a statewide initiative devoted to female economic empowerment, revealed that little has changed in Vermont for women workers since the passage of Title IX in 1972. Occupational segregation, or the uneven gender distribution across and within labor sectors, stubbornly persists.
“Women are clustered in the same occupations today as they were back in 1970,” Cary Brown, Executive Director of the Vermont Commission on Women informed VTDigger. “We still have ideas about what are appropriate jobs for women and what are appropriate jobs for men.”
These ‘female professions’ include office administration, food-service, teaching and nursing, according to the “Change the Story” report. Typical “male professions” include computers and math, engineering and law enforcement.
The College is no exception. As the largest employer in Addsion County, the College employs over 1,500 Vermonters in faculty and staff positions. The report illuminates the occupational segregation present among these employees and possible gender biases in hiring decisions.
The most recent report on the status of women faculty and staff dates back to 2008. It states that the “College on the Hill” perpetuates occupational segregation, corroborating findings from the 2016 “Change the Story” report.”
[x_button shape=”square” size=”regular” float=”none” href=”https://middleburycampus.com/article/gender-disparities-persist-in-vermont-stem-jobs/” title=”Vermont Woman: Changing the Economic Story for Vermont Women” target=”blank” info=”none” info_place=”top” info_trigger=”hover”]Read the full article[/x_button]
“The United States could add up to $4.3 trillion in annual GDP in 2025 if women attain full gender equality. In a new report, The power of parity: Advancing women’s equality in the United States, the McKinsey Global Institute (MGI) finds that every US state and city can add at least 5 percent to their GDP in that period by advancing the economic potential of women. Half of US states have the potential to add more than 10 percent, and the country’s 50 largest cities can increase GDP by 6 to 13 percent.
While the barriers hindering women from fully participating in the labor market make it unlikely that they will attain full gender equality within a decade, the report finds that in a best-in-class scenario—in which each US state matches the state with the fastest rate of improvement toward gender parity in work over the past decade—some $2.1 trillion of incremental GDP could be added in 2025. That is 10 percent higher than in a business-as-usual scenario.”
[x_button shape=”square” size=”regular” float=”none” href=”http://www.mckinsey.com/global-themes/employment-and-growth/The-power-of-parity-Advancing-womens-equality-in-the-United-States?cid=mckwomen-eml-alt-mgi-mck-oth-1604″ title=”The power of parity: Advancing women’s equality in the United States” target=”blank” info=”none” info_place=”top” info_trigger=”hover”]Read more and download the full report[/x_button]
“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]