Apr 5, 2016 | CTS in the news, Political, Vermont, Wage Gap, Work
What is Equal Pay Day?
Throughout the U.S., women’s organizations observe Equal Pay Day each April, symbolizing how far into the new year the average American woman would have to work to earn what the average American man did in the previous year, due to the gender wage gap.
In Vermont, median annual income for women working FT year-round is $37,000.
That’s $7,000 less than the median annual salary earned by men. This translates to a 16% wage gap in Vermont.
At 10:00 a.m. the Vermont House of Representatives will be called to order and soon after a resolution honoring Equal Pay Day will be read. At 11:00 a.m. the Governor will sign an Equal Pay Day proclamation in his ceremonial office.
All are welcome to join us!
[x_button shape=”square” size=”regular” float=”none” href=”http://www.pbs.org/newshour/rundown/equal-pay-day-start/” title=”April 12th is Equal Pay Day” target=”blank” info=”none” info_place=”top” info_trigger=”hover”]Read the history of Equal Pay Day[/x_button]
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.
- Principle 1: Establish high-level corporate leadership for gender equality
- Principle 2: Treat all women and men fairly at work – respect and support human rights and nondiscrimination
- Principle 3: Ensure the health, safety and well-being of all women and men workers
- Principle 4: Promote education, training and professional development for women
- Principle 5: Implement enterprise development, supply chain and marketing practices that empower women
- Principle 6: Promote equality through community initiatives and advocacy
- Principle 7: Measure and publicly report on progress to achieve gender equality“
[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 29, 2016 | CTS in the news, Vermont, Wage Gap
“This week marks the seventh anniversary of the federal Lilly Ledbetter Fair Pay Act. This was an amendment to the Civil Rights Act of 1964, and expanded the statute of limitations for pay discrimination cases. The Act reduced barriers for women to access the justice system for wage gap remedies.
Lilly Ledbetter, for whom the law was named, learned after 19 years at Goodyear Tire and Rubber Co. in Alabama that she was being paid 35-40 percent less than three other men doing the exact same job that she was. She discovered this by reading an anonymous note that had been stuffed in her mailbox. A long court battle ensued, culminating in an appeal to the Supreme Court in 2006 where she lost because she did not file suit within 180 days of receiving her first discriminatory pay check. The Act was largely a result of this decision, resetting the 180 days with each new discriminatory pay check.”
[x_button shape=”square” size=”regular” float=”none” href=”http://www.nytimes.com/2016/02/23/upshot/how-society-pays-when-womens-work-is-unpaid.html?_r=0″ title=”Vermont Commission on Women Highlights Wage Gap in Retirement Years” target=”blank” info=”none” info_place=”top” info_trigger=”hover”]Read the full article.[/x_button]
