What are the causes of attrition among women, including mothers and women who do not have children? What are effective family leave policies, and how about onsite or subsidized childcare? Are there more successful programs that confer employee schedule control and flex time? How do you train managers to supervise a flexible workforce? On May 17th we explored data from PayScale and ParentMap, and heard Mercer present on Workplace Flexibility best practices!
See the May 17th presentation materials:
Congratulations to Mercer on this international recognition for their efforts to achieve workplace gender equity, promote women, and reduce the gender pay gap.
Check out some of Mercer’s groundbreaking research on advancing women in the workplace through their When Women Thrive initiative.
Washington’s new paid family leave program is incrementally going into effect since the law passed in July 2017. 100% Talent signatory Panorama has you covered with it’s Tips for Employers in States with Pending Paid Leave Laws, a roundup of best practices and resources to provide useful guidance to adhere with state and local paid leave laws.
Iceland is trying a new approach for government certification that companies pay men and women the same for equal work. But there is doubt as to how much of a silver bullet this will be in closing the pay gap.
See how P&G is integrating more women into management and director roles, ensuring flexible work opportunities, and leveraging accelerator programs to retain and promote women and key points in their careers.
Three common ways the pay gap is measured, what leading companies are doing about it, and the best strategies to consider today.
See the results of sensor data in the workplace, what it means for women advancing in the workplace, and ideas on what companies can do to improve female representation in leadership.
Show you are serious about basics like mentoring and work-life flexibility, and energy and enthusiasm will follow, writes McKinsey’s Dominic Barton.
Women remain underrepresented at every level in corporate America, despite earning more college degrees than men for thirty years and counting. There is a pressing need to do more, and most organizations realize this: company commitment to gender diversity is at an all-time high for the third year in a row.
Despite this commitment, progress continues to be too slow—and may even be stalling. One of the most powerful reasons for this is a simple one: we have blind spots when it comes to diversity, and we can’t solve problems that we don’t see or understand clearly. In fact, a majority of men and 1 in 3 women think that if women make up 10% of executive roles at a company, the organization is on the right path.
“We always had equal pay for equal work, but it’s more about equal opportunity for equal work,” Mr. Nadella said at a TimesTalks event hosted by The New York Times. “In tech, we do have a significant distance to cover… My job is about creating a system that allows women to participate, to feel free to ask for a raise, to expect to be recognized for their progress — I had not internalized how the system was not working.”