100% Talent Wage Gap Summit

Wage Gap Summit combined 2019_compressed

100% Talent presents the second Wage Gap Summit event, addressing the gender wage gap and gender equity in the workplace.

Keynote speaker: Jonathan Sposato, Co-founder of GeekWire, PicMonkey and WeCount.org and author of “Better Together: 8 Ways Working with Women Leads to Extraordinary Products and Profits”. In 2015, Sposato was the first male investor who vowed to only fund startups with at least one female co-founder. Following Sposato’s presentation, Deena Pierott, with Black Women in STEM 2.0, iUrban Teen and City of Seattle interviewed Sposato live onstage.

Additional topics through panels, conversation and Q&A:

Tools and Metrics to Measure and Understand Gender Gap Data in Your Organization
Speakers include: Katie Bardaro, PayScale; Zev Eigen, Syndio

Caretaker Penalty?: How Breaks in Employment Adversely Affect Women and Sustain the Gender Wage Gap
Panelists include: Maria Colacurcio, Syndio; Nancy McSharry Jensen, The Swing Shift; Ambika Singh, Armoire; Trisha Tyler, Mercer
Moderator: Kela Hall, K.D. Hall Foundation

The Future of Work: Increasing Equity and Inclusion in the Workplace
Speakers include: a representative from Mercer; Gretchen Peri, Slalom; Diane Thurston, Point B
Moderator: Lauren Sato, The Riveter

Introducers and Facilitators:
Lucy Helm, Starbucks; Alix Hughes, Amazon; Molly Moon Neitzel, Molly Moon’s Homemade Ice Cream; Christina Weber, T-Mobile; Karen Wilkins-Mickey, Alaska Airlines

California has a new law: No more all-male boards

Companies headquarted in California can no longer have all-male boards. That’s according to a new law, enacted Sunday, which requires publicly traded firms in the state to place at least one woman on their board of directors by the end of 2019 — or face a penalty.

Women don’t just face a gender pay gap. They also suffer from stock options gap.

New research suggests the gender pay gap extends to a common form of non-traditional compensation, particularly in the tech industry.

Women in the Workplace 2017

More companies are committing to gender equality. But progress will remain slow unless we confront blind spots on diversity—particularly regarding women of color, and employee perceptions of the status quo.

Why Don’t Men Take Paid Paternity Leave?

Dads may be taking on more responsibility — which, of course, is a step in the right direction — but during the crucial first days , weeks and months after birth, they’re not carrying their weight nor getting support to do so. When it comes to paternity leave, the U.S. is seriously lagging in both policy and individual action.

A Women’s Paycheck Is Influenced by Her Hometown – Even If She Doesn’t Live There Anymore

In a new study, economists find women from places where sexist attitudes prevail end up earning less in later life.

100% Talent Signatory Mercer Achieves EDGE Certification for Gender Equity in the Workplace

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.

McKinsey / LeanIn Study: Women in the Workplace 2017

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.

Why are companies’ gender equality efforts failing?

A new McKinsey report found that of 69 companies employing more than than half a million people, very few had targets, milestones or programs aimed at helping women reach leadership positions. While more than half of companies considered gender diversity a top 10 strategic priority, just 14 percent had clearly articulated a business case for change.