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.

A Study Used Sensors to Show That Men and Women Are Treated Differently at Work

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.

Oregon Senate passes Equal Pay Act of 2017

Neighboring Pacific Northwest state unanimously passes Oregon Equal Pay Act of 2017. The bill aims to shrink the stubborn pay gaps between genders, races and other protected classes that are disadvantaged by pay discrimination. Importantly, the policy also encourages companies to proactively examine their own pay practices before a lawsuit is filed.

On Women’s Equality Day, More Companies Promise Change

100% Talent signatory Deloitte is among the dozens of businesses that have signed on to the White House Equal Pay Pledge. Companies that sign on acknowledge the critical role that businesses must play in reducing the national gender pay gap.

 

In finance industry, millennials face gender inequality shock

Globally the number of females represented on financial services boards continues to grow, but a stagnancy at the executive level is disenfranchising millennials as they get to grips with a workplace stuck in its gendered past. Oliver Wyman’s 2016 Women in financial services report revealed that financial services will not reach 30% female executive committee representation until 2048.  Millennial women are facing the same problems as their counterparts in the 1980s and 1990s, just without expecting to. This leads to a ‘culture shock’ as they realise traditional gender roles continue to exist in the workplace.

Employee Satisfaction: The Female Perspective

One study by Payscale found that a woman’s job satisfaction appears to be less tied to her pay than it is for a man. So if women’s job satisfaction is not as straightforward as just higher compensation, what other things make an impact?

‘Missing’ Female Managers Widen Wage Gap

A Visier report finds that women are underrepresented in managerial positions from age 32 onward – a finding that, if corrected, could reduce the wage gap by one third.  “It turns out that gender inequity is not just a compensation issue, it is a problem of unequal participation of women in the higher-paying managerial jobs,” said Visier CEO John Schwarz.

Why Diversity Programs Fail

Harvard Business Review’s experts looked at how data shows that most diversity programs aren’t increasing diversity. Lab studies have demonstrated that popular measures such as diversity trainings, hiring tests, performance ratings and grievance systems can activate bias rather than stamp it out.  The authors examine which types of diversity programs really work and which may be counterproductive.

The Myth of the Catty Woman

In business and in government, research supports the notion that women create opportunities for women. On corporate boards, despite having stronger qualifications than men, women are less likely to be mentored — unless there’s already a woman on the board. And when women join the board, there’s a better chance that other women will rise to top executive positions. We see a similar pattern in politics