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:
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.
Earned Brand Report finds that brands are increasingly expected to speak out on gender equality, immigration, and environmental regulation.
First, there was #BanBossy, backed by the likes of Beyonce, aimed at encouraging young girls to be assertive — and to ignore a gendered word used to stigmatize women leaders. Then there was #LeanInTogether, an Emma Watson-approved attempt to convince men to join women in the fight for gender equality.
Now, on April 4th — Equal Pay Day — Facebook COO Sheryl Sandberg’s nonprofit LeanIn.Org has launched its latest high-profile campaign, this time with the backing of women-friendly businesses like Salesforce and Lyft and a social media assist from Funny or Die and Hulu.
One of the greatest barriers to workforce gender equity is that far more women than men take time off to care for children and elderly relatives, and then struggle to pick up where they left off. To address these challenges, ReBoot, a Silicon Valley training program that helps women re-enter the workforce, is launching in Seattle this month.
The Future of Gender Equality, a report by Yell Business, has indicated that despite the technology industry’s notorious reputation for disruption and innovation, it is yet to disrupt unbalanced gender representation.
More and more studies are being released that reveal the challenges women face in the office, compared to men, extend well beyond pay differences. “Explicit gender bias has largely disappeared from the workplace due to tougher legislation and increased focus on diversity issues. However, challenges still remain; ones that take a different shape and form from those encountered by prior generations of women.”
Guidelines on how to measure more accurately the involvement of women researchers in medical research have been published by a group of senior international academics led by the University of Oxford. The paper states that, compared to men, women are under-represented among researchers and research participants; receive less funding and benefit less from the outcomes of studies.
The IMF has conducted the first-ever global review of policymakers’ use of tax and spending policies to promote gender equality and has released an online database toolkit of gender equality indicators worldwide.