CEO Mariela Dabbah outlines four concrete steps she hopes male executives will implement in their organizations to support women in visible and vocal ways.
When we think about gender equality, we probably first think about workplace issues and equal pay. We think about statistics like “7.2% of women are pilots” or “only 24% of women in public accounting are partners or firm owners.”
That’s important, but this writer examines other facts about gender bias in science and how it can bring us new answers to build a better, more inclusive work environment in business.
Two Seattle’s women and their vision to launch The Riveter, co-working space where women don’t feel excluded from the business world because of their gender.
This fall, a team including Martha Burwell, an independent consultant, Ruchika Tulshyan, and Artemis Connection, a consultancy focused on aligning strategy and team, were pondering the Seattle tech industry along with our oft-criticized tendency to not talk about issues like race and diversity. To understand what these facts meant for our startups culture, we surveyed more than 315+ employees at start-ups (defined as companies with fewer than 250 employees) in the Seattle area about their experience.
100% Talent Signatory Deloitte is working to advance pay equity and gender equality. “At Deloitte, we view diversity and inclusion as central to our firm’s culture and our ability to tackle our clients’ most complex business problems.”
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.
Conservative think tank American Action Forum surprised many with its issuance of a policy proposal for paid family leave. The plan offers up to 12 weeks of paid leave to the working poor and is modeled on the already successful earned income tax credit.
Three economists dive deep into the wage gap’s complexities, sources, and in which professions the gap is greatest.
New research finds that the “happiness gap” between American parents and non-parents is remarkably larger than their foreign counterparts.
“As social scientists we rarely completely explain anything, but in this case we completely explain the parental happiness gap,” the scientists found. It’s not just one policy, like paid parental leave, that makes the difference. It’s the magic of a package of policies spanning over a lifetime, that allow people to care for children, support them financially, and even enjoy them every once in awhile on a holiday.
Two to seven weeks of paid leave is the standard across most large companies, but even that window of time can be tainted by inflexibility and often unspoken expectations that employees stay connected by checking email, taking calls or meeting with clients, or simply not take the full leave. According to Sheri Bronstein, Bank of America’s global human resources executive, the parental leave policy is part of a broader strategy to build a network of support for the bank’s employees.