By: Sarah Driver, Driver Consulting
(click the title to view recordings of the course)
What are the benefits of gender equality for everyone? What are the benefits for our company’s bottom line? We’ll learn the many, many company-wide benefits of gender equality as well as how to make sure that everyone in your company knows why gender equality matters for everyone.
What’s the threshold for a gender-balanced team? Why isn’t one man on an otherwise all-female team enough (and vice-versa)? We’ll look at what the data show is the threshold for capturing the benefits of gender equality and how to measure it across your company.
I’m not biased and our policies aren’t biased one way or another! We ALL think that we aren’t biased and we are ALL biased – it’s just how humans work. We’ll look at where that comes from and the impacts our biases have down the line from hiring, promotions, and management.
Our company’s already equal, right? How do I know if we’re not? We’ll talk about signs of problems bubbling under the surface and touch on ways to take stock. We’ll talk about why this issue needs day-to-day solutions, not just quarterly trainings.
Is the pay gap real? Isn’t it just that women take time off to have children? We’ll look into the pay gap, what drives it, and how to fix it.
A study done at Cornell University found that women tend to underestimate their performance and abilities, and in our next NET-WORK session, Expert Sarah Pechan Driver and other WAHN members are going to discuss this CONFIDENCE GAP in the workplace and what we can do as women to rewire our thinking and banish “imposter syndrome.”
The upcoming generation of workers won’t compromise on work-life balance. We’ll touch on some of the ways to attract those workers and dive into why equal parental leave is the game-changer at home and at work.
We’ll look at how the male-female confidence gap is holding back your company, how lazy management practices allow it to grow, and how to address this underlying driver of gender inequality.
www.mckinsey.com/featured-insights/gender-equality
Equal Pay Day Calendar – AAUW: Empowering Women Since 1881
Equal Pay Day: March 15, 2022 (census.gov)
Equal Pay Day Calendar – AAUW: Empowering Women Since 1881
March 15 is Equal Pay Day
This symbolic day denotes how far into the year women must work to be paid what men were paid the previous year. This date is based on the latest U.S. Census figures showing that the average woman who works full time is paid on average just 83 percent of the typical man’s pay. Started by the National Committee on Pay Equity (NCPE) in 1996, the goal of Equal Pay Day is to raise awareness about the gender wage gap. But because the pay gap varies significantly among different communities, other Equal Pay Days have been added to the calendar to reflect the fact that many women must work far longer into the year to catch up to men.
2022 Equal Pay Days
This year, these dates have been designated using a new methodology: The COVID-19 pandemic pushed many women, especially women of color, into part-time or seasonal work, or out of the workforce together. Because of this, past methods of calculating the wage gap fell short of accurately capturing the full picture. (Historically, Equal Pay Day has been calculated using data on full-time, year-round workers.) For 2022, the Equal Pay Day coalition has adopted a new, more inclusive methodology. This encompasses a broader cross-section of women, including those who work part-time or seasonally, to represent a more accurate picture of how the gender pay gap impacts diverse communities