Globally, there is a growing movement to boycott events featuring all male speakers and panels with all male speakers. Starting up in Australia, there is now a "Panel Pledge" that leaders and companies sign. More recently, the 5 most in-demand male conference speakers signed on board. In Sweden, the #panelpledge movement goes by the hashtag #TackaNej, In the US, a group called GenderAvenger is using social media to make all-male line-ups ("manels") visible as well as to applaud diverse line-ups. Companies will want to be aware of this issue's growing visibility as they plan their external event presence.
SHRM concluded that HR professionals need to continue to focus on cultural barriers that may influence participation rates. In particular, they need to work with managers and leaders to model flexibility in their own approaches to work, and to demonstrate that those who do make use of flexible work are not penalized when it comes to promotions and career opportunities.
Only 4 industry sectors achieve double-digits in flex work participation: manufacturing (27%); professional, scientific and technical services (14%); healthcare and social assistance (14%); and finance and insurance (12%).
Rose Marcario, President and CEO of Patagonia, writes in LinkedIn about the business case for supporting working families in a social environment in which up to 35% of working women in the US who give birth never return to their jobs. Marcario estimates that her company recovers 91% of its costs for family support programs.
Qualified child care programs get a federal annual tax credit of $150,000 and the company can deduct 35% of unrecovered costs from corporate taxes.
In the past 5 years, Patagonia has had all working mothers return to work after family leave, saving the company turnover costs ranging from 35% of salary for a non-managerial employee to 125% for a manager and a “couple year’s pay” for a director or VP.
High quality on-site child care results in increased employee engagement and, because of the better financial performance, the high worker engagements recoups 11% of the company’s family support costs.
At the recent slow rate of progress, women will not achieve pay equity until 2152 - 136 years.
Hispanic and Latina women experience the highest gap, earning only 54% of what white men earn, while Asian women have the smallest gap, earning 85%.
In terms of academic achievement, at every level women earn less in median income and, at all educational levels, the pay gap is worse for Black and Hispanic women.
New York has the smallest pay gap (11%), Wyoming the highest (36%), with California coming in at 14%.
In AAUW’s full report, it recommends that companies conduct pay audits, that women learn how to better negotiate for pay raises, and that the country update the Pay Check Fairness Act, not changed since 1963. http://www.aauw.org/research/the-simple-truth-about-the-gender-pay-gap/
The population is aging globally giving rise to more older workers. In Europe, it is reported that the most frequent type of discrimination is age discrimination, making age a critical dimension of diversity for employers to address according to an academic research study out of the UK. Stereotypes about older workers – e.g., less motivated, more resistant to change, etc. – lead to “metasterotyping,” stereotyping themselves based on what they think other people think of them. The researchers offer organizations 9 types of support to counter biases and increase the positive experiences of older workers, enabling them to to thrive.
Deep analysis from workforce analytics firm Visier found that having the same proportion of female workers in manager positions as men and eliminating the gender wage gap for those managers would reduce the overall worker pay gap by almost 50% for employees over age 32. Citing women’s increased childcare responsibilities between the ages of 25 and 40, the company also concluded that meaningful parental leave for fathers and mothers would further reduce the gender pay gap; for each additional month of parental leave a father takes, the mother increases her future earnings by almost 7%.