Re:Gender works to end gender inequity and discrimination against girls and women by exposing root causes and advancing research-informed action. Working with multiple sectors and disciplines, we are shaping a world that demands fairness across difference.
On average, raises stop at age 37 for women and age 45 for men. That's according to research by PayScale.com and is based on surveys completed by about 1.5 million people who hold a bachelor's degree or higher.
The reason, explains PayScale.com lead economist Katie Bardaro, is that for many jobs, experience eventually stops improving one's productivity. "You reach a point in middle-age where there is no more learning you can do in your job," says Bardaro. As a result, you stop receiving pay increases for increased competency. (PayScale.com's figures take inflation into account; workers do receive small pay increases as they approach retirement, but they largely reflect inflation and not a real wage hike.)
There are some exceptions to this general rule: Some professions, in which experience continues to add value, continue to see salary growth. Tech-heavy jobs are one example, along with lawyers and engineers, says Bardaro. "You're constantly learning [if you're a lawyer]: How to get clients to trust you, the law, how to win cases," she adds.
In other professions, such as non-physician healthcare positions, the learning curve drops off more abruptly. For pharmacists and nurses, Bardaro says, "You learn everything you need to know to do your job in school or in the first few years of doing it, so you don't have much more to learn." Those positions tend to start off with relatively high pay but don't grow as workers get older.
The gender difference in the age at which salaries flatten is largely explained by job choice, says Bardaro. Men tend to gravitate toward jobs in which growth continues (such as engineering) while women often work in fields with flatter pay curves (such as teaching, nursing, and social work).
PolitiFact Ohio decided to focus on this simple statement about the economic plight of women.
Kaptur’s communications director Steve Fought provided PolitiFact Ohio with U.S. Census data and a National Women’s Law Center report to back up his boss’s statement.
The numbers indeed show that the poverty rate for women in the United States was 14.5 percent in 2010, which was 3.3 percentage points higher than for men.
Women also fared worse when comparisons were made within ethnic groups, such as white (non-Hispanic), black, Hispanic, Asian and native American. For instance, slightly more than 25 percent of all African-American women were in poverty in 2010, compared with 19.1 percent for African-American men.
Objectives—This report from the National Center for Health Statistics shows trends and group differences in current marital status, with a focus on first marriages among women and men aged 15–44 years in the United States. Trends and group differences in the timing and duration of first marriages are also discussed. These data are based on the 2006–2010 National Survey of Family Growth (NSFG). National estimates of probabilities of first marriage by age and probabilities of separation and divorce for women and men’s first marriages are presented by a variety of demographic characteristics. Data are compared with similar measures for 1982, 1995, and 2002.
The 1.7 million members of the Class of 2011 witnessed, within the four-year span of their college careers, one of the greatest bull markets in United States history and the worst economic crisis since the Great Depression. Last spring, they shed their caps and gowns and joined a kind of B.A. bread line. Unemployment among recent liberal-arts graduates, at 9.4 percent, was higher than the national average, and student-loan debt, at an average of nearly $25,000, had reached record levels. Worse still, the U.S. Bureau of Labor Statistics was reporting that only 5 of the 20 jobs projected to grow fastest over the coming decade would require a bachelor’s degree. Though the statistics still show that a college degree correlates with both higher income and lower unemployment in the long run, diplomas didn’t seem very valuable when they were handed out last May.
Graduating seniors at schools like Drew University in Madison, N.J., have felt the stresses of the job market acutely. For all its merits — including a much-admired theater department and a prestigious Wall Street internship program — Drew ranks 94th among 178 private liberal-arts colleges on U.S. News & World Report’s annual list. The middle of the collegiate pack is not where you want to be when you’re competing for a diminishing number of entry-level jobs.
Members of Drew’s Class of ’11 are typical of their peers nationally in that their success in the job market seems to have less to do with their G.P.A.’s or their persistence and more to do with their family connections, fields of study, networking skills and luck. How else to account for the unemployed Phi Beta Kappa waiting by a silent phone? Or the anthropology major who is forgoing grad school to become a dog groomer? Or the English major who can’t earn enough money to make the monthly payment on her $128,000 student loan? (Drew is unusually expensive; tuition plus room and board run more than $50,000 a year.) Equals on campus, the 309 members of Drew’s Class of ’11 are already being divided into the 99 percent and the 1 percent. Seven months after graduation, The Times Magazine spoke with 226 of them about their rough journey into the real world.
In most of the United States, a woman 17 years or older who needs Plan B, an emergency contraceptive that can prevent pregnancy up to 72 hours after intercourse, can walk up to a pharmacy counter and request it without a prescription.
But for Native American women served by the Indian Health Service, obtaining Plan B might require a drive of hundreds of miles, a wait beyond the pill's window of effectiveness, and a price beyond what the IHS would charge.
Researchers who calculated cancer death rates in 24 of the largest U.S. cities found that in 13 of them, black women were significantly more likely to die of breast cancer than white women.
That's despite the evidence that white women are more likely than blacks to get breast cancer in the first place.
"It's unfortunate that this disparity exists and we all need to work hard to overcome it," said Marc Hurlbert, one of the researchers on the new study from the Avon Foundation for Women, which funded the report.
"The good news is it's a solvable problem, because some cites are doing better than others," he said.
Of the cities where black women were more likely to die of breast cancer, that disparity ranged from a 24 percent higher risk of death in New York to more than twice the risk of death in Memphis between 2005 and 2007.
WEDO is proud to present a new publication in partnership with IUCN, which takes a fresh look at some of the aforementioned issues facing gender and forests, and considers how gender is being addressed both on the ground and in policy discussions on climate change.
The publication includes case studies from around the world, demonstrating the wealth of learning and experience that is resulting from increased awareness and integration of gender issues within forestry work. It also examines current issues and progress at the international and global levels, and forecasts future challenges and developments. Click here to download a copy.
The Center for Women Policy Studies is very pleased to share with you the Briefing Paper from our sisters at the Global Coalition on Women and AIDS (GCWA) and the AIDS Legal Network (ALN), South Africa.
In our previous piece in this series, we looked at the relative absence of women from environmental restoration sectors like transportation and engineering. You might have come away wondering why the gender ratios are so skewed in fields such as construction, where there are approximately 32 male Louisianans working for every one female.
As in other parts of the country, the disparities in Louisiana’s labor profile were historically rooted in low levels of educational access for women and traditional social norms about female employment. In a 2004 report, Dr. Beth Willinger, who then served as the Executive Director of the Newcomb College Center for Research on Women at Tulane University, noted that:
“The fact that fewer Louisiana women attain a high school education than women nationally has consequences for employment and earnings. While men with a high school education can obtain relatively high-paying jobs with fringe benefits, for example in construction and transportation; women with a high school education tend to obtain jobs in the service industry, or as sales clerks and receptionists that pay the minimum wage, offer little security and few health or retirement benefits.”
Over the past 14 years, the number of women-owned businesses has grown at a rate that exceeds the national average—one and a half times the national average to be exact. The release of the latest business statistics in December 2010 by the U.S. Census Bureau allows for an updated analysis of trends. This new investigation reveals a slowdown in this growth of the number of women-owned businesses as well as a lag in employment and revenue growth—but not where you might think. New statistics on firm size, sales, revenue and employment trends can help inform future business planning, public policy development and entrepreneurial support activities. The State of Women-Owned Businesses Report also highlights some of the issues preventing women-owned businesses from reaching their full potential.