Equality, Diversity & Inclusion

Re:Gender’s work on behalf of women and girls is based on the principle that equality must take into account diversity and inclusion to bring about a society that is more just for all. Diversity includes, but is not limited to, gender, race, ethnicity, nationality, religion, social class, sexual orientation, age, ability and political perspective. Explore the resources listed below, including Related Categories links, or use the Keyword Search for more information. For a review of Regender's Diversity & Inclusion Program click here

Legal Momentum

Legal Momentum is the nation's oldest legal defense and education fund dedicated to advancing the rights of all women and girls. For more than 40 years, Legal Momentum has made historic contributions through litigation and public policy advocacy to advance economic and personal security for women. Our current programmatic work is focused on five strategic goals: increasing pathways into quality employment opportunities, protecting workplace rights of vulnerable populations, strengthening the safety net, expanding rights, justice, and services for victims of violence, and promoting gender equity and challenging gender bias.

Contact

395 Hudson Street
New York, NY 10014
Ph. 212-925-6635
Fx. 212-226-1066
http://www.legalmomentum.org
news@legalmomentum.org


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Principal Staff

Elizabeth Grayer, President
E-mail: egrayer@legalmomentum.org

Sandra Brown Basso, Coordinator, Executive Department
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Employment Opportunities

Projects & Campaigns

Poverty

Women and Poverty: The poverty rate for adult women has been substantially higher than for adult men in every year since official poverty measurement began. Legal Momentum is proposing policy solutions that will alleviate women and children’s poverty.

Violence

Women face violence at home, on the street, and in the workplace. Notwithstanding one of Legal Momentum’s signature achievements – passage of the Violence Against Women Act—supportive services, rights and protective measures for victims remain inadequate.

Workplace Rights

Nearly 50 years after sex discrimination in employment was prohibited, women continue to be paid less, face sexual harassment, and confront barriers to hiring and promotion. These challenges are severe for women in “non-traditional” jobs. Legal Momentum works to protect the workplace rights of women, especially vulnerable populations.

Courts, the Justice System, and Women

Legal Momentum has expertise and resources across a wide range of areas related to discrimination, gender equity, and gender bias. Ranging from sexual and reproductive rights and teen dating violence to gender bias in the courts, Legal Momentum continues to champion the rights of women and girls and to work to eradicate harmful stereotypes and policies shaped by bias while promoting policies and practices that reflect the realities of women’s lives, and advancing their rights under the law. 

Education and Training Equity

Women continue to hold jobs with lower salaries and fewer benefits. They face barriers to employment in job sectors from which they have long been excluded. Job training programs for both adults and students too often reinforce these trends, failing to provide women and girls with competitive skills and a path into non-traditional, well-compensated jobs.


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Reports & Resources

Click here for all publications.


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Center News

Opportunities, Grants & Fellowships

 Internship Program

Legal interns assist in developing litigation with legal research, prospective client interviews, drafting pleadings, and other aspects of litigation, and develop public education and policy advocacy materials on a range of women's rights legal issues. Positions are available in our New York City and Washington, D.C. offices.
Legal Momentum accepts applications from undergraduate (non-legal) students, in New York City and Washington D.C., for internship positions in public policy and advocacy, communications and marketing, accounting, development, and other non-profit management areas. Positions are generally unpaid and students are expected to have funding from their schools, or to be enrolled in a course which awards academic credit for the internship experience. Internship applications are accepted throughout the year for at least one-semester of service. 

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Ms. Foundation for Women

Forty years ago, four visionary women established the Ms. Foundation for Women to elevate women's voices and create positive change. Today, we're a dynamic and powerful entity that is leading the charge on women's issues nationwide.
 
We start with the knowledge that our fight is not yet over. It's true that women have come a long way since the 1970s, but for every woman who has reached the "top" (and who still face discrimination, by the way), there are millions of women struggling to earn a living wage, gain access to basic health care, secure affordable child care and participate in the opportunities that should be available to every person in the U.S.
 
At the Ms. Foundation, we work to bring attention to the real challenges facing women, especially women of color and low-income women, living in poverty, working paycheck to paycheck or both.

Contact

12 MetroTech Center
Brooklyn, NY 11201
Ph. 212/742-2300
Fx. 212/742-1653
http://forwomen.org/
info@ms.foundation.org


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Principal Staff

Anika Rahman, President and Chief Executive Officer

Deborah Jacobs, Vice President, Advocacy and Policy

Alesia Soltanpanah, Vice President, Development
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Projects & Campaigns

 
It's ridiculous and alarming that birth control and basic health services are still "controversial." We're leading the fight to protect women's reproductive rights, including abortion, access to contraception and health care, particularly in low-income communities and communities of color.
 
Equal Pay for Women

Forty years ago, a woman would earn only 56% of what a man would earn in an identical job. Today, the pay gap is stuck at 77%. We aren't satisfied, and we won't quit until women earn equal pay for equal work.
 
Affordable Child Care & Quality Child Care Jobs

Did you know that the full-time child care costs for an infant eat up 41% of the average single mother's income? Or that the very people we rely on to take care of our children earn some of the lowest wages in the country? Affordable child care and quality child care jobs are essential to the health and stability of U.S. families. We need policies that support working parents and providers and reflect real family values. 
 
 
Whether it's a colleague, friend or family member, it is likely that you know someone who has been affected by child sexual abuse. Each of us has a role to play in breaking the silence and supporting solutions. Preventing child sexual abuse is within our power, and we are working to provide information, education and resources to keep our children safe. 
 
Immigration Law that's Right for Women
 
The majority of immigrants are women – women who are often concentrated in low-wage jobs without access to health care and other benefits, women who have fewer protections from gender-based violence, and women who disproportionately suffer from failed immigration policies. We're advancing immigrants' rights in support of women.

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Reports & Resources

Click here for Ms. Foundation publications.


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Center News

Opportunities, Grants & Fellowships

Grants

We believe that women are the engine for change in their communities. By funding game changing organizations that are successfully addressing pivotal issues of reproductive health; affordable child care with living wage jobs; and ending child sexual abuse – we are having real impact on the lives of women, children, families and paving the road toward a nation of justice for all.
 
As a national grantmaker, we support organizations at all levels, from grassroots to state and national organizations. We believe that women most directly impacted by an issue are the real experts and we select groups that are of the community they work in.
We choose our grantees carefully, informed by decades of work in the field. Our goals is to connect with emerging and established groups poised to act when and where change is needed.

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The Association of Junior Leagues International Inc.

The Association of Junior Leagues International Inc. (AJLI) is an organization of women committed to promoting voluntarism, developing the potential of women, and improving communities through the effective action and leadership of trained volunteers. Its purpose is exclusively educational and charitable.

Contact

80 Maiden Lane
New York, NY 10038
Ph. (212) 951-8300
Fx. (212) 481-7196
http://www.ajli.org
info@ajli.org
sdanish@ajli.org

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Principal Staff

Susan Danish, Executive Director
Ph. (212) 951-8322
E-mail: sdanish@ajli.org

Anne Dalton, Chief Officer for Strategic Initiatives
Ph. (212) 951-8340
Fax: (212) 679-4583
E-mail: adalton@ajli.org

Maureen Mackey, Chief Operating Director

Laurie Dodge, Director of Marketing and Development
Ph. (212) 951-8347
E-mail: ldodge@ajli.org

Dolores (Dee) Brinkley, Director of Meeting Management
Ph. (212) 951-8327
E-mail: dbrinkley@ajli.org

Janine le Sueur, Director of Education and Programs

Pamela Antoine Weekes, Director of Administrative Services

JuWon Choi, Ed.D, Director of Learning
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Employment Opportunities

Projects & Campaigns

Center News

Opportunities, Grants & Fellowships

Summer Internship: Graphic Design

This is a design position, and you will be part of our tightly knit team. You’ll be working closely with our Creative Director and will report directly to the Director of Marketing and Development. You will get hands-on experience creating a variety of design elements. You will also gain an understanding of how the marketing team of a large nonprofit not only supports the efforts of its member Leagues, but also communicates the organization’s mission to the public at large. If you are interested in becoming part of a team that is on the front lines of social reform, then consider an internship at the Association of Junior Leagues International.

Join a Junior League

Junior League women make things happen -- they form strategic partnerships, create innovative programs and raise funds for exciting community initiatives. So what sets Junior League volunteers apart from the rest? They are not only women who want to improve communities, they are women with the training and skills to make it happen!

Since Mary Harriman convened the very first Junior League in 1901, The Junior League's emphasis has always been on learning. Members benefit from extensive training in leadership and organizational development, community needs assessment, strategic planning, communications, advocacy and fundraising. Through this unique training, League members learn to manage and train volunteers, unite communities and form partnerships. AJLI organizes regular conferences and meetings to create opportunities for networking, collaboration and shared learning among Leagues.
 
 
The Association of Junior Leagues International Inc. welcomes inquiries from organizations seeking to partner with our member Leagues. Junior League women are highly motivated, educated, influential women who transform their communities through advocacy, direct service, public education, fundraising and sheer hard work. As such, they are a highly desirable group for corporate sponsors and nonprofit organizations seeking marketing and partnership opportunities.

Mary Harriman Award

In recognition of the vision of the founder of The Junior League, the AJLI Board of Directors established the Mary Harriman Community Leadership Award. This award honors and acknowledges an individual Junior League member whose volunteer efforts provide a contemporary link to Mary Harriman's sense of social responsibility and her ability to motivate others to share their talents through effective volunteer service. Since 1990 when the award was established, it has been given to Junior League members whose leadership exemplifies our mission, vision and values.

Rising Star Award

The Rising Star Award is designed to recognize new Active members whose early years as a Junior League member demonstrate significant promise consistent with the Vision and Values of The Junior League's Mission. For over 106 years Junior Leagues have trained and developed women to lead positive change in their communities. Our founder Mary Harriman showed exceptional foresight and wisdom in challenging her peers to join with her to improve communities. It is our hope that the Rising Star recipients will both embody those early values and redefine what it means to be a civic leader of the future, trained by The Junior League.

Leadership Development Award

Developing the potential of League members to be effective community volunteer leaders is at the core of The Junior League Mission. The Junior League Leadership Development Award recognize exemplary League member training and development programs. Whether it is a program to train members to work effectively with children, a program to build the skills of committee chairs, or a program to cultivate members to be successful nonprofit board members, The Junior League Leadership Development Awards celebrate the Junior Leagues’ role as first-class training organizations for their members.
 

 


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Women and Public Policy Program at the John F. Kennedy School of Government

The Women and Public Policy Program of Harvard Kennedy School closes gender gaps in economic opportunity, political participation, health and education by creating knowledge, training leaders and informing public policy and organizational practices.
 
Our research provides evidence-based insights on the role of gender in shaping economic, political and social opportunities available to individuals. We identify successful interventions and measure their impact on women, men, and society, then share recommendations on what policies, organizational practices and leadership techniques help close involuntary gaps.
 
We train today’s leaders and prepare future leaders to create a more gender equal world, while providing women with skills and tools to successfully navigate existing systems.

Contact

79 John F. Kennedy Street
Cambridge, MA 02138
Ph. (617) 495-8143
Fx. (617) 496-6154
http://www.ksg.harvard.edu/wappp
WAPPP@harvard.edu


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Principal Staff

Danielle Boudrow, Coordinator and Assistant to the Executive Director
Ph. (617) 496-9157
E-mail: danielle_boudrow@harvard.edu

Naisha Bradley, Program Manager
Ph. (617) 496-6609
E-mail: naisha_bradley@harvard.edu

Nicole Carter, Associate Director for Finance & Administration
Ph. (617) 495-1354
E-mail: nicole_carter@harvard.edu

Kerry Conley, Communications Manager
Ph. (617) 495-8330
E-mail: kerry_conley@harvard.edu

Megan Farwell, Research Manager
Ph. (617) 496-4786
E-mail: megan_farwell@hks.harvard.edu

Heather McKinnon Glennon, Financial and Administrative Coordinator
Ph. (617) 384-7575
E-mail: heather_mckinnon@harvard.edu

Alicia Hammond, Associate
Ph. (617) 495-8756
E-mail: alicia_hammond@hks.harvard.edu
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Economic Opporunity

Our goals are to inform decision makers across all sectors on what policies, organizational practices and leadership techniques help close gender gaps and to train today’s and tomorrow’s leaders on how to create a more gender equal world, and to empower women to navigate systems effectively.
 
 
The Gender and Political Opportunity area integrates the study of gender and politics to understand gender dynamics in political action, discourse and within governmental structures. This area examines research of representation and participation within political structures to discover which practices yield the most effective results regarding gender equity. The goal is to share these strategies that enable women to participate and succeed in politics.

 
 
 
Closing the Global Gender Gap: A Call to Action is an initiative led by the Women and Public Policy Program in collaboration with the Center for International Development at the Harvard Kennedy School that aims to leverage Harvard University’s capacity for rigorous research and convening power toward creating gender equality.
 
The purpose of this initiative is threefold: to examine and quantify the impact of specific policy interventions, to develop a theory of change, and to stimulate innovative ideas and policy action in order to close the global gender gaps across four areas. These areas include economic participation and opportunity, educational attainment, health and survival, and political empowerment. There is enormous rhetoric about women’s empowerment—this initiative’s goal is to shed new light on the channels that successfully effect change.

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Reports & Resources

 

Ina Ganguli, Ricardo Hausmann and Martina Viarengo. International Labour Review (8 APR 2013)
Anti-statism and difference feminism in international social movements
Mansbridge, J. (2003). Anti-statism and Difference Feminism in International Social Movements. International Feminist Journal of Politics, 5, 3, 355-360.

Are outside offers an answer to the compensation negotiation dilemma for women?

Bowles, H.R. & Babcock, L. (2009). Are outside offers an answer to the compensation negotiation dilemma for women? Academy of Management Annual Meeting Proceedings.

Claiming fatherhood: Race and the dynamics of paternal involvement among unmarried men

Edin, K., Tach, L., & Mincy, R. (2009). Claiming Fatherhood: Race and the Dynamics of Paternal Involvement among Unmarried Men. The Annals of the American Academy of Political and Social Science, 621, 1, 149-177.

The cultural politics of everyday discourse: The case of “male chauvinist” 

Mansbridge, J., & Flaster, K. (2007). The Cultural Politics of Everyday Discourse: The Case of "Male Chauvinist". Critical Sociology, 33, 4, 627-660.

Do traditional institutions constrain female entrepreneurship? A field experiment on business training in India

Field, E., Jayachandran, S., & Pande, R. (2010). Do traditional institutions constrain female entrepreneurship? A field experiment on business training in India.American Economic Review, 100, 2, 125-129.

Exploring gendered behavior in the field with experiments: Why public goods are provided by women in a Nairobi slum

Greig, F., & Bohnet, I. (2009). Exploring gendered behavior in the field with experiments: Why public goods are provided by women in a Nairobi slum. Journal of Economic Behavior and Organization, 70, 1-9.

Female leadership raises aspirations and educational attainment for girls: A policy experiment in India

Beaman, L., Duflo, E., Pande, R., & Topalova, P. (2012). Female leadership raises aspirations and educational attainment for girls: A policy experiment in India.Science, 335, 6068, 582-586.

Gender and persistence in negotiation: A dyadic perspective. 

Bowles, H. R., & Flynn, F. (2010). Gender and Persistence in Negotiation: A Dyadic Perspective. Academy of Management Journal, 53, 4, 769-787.

Gender differences in research grant applications and funding outcomes for medical school faculty

Waisbren, S. E., Bowles, H., Hasan, T., Zou, K. H., Emans, S. J., Goldberg, C., Gould, S., Levin, D., Lieberman, E., Loeken, M., Longtine, J., Nadelson, C., Patenaude, A.F., Quinn, D., Randolph, A.G., Solet, J.M., Ullrich, N., Walensky, R., Weitzman, P., Christou, H. (2008). Gender Differences in Research Grant Applications and Funding Outcomes for Medical School Faculty. Journal of Women's Health, 17, 2, 207-214.

Gender in job negotiations: A two-level game

Bowles, H. R., & McGinn, K. L. (2008). Gender in Job Negotiations: A Two-Level Game. Negotiation Journal, 24, 4, 393-410.

Introduction: Special section: Gender in negotiation

Bohnet, I., & Bowles, H. R. (2008). Introduction: Special section: Gender in negotiation. Negotiation Journal, 24, 4, 389-392.

Is there reciprocity in a reciprocal-exchange economy? Evidence of gendered norms from a slum in Nairobi, Kenya

Greig, F. & Bohnet, I. (2008). Is there reciprocity in a reciprocal-exchange economy? Evidence of gendered norms from a slum in Nairobi, Kenya. Economic Inquiry, 46, 1, 77-83.

“Male chauvinist,” “feminist,” “sexist,” and “sexual harassment”: Different trajectories in feminist linguistic innovation
 
Mansbridge, J., & Flaster, K. (2005). Male chauvinist, feminist, sexist, and sexual harassment: Different trajectories in feminist linguistic innovation. American Speech, 80, 3.

Moving teenagers out of high-risk neighborhoods: How girls fare better than boys

Clampet-Lundquist, S., Edin, K., Kling, J. R., & Duncan, G. J. (2011). Moving teenagers out of high-risk neighborhoods: How girls fare better than boys. American Journal of Sociology, 116, 4, 1154-1189.

Quota problems: Combating the dangers of essentialism 

Mansbridge, J. (2005). Quota Problems: Combating the Dangers of Essentialism. Politics & Gender, 1, 4, 622-638.

Parenting as a “package deal”: Relationships, fertility, and nonresident father involvement among unmarried parents

Tach, L., Mincy, R. B., & Edin, K. (2010). Parenting as a "Package Deal": Relationships, Fertility, and Nonresident Father Involvement Among Unmarried Parents.Demography, 47, 1, 181-204.

Poverty and the American family: A decade in review

Edin, K., & Kissane, R. J. (2010). Poverty and the american family: A decade in review. Journal of Marriage and Family, 72, 3, 460-479.

Powerful women: Does exposure reduce bias?

Beaman, L., Chattopadhyay, R., Duflo, E., Pande, R., & Topalova, P. (2009). Powerful women: Does exposure reduce bias? Quarterly Journal of Economics,124, 4, 1497-1540.

The relationships contexts of young disadvantaged men

Tach, L., & Edin, K. (2011). The Relationship Contexts of Young Disadvantaged Men. Annals of the American Academy of Political and Social Science, 635, 1, 76-94.

Sex differences in research grant applications and funding outcomes for medical school faculty. 

Waisbren, S. E., Bowles, H., Hasan, T., Zou, K. H., Emans, S. J., Goldberg, C., Gould, S., Christou, H. (2008).
Gender differences in research grant applications and funding outcomes for medical school faculty. Journal of Women's Health (2002), 17,2, 207-14.

Should blacks represent blacks and women represent women? A contingent “yes”

Mansbridge, J. (1999). Should Blacks Represent Blacks and Women Represent Women? A Contingent "Yes". Journal of Politics, 61, 3, 628-657.

Social incentives for gender differences in the propensity to initiate negotiation: Sometimes it does hurt to ask. 

Bowles, H. R., Babcock, L., & Lai, L. (2007). Social incentives for gender differences in the propensity to initiate negotiations: Sometimes it does hurt to ask.Organizational Behavior and Human Decision Processes, 103, 1, 84-103.

Status and distrust: The relevance of inequality and betrayal aversion

Hong, K., & Bohnet, I. (2007). Status and distrust: The relevance of inequality and betrayal aversion. Journal of Economic Psychology, 28, 2.)

Toward a theory of backlash: Dynamic resistance and the central role of power

Mansbridge, J., & Shames, S. L. (2008). Toward a Theory of Backlash: Dynamic Resistance and the Central Role of Power. Politics and Gender, 4, 4, 623-633.

Trust and the reference points for trustworthiness in gulf and western countries

Bohnet, I., Zeckhauser, R., & Herrmann, B. (2010). Trust and the reference points for trustworthiness in gulf and western countries. Quarterly Journal of Economics,125, 2, 811-828.
 
 
Cohen, Dara Kay, Amelia Hoover Green, and Elisabeth Jean Wood, February 2013. United States Insistute of Peace.
 
The closing of the gender gap in education: Does it foretell the closing of the employment, marriage, and motherhood gaps?

Ganguli, I. Hausmann, R., & Viarengo, M. (2011). The closing of the gender gap in education: Does it foretell the closing of the employment, marriage, and motherhood gaps? (Working paper). 

The elasticity of trust: How to promote trust in the Arab Middle East and the United States

Bohnet, I., Herrmann, B., Al-Ississ, M., Robbett, A., Al-Yahia, K.,& Zeckhauser, R. (2010). The elasticity of trust: How to promote trust in the Arab Middle East (Working paper).
 

Desai, S.D., Chugh, D., & Brief, A. (2012). Marriage structure and resistance to the gender revolution in the workplace (Working paper). 

Performance and information: The role of organizational demography

Bohnet, I. & Saidi, F. (2011). Performance and information: The role of organizational demography (Working paper).

When performance trumps gender bias: Joint versus separate evaluation

Bohnet, I., van Geen, A., Bazerman, M. H. Norris, P. (2012). When performance trumps bias: Joint versus separate evaluation (Working paper).
 

Norris, P. (2012). Gender equality in elected office in Asia Pacific: Six actions to expand women’s empowerment.

Militarizing men: Gender, conscription, and war in post-Soviet Russia

Eichler, M. (2012). Militarizing men: Gender, conscription, and war in post-Soviet Russia. Stanford, California: Stanford University Press.

Promises I can keep: Why poor women put motherhood before marriage.

Edin, K., & Kefalas, M. (2005). Promises I can keep: Why poor women put motherhood before marriage. Berkeley: University of California Press.

When Johnny and Jane come marching home: How all of us can help veterans

Caplan, P. J. (2011). When Johnny and Jane come marching home: How all of us can help veterans. Cambridge, Mass: MIT Press.

Why we lost the ERA 

Mansbridge, J. J. (1986). Why we lost the ERA. Chicago: University of Chicago Press. 
 

Edin, K. & Tach, L. (2012). Becoming a parent: Social contexts of fertility during young adulthood. In A. Booth (Ed.), Early adulthood in the family context (185-220). New York: Springer.

Daddy, baby, momma, maybe: Low-income urban fathers and the “package deal” of family life

Edin, K., Nelson, T., & Reed, J.M. (2011). In M.J. Carlson & P. England (Eds.), Social class and changing families in an unequal America (85-107). Palo Alto: Stanford University Press.

Feminism

Mansbridge, J. & Okin, S.M. (2007). Feminism. In R. Goodin, P. Pettit, & T. Pogge (Eds.), A companion to contemporary political philosophy, 2nd edition (332-359). Oxford: Blackwell.

Making a way out of no way: How mothers meet basic family needs while moving from welfare to work.

Clampet-Lundquist, S., Edin, K., London, A., Scott, E., & Hunter, V. (2004). Making a way out of no way: How mothers meet basic family needs while moving from welfare to work. In A.C. Crouter & A. Booth (Eds.), Work-family challenges for low-income parents and their children (203-242). Malwah: Lawrence Earlbaum Associates.

Political reservation and substantive representation: Evidence form Indian Village Councils

Beaman, L., Duflo, E., Pande, R., & Topalova, P. (2011). Political reservation and substantive representation: Evidence form Indian Village Councils. In S. Bery, B. Bosworth & A. Panagariya (Eds.), India Policy Forum 2010-2011. Brookings Institution Press and the National Council of Applied Economic Research: Washington, D.C. and New Delhi.

Politics as a male domain and empowerment in India

Beaman, L., Pande, R., & Cirone, A. (2011). Politics as a male domain and empowerment in India. In S. Francheschet, M.L. Krook, & J.M. Piscopo (Eds.), The impact of gender quotas. New York: Springer

Untapped potential in the study of negotiation and gender inequality in organizations

Bowles, H. R., & McGinn, K. L. (August 01, 2008). Chapter 2: Untapped Potential in the Study of Negotiation and Gender Inequality in Organizations. Academy of Management Annals, 2, 1.)

Whatever happened to the ERA?

Mansbridge, J. (2003). Whatever happened to the ERA? In S. Schwarzenbach & P. Smith (Eds.), Women and the United States constitution: History, interpretation, and practice (365-378). New York: Columbia University Press.

Wombfare: The religious basis of fertility politics

Toft, M. (2011). Wombfare: The religious basis of fertility politics. In J.A. Goldstone, E. Kauffman, & M.D. Toft (Eds.), Political demography: Identity, institutions, and conflict. Boulder, CO: Paradigm Publishers.

Writing as a Democrat and a Feminist 

Mansbridge, J. (2003). Writing as a Democrat and a feminist. In B. Glassner & R. Hertz (Eds.), Our studies, ourselves: Sociologists’ lives and work (127-138). New York: Oxford University Press.
 
 
By Rohini Pande and Deanna Ford. Background Paper for the World Development Report 2012.
 
 
 
Financial Times, November 26, 2011.
 
 
By Iris Bohnet. Financial Times, October 13, 2010.

"Microcredit is not the Enemy." 
 
By Rohini Pande et al. Financial Times, December 12, 2010.

“Can Political Affirmative Action for Women Reduce Gender Bias?” 
 
By Rohini Pande et al. Vox, January 8, 2009.

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Center News

Opportunities, Grants & Fellowships

Summer Fellowship Program

The Women and Public Policy Program provides stipends for summer internships that focus on closing gender gaps across the globe. Over the past decade the Women and Public Policy Program has enabled Harvard graduate students to complement their academic work with field experience in the US and internationally. WAPPP offers up to $6,500 for students to work in the field for a minimum of eight weeks on gender-focused projects and research.
 
 
From Harvard Square to the Oval Office: A Political Campaign Practicum (Oval Office) is a non-partisan initiative of the Women and Public Policy Program that provides a select group of Harvard graduate students with the training and support they need to ascend in the electoral process at the local, state and national levels. Our students form a robust network of women in government who support each other as they advance their careers. We believe that providing these tools and building a supportive network within the ranks of professional politics are necessary steps in correcting the large scale gender imbalance in the United States' government.

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Girl Scouts of the USA

Founded in 1912, the Girl Scouts of the USA (GSUSA), has long been preparing girls for leadership roles. As the largest voluntary organization for girls in the world, the Girl Scouts are committed to peaking the interest and listening to the voices of millions of girls, as well as the women and men who serve them. The purpose of Girl Scouting is to inspire girls with the highest ideals of character and conduct, so that they may become capable and inspired citizens. Girl Scouting seeks to accomplish this goal through innovative programs that provide girls with opportunities to explore the world's possibilities while having fun with their peers in supportive, all-girl settings.

Contact

420 Fifth Avenue
New York, NY 10018-2798
Ph. (212) 852-8000 / 1 800 478-7248
Fx. (212) 852-6509/6510
http://www.girlscouts.org



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Principal Staff

Anna Maria Chávez, CEO

Connie L. Lindsey, Chair of the National Board of Directors

Nhadine Leung, Chief of Staff

Delphia York Duckens, Senior Vice President, Fund Development

Jaclyn E. Libowitz, Chief of Staff

Florence Corsello, Senior Vice President and Chief Financial Officer, Business Services

Danny Boockvar, Chief Customer Officer, Girl Scouts of the USA

Deb Taft, Chief Development Officer, Girl Scouts of the USA

Michael Watson, Senior Vice President, Human Resources, Girl Scouts of the USA
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Featured Events

Employment Opportunities

Projects & Campaigns

The National Program Portfolio

The National Program Portfolio has two main parts – the National Leadership Journeys and the all new The Girl's Guide to Girl Scouting. Complemented by the Girl Scout Cookie program, Girl Scout travel and Girl Scout awards, the National Program Portfolio is designed to help girls develop as leaders and build confidence by learning new skills. It also ensures that Girl Scouts at every level are sharing a powerful, national experience—girls together changing the world!

Journeys

On every Leadership Journey, everything girls do—whether it's performing science experiments, creating art projects, cooking simple meals, or learning to protect the planet's water supply—is aimed at giving them the benefits of the Girl Scout "Keys to Leadership": Discover, Connect, Take Action.

Girl's Guide

Everyone knows that Girl Scouts have badges. But The Girl's Guide to Girl Scouting has more than just exciting, new badges for every age level. Each guide contains: 

-A colorful, easy-to-use binder specially designed for girls at each level. The binder comes chock full of essential information and badge activities—plus girls get to customize their own experience by choosing and adding in additional badge sets.

-Legacy, Financial Literacy, and Cookie Business badge activities—or, for Girl Scout Daisies, petal and leaf activities. For more information about the National Proficiency badges, check out How the National Girl Scout Program Portfolio Works.

-A detailed diagram showing where girls place the badges, pins, or awards with pride on their vests or sashes.
Ideas to help girls tie their badges right into their Journeys.
 
-Vintage illustrations and quotes from Girl Scout history to help girls feel connected to the proud traditions of the past.
An awards log showing girls every award and badge available at their level, as well as the entire badge program at every level, so girls can see how their skills will grow in Girl Scouting.
 
Highest Awards
 
We know you want to do good things for the world. Help the people who need it most. Protect animals that can't speak for themselves. Treat the environment with the respect it deserves. We know you have great ideas, ones that make a lasting difference. And that you're more than ready to work hard to put those ideas into motion. Girl Scouting's highest awards—the Bronze, Silver, and Gold Awards—are your chance to make a lasting difference in your community . . . and in the larger world. Click below. And start changing the world today!
 
Travel
 
Every girl deserves a chance to see the world. Girl Scouts offers many different travel opportunities so girls can see new places, meet new people, and learn about different cultures and ideas. Whether exploring their own neighborhoods, going on overnight camping trips, participating in community service projects, or flying to one of the four world centers, Girl Scouts are continually expanding their horizons.
 
Girl Scout Cookies
 
When a Girl Scout sells you cookies, she's building a lifetime of skills and confidence. She learns goal setting, decision making, money management, people skills, and business ethics—aspects essential to leadership, to success, and to life.
By putting her mind and energies to something, a Girl Scout can overcome any challenge. There are no limits. She can be anything. She can do anything.
 
Program Basics
 
Girl Scouts earn badges, hike and camp, participate in the cookie program, and much more. They improve neighborhoods, protect the planet, design robots, and establish sports clinics. See what a great Girl Scout year can look like for each grade level by visiting Girl Scout GPS!
 
Girl Scout program starts girls off on a Journey of their choice from the National Leadership Journeys series. They'll earn awards, have fun, and take on projects that change the world.
 
Girls then add The Girl's Guide to Girl Scouting to their program portfolio. TheGirl's Guide offers girls national proficiency badges, traditions and history, an awards log, and much more. Let Brownie Elf walk you through a fun video (below) describing the Girl's Guide. For complete information about what girls from kindergarten through high school do in Girl Scouts and the awards they can earn, please see the main Program page.

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Reports & Resources

 
While lack of financial literacy is a growing concern for everyone today, relatively little research has been done on how young people think about and experience money and finances, with even fewer studies focusing on girls specifically. To address this gap, the Girl Scout Research Institute conducted a nationwide survey with over 1,000 girls ages 8−17 and their parents to better understand girls' level of financial literacy and their confidence about, attitudes towards, and experiences with money. Having It All: Girls and Financial Literacy reveals that girls need and want financial literacy skills to help them achieve their dreams, with 90 percent saying it is important for them to learn how to manage money. However, just 12 percent of girls surveyed feel "very confident" making financial decisions.

Financial Literacy

Having It All: Girls and Financial Literacy (2013)

Girls and Media

The Net Effect: Girls and New Media (2002)

Beauty Redefined: Girls and Body Image Survey (2010)

Who's That Girl: Image and Social Media Survey (2010)

Real to Me: Girls and Reality TV (2011)

Girl Leadership, Beliefs, and Values

The Resilience Factor: A Key to Leadership in African American and Hispanic Girls (2011)

Good Intentions: The Beliefs and Values of Teens and Tweens Today (2009)

Transforming Leadership Continued (2009)

The New Leadership Landscape: What Girls Say About Election 2008 (2009)

Transforming Leadership: Focusing on Outcomes of the New Girl Scout Leadership Experience (2008)

Change It Up! What Girls Say About Redefining Leadership (2008)

Exploring Girls' Leadership (2007)

Girl Scouts Survey on The Beliefs and Moral Values of America's Children (1989)

Girl and Youth Development

Paths to Positive Youth Development (2003)

The Ten Emerging Truths: New Directions for Girls 11-17 (2002)

Snapshots of Young Lives Today (2001)

Healthy Living

Beauty Redefined: Girls and Body Image Survey (2010)

The New Normal? What Girls Say About Healthy Living (2006)

Weighing In: Helping Girls Be Healthy Today, Healthy Tomorrow (2004)

Feeling Safe: What Girls Say (2003)

How America's Youth Are Faring Since September 11th (2002)

Teens Before Their Time (2000)

Science, Technology, Engineering, and Mathematics (STEM)

Generation STEM: What Girls Say about Science, Technology, Engineering, and Math (2012)

The Net Effect: Girls and New Media (2002)

The Girl Difference: Short-Circuiting the Myth of the Technophobic Girl (2001)

Volunteerism

Voices of Volunteers 18-29 (2003)

The Community Connection: Volunteer Trends in a Changing World (2002)

National Profile of Adults in Girl Scouting: Executive Summary (1998)

Girl Scout Outcomes

Linking Leadership to Academic Success: The Girl Scout Difference (2012)

Mapping the Girl Scout Leadership Experience Outcomes to the Search Institute's Youth Developmental Assets(2012)

Transforming Leadership Continued (2009)**

Transforming Leadership: Focusing on Outcomes of the New Girl Scout Leadership Experience (2008)**

Girl Scouts Beyond Bars Evaluation Report (2008)**

GirlSports Basics National Evaluation (2003)

Junior Girl Scout Group Experience: Outcomes Measurement Guide (2002)

Tool Kit data analysis supplement (2001)

Tool Kit for Measuring Outcomes of Girl Scout Resident Camp (2000)

Girls, Families, and Communities Grow Through Girl Scouting (1997)

Girl Scouting

Girl Scouting Works: The Alumnae Impact Study (2012)

Defining Success: American Women, Achievement, and the Girl Scouts (1999)

National Profile of Adults in Girl Scouting: Executive Summary (1998)

Strength in Diversity: Toward a Broader Understanding of Racial and Ethnic Diversity in Girl Scouting: Final Report (1994)

The Girl Scout Experience Among Young Girls Today: Towards a Marketing Strategy for Girl Scouting (1992)

Girl Scouts: Its Role in the Lives of American Women of Distinction (1991)

Girl Scouts: Who We Are, What We Think (1990)


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The Feminist Majority Foundation

The name Feminist Majority Foundation is a consciousness-raiser, inspired by a Newsweek/Gallup public opinion poll that showed the majority of women (56%) in the United States self-identified as feminists. Most polls since then reveal that this majority continues with over two-thirds of young women self-identifying as feminists. Most men, especially young men, view themselves as supporters of the women's rights movement.

The Feminist Majority Foundation (FMF), which was founded in 1987, is a cutting edge organization dedicated to women's equality, reproductive health, and non-violence. In all spheres, FMF utilizes research and action to empower women economically, socially, and politically. Our organization believes that feminists - both women and men, girls and boys - are the majority, but this majority must be empowered.

Contact

1600 Wilson Boulevard
Arlington, VA 22209
Ph. (703) 522-2214
Fx. (703) 522-2219
http://www.feminist.org
femmaj@feminist.org


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Principal Staff

Eleanor Smeal, President
E-mail: esmeal@feminist.org

Katherine Spillar, Executive Vice President and Secretary
Ph. (310) 556-2500 x 102
E-mail: kspillar@feminist.org

Ina Coleman, Managing Director
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Featured Events

Employment Opportunities

Projects & Campaigns

Abortion

Abortion is a necessity for millions of women worldwide, for their health, for their wellbeing, for their dreams of a better tomorrow. The reality is that a woman will seek an abortion—legal or otherwise—almost instinctively and in self defense. A woman will do this when an unwanted pregnancy presents an excessive strain on her or her family’s physical, emotional or economic resources. Throughout the ages, courageous women have made it their right and indeed their responsibility. In a civilized society we owe women the legal right to make their decision safely.

Birth Control

Contraceptives—birth control methods—prevent pregnancy. All women and men have a right to safe, effective, affordable and accessible contraception. Contraception reduces the number of unintended pregnancies and the need for abortion; it’s an essential and basic preventive health service globally.

The more contraceptive options a society has, along with easy access and the education to use them, the less a society has to depend upon abortion. In the United States, however, there are fewer contraceptive options than in other developed nations, access is far more complicated, and cost is prohibitive for far too many. In developed countries like The Netherlands, Denmark and Sweden—where effective contraceptive choices are easily accessible and inexpensive or free—women have lower abortion rates compared to the United States.

Campaign for Afghan Women and Girls

Campaign Objectives:
-Increase and monitor the provision of emergency and reconstruction assistance to women and girls
-Support Afghan women-led non-governmental organizations (NGOs), the Afghan Ministry for Women's Affairs, and the Afghan Independent Human Rights Commission
-Increase security and safety for Afghan people, especially women and girls
-Promote women's rights, healthcare, and education

Mifepristone & Cancer Research

The Feminist Majority Foundation played a critical and decisive role in helping assure mifepristone's U.S. approval for safe and effective early medical abortion. In addition to fighting to expand women's safe abortion option, for more than a decade, the FMF has also been advocating for non-abortion clinical trials using mifepristone to treat cancers and other life-threatening conditions that solely or disproportionately affect women.

Campus Activism

The Feminist Majority Foundation (FMF) started the Campus Program to inform young feminists about the very real threats to abortion access, women’s rights, affirmative action, and lesbian, gay, bisexual, and transgender rights posed by right-wing extremists. FMF works with students on college campuses to effect change at the grassroots, national, and global levels. The Campus Program is built upon FMF’s philosophy that the most effective activism is informed activism, or study to action. Our program provides progressive students with opportunities to learn about timely feminist issues, develop their leadership and organizing skills, and connect with the larger pro-choice and feminist movements

Education Equality

Title IX is most well-known for increasing women's participation in sports. In 1971, only 294,015 girls participated in high school athletics. According to the U.S. Department of Education, today, over 2.7 million girls participate in high school athletics, an 847 percent increase. However, males are still the majority of high school and college athletes.

Girls Learn International

Girls Learn International (GLI) educates and energizes U.S. students in the global movement for girls’ access to education. GLI pairs Chapters in U.S. middle schools and high schools with Partner Schools in countries where girls still lag behind boys in access to education and where girls are far less likely than boys to stay in school past the primary grades. The GLI Program supports the empowerment of U.S. students as they discover that through their own creative initiatives, dedication, and passionate leadership, they can create real solutions that address the obstacles facing girls and women here around the world. Student-to-student, and student-to-parent, GLI is building a movement of informed advocates for universal girls’ education and a new generation of leaders and activists for social change.

Global Women's Rights

The Feminist Majority Foundation is committed to empowering women and girls around the world. Join us as we advocate for Afghan women and girls, women in Iran, increased funding for global sexual reproductive health and rights, the United Nations Convention on the Elimination of All Forms of Discrimination Against Women (CEDAW), known as The Women's Treaty, and the worldwide elimination of violence against women.

Ms. Magazine

Ms. was the first U.S. magazine to feature prominent American women demanding the repeal of laws that criminalized abortion, the first to explain and advocate for the ERA, to rate presidential candidates on women's issues, to put domestic violence and sexual harassment on the cover of a women's magazine, to feature feminist protest of pornography, to commission and feature a national study on date rape, and to blow the whistle on the undue influence of advertising on magazine journalism.

National Cetner for Women and Policing

A program of the Feminist Majority Foundation, the National Center for Women & Policing (NCWP), promotes increasing the numbers of women at all ranks of law enforcement as a strategy to improve police response to violence against women, reduce police brutality and excessive force, and strengthen community policing reforms.

National Clinic Access Project

The National Clinic Access Project (NCAP) assists independent clinics and physicians as well as affiliated clinics, both non-profit clinics as well as for-profit. NCAP began as the National Clinic Defense Project in 1989 by mobilizing 10,000 pro-choice volunteers in response to Operation Rescue's threat to turn Los Angeles into the first "abortion-free city."

Rock for Choice

Rock for Choice was founded by L7 in the fall of 1991 to mobilize the music community to protect abortion rights and women's health clinics. After meeting with the Feminist Majority, which heads the largest clinic access Project in the country, L7 organized the first Rock for Choice concert at the Palace in Los Angeles on October 21, 1991. This historic concert featured Nirvana, Hole and Sister Double Happiness.

Feminists Against Sweatshops

Women make up 90 percent of sweatshop laborers. The majority of these women are between the ages of 15 and 22. Companies that use sweatshop labor to increase their own profit margins are taking advantage of predominantly young women.

Violence Against Women

Change the FBI definition of rape. Find out how you can encourage your community leaders to test the backlog of rape evidence kits. Watch a video about rape kits and order the action toolkit.


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Reports & Resources

 
The Feminist Chronicles,written by Toni Carabillo, Judith Meuli, and June Bundy Csida, provides the most thorough history to date of the women's movement and the advancements women have made in the U.S. from 1953 to 1993.
 
 
This Teacher's Guide, provided on FM's website in 1995, gives a sample approach to teaching women's history, including topic breakdowns and bibliography.
 
 
Get comprehensive data on women and policing, from gender-balance statistics in nationwide police departments to stats on women in leadership positions within law enforcement.
 
 
Including comprehensive statistics and analysis on clinic violence nationwide, the Annual Clinic Violence survey is the foremost source on threats and violence against reproductive health clinics, and law enforcement response.
 
 
In order to further clinics’ and communities’ ability to provide safe abortion access, the Feminist Majority Foundation and NOW Legal Defense and Education Fund have updated this booklet, first published in 1996.
 

Overview of research providing compelling evidence that increasing the number of female officers improves police response to violence against women and reduces police use of excessive force.
 
 
The creation of this 2007 Handbook has been a major activity of General Handbook Editor, Dr. Sue Klein, Director of the Feminist Majority Foundation Education Equity Program. This Handbook is especially valuable to the increased numbers of researchers, educators and educational activists interested in gender equity and their equity allies at all educational levels. In addition to schools of education, it is a valuable reference book for journalists, women's and gender studies faculty and students, and for professional organizations concerned with educational equity
 
 
Feminist Majority Foundation research confirmed widespread non-compliance with Title IX and the U.S. Constitution protections against sex discrimination in all but four states which instituted deliberate single-sex education in over 1,000 public K-12 schools during 2007-10. Key recommendations include rescinding the 2006 ED Title IX regulations which weakened safeguards against sex discriminatory sex segregation and empowering Title IX coordinators to identify and help stop this increased sex discrimination.
 
 
Feminist Majority's in-depth analysis of the gender gap and how it affected the controversial 2000 presidential election, as well as key races and feminist victories in Congress and statewide elections.
 
 
A variety of archived chats featuring well-known feminist leaders, as well as lesser-known women doing amazing work. Chat topics include emergency contraception, AIDS, clinic violence, and the courts.
 
 
FMF led the successful 12-year campaign for the approval of mifepristone in the United States. Learn about the campaign, the history of the struggle for mifepristone access, and current campaigns to ensure broad access to this early abortion pill.
 
Empowering Women Reports, 1995

Sports

Philanthropy

Business

Medicine


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Center News

Catalyst

Founded in 1962, Catalyst is the leading nonprofit membership organization expanding opportunities for women and business. With offices in the United States, Canada, Europe, and India, and more than 500 preeminent corporations as members, Catalyst is the trusted resource for research, information, and advice about women at work. Catalyst annually honors exemplary organizational initiatives that promote women's advancement with the Catalyst Award.

Contact

120 Wall Street
New York, NY 10005
Ph. 212-514-7600
Fx. 212-514-8470
http://www.catalyst.org
info@catalyst.org


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Principal Staff

Ilene H. Lang, President & Chief Executive Officer
E-mail: ilenelang@catalyst.org

Nancy M. Carter, Senior Vice President, Research
E-mail: ncarter@catalyst.org

Michael J. Chamberlain, Vice President, Brand Management & Events
Email: mchamberlain@catalyst.org

Jan Combopiano, Vice President & Chief Knowledge Officer
E-mail: jcombopiano@catalyst.org

Jennifer Daniel-Davidson, Chief Financial Officer & Senior Vice President, Finance, HR & Administration
E-mail: jdaniel@catalyst.org

Heather Foust-Cummings, Ph.D., Vice President, Research
E-mail: hfoust-cummings@catalyst.org

Deborah Gillis, Chief Operating Officer
E-mail: dgillis@catalyst.org

Katherine Giscombe, Ph.D., Vice President, Diverse Women & Inclusion Research
E-mail: kgiscombe@catalyst.org
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Featured Events

Employment Opportunities

Projects & Campaigns

 
A members-only benefit and approach to using workforce data and information to assess your diversity and inclusion “health” and drive change.  With tools, insights, events, and opportunities to connect with others, we help you diagnose where your organization excels and where it is stuck, taking you behind the numbers, testing assumptions that get in the way, and deepening understanding, so that you can define appropriate goals and create sustainable change.
 
 
Provides articulate and authoritative experts from Catalyst's executive staff and the experts from our Research and Global Member Services groups. Drawing on our extensive knowledge and wealth of hands-on experience, these speakers regularly enlighten, inform, and inspire corporate, professional, and academic audiences across the globe.

 
Serves Catalyst member organizations and their executives as a leader in the movement to diversify the boardroom. CBS helps the most senior women within Catalyst member organizations determine their potential to serve on public company boards, and assists them in formulating appropriate strategies to gain visibility as well as entrée into the boardroom. CBS serves as a referral service, yet works closely with search firms, and many other organizations that conduct searches for board directors.

 
Provides members with trusted advice and actionable insights to build and sustain workplace inclusion. Our strategy experts serve as thought partners, drawing on all of Catalyst knowledge and working closely with clients to diagnose strengths and issues, raise awareness of key opportunities, and develop customized solutions that advance women and meet the organization’s goals.  Catalyst can provide the insights and tools to make change because we know what works and why.

 
A way to stay on top of trends and get support for those who wish to make change through knowledge. Our highly experienced team of trained librarians creates knowledge products and provides efficient and comprehensive responses to information requests from Catalyst members, the media, and public-policy makers.

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Reports & Resources

Business Career

Advancing Women Leaders: The Connection Between Women Board Directors and Women Corporate Officers (2008). This research shows that the number of women on a company’s board of directors impacts the future of women in its senior leadership.

Advancing Women in Business: The Catalyst Guide to Best Practices from the Corporate Leaders (1998).

Women in Financial Services: The Word on the Street. This report on women in financial services shedes light on experiences, perceptions, and attitutudes of women in the industry and how they compare to those of male colleagues.

Women in Law: Making the Case. Catalyst's pioneering study of men's and women's career paths in the legal profession, Women in Law explores the obstascles to women's full integration into the legal profession. The report offers recommendations for legal employers on how to achieve strategic goals by retaining and developing women.

Child Care

Child Care Centers: Quality Indicators (1993). A guide for assessing a child care center by adult-child ratios, group sizes, staff qualifications, the work environment, cost, and utilization.

Child Care in Corporate America: Model Programs (1993). An analysis of corporate-sponsored child care, issues pertaining to quality, a discussion with experts, and six model programs.

Corporate Women -- Employment Issues 

Catalyst. June 7, 2013. Managers as Spnosors Toolkin Tool 7: Monitoring Your Progress-- A Sponsorship Tracker.

Catalyst. June 7, 2013. Managers as Sponsors Toolkit Tool 6: Consolidating Your Toolkit Responses—A Management Method.

Catalyst. June 17, 2013. Women CEOs and Heads of the Financial Post 500.

Catalyst.  2010. Making Mentoring Work. Written by Sarah Dinolfo, and Julie S. Nugent.

Catalyst. 2010. Making Mentoring Work—Business Case Framework . Writtent by Sarah Dinolfo,  and Julie S. Nugent.

Catalyst. 2010. Making Mentoring Work—Sample Mentoring Scorecard. Written by Sarah Dinolfo, and Julie S. Nugent.

Catalyst. 2010. Making Mentoring Work—Sample Mentor and Mentee Career Development Action Plan. Written by Sarah Dinolfo, and Julie S. Nugent.

Catalyst. 2010. Making Mentoring Work—Formal Mentoring ROI Spreadsheet Tool. Written by  Sarah Dinolfo, and Julie S. Nugent.

Catalyst 2009. 2009 Catalyst Census: Fortune 500 Women Board Directors. Writtent by Heather Foust-Cummings and Emily Pomeroy.

Cracking the Glass Ceiling: Strategies for Success (1999). Case studies on how major corporations remove glass ceiling barriers.

Catalyst Census of Women Directors of the Fortune 500 (1998). Published annually since 1993, it lists the women who serve on Fortune 500 boards and how many women are on each company's board.

Catalyst Census of Women Corporate Officers and Top Earners (1998). An annual census showing how women rank among the highest paid executives, which companies and industries have the most female officers, and which states have the highest concentration of women at the top.

Closing the Gap: Women's Advancement in Corporate and Professional Canada (1998). Based on a survey of more than 400 high-level women and nearly 200 chief executives in Canada's largest corporations and professional firms, this study includes the varying perspectives of senior women and chief executives on what holds women back from the top.

Women in Corporate Leadership: Progress and Prospects (1996). A survey of top women managers offering testimony from the women who have made it, as well as the views of Fortune 1000 CEOs.

Knowing the Territory: Women in Sales (1995). Sales representatives, human resources professionals, and sales managers from major American companies discuss what sales organizations can do to attract, retain, and advance women.

The CEO View: Women on Corporate Boards (1995). America's Fortune 1000 CEOs discuss what they expect from female directors and offer insight into the written and unwritten criteria for board nomination.

Women on Corporate Boards: The Challenge of Change (1993). A report about female directors' backgrounds, their expectations of and experience on corporate boards, their feelings about advocacy for women's issues, and the ways in which they relate to female employees of companies on whose boards they serve.

Mentoring: A Guide to Corporate Programs and Practices (1993). A report describing how to identify and advance high-potential women, recruit and train new employees, and avoid common problems.

Creating Successful Mentoring Programs: A Catalyst Guide. This guide teaches you how to identify and advance high-potential women, recruit and train new employees, and avoid common pitfalls of formal mentoring programs. This recently updated report takes you step-by-step through implementing a formal mentoring program.

Women in Corporate Management: Model Programs for Development and Mobility (1991). A report on 17 Fortune 500 companies with exemplary programs for women and why these initiatives are successful.

Creating Women's Networks: A How-To Guide for Women and Companies. A guide to starting and sustaining women's workplace networks based on Catalyst's work.

On The Line: Women's Career Advancement. A report outlining barriers women face and recommending strategies for overcoming them, including examples of America's newest and most creative policies for helping women advance.

Entrepreneurship

Women Entrepreneurs: Why Companies Lose Female Talent and What They Can Do About It (1998). A joint project with the National Foundation for Women Business Owners and The Committee of 200, it discusses the fact that women are starting new businesses at twice the rate of men.

Feminist Thought and Scholarship

The Catalyst Award: Setting the Standard for Women's Advancement. Details Catalyst Award winning initiatives from 1987 to 1997.

Science and Technology

Women in Engineering: An Untapped Resource (1992). Recommendations of what companies can do to attract, retain, and advance women engineers, including initiatives that address barriers, perceptions of male counterparts, and job satisfaction.

Women Scientists in Industry: A Winning Formula for Companies. A study identifying factors in the corporate culture that contribute to or impede the career advancement of women scientists.

Women of Color -- Corporate Women

Catalyst. 2009. Women of Color in U.S. Law Firms - Women of Color in Professional Services Series. Written by Deepali Bagati.

Women of Color in Corporate Management: Opportunities and Barriers (1999). The third part of the study that looks at women of color's expectations, experiences, and perceptions of corporate culture and how they affect the women's job satisfaction, organizational commitment, and intent to stay with the company.

Women of Color in Corporate Management: Dynamics of Career Advancement (1998). A discussion of what African-American, Asian-American, and Latina women perceive as barriers to advancement in corporate America. Read Catalyst's recommendations on what companies can do to retain and advance this important segment of their talent pool.

Women of Color in Corporate Management: A Statistical Picture (1997). A combination of census data and previously unpublished information from Catalyst's Women in Corporate Leadership study presents a demographic overview of women managers of color.

International

Catalyst. June 12, 2013. First Step: India Overview

Work and Family

Catalyst. 2008. Making Change-Beyond Flexibility: Work-Life Effectiveness as an Organizational Tool for High Performance. Written by Lisa D'Annolfo Levey, Aimee Horowitz, and Meryle Mahrer Kaplan. 

Two Careers, One Marriage: Making It Work in the Workplace (1998). Based on the responses of almost 1,000 dual-career earners and aimed at employers, this study describes the issues that mean the most to these couples.

A New Approach to Flexibility: Managing the Work/Time Equation (1997). An assessment of flexible work arrangements describes strategies and solutions.

Making Work Flexible: Policy to Practice (1996). A guide on helping organizations and managers implement and manage flexible work arrangements in corporations and professional firms.

Flexible Work Arrangements II: Succeeding with Part-Time Options (1993). Findings from the first longitudinal study of flexible work arrangements and their effect on employees' career growth.

The Corporate Guide to Parental Leaves (1992). A manual to help employers plan or update a cost-effective parental leave policy, created before the Family and Medical Leave Act of 1993 went into effect.

Weekly Blog


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Opportunities, Grants & Fellowships


 
Annually honors innovative organizational approaches with proven, measurable results that address the recruitment, development, and advancement of all women, including diverse women. Since 1987, Catalyst has recognized 82 initiatives at 76 organizations from around the world. These groundbreaking diversity and inclusion programs have changed workplaces, communities, and lives.
 
Become a member
 
Catalyst membership is a high-value partnership that gives your organization—and various stakeholders within it—access to a variety of indispensable benefits. To help you build an inclusive workplace, Catalyst will provide innovative research, the tools to make change, examples of successful initiatives, networking and knowledge-sharing events, a powerful array of services, and access to the unique Catalyst community of leaders committed to expanding opportunities for women and business.

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Barnard Center for Research on Women

Since its founding in 1971, the Barnard Center for Research on Women (BCRW) has been at the very forefront of feminist action and scholarship. BCRW promotes women’s and social justice issues in the local spheres of the Barnard College community and academic and activist networks in New York City, as well as having a voice in national and transnational feminist organizing and research. We are a well-recognized nexus of feminist thought, activism, and collaboration for scholars and activists alike.
 
BCRW’s mission, “to assure that women can live and work in dignity, autonomy, and equality,” is pursued through programming and events, production and distribution of print- and web-based publications, and collaboration with local and national activist and academic networks.

Contact

3009 Broadway
New York, NY 10027
Ph. 212/854-2067
Fx. 212/854-8294
http://www.barnard.edu/bcrw
bcrw@barnard.edu


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Principal Staff

Janet Jakobsen, Ph.D., Director
E-mail: jjakobsen@barnard.edu

Catherine Sameh, Ph.D., Associate Director
E-mail: csameh@barnard.edu

Anne Jonas, Program Manager
E-mail: ajonas@barnard.edu

Pam Phillips, Administrative Assistant
E-mail: pphillips@barnard.edu

Hope Dector, New Media Management
E-mail: hdector@barnard.edu
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Featured Events

Employment Opportunities

Reports & Resources

S&FOnline

The Scholar & Feminist Online, a triannual, multimedia, online-only journal of feminist theories and women's movements, provides public access to the Barnard Center for Research on Women's most innovative programming by providing written transcripts, audio and visual recordings, and links to relevant intellectual and social action networks. The journal builds on these programs by publishing related scholarship and other applicable resources. A forum for scholars, activists, and artists whose work articulates the ever-evolving role of feminism in struggles for social justice, S&F Online brings you the latest in cutting-edge theory and practice.

New Feminist Solutions

Marking the newest direction in BCRW's more than thirty-five-year-old tradition of print publication, New Feminist Solutions is a series of reports geared toward informing and inspiring activists, policy-makers and others. Each report was written in collaboration with organizations and individuals who, like BCRW, have made a concerted effort to link feminist struggles to those of racial, economic, social and global justice. The reports are based on conversations and ideas emerging from conferences held at Barnard College, and are published in conjunction with websites featuring additional information from these events. Copies of the reports are free. They can be downloaded from the New Feminist Solutions website. Print copies can be requested by emailing bcrw@barnard.edu.

BCRW Newsletter

Published biannually, the BCRW newsletter provides event information and feature articles that communicate some of the broader issues engaged by the events, thus providing readers with a new way of understanding the work of the Center as a whole.

Guide to NYC Women's and Social Justice Organizations

This rich guide puts you in touch with the artists, activists and organizations whose work is most crucial to you. You'll find valuable information from nearly five hundred citywide organizations that work for sexual, racial, economic and social justice. The directory reflects our longtime commitment to building far-reaching, and sometimes unexpected coalitions.


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