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It’s shaping up to be a record-breaking year for women running for office, reports National Journal’s Hotline (behind paywall).
According to figures collected by Rutgers's Center for American Women and Politics, fully 296 women filed to run for the House this year, shattering the previous record (262) set in 2010. And with primaries in 19 states still to come, plus a few runoffs, 113 women have already won their party's nomination and advanced to Nov.
The record for women nominees in one year is 141, set in 2004. That could fall, too; for one thing, there are still 11 more female incumbents with token primaries ahead. Already, almost as many Dem women have won nominations (85) as in 2004 (88), though the GOP is lagging a bit. Still, local or nat'l GOPers tapped women as their marquee candidates in a number of upcoming primaries, including MI-11 (Nancy Cassis, the local establishment's pick as a write-in nominee), MO-02 (Ann Wagner), and AZ-02 (Martha McSally), among others.
One other record to consider is the number of women serving in the House, which is 76. There are 75 currently serving and 6 aren't running for reelection, while another 9 could be considered in some degree of electoral peril. But not all will lose or be replaced by men, and both parties have female nominees poised to capture male-held seats, like GOPer Walorski (IN-02) and Dem Duckworth (IL-08), to name just two.
A study published in the journal Organization Science finds that when managers have to explain their pay-raise decisions to employees, they tend to give more money to men than they do to women -- even if the workers' performance is equal.
A new study in the journal Organization Science finds that when managers have to explain their pay-raise decisions to employees, they give more money to men than they do to women -- even if the workers' performance is equal.
In the study, originally done for Emory University, 184 managers were given a set amount of money that they needed to distribute among employees with identical skills and responsibilities. Half of the managers were told they would need to justify their decisions to their employees, and half were told there would be no discussion afterwards.
Unfortunately, women can't overcome an initially low raise by negotiating because the corporate budget has already been spent. In many companies, each manager receives a budget for raises that is then divided among employees. All workers are notified at the same time (or over a very short time period) of their increases. Because every penny has already been allotted, there is no money left to give to someone who questions a small raise. Managers won't typically go to an employee with a higher raise and say, "Oops! Jane needs a few more bucks, so we're taking a percent off your raise and giving it to her!"
The only way a raise can go through at this point is for an exception to be granted. And that requires a lot of hard work on the part of the manager and (most likely) the manager's manager. HR and senior management must be convinced that this additional raise, outside of the spent budget, is worth the money. And managers, who are cognizant of their own reputation, will try to do this without stating that they made a mistake in allocating raise money.
Issue brief from the Center for American Progress:
This issue brief examines the state of women of color in the United States at large in regards to four key areas: the workplace wage gap, health, educational attainment, and political leadership. While conversations in the mainstream media would suggest that women of color are a monolithic entity, it is important to note that women of color are a diverse group with a variety of experiences. We offer specific data points on various racial and ethnic groups where available as we present the issues of greatest importance to women of color today, but remember that data are not always available for direct comparisons of different groups of women of color compared to their white counterparts.
As of 2012, it is estimated that there are more than 8.3 million women-owned businesses in the United States, generating nearly $1.3 trillion in revenue and employing nearly 7.7 million people, according to the second annual State of Women-Owned Businesses Report, commissioned by American Express OPEN. The growth in the number (up 54 percent), employment (up 9 percent) and revenues (up 58 percent) of women-owned firms over the past 15 years exceeds the growth rates of all but the largest, publicly-traded firms.
But this wasn't just any excited mom-to-be. This was 37-year-old Marissa Mayer, the newly named CEO of Yahoo – obviously a huge achievement for anyone, but especially for a woman in the male-dominated tech industry. And she was about six months pregnant, to boot.
Exciting news – especially for Mayer and her husband, of course – but did it mean something for the rest of us, too? Was it a watershed moment in the perennial debate over whether women can "have it all," with the pendulum swinging happily in the positive direction?
Or was it, as some claimed in the inevitable back-and-forth on Twitter, actually a development that would increase pressure on other working moms, who might not have nearly the resources that Mayer does, in terms of wealth, power, talent and flexibility on the job?
Or was it even sexist to raise the question at all? Would anyone be saying anything if the new Yahoo CEO were an expectant father? No, went a frequent online thread: No one would even pay attention to that.
In 1981 Hardy became the first female firefighter at the Purdue University Fire Department. “At the time it was unheard of,” she said. “But it is not as unusual now as it was 30 years ago for me to be in a fire department.”
Recent trends reiterate Hardy’s statement, with reports that not only do women make up almost 60 percent of the workforce in America, but they are increasingly entering jobs in fields previously dominated by men.
According to a recent NBC news story as well as a study by the Center for Women’s Business Research, women are taking on jobs that have been traditionally held by men.
From ownership and professional positions all the way to the physical labor in industries such as construction, manufacturing, transportation and repair jobs, a woman’s presence is becoming less uncommon.
How does that data translate locally? Greater Lafayette Commerce’s CEO and President Joe Seaman says that’s a question not many people have asked. “The job may have the same name,” Seaman said, “but the skill sets are different. In the past strength was utilized, but now we are utilizing education.”
But what's $10,000 to you if you're a female Republican congressional staffer? It's about how much less you'd make than the men in your office, according to salary data from LegiStorm.
As Catherine Hollander notes as part of this week's National Journal magazine cover story, these numbers aren't a perfect science. Additionally, the salary divergence can be largely explained by thegender disparity in high-level congressional jobs--especially among Republicans. Women working in Congress tend to have lower-ranking jobs and thus lower salaries. But the salary contrasts are striking when matched to congressional salary data on the whole.