Source: Barbara Gault, Jessica Milli, Lindsey Reichlin Cruse, Institute for Women’s Policy Research, #C469, June 2018
From the summary:
Investing in Single Mothers’ Higher Education: Costs and Benefits to Individuals, Families, and Society Postsecondary education is a reliable pathway to economic security and is increasingly important to securing family-sustaining employment. For single mother families, who make up a growing share of U.S. families, and who are especially likely to live in poverty, college attainment is a game changer for improving family well-being and meeting the demands of a changing economy. College credentials are associated with a host of positive outcomes, including increased earnings, higher rates of employment, improved health, increased civic engagement, and improved outcomes among the children of college graduates.
Source: Amy Lui Abel and Diane Lim, University of Pennsylvania, Wharton School, Knowledge@Wharton, June 6, 2018
In this opinion piece, researchers Amy Lui Abel and Diane Lim of The Conference Board explain why demographic and economic trends provide an opportunity for older women to expand their role in the labor market. Several female-dominated occupations — especially in health care services — face shortages that will only grow. But given the unique needs and circumstances of older women, realizing their full economic contribution will hinge on employers providing them with more flexible work environments. If companies do this, the greying of America could become an opportunity rather than a threat.
Source: Frank Dobbin, Alexandra Kalev, Harvard Business Review, November 15, 2017
We already know how to reduce sexual harassment at work, and the answer is actually pretty simple: Hire and promote more women. Research suggests that this solution addresses two root causes of harassment.
Source: Margaret E. Johnson, The Conversation, June 5, 2018
…. But a question #MeToo has been asking since the beginning is how will this affect the lives of women far from the high-powered worlds of Hollywood and Washington. Is this making it any easier for a low or mid-wage worker in middle America to rid her workplace of a sexual harasser?
One important way of doing this is by making an official complaint to the employer. But while women will often complain to family or even on social media, most don’t tell their companies of the misconduct. In fact, barely 1 in 4 ever do. ….
Source: National Women’s Law Center (NWLC), May 23, 2018
From the press release:
While women in the U.S. who work full time, year round are typically paid just 80 cents for every dollar paid to their male counterparts, the wage gap between working mothers and fathers is even larger. Mothers typically are paid only 71 cents for every dollar paid to fathers, which translates to a loss of $16,000 annually, according to new National Women’s Law Center (NWLC) analysis of Census data. The motherhood wage gap exists in every state and can mean mothers lose thousands of dollars more than the national figure: mothers do best in Maine, where they are paid 85 cents for every dollar paid to fathers, and worst in Utah, where they are paid only 58 cents for every dollar paid to fathers. ….
Key findings of the analysis include:
– More than 2 in 5 mothers (42.2 percent) are employed in one of twelve occupations, and in every one of those occupations, mothers are paid between 52 cents and 85 cents for every dollar paid to fathers.
– The wage gap exists for mothers at every education level.
– Among full-time, year-round workers, mothers with a high school degree make just 68 cents for every dollar paid to fathers with a high school degree.
– Fathers who earn a master’s degree or a doctoral degree are typically paid $100,000 and $115,000 respectively. Conversely, mothers who complete these degrees are typically paid no more than $90,000 annually.
– Asian/Pacific Islander mothers are paid 85 cents for every dollar paid to white, non-Hispanic fathers; white, non-Hispanic mothers are paid 69 cents; Black mothers, 54 cents; Native mothers, 49 cents; and Latina mothers, 46 cents. The wage gap persists for mothers of all ages
Source: Amy McCaig, Futurity, May 31, 2018
Blame for the gender wage gap in the United States shouldn’t fall on women, report researchers.
In a review paper, they draw on existing psychological research to highlight myths regarding the gap between men and women and to offer possible explanations for why it exists. ….
5 myths about the gender wage gap:
Myth 1: Women aren’t doing equal work. ….
Myth 2: Women leave the workplace to have and raise children. ….
Myth 3: Women choose less lucrative professions. ….
Myth 4: Women don’t ask for what they want. ….
Myth 5: Women don’t have as much education or experience as men. ….
6 ways organizations can eliminate the wage gap:
1. Identify and remove barriers. ….
2. Provide equal growth opportunities. ….
3. Take action toward implementing better work/life balance. ….
4. Provide ongoing training. ….
5. Have anti-discrimination policies. ….
6. Have and promote male allies. ….
Victim Precipitation and the Wage Gap
Source: Shannon Cheng, Abigail Corrington, Mikki Hebl, Linnea Ng, Volume 11, Issue 1 March 2018
In response to: Beyond Blaming the Victim: Toward a More Progressive Understanding of Workplace Mistreatment
From the abstract:
Cortina, Rabelo, and Holland (2018) accurately cite the general public’s overuse of victim precipitation ideologies, or the notion that victims engage in actions that directly bring about their unfortunate circumstances. These ideologies also have permeated industrial and organizational (I-O) psychology and the study of people in the workplace (e.g., women’s choice in clothing leads to sexual harassment, certain target characteristics and actions incite workplace bullying). We agree with Cortina et al. that this ideology unintentionally benefits the perpetrator by placing blame and responsibility for nonoptimal workplace situations directly on the target. The field of I-O psychology needs to move away from this model of victim blaming as a remediation for workplace disparities.
Source: Sarah Jane Glynn, Center for American Progress, May 2018
From the overview:
Most working mothers return home to a second shift of unpaid housework and caregiving after their official workday ends. When paid work, household labor, and child care are combined, working mothers spend more time working than fathers.
Source: Amy Newcomb, U.S. Census Bureau, May 2018
Women continue to earn less than men in nearly all occupations, but this is more pronounced in fields that predominantly employ men and in professions with a comparable mix of men and women. The largest pay gap is within the finance and sales professions.
Overall, women are also more likely to be employed in lower-paying jobs.
The data highlighted above comes from a recently released detailed table from the American Community Survey. It looks at the gender pay gap for more than 300 occupations. ….
Source: Jen Fifield, Stateline, May 11, 2018
…..Seven months after the #MeToo movement began, state lawmakers across the country are still grappling with how to root out what many say is a longstanding misogynist culture in statehouses. After dozens of sexual harassment accusations against sitting male state lawmakers, at least 16 legislators in a dozen states have resigned or been expelled, according to a Stateline tally.
In many states, accused lawmakers were knocked from leadership posts, or voluntarily relinquished them, while remaining in office. Others apologized and kept their positions, or maintain their innocence.
As many legislative sessions end, many of the substantial policy changes that state lawmakers were hoping for — such as creating a private and safe method for victims to come forward and a nonpartisan way for bad behavior to be punished — remain elusive…..
Source: Roxanne Nelson, AJN The American Journal of Nursing, Vol. 118 no. 5, May 2018
The #MeToo and #TimesUp movements have put a national spotlight on workplace sexual harassment. As members of a female-dominated profession, nurses have long dealt with on-the-job sexual harassment, and the problem persists in today’s workplace.