"Having women involved keeps kids playing," says Danielle Emmons, the community program assistant at the Coaches Association of Ontario. They hope the #SheCanCoach campaign also encourages men to become involved in the conversation about the benefit of women on the coaching staff. "It's about creating a balance so that kids can see that both men and women can be in coaching roles and that women can do it too," Emmons says.
The lack of accommodation for women’s caregiving responsibilities is one of the reasons they are not promoted into leadership. Colleagues may assume, without verification, that caregivers need certain costly accommodations or are simply unavailable (“Let’s not ask her to do this because she is breastfeeding.”) The absence of a field-wide discussion on the actual adjustments necessary is leading to career stagnation among talented and ambitious professionals and to a wide gender imbalance in leadership.
Iceland's example should be improved on, not followed. A country mandating equal, completely non-transferable family leave for both men and women would begin to degrade the stereotype propping up the pay gap. If men and women must both take time off to take care of a child, and if they are actively encouraged to put equal effort into child-rearing -- something that can only be good for children -- employers will cease to regard men as the more committed workers.
But it has become clear that masking is, at best, a partial solution. While it might allow more women to get through interview rounds, there is little evidence that it would get more women hired. In fact, the low-tech version of masking — removing names from résumés — has been tried, without much documented success.
Cryptocurrency is a form of digital currency traded between people or used to purchase goods outside of banks or government regulation — that's part of what makes it risky. Figuring out exactly who is putting money into this kind of asset is difficult because part of the attraction of investing in the crypto realm is the assurance of anonymity. But survey after survey backs up what the anecdotal evidence suggests — women are underrepresented.
Between October 2016 and October 2017, women who worked in the country’s stores lost 160,300 jobs, while 106,000 men found new work in the field, the analysis from the Institute for Women’s Policy Research found. Economy & Business Alerts Breaking news about economic and business issues. Sign up “We’ve seen many news reports of the decline in retail jobs, but few have noted that the picture in retail is much different for women and men,” researchers at the Washington think tank wrote. Over the past year, they added, “women’s share of all retail trade jobs fell from 50.4 to 49.6 percent.”
Last year, Pinterest’s hiring rate for women in engineering roles was 22 percent, so the company lowered its hiring goals from 30 to 25 percent for 2017. This year, Pinterest increased the percentage of women in engineering roles to 26 percent, surpassing its revised goal. When Pinterest lowered that goal, CEO Ben Silbermann said the company still aspires to 30 percent, but that it would likely take more than 12 months to get there. Pinterest is currently 45 percent female and 55 percent male.
According to S&P, if more efforts were made to include women in the American workforce, particularly in professions traditionally dominated by men, the US could experience a 5% to 10% increase in GDP in the next few decades. This would also help offset a shrinking labor force due to an aging population. Overall, labor force participation has recently fallen to a 40-year low.
The letter also cites the number of women Amazon has in senior executive roles, compared with other tech companies, and asserts that could have an impact on how the company addresses allegations. It cited numbers from a recent New York Times story, which reported that just one of the top 16 executives (6 percent) at Amazon, known as the “S-team,” is a woman. At Apple, five of the top 19 executives listed on its website (26 percent) are women. Six of the 13 people (46 percent) on Google chief executive Sundar Pichai’s team are women, and three of the 16 executives listed on Microsoft’s website (19 percent) are female.
Women and people of color were picked for a majority of open S&P 500 board seats this year for the first time, due in part to pressure from investors to improve gender and racial disparities. “It’s a step in the right direction, for sure, and it’s the first time we’ve gone over 50 percent,” said Julie Daum, who heads the North American board practice for executive recruiter Spencer Stuart, which did the survey. “Boards are looking for people who are younger and with different skill sets and that does open the boardroom for more women and minorities.”