Work:life Balance

Flexible work arrangements and policies that address caregiving roles result in paybacks for both employers and employees. Research shows that employees with a satisfying work/life balance are more productive, creative, innovative and motivated at work and are less likely to leave their positions. Flexibility also encourages gender diversity in the workplace by easing the way for women to stay on their chosen career tracks while providing caregiving to children and family members or pursuing other interests and responsibilities.

Building a Pipeline to Women's Leadership

Submitted by vivhdem on Wed, 01/18/2012 - 12:53pm

NCRW held an expert panel on February 28, 2011 at American Express with senior leaders from business, government, and academia to explore the case for, barriers to, and action steps needed to expand the number of women in leadership positions. While many overt barriers to women’s advancement have been largely dismantled, and the pipeline to leadership is filled with highly qualified women, the embedded prejudices in our institutions and culture as well as the expectations women have for their professional and personal lives, especially younger women, still pose challenges.

Attachment:

Action Brief -Building a Pipeline REV jan 2012.pdf

Out in the Workplace? Some U.S. Industries Are Setting an Example

Teaser:

If you are a gay college student, when you apply for jobs, should you let it show on your résumé, or should you hide it? And what if your main achievements have been with an LGBT group? Should you include them on your résumé?

Editorial:

From the Huffington Post:

These are tough questions when you consider this sobering map from Freedom to Work showing that employers in a majority of states can legally refuse to interview you just because you are gay, lesbian, or transgender.

Data from a recent study indicate that if you want the job, then no, you shouldn't be out on your résumé. In what has been dubbed the first major audit study to test the receptiveness of employers to gay male job applicants, Andras Tilcsik, a Harvard researcher, suggests that men who identify as gay on their résumés have less success in getting selected for job interviews.

...

There is virtue both in being out in the workplace from day one and in changing the system from the inside. But it is crucial to not discount the importance of an LGBT-friendly work environment to making you comfortable and, ultimately, successful.

A recent report from the Center for Work-Life Policy, "The Power of Out," has shown that "for gay and lesbian employees ... a climate that fosters inclusiveness and openness is critical both to the longevity of their tenures and their ability to perform well on the job."

...

Source:

Huffington Post

URL:

http://www.huffingtonpost.com/kyle-knight/out-in-the-workplace-some_1_b_1195743.html

Date:

January 13, 2012

Affiliate:

Associated Issues & Expertise:

Connecticut Workers Are Getting Paid To Call In Sick, Thanks To A New Law

Teaser:

Connecticut workers ushered in 2012 with a new law that requires most employers in the state to provide workers with paid sick leave.

Editorial:

From Business Insider:

The state's the first in the country to pass such a bill, stirring up new controversy over whether it's fair for businesses to shoulder the burden of sick employees.

Yale Law School professor Adam Cohen argues as much in a recent Time Moneyland post, contending it's simply the humane thing to do – for both workers and the general public.

...

Source:

Business Insider

URL:

http://www.businessinsider.com/a-controversial-new-law-in-connecticut-forces-businesses-to-pay-employees-for-sick-days-2012-1

Date:

January 10, 2012

Affiliate:

Associated Issues & Expertise:

The Conservative Reaction

Teaser:

It's been a rotten few months for the nation's wealthiest 1 percent. From the senatorial candidacy of Elizabeth Warren to Occupy Wall Street, economic elites have faced a concerted attack on their riches and power, their arrogant and unaccountable ways.

Editorial:

From the Chronicle of Higher Education:

After decades of "compassionate conservatism," "a thousand points of light," and "Morning in America," dark talk of class warfare on the right can seem like a strange throwback. So accustomed are we to the sunny Reagan and the populist Tea Party that we've forgotten a basic truth about conservatism: It is a reaction to democratic movements from below, movements like Occupy Wall Street that threaten to reorder society from the bottom up, redistributing power and resources from those who have much to those who have not so much. With the roar against the ruling classes growing ever louder, the right seems to be reverting to type. It thus behooves us to take a second look at the conservative tradition, not just its current incarnation but also across time, for that tradition provides us with an understanding of why the conservative responds to Occupy Wall Street as he does.

...

Source:

Chronicle of Higher Education

URL:

http://chronicle.com/article/The-Conservative-Mind/130199/

Date:

January 9, 2012

Affiliate:

Associated Issues & Expertise:

Millennial Women Battle With Older, Unwanted Mentors

Teaser:

Larissa Faw discusses the generational clashes between Millennials and Baby Boomers who want to mentor them in the workplace.

Editorial:

From Forbes Woman:

At one end, there are significant numbers of older mid-managerial women that have navigated the corporate ladder and want to pass along their wisdom to the young upstarts just entering the workforce. Six in 10 Boomers (60%) say they enjoy helping younger employees navigate the workplace, according to the Center for Work-Life Policy. They also want to help them as early as possible. Two in three women over age 50 prefer to mentor women in their 20s than women in their late 30s or 40s, according to Marymount Manhattan College.

On the other side, Millennial women searching for mentors find themselves being approached by women they can’t relate to. They say these older co-workers are old-fashioned, too judgmental and don’t understand their values. In fact, communication style (72%), technology use (65%), work style (53%), and priorities (52%) are the four most reported clashes between Millennial women and their older colleagues, according to the Business and Professional Women’s Foundation (BPWF).

...

Source:

Forbes

URL:

http://www.forbes.com/sites/larissafaw/2012/01/06/millennial-women-battle-with-older-unwanted-mentors/

Date:

January 9, 2012

Affiliate:

Associated Issues & Expertise:

Women & the Workplace

Submitted by asklar on Wed, 01/04/2012 - 11:00am

Inforum and Sphere Trending have released “Women & the Workplace,” a new installment of an ongoing research partnership to examine trends affecting women in the second decade of the 21st century.

URL:

https://www.inforummichigan.org/news/inforum-sphere-trending-unveil-report-focusing-women-workplace

Why women abandon the C suite — and how to get them back

Teaser:

Although women have made much progress in reaching the leadership levels of business, such progress is disappointing and stalled. Why is this such a stubborn issue? Why aren’t more women making it to (and staying at) the top?

Editorial:

From Venture Beat:

Women now represent about half of the hiring pipeline, entry-level positions and total workforce. But at each level of management, women represent a lower percentage.

...

Source:

Venture Beat

URL:

http://venturebeat.com/2011/12/27/female-leadership/

Date:

January 1, 2012

Affiliate:

Associated Issues & Expertise:

Study: More Israeli Arab women work

Teaser:

The recent years have seen a significant rise in the number of employed people in the Arab sector, mainly among women, according to a study commissioned by the National Insurance Institute of Israel.

Editorial:

From Ynetnews:

The study also pointed to a general growth in the number of employed women, and in the past two years – a rise in the number of ultra-Orthodox men joining the labor market.

According to the study, conducted by the Research and Planning Administration of the National Insurance Institute, led by Deputy Director-General Dr. Daniel Gottlieb, the employment rate of the entire population dropped 2% in the past decade.

This period saw a 2.6% fall in the employment rate among non-haredi Jews, a 6% rise among the Arab population and a 2.3% rise among haredi Jews.

...

Source:

Ynetnews

URL:

http://www.ynetnews.com/articles/0,7340,L-4153156,00.html

Date:

December 30, 2011

Affiliate:

Associated Issues & Expertise:

Having It All But Remaining True to Oneself

Submitted by vivhdem on Fri, 12/16/2011 - 8:01pm

By Linda Basch, PhD*

This morning, I had the opportunity to hear Véronique Morali, President of the Global Women’s Forum at Deauville, lead an inspiring conversation on leadership with Credit Suisse’s Americas Women’s Network.

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GEM 2010 Women's Report

Submitted by asklar on Fri, 12/16/2011 - 11:17am

The Report found that, in 2010, more than 104 million women between 18-64 years old were actively engaged in starting and running new business ventures, contributing significantly to entrepreneurship in all 59 economies studied. Another 83 million women were running established businesses that they started over 3½ years earlier. Taken together, 187 million women were involved in creating and operating enterprises, ranging from just over 1.5 percent to 45.4 percent of the adult female population in these 59 economies. Although entrepreneurial activity among women is highest in emerging economies (45.5 percent), the proportion of all entrepreneurs who are women varies considerably among the economies: from 16 percent in the Republic of Korea to 55 percent in Ghana–the only economy with more women than men entrepreneurs. A multi-year analysis shows that this gender gap has persisted across most economies for the past nine years (2002-2010).

URL:

http://www.gemconsortium.org/news/757/gem-2010-womens-report-

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What We Do

NCRW is a network of leading university and community based research, policy, and advocacy centers with a growing global reach dedicated to advancing rights and opportunities for women and girls. We also have a Corporate Circle comprised of senior diversity professionals from leading U.S. and global member companies and a Presidents Circle of college and university leaders who share our commitment. NCRW harnesses the collective power of its network to provide knowledge, analysis, and thought leadership on issues ranging from reducing women’s poverty to building a critical mass of women’s leadership across sectors.

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