About one in three young Arab women between the ages of 23 and 29 participate in their country's labor force versus about eight in 10 young Arab men. This gender gap is generally consistent across the 22 Arab countries and territories Gallup surveyed in 2011, but young women's labor force participation is slightly higher in low-income countries than in higher income countries.
These findings are based on a new Silatech Index report, "Workforce Participation Linked to Wellbeing Differences Among Young Arab Women," which examines how young women's workforce participation is related to their life evaluations, emotional state, and economic optimism.
In many Arab countries, chronic job shortages combined with cultural factors, such as pressure on employers to give young men jobs that enable them to marry and start families, may limit employment opportunities for young women. The World Bank recently reported that the Middle East and North Africa region continues to have the lowest female workforce participation rate of any global region.
These broad gender gaps persist despite impressive strides in many Arab countries toward gender equity in education. In high-income countries, women aged 23 to 29 are just as highly educated as their male counterparts and are more likely than young men to have a tertiary education (22% vs. 16%, respectively). In middle-income and low-income countries, young women are less likely than young men to have more than a primary education.
The report by New York-based GMI Ratings, a corporate governance consulting firm, is based on an analysis of salaries of more than 1,900 CFOs at Russell 3000 Index (RAY) companies with a market value of $100 million to $25 billion in 2010. About 150 of the CFOs were women.
“There is real discrimination, but nobody wants to deal with it," said Eleanor Bloxham, CEO of Value alliance Co. Female CFOs received on average $1.32 million a year in total compensation, compared with $1.54 million for their male counterparts, according to a model based on the analysis. Compensation included base salary, bonuses, grant-date value of stock awards and stock option grants and retirement benefits.
The firm said its model accurately predicted a CFO’s gender. The lower the salary, the more likely the CFO would be female.
Imagine what it is like to be serving your country and less than a quarter of your constituents look like you. That is the reality for African-American women in politics.
Illinois Sen. Kimberly Lightford (D-Chicago) was the youngest African-American woman to be appointed to the Illinois Senate and she said sexism was evident, but being intimidated by others has disappeared.
“There has always been some general disrespect and resistance to treating me as an equal. I overcame most of this, but it has been a process of working hard to gain respect.” Ligthford said. “In focusing on my mission to improve education, I have felt some negative feedback, but I don’t see it as negative anymore. I see it as my job and I have grown in that way.”
Women only make up 17 percent of all members of the U.S. House of Representatives, 16 percent of U.S. senators, 16 percent of all governors and 24 percent of state legislators according to a 2008 Pew Research study.
Even with this reality, in 2012 nearly three quarters of African-American women say right now is a good time to be a black woman in America, according to a 2012 nationwide study from the Washington Post and Kaiser Family Foundation.
Making a Difference for Women Awards Dinner on Tuesday, March 6th, at Cipriani Wall Street. To read the event press release, click here. Photos by Don Pollard for NCRW. CLICK ON FIRST PHOTO to activate slideshow.
As Augusta National Golf Club prepares to host the competition next week, it faces a quandary: The club hasn’t admitted a woman as a member since its founding eight decades ago, yet it has historically invited the chief executive officer of IBM, one of three Masters sponsors. Since the company named Rometty to the post this year, Augusta will have to break tradition either way.
IBM holds a rarefied position at the Augusta, Georgia, course. The company has a hospitality cabin near the 10th hole, beside co-sponsors Exxon Mobil Corp. (XOM) and AT&T Inc. (T) The companies’ male CEOs have been able to don the club’s signature green member blazers while hosting clients. Non-members, who don’t wear the jackets, must be accompanied by a member to visit the course or play a round.
“They have a dilemma on many levels,” said Marcia Chambers, senior research scholar in law and journalist in residence at Yale University Law School. “If there’s been a tradition of certain CEOs, then they should look at this new CEO in the same way. The only thing that makes her any different is her gender.”
Little is known about how socioeconomic characteristics of executive teams affect corporate governance in banking. Exploiting a unique dataset, we show how age, gender, and education composition of executive teams affect risk taking of financial institutions. First, we establish that age, gender, and education jointly affect the variability of bank performance. Second, we use difference-in-difference estimations that focus exclusively on mandatory executive retirements and find that younger executive teams increase risk taking, as do board changes that result in a higher proportion of female executives. In contrast, if board changes increase the representation of executives holding Ph.D. degrees, risk taking declines.
Women work longer days and report working more often on vacation than their male counterparts. Yet, women also report greater perceived satisfaction with their compensation, according to new data released today in theFIT’s first Report on Workplace Culture. Fifty- four percent of women report working nine or more hours a day, compared to 41 percent of men. The report includes survey data from over 5,000 U.S. employees.