Gender Equity in the Workplace ANNA BETH GORMAN, WFA EXECUTIVE - - PDF document
10/12/2018 Gender Equity in the Workplace ANNA BETH GORMAN, WFA EXECUTIVE DIRECTOR SHARON TALLACHVOGELPOHL, PRINCIPAL/PRESIDENT, MANGAN HOLCOMB PARTNERS Mission: Engage the community to promote women and girls in Arkansas so they can realize
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ANNA BETH GORMAN, WFA EXECUTIVE DIRECTOR SHARON TALLACHVOGELPOHL, PRINCIPAL/PRESIDENT, MANGAN HOLCOMB PARTNERS
Gender Equity in the Workplace Mission: Engage the community to promote women and girls in Arkansas so they can realize and achieve their full potential. Vision: Arkansan women have the voices, choices, and
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You can’t force women supporting women. It’s weird to me; it’s like a blind date. Children are a hurdle that women have to overcome. I don’t golf, but I can drive a golf cart and I can drink a beer. I had a job in which I got a male assistant and I had to get a raise in my salary to meet his.
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EQUALITY
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A DAY WITHOUT WOMEN
Half of America's workforce would disappear 75% of public school teachers are women 15% of the military would disappear 10,829 babies wouldn’t be born 15% of executives at large companies would vanish 76% of hospital employees would be gone 77% of those working in doctor’s offices would
vanish
88% of home health workers would disappear
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SMALL BUSINESS OWNERS IN ARKANSAS
National Average: 36.3% Arkansas Average: 33.5%
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IMPACT ON THE WORKFORCE
EFFECTS OF SEXISM ON AMERICAN WOMEN
formative years stays with girls into adulthood
influence choices that women make and affect their life
different levels of sexism and discrimination in the states where they live as adults
can have a significant impact on a woman’s wages and labor market participation, and can influence her marriage and fertility rates
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WAGE GAP DISPARITIES IN ARKANSAS
African American Hispanic/Latino White Asian
66% 53% 74% 78%
Men Women
DISPARITIES IN MEDIAN EARNINGS IN ARKANSANS
$30,42 3.00 $56,95 2.00
Asian
$28,01 8.00 $31,78 1.00
African American
$22,5 20.00 $26,9 90.00
Hispanic/Latino White
$40,867.00 $31,790.00
Men Women
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GENDER EQUITY SCORECARD
Will gauge current status of gender
equity in the workplace
Tool to help Arkansas businesses
improve gender equity in the workplace
RESEARCH QUESTION
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METHODOLOGIES Survey: 558 respondents Interviews: 26 completed Focus Groups: 3 completed
GENDER IDENTIFICATION BY METHOD
89% 11%
Survey
Female Male
85% 15%
Key Informants
Female Male
96% 4%
Focus Groups
Female Male
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INDUSTRY BREAKDOWN BY METHOD
6% 15% 17% 38% 24%
Survey
Government Legal Nonprofit Education Healthcare [PERC ENTA GE] [PERC ENTA GE] [PERC ENTA GE] [PERC ENTA GE] [PERC ENTA GE] [PERC ENTA GE]
Key Informants
Government Legal Nonprofit Education Healthcare Services/Other 28% 44% 5% 6% 6% 11%
Focus Groups
Education Architecture Banking Retail Law Other
RACIAL BREAKDOWN BY METHOD
Survey Key Informant Interview Focus Groups
Race/Ethnicity Number Percentage Number Percentage Number Percentage White 473 84.8% 22 84.6% 23 100% African American 42 7.5% 3 11.5%
22 3.9%
3 0.5% 1 3.8%
Alaskan 6 1.1%
12 2.2%
558 100% 26 100% 23 100%
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SURVEY RESULTS
TOTAL: 558 participants
Women’s Foundation Database Bowen School of Law Clinton School Alumni and Staff Little Rock and North Little Rock
Chambers of Commerce
Social Media Outlets Personal Networking & Word of
Mouth
SURVEY FINDINGS
53% of respondents agreed that a mentor made a difference in their
career advancement
62% of respondents did not have resource groups available to them in the
workplace
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SURVEY FINDINGS
84 50 26 13 11
Percentage of Paycheck Spent on Childcare by People with Dependents
0-10% 11-20% 21-30% 31-40% 41-50% INCOME SPENT
281 272
Did Not Have Dependents Did Have Dependents 0% 20% 40% 60% 80% 100%
Number of Participants With or Without Dependents
Did Not Have Dependents Did Have Dependents
SURVEY FINDINGS
378 138 28
12
0%
Percentage of Income Saved After Expenses
0-15% 16-30% 31-45% 46-60% 61-75% 76%+ INCOME SAVED
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WORKPLACE FLEXIBILITY & OTHER BENEFITS
“Flexibility is arguably the most important part of a job...an important decision making component and the reason I chose this current job over another opportunity.”
MENTORS
89% of interviewees have had a mentor 70% said the mentor impacted their career “It’s the reason why I’m still in the business. Mentoring has been invaluable.” “I think a mentor helps you to own and appreciate your stronger qualities.” “I had a couple bosses that were mentors to me. It is always nice to hear when people believe in you. Mentors help cultivate where you want to go. I try to find my people everywhere I go.”
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WORKPLACE BARRIERS
81% of informants are in leadership positions and report barriers in the workplace
“Around here there is a saying that if you see an elderly man in a suit and a hat, he probably makes more money in a week than you make in a year.”
“I was let go from a job when they found out I was pregnant, they were afraid I would not come back.”
“The vice president of the company was a woman, a strong woman, and she was still expected to bring coffee and pastries to the meetings.”
FOCUS GROUP RESULTS
Working Professionals (Northwest Arkansas)
10 participants
Public School T eachers (Arkansas River Valley)
5 participants
Women Architects (Central Arkansas)
8 participants
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FINANCIAL LITERACY
43% reported not feeling confident about their level of financial knowledge
“Someone should develop an Adulting 101 guide.” “The person running my 401k is like a politician answering questions. I could do more, but it is low on my list of priorities.” “My husband takes care of our finances. I have no clue. If anything happened, I would be out of luck.”
WAGE GAP
54% responded that men earn more
“My husband is in the same profession, has made $20K more than me, always, and I have a masters degree and he does not.”
Women are not as assertive as men when asking for jobs or promotions
“I’m a partner and it never occurred to me to put partner in my signature email or business card...I never say it but for men, as soon as they get a promotion, the world needs to know, it needs to be printed on a t-
Men advance faster than women
“My sister was an editor of a magazine, I was running a restaurant. I went to work for that company
where she worked in ad sales, she became associate publisher of that magazine then editor of a bigger magazine and got more money, and I went, sales, sales, sales, sales, publisher ... she is generally more intelligent, has more experience, is a harder worker, she’s not as much as a showman and I make probably 80% more than she does.”
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WORKPLACE BARRIERS
96% of participants were affected by gender stereotypes
In one focus group, all the women reported enduring unwanted advances. “I had a client that called me baby every time we met.” Dependent’s responsibilities are counted against women. “I’ve had a consultant tell me why are you not home with your little girl, when I say she’s at home with daddy, he’ll say there’s no substitute for momma.” Women also report being excluded from social events and lack of networking is detrimental. “Freaking golf, if I took the afternoon off to go get pedicures with some of our clients…”
GENDER EQUITY SCORECARD
FINANCIAL LITERACY
FLEXIBILITY
JOB SKILLS
LEADERSHIP
MENTORING
RESOURCES
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GENDER EQUITY SCORECARD - SCORING SYSTEM
Each category contains indicators of gender equity which will be assigned
point values
Ex: Does your company offer paid maternity leave?
Each category is weighted by the Women’s Foundation of Arkansas Board
and Women Empowered Steering Committee
Ex: Flexibility has a weight of 20; results under this category are weighted
higher than others
Gender Equity Score will be the sum of the weighted results of the self-
assessment divided by total possible points
GENDER EQUITY SCORECARD - SCORING SYSTEM
Gender Equity Score FINANCIAL LITERACY FLEXIBILITY JOB SKILLS LEADERSHIP
MENTORING RESOURCES
10 20 20 20 10 20
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GENDER EQUITY SCORECARD - SCORING SYSTEM
Scores will be given between 0 and 125
Score of 0: Least Gender Equitable Score of 125: Most Gender Equitable
This score will allow companies to gauge their level of gender equity and
assess what criteria they failed to meet
Assessment can be carried out annually to track progress in gender
equitable business practices
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8 5 5 12 4 5 16 5 24 8 5 10 68
54.4
WHY SHOULD YOU MEASURE GENDER EQUITY?
First gender equity measurement tool of its kind in Arkansas Marketing tool for recruiting and retaining employees Become a leader in gender equity Diversity of employees leads to increased profit Improving conditions for women and their families in Arkansas
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ADVANCING EQUITY IN THE WORKPLACE
October 30th – Workplace Equity in Arkansas Panel Presentation at the Clinton School Recruitment of companies for Beta cohort Workplace Equity Designation for businesses