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 and achieve their full potential. Vision: Arkansan women have the voices, choices, and opportunities to participate in their community. 1
10/12/2018 I don’t golf, but I can You can’t force women drive a golf cart and I supporting women. It’s can drink a beer. weird to me; it’s like a blind date. Office1 I had a job in which I got a Children are a hurdle that women male assistant and I had to have to overcome. get a raise in my salary to meet his . EQUALITY VS. EQUITY 2
Slide 3 Office1 Microsoft Office User, 4/2/2018
10/12/2018 *looking for video* 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 3
10/12/2018 SMALL BUSINESS OWNERS IN ARKANSAS National Average: 36.3% Arkansas Average: 33.5% 4
10/12/2018 IMPACT ON THE WORKFORCE Women constitute 51% of the workforce • EFFECTS OF SEXISM ON AMERICAN WOMEN � Sexism experienced during formative years stays with girls into adulthood � These background norms can influence choices that women make and affect their life outcomes � In addition, women face different levels of sexism and discrimination in the states where they live as adults � Sexism varies across states and can have a significant impact on a woman’s wages and labor market participation, and can influence her marriage and fertility rates 5
10/12/2018 WAGE GAP DISPARITIES IN ARKANSAS Asian African American White Hispanic/Latino 78% 74% 66% 53% Men Women DISPARITIES IN MEDIAN EARNINGS IN ARKANSANS Asian African American Hispanic/Latino White $31,790.00 $28,01 $22,5 $30,42 3.00 20.00 8.00 $40,867.00 $31,78 $26,9 $56,95 1.00 90.00 2.00 Men Women 6
10/12/2018 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 What constitutes a gender equitable workplace and what can Arkansas businesses do to increase gender equity? 7
10/12/2018 METHODOLOGIES Survey : 558 respondents Interviews : 26 completed Focus Groups : 3 completed GENDER IDENTIFICATION BY METHOD Survey Key Informants Focus Groups 4% 11% 15% 85% 89% 96% Female Male Female Male Female Male 8
10/12/2018 INDUSTRY BREAKDOWN BY METHOD Survey Focus Groups Key Informants 11% 6% [PERC 6% [PERC ENTA 24% 15% ENTA 28% GE] 6% [PERC GE] [PERC ENTA 5% ENTA 17% GE] [PERC GE] ENTA [PERC 38% GE] ENTA 44% GE] Government Legal Nonprofit Education Architecture Government Legal Education Healthcare Nonprofit Education Banking Retail Law Other Healthcare Services/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% - - Hispanic 22 3.9% - - - - Asian 3 0.5% 1 3.8% - - American Indian or Native Alaskan 6 1.1% - - - - Other 12 2.2% - - - - Total 558 100% 26 100% 23 100% 9
10/12/2018 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 10
10/12/2018 SURVEY FINDINGS Percentage of Paycheck Spent on Childcare by People with Dependents Number of Participants With or Without Dependents 11 13 272 Did Have Dependents 26 84 50 281 Did Not Have Dependents 0% 20% 40% 60% 80% 100% INCOME SPENT Did Not Have Dependents Did Have Dependents 0-10% 11-20% 21-30% 31-40% 41-50% SURVEY FINDINGS Percentage of Income Saved After Expenses 12 28 0% 138 378 INCOME SAVED 0-15% 16-30% 31-45% 46-60% 61-75% 76%+ 11
10/12/2018 WORKPLACE FLEXIBILITY & OTHER BENEFITS 70% of key informants considered flexibility very important • 77% said their workplace offered a flexible work environment • “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.” 12
10/12/2018 WORKPLACE BARRIERS 81% of informants are in leadership positions and report barriers in the workplace Men are at the top of the leadership structure • “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.” Women face barriers related to their roles as caregivers • “I was let go from a job when they found out I was pregnant, they were afraid I would not come back.” Women are expected to perform menial tasks • “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 13
10/12/2018 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- shirt. Sometimes we don’t promote ourselves.” 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.” 14
10/12/2018 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 •How does the organization provide its employees with financial security tools and information? FLEXIBILITY •How flexible is the working environment? JOB SKILLS •How is the organization supporting employees’ job skills, recruiting and training? LEADERSHIP •Does the leadership structure promote gender equity? MENTORING •How is the organization facilitating mentoring relationships? RESOURCES •Is the organization providing adequate resources to ensure employee’s success? 15
10/12/2018 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 FLEXIBILITY JOB SKILLS LEADERSHIP MENTORING RESOURCES LITERACY 10 20 20 20 20 10 16
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