Category: Insights

December 19, 2017 | Standford News

A new approach for reducing gender inequality in the workplace has shown promise in a pilot project at several companies. It combines existing tools and adds an evaluation of places where biases could creep in to a company’s procedures.

In a recently published paper in Gender & Society, Shelley Correll, director of the Clayman Institute for Gender Research, explains the method, which she and her team piloted and found successful while working with several technology companies over the last three years.

The method, which Correll dubs “a small wins model,” focuses on educating managers and workers about bias, diagnosing where gender bias could enter their company’s hiring, promotion or other evaluation practices and working with the company’s leaders to develop tools that help measurably reduce bias and inequality.

Read the full article >>

Submitted by the AUPresses Gender Equity and Cultures of Respect Task Force, November 2019

April 6, 2018 | The Independent

The benefits generated by WiP’s relentless activity are still reaped by women today – in publishing and beyond. ​Gregory, Mountain, Cholmeley and O’Reilly all talk of Macmillan, of Penguin, where women’s salaries are now outstripping those of men. For example, the median pay gap Macmillan reported was 34 per cent – in favour of women. “Women are in all areas of publishing, whereas in those days they were in secretarial, publicity. Now all the big meaty jobs are available for women.”

Read the full article >>

Submitted by the AUPresses Gender Equity and Cultures of Respect Task Force, November 2019

October 2018 | McKinsey & Company

Companies report that they are highly committed to gender diversity. But that commitment has not translated into meaningful progress. The proportion of women at every level in corporate America has hardly changed. Progress isn’t just slow. It’s stalled.

In the fourth year of the ongoing Women in the Workplace 2018 research, McKinsey in partnership with LeanIn.Org probe the issues, drawing on data from 279 companies employing more than 13 million people, as well as on a survey of over 64,000 employees and a series of qualitative interviews.

Now companies need to take more decisive action. This starts with treating gender diversity like the business priority it is, from setting targets to holding leaders accountable for results. It requires closing gender gaps in hiring and promotions, especially early in the pipeline when women are most often overlooked. And it means taking bolder steps to create a respectful and inclusive culture so women—and all employees—feel safe and supported at work.

This article presents highlights from the full report and presents six actions that could spark progress.

Read the full article >>

Submitted by the AUPresses Gender Equity and Cultures of Respect Task Force, November 2019

Equal Pay Day was originated by the National Committee on Pay Equity (NCPE) in 1996 as a public awareness event to illustrate the gap between men’s and women’s wages. (It was originally called “National Pay Inequity Awareness Day” and changed to Equal Pay Day in 1998.)

Since Census statistics showing the latest wage figures will not be available until late August or September, NCPE leadership decided years ago to select a Tuesday in April as Equal Pay Day. (Tuesday was selected to represent how far into the next work week women must work to earn what men earned the previous week.) The date also is selected to avoid religious holidays and other significant events.

Because women earn less, on average, than men, they must work longer for the same amount of pay. The wage gap is even greater for most women of color.

Learn more >>

Submitted by the AUPresses Gender Equity and Cultures of Respect Task Force, November 2019

Read the full article >>

Submitted by the AUPresses Gender Equity and Cultures of Respect Task Force, November 2019

December 16, 2019 | Forbes

As only 29% of senior leadership roles in the workplace are held by women (and that number is the highest on record), it means that the leadership ranks are still dominated by men. While men can be a big part of the challenges that are faced in getting our workforce to experience gender equality and pay parity, it’s essential to understand that they can also be a big part of the solution. We are now at a tipping point to disrupt the status quo to drive gender parity and rid the workplace of gender inequities. Most importantly, it is now up to each one of us to become agents of change to initiate and build workplaces that are safe and equitable for all employees.

Listen to the podcast >>

November 25, 2019 | Forbes

Read the full article >>

January 28, 2020 | Lee & Low Books

Lee & Low Books released the first Diversity Baseline Survey (DBS 1.0) in 2015. Before the DBS, people suspected publishing had a diversity problem, but without hard numbers, the extent of that problem was anyone’s guess. Our goal was to survey publishing houses and review journals regarding the racial, gender, sexual orientation, and ability makeup of their employees; establish concrete statistics about the diversity of the publishing workforce; and then build on this information by reissuing the survey every four years. Through these long-term efforts, we would be able to track what progress our industry shows over time in improving representation and inclusion.

Read full article>>

March 23, 2018 | The Guardian

The UK’s biggest publishers release figures showing average differences in pay between men and women ranging from 11.3% to 29.69%. The books industry may be dominated by women, but men are reaping the rewards, as the UK’s largest publishers reveal a “stark” divide in pay. Figures reported to the government equalities office from Penguin Random House, Hachette UK and HarperCollins reveal that while women make up almost two thirds of the workforce, on average men are paid more.

Read the full article >>

Submitted by the AUPresses Gender Equity and Cultures of Respect Task Force, November 2019