“Why did men miss the memo about getting more education to get the jobs?” asked Brad Hershbein, a labor economist at the W.E. Upjohn Institute for Employment Research in Kalamazoo. “Women got the memo.”
W.E. Upjohn Institute for Employment Research’s Post
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Great to see academic work emerging on #studentwork. Great paper exploring #hostilework for students. Links really well with what we are seeing in L-earning: rethinking young women's working lives project. #highereducation #earningwhilelearning #youthstudies #journalofyouthstudies
The social reproductive labour of university students with hostile Jobs
tandfonline.com
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Moving beyond the traditional perspective presents an opportunity to close education gaps and better adapt to economic changes. Read my latest PhillyVoice.com article below.
Men should feel empowered by changing views on masculinity — not fearful
phillyvoice.com
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This is a must-read article from my colleague Moshe Mayefsky. How can higher ed institutions solve their racial and gender pay gaps. Moshe Mayefsky recommends conducting pay equity studies to see if and where there are gaps. Compare jobs with similar responsibilities and review seniority, education, tenure status, and years of experience. #GenderPayGap #Compensation #EmployeeBenefits
How colleges can close the persistent wage gap
highereddive.com
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US states are moving fast towards eliminating educational requirements from jobs listings. Will this negatively impact pay gaps and opportunities in a world where college educated women have overtaken men for the first time in history? A recent study from the Pew Research Center showed that women with college degrees have overtaken men and now account for more than half (50.7 percent to be precise) of the college-educated labor force in the United States. At the same time we are seeing a growing trend of removing traditional education requirements, such as college degrees, from job qualifications in a shift towards skills-based hiring. This trend is expanding into legislation. Massachusetts is a recent example changing its hiring practices for state jobs following an executive order signed by Governor Maura Healey. This order aims to eliminate educational requirements from job listings unless a specific degree is absolutely essential for performing the job. Other states such as Maryland, Alaska, California, Colorado, New Jersey, North Carolina, Ohio, Pennsylvania, South Dakota, Utah, and Virginia, have eliminated degree requirements for most state positions through similar executive actions or legislation. The intention of this change is to help workers highlight their skills and enhance social mobility for those who have the skills but lack the degree from an Ivy League University. But the impact could be unintentionally negative for the workforce - women in particular. Just as we have reached a tipping point of having more college educated women in work, the goal post is changing. We do not know yet the impact these changes will have on women in work, their pay and progressions – and it would be great to engage in more conversations around this with both employers and employees. For now, here is a graph with most recent graduation rates for men and women courtesy of the awesome Richard V Reeves, Eliana Buckner and Ember Smith 📖 .
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Director | Workplace Discrimination | High Stakes Litigation Analytics | Legal Compliance | I/O Psychology | Pay Equity | People Analytics
Facts: College enrollment rates are consistently higher among women than men (see chart). Why is this important? A college education is related to many positive labor market outcomes, such as wage and job security (see references below). Given these well established facts, we should expect women to be paid more than men. Recently, however, BLS data suggests that, on average, women earn $0.83 for every dollar earned by men. These facts don’t add up, right? Naturally, that’s going to create discomfort and I apologise. I appreciate the opportunity to give data a voice through storytelling and serve it unfiltered..sometimes it’s a dark narrative. Before closing, let’s make a positive pivot–I encourage you to channel that energy into reawakening your mindfulness for gender (in)equality.🙌 #Equality, #DEI, #PayGap, #LaborValue, #CollegeEnrollment Notes: 1. Data for chart: https://lnkd.in/gwYp9d-d 2. Benefits of college education, see e.g.: https://lnkd.in/gtraHiTr, https://lnkd.in/gR_mM7sz 3. May 2024 Gender Pay Gap data: https://lnkd.in/gpMj_mtu
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According to the US Bureau of Labor Statistics, a little more than half of recent HS grads enroll in college immediately after high school, young women more than young men. What are some of the barriers to enrolling in continued training and education after high school? We will be discussing at our next Connections #webinar this Fall...get on the invite list 👉🏽 https://hubs.la/Q02Pj0LJ0
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Gender Equity and DEI Enthusiast | Storyteller| Collaborator| Administrative professional with focus on equity and operational efficiencies
🌟 Let’s talk about education and pay equity. Recently, I received a message from a graduate recruiter inviting me consider earning another graduate degree. With a pretty consistent regularity - approximately once a month - I receive unsolicited information about getting a PhD, an MBA, an MFA, or an MS degree. I already hold two Master’s degrees, yet these messages occasionally stir doubt. Is it enough? Am I missing something? As these pitches flood my inbox, they remind me about a harsh reality: the persistent pay disparities that women face in the workforce and entrenched inequities that hinder women’s economic advancement. Consider this: pursuing these degrees isn’t just a commitment of time and effort; it often means sacrificing current income. Is it a wise financial investment? Unfortunately, research shows that women are not guaranteed to get equitable pay based on their education level. Pew Research Center discusses impact of education in relation to gender pay equity. 2022 data shows that women are more likely than men to have at least a bachelor’s degree, yet the pay gap continues to persist. Simultaneously, the college wage premium, i.e., pay increase related to holding a college degree, diminished significantly between 1980’s and 2010 for all genders and minimized women’s opportunities to catch up to men’s pay through education. Additionally, 2018 Georgetown University study showed that women have to earn one more degree than men to receive the same pay as their male colleagues. Earning degrees seems to be an added burden that is sold to women under disguise of self-help. Education does not remove motherhood penalty and it does not narrow pay gap for women of color whose pay is usually further behind than the averaged gender pay gap. While I hope for fairer hiring and pay practices from employers, I also expect higher education to consider the challenges listed above and to stop predatory recruitment practices. Education matters, and I wish for every girl and woman to have access to education they seek and deserve. However, I think educational institutions need to be more transparent in their recruitment: a. Include information about scholarships and flexibility built into receiving the advertised degrees if these opportunities exist (and if they don’t – maybe it’s time to consider providing more aid and flexibility). b. Be transparent about employment rates and salary ranges for your graduates with the advertised degree, preferably disaggregated by race and gender. This reflection has kept me pondering: How do other women feel about similar recruitment messages? I would love to hear your thoughts about education and pay equity. 💬 #PayEquity
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This op-ed argues that selective colleges shouldn't give preferential treatment to male applicants in order to keep gender ratios balanced given that colleges tend to receive not only more female applicants but also more qualified female applicants. #GreatCollegeAdvice #CollegeAdmissions #HigherEd
Opinion | Does admissions fairness make my campus look too female?
washingtonpost.com
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College admission advisor to students and families worldwide. Experienced educator and student mentor.
This op-ed argues that selective colleges shouldn't give preferential treatment to male applicants in order to keep gender ratios balanced given that colleges tend to receive not only more female applicants but also more qualified female applicants. #GreatCollegeAdvice #CollegeAdmissions #HigherEd
Opinion | Does admissions fairness make my campus look too female?
washingtonpost.com
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Professor, Linfield University. Anti-racist, feminist decolonizing scholar, speaker & public intellectual; Editor of Inside Higher Ed’s “Conditionally Accepted” & Co-Editor of Truthout’s column on Higher Ed.
Mind the gap? Are you a #BIPOC and a woman of color in #HigherEd? Do your male colleagues get more paid than you do? If so, read this most recent piece on #PayGap in #HigherEd published in Inside Higher Ed today in #ConditionallyAccepted by #RochelleSennet. “While the issues regarding pay inequities are deep-seated and complex and cannot be resolved in one academic year, institutions need to start earnestly and honestly grappling with those issues now. Continuing to push off these difficult conversations indefinitely will only lower morale in departments and make faculty and staff of color feel increasingly devalued. A 2021 article in Politico that highlighted testimonies from Black women faculty about their exhaustion and burnout covered just the tip of the iceberg. As the academic year comes to a close, colleges and universities throughout the country must once and for all put this topic on the docket for fall consideration.” https://lnkd.in/gaXmXKxF
Colleges must pay women faculty and staff of color equitably (opinion)
insidehighered.com
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