Women's Bureau, U.S. Department of Labor’s Post

The management summary of our Journal of International Business Studies (JIBS) paper on parenthood in multinationals is now on the World Economic Forum Agenda - with Prof.dr. Ans Kolk and Niccolò Pisani WAIB - Women in the Academy of International Business

A recent article from the World Economic Forum highlights how multinationals can play a crucial role in closing parenthood wage gaps. The research shows that mothers often face a “motherhood penalty,” earning less than their childless peers, while fathers receive a “fatherhood bonus.” By addressing these disparities, multinationals can help reduce global gender inequality and promote sustainable development.

Is the pay gap still alive today? A study by the The University of Huddersfield discovered that the Hollywood gender pay gap was as high as 56% in some cases. Read more about the gender wage gap in our blog: https://lnkd.in/eGQhmQXM #paygap #wagegap #gender #diversity #diversityandinclusion

Indigenous women experience one of the largest pay gaps and have never been compensated for the full value of their labor. While it would take almost a full additional year for their earnings to catch up to what a White, non-Hispanic man earned the year before, Native Women’s Equal Pay Day is observed on the last day of Native American Heritage Month, firmly reminding us of the contributions Indigenous women have made to history and the economy in the US. The numbers for full-time year-round workers are already unacceptable, but the true economic inequities Indigenous women face aren’t fully reflected in the stats below. They don’t consider Indigenous women who were unemployed or out of the labor force for part of the year or who worked part-time. Expanding the pay gap comparison, drives down earnings to 55 cents for every dollar paid to white, non-Hispanic men in 2022. The pay gap also varies widely by Indigenous community.( https://lnkd.in/daHKk3Nu) While the causes of this persistent wage gap bear all the hallmarks of the gender pay gap across groups, the impacts of colonialism, oppression, and marginalization exacerbate it for Native American women. Indigenous communities face higher rates of poverty, unemployment, and violence. And Native women face even higher rates of violence and trafficking with impunity (https://lnkd.in/dTamsxVV). Almost 3 in 5 Indigenous mothers are breadwinners for their families (https://lnkd.in/dxvaTwMt), meaning their families depend on them for basic necessities while they earn half of what White, non-Hispanic men make. This makes investing in savings and higher education much more difficult. Closing the gender pay gap requires public and private sector efforts but understanding that it exists and why is an important start. And there are key actions companies can take to close the pay gap for Indigenous women internally: 🎯 Conduct internal pay equity studies regularly & support pay transparency. 🎯Ban salary history requests. 🎯Evaluate talent management systems for gender AND racial bias. 🎯Recognize and address the #EmotionalTax that impacts many women from marginalized racial and ethnic groups, including Indigenous women, at work—meaning they are on guard to protect against racial and gender bias. 🎯Keep on investing in diversity, equity, and inclusion initiatives.    #NativeWomensEqualPay #EquityForNativeWomen #PayEquity #Inclusion #NativeAmericanHeritageMonth  

Asian American Native Hawaiian Pacific Islander Women's Equal Pay Day | April 3, 2024 "On this day, we will highlight the fact that, according to 2022 Census data, on average, Asian American, Native Hawaiian, and Pacific Islander women working full-time make 93 cents for every 1 dollar paid to white, non-Hispanic men. But when you include part-time, part-year, and all other workers, AANHPI women are paid only 80 cents for every dollar paid to white, non-Hispanic men. This more accurately reflects the economic disparities faced by AANHPI women who may be underemployed or those who work only part time." #AANHPIEqualPay #payequity

Today marks Equal Pay Day. This is the day when, because of the gender pay gap, women overall in the UK stop being paid compared to men. 📈 At the current rate of change, the gender pay gap won't close until 2051—that's 28 years from now 💷 Women aged 40 and older won't see the gender pay gap close before they reach State Pension age High quality flexible work is one of the solutions, the Fawcett Society's research shows it would unlock a key part of the labour market, make jobs and employers more attractive to both men and women and it's a vote-winner for politicians. https://lnkd.in/eA58qRU2 #equity #equalpay #genderpaygap #executivesearch #employerbrand #flexibleworking

Figures from the TUC earlier this year revealed women are 7 times more likely than men, to be out of work due to caring commitments. 🔔 1.46 million women are unable to work alongside their family commitments, compared to around 230,000 men. 🔔 Women in their 30s are hardest hit because of pressures of looking after children and older dependents - the new sandwich generation. 🔔 Funded childcare and flexible working rights are central to addressing the gender pay gap and to fueling the British economy. Today's annual statement went someway towards this but more needs to be done and soon. Childcare costs range from less than 5% of female earnings in Germany and Austria, while in the UK it amounts to almost 52% per cent (OECD). That is unsustainable. Meanwhile in the Netherlands, the Dutch government is planning a scheme that would cover 95 per cent of childcare expenses for all working parents by 2025.

📊 According to the TUC, the gender pay gap has been closing at a sluggish rate of just 0.4 percentage points per year since 2011. At this current pace, we won't achieve true pay equality until 2044. This stark statistic is a call to action for all of us to accelerate progress towards gender pay equity. 💼 The implications of this disparity extend far beyond the paycheck. The gender pay gap, currently at 14.3%, means the average woman must work 52 days (nearly two months) before she starts getting paid in comparison to the average man. For women aged between 50 and 59, the pay gap is even more pronounced at 19.7%, equating to 72 days of unpaid work. Disabled women face the highest pay gap at 35% compared to non-disabled men, translating to a loss of £7,144 a year. 📉 The pay gap also varies significantly by sector. The finance and insurance sector has the highest pay gap at 27.9%. Even in female-dominated sectors like education, the pay gap remains high at 21.3%. 🩺 The persistent pay gap undermines efforts to create a truly equitable workplace and has severe health implications. Financial disparities contribute to stress, reduced access to healthcare, and poorer overall health outcomes for women. When women are underpaid, they are less able to invest in their health and well-being, leading to long-term consequences for both individuals and organizations. Health equity means ensuring that all employees, regardless of gender, have the resources and opportunities they need to thrive. 🚀 Let's not wait until 2044 to close the gap, the time to act is now. #GenderPayGap #HealthEquity #WorkplaceWellbeing #EqualityForAll #WomenInWork #FairPay #InclusiveWorkplace

Interesting article about flexible working and the gender pay gap!