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

One of the best ways for older adults to stay financially secure is to keep earning money in the workplace – something that also can give people social connections and a sense of purpose. The contributions of experienced workers also boosts our economy. But, close to two-thirds (64%) of workers age 40 and up say they have seen or experienced age discrimination in the workplace.  AARP is fighting to make sure that workers (and job seekers) are treated fairly and assessed by their qualifications and experience, not their age. Read more in my latest blog about proposed federal legislation that would help older adults remain and thrive in the workplace for as long as they want or need to. https://lnkd.in/eANJiRhW #agediscrimination #olderworkers #jobseekers #advocacy

A growing eldercare economy is being built on the backs of women, many unpaid https://lnkd.in/d-pdmJnq #elderlaw #guardianship #probate #elderlawyer #trust #elderlawattorney #lawyer

Mothers are the backbone of our economy; yet, they face pay discrimination, caregiver discrimination, and a lack of paid leave in many jobs typically held by women. This limits their pay and opportunities, impacting their financial stability and future security. It doesn’t have to be this way! On Moms’ Equal Pay Day, let’s highlight the ongoing wage gap moms face in the workplace and learn more about efforts to support mothers and caregivers better: ➡️ Paycheck Fairness Act ➡️ Healthy Families Act ➡️ FAMILY Act #momsequalpayday

Important read. Take a few minutes, as we all need to be a part of the solution to make it #safetoage.

Have you heard of the motherhood penalty? It's a systemic problem that contributes to the wage gap, prompts women to leave the workforce, and hinders their ascent into leadership positions, thereby affecting not just the impacted individuals but also the broader economic and societal framework. Thankfully, there are actionable steps employers can take to mitigate this problem and create a more inclusive and productive workplace for everyone. Read the report now using the link in the comments. #MotherhoodPenalty #Motherhood #Parenting

This picture is defined as “The Motherhood Penalty” The motherhood penalty is a real issue that mothers face in the workplace. It can take various forms such as reduced opportunities, lower wages, and biased perceptions. But it doesn't stop there. Many women also experience emotional stress, frustration, and guilt as they balance their career with their caregiving responsibilities. It's important to recognize the impact of societal expectations and biases on mothers in the workplace. Addressing the motherhood penalty requires awareness, supportive policies, and a shift in societal attitudes towards caregiving responsibilities. Creating a work environment that is supportive and understanding is crucial to help alleviate these emotional burdens. Let's work together to create a more inclusive and supportive workplace for all. #MotherhoodPenalty #InclusiveWorkplace #SupportiveEnvironment

It’s been 31 years since #FMLA made history and changed workplaces for women and families. It helped millions of people keep working while caring for themselves and their families – and it protected women from discrimination at work. A national #PaidLeave law is a must for the future of working families. A *new* National Partnership for Women & Families analysis has the latest on what a nationwide #PaidLeave leave law would do for working people – and shows the consequences for working families without it. https://lnkd.in/dTsF-eQy

Are you familiar with the 'motherhood penalty' & its impact on working mothers in the workplace? It's time to address this systemic issue & pave the way for a more inclusive future. Learn about the motherhood penalty & discover six actionable steps businesses can take to eradicate it within their organisations in 2024. https://buff.ly/3ONUDTT #MotherhoodPenalty #InclusiveWorkplace #GenderEquality

⚠️ The Motherhood Penalty ⚠️   Last week we highlighted how mothers can be impacted in the workplace by a phenomenon called the 'motherhood penalty'. 29% of our followers said their organisations are not combatting the 'motherhood penalty'!    On average, from the women we have surveyed our research suggests that only 33% of women are in Managerial Positions, two #BestCompanies honourees are exceeding industry expectations. Myerson Solicitors, a 3-star accredited company, leads the way with 35% of their women holding management positions, surpassing other law firms by 8%. Mears Group PLC, a 2-star accredited company, demonstrates a strong commitment to gender diversity with 46% of their women holding leadership roles, outpacing the construction industry average of 41%.   We spoke to Jordanna Reynolds MCIPD from Myerson Solicitors, Jo Fry from Mears Group PLC, and our very own Kate Jones about their personal experiences with the 'motherhood penalty' and how their companies have managed to buck this trend.   Has your company implemented any policies or programs that help mothers stay on track for leadership roles? We'd love to hear about successful approaches in the comments! ⬇ #MotherhoodPenalty #Management