The Gender Gap: Reports and White Papers

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Women in the Workplace 2017,   LeanIn.Org and McKinsey & Company.  Women in the Workplace 2017 is a comprehensive study of the state of women in corporate America. This research is part of a long-term partnership between LeanIn.Org and McKinsey & Company to give organizations the information they need to promote women’s leadership and foster gender equality. This year 222 companies employing more than 12 million people shared their pipeline data and completed a survey of HR practices. In addition, more than 70,000 employees completed a survey designed to explore their experiences regarding gender, opportunity, career, and work-life issues. This makes Women in the Workplace the largest study of its kind.

The Simple Truth about the Gender Pay Gap (Spring 2017), American Association of University Women (AAUW):  Updated regularly with the most current statistics from the Bureau of Labor Statistics and the Census Bureau, The Simple Truth about the Gender Pay Gap is a commonsense guide that provides key facts about the gender pay gap in the United States. Topics covered in the report include: the definition of the pay gap and its history; the pay gap in each state; the pay gap by age, race/ethnicity, and education; guidance for women facing workplace discrimination; and resources for fair pay advocates.

Women, Work, and the State of Wage Inequality (2017), Hired:  While one could argue that awareness of women’s issues and engagement are at an all-time high, gender equality metrics haven’t budged in recent years.  Just 5% of Fortune 500 companies have a female CEO and only 20% of Congress is female.  The wage gap is closing so slowly that men and women aren’t expected to reach pay equality until 2152.

Women in Venture Capital: Why So Few? (2016), Columbia University School of International and Public Affairs:  To analyze the low representation of women in VC, investigators researched the existing literature on the subject. From this research, they developed nine key assumptions that could explain the low representation of women in VC. From these nine assumptions, they created field research questions to test the assumptions. Field research consisted of 54 interviews with men and women VCs. From the interviews, the investigators analyzed the assumptions and developed new findings that helped in devising a set of recommendations.

The Global Gender Gap Report 2016, World Economic Forum:  Through the Global Gender Gap Report, the World Economic Forum quantifies the magnitude of gender disparities and tracks their progress over time, with a specific focus on the relative gaps between women and men across four key areas: health, education, economy and politics. The 2016 Report covers 144 countries. More than a decade of data has revealed that progress is still too slow for realizing the full potential of one half of humanity within our lifetimes.

Gender Pay Inequality—Consequences for Women, Families, and the Economy (2016), Joint Economic Committee, United States Congress:  The gap between men’s and women’s median earnings has decreased substantially since the 1960s and 1970s, when women first began entering the labor force in large numbers.  However, at the current rate of change, the gender pay gap will not close until 2059.The disparity between men’s and women’s earnings is not inevitable.  As this report makes clear, there are several steps the United States can take to help shrink the gender pay gap.  Following the example of many other industrialized countries, the United States could adopt family-friendly workplace policies such as paid family and sick leave, universal child care and flexible workplace arrangements.  This would make it easier for both men and women to balance the demands of work and home, while ensuring that women are not penalized for becoming mothers and caring for their families.  In addition, passing the Equal Rights Amendment to guarantee equal rights under the Constitution for women, and passing the Paycheck Fairness Act to build on prior legislation would help ensure that women receive equal pay for equal work.

Women in STEM—Technology, career pathways and the gender pay gap (2016), Deloitte:  This report seeks to contribute to the debate on the gender pay gap in two ways. First, it seeks to establish the connection between the academic choices made by girls and boys (from a young age and through university life) and the choice of jobs and career pathways that they are eventually likely to make. Second, it considers future changes in the job market, how these changes are likely to affect the job choices for men and women, and whether the gender pay gap may be affected as a result.

Gender Diversity Index (2016), 2020 Women on Boards:  In 2010, two women were motivated by the lack of representation of women on corporate boards and the fact that the numbers were not increasing. They created a nonprofit organization that would concentrate on mobilizing stakeholders, from the consumer to the boardroom, to get involved and raise these numbers. 2020 Women on Boards focuses on educating all people of the importance of this issue.

The Power of Parity: Advancing Women’s Equality in the United States (2016), McKinsey Global Institute, McKinsey&Company:  Achieving the economic potential of women in work could add $2.1 trillion in GDP in 2025 or 0.8 percent to annual GDP growth in the United States over the next decade.  Every state and city can make further progress toward gender parity and add at least 5 percent to their GDP, and half of US states can add more than 10 percent.

Women in the Workplace 2016, LeanIn.Org and McKinsey&Company Women in the Workplace 2016 is a comprehensive study of the state of women in corporate America. The study is part of a long-term partnership between LeanIn.Org and McKinsey & Company to give companies the information they need to promote female leadership and foster gender equality in the workplace.