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Gender Issues in the Workplace. Women: an all-important resource for human talent. Some Important Dates. 1839 Mississippi grants women the right to hold property 1869 Wyoming passes first suffrage law 1890 Wyoming gives women right to vote in all elections

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Gender issues in the workplace

Gender Issues in the Workplace

Women:

an all-important resource for human talent


Some important dates
Some Important Dates

1839 Mississippi grants women the right to hold property

1869 Wyoming passes first suffrage law

1890 Wyoming gives women right to vote in all elections

1900 Every state has Married Women’s Property Act

1920 19th Amendment to the US Constitution: women can vote

1963 Equal Pay Act passed by Congress

1964 Title VII of Civil Rights Act: gender is a protected class

1969 Women meeting physical requirements can hold men’s jobs

1974 It is illegal to force pregnant women to take maternity leave

1978 Pregnancy Discrimination Act passed

1981 US Supreme Court: excluding women from draft is constitutional

1997 College athletic programs must equally include men and women


Some statistics
Some Statistics

Women Men

Not working full-time/ 1 in 3 1 in 20

with MBA

% who opt out 37 24

Age 25-29 87% 100%

Age 40-44 71% 100%

With ambition 33% 50%

Growth rate of graduate degrees 16% 1.3%


Keeping talented women
Keeping Talented Women

  • Why Women Leave

  • Why Reentry is Difficult

  • The Penalties of Time-out

  • The Scenic Route

  • Downsizing Ambition


Top 5 reasons for leaving
Top 5 Reasons for Leaving

  • Women

    Family time 44%

    Earn a degree/other training 23%

    Work not enjoyable/satisfying 17%

    Moved away 17%

    Change careers 16%

  • Men

    Change careers 29%

    Earn a degree/other training 25%

    Work not enjoyable/satisfying 24%

    Not interested in field 18%

    Family time 12%


Reasons stats for reentry
Reasons/Stats for Reentry

Reasons

43% For enjoyment and satisfaction

38% Household income no longer sufficient

24% Desire to give something back to the community

16% Regain power and status

Statistics

93% want to return

74% manage to do so

40% return to full-time jobs

24% take part-time jobs

9% become self-employed


Career goals of women
Career Goals of Women

82% ability to associate with people they respect

79% freedom to be themselves

64% opportunity to be flexible with schedule

61% opportunity to collaborate with others

56% give back to the community

51% recognition from the company


Work life policies for women
Work-Life Policies for Women

82% have reduced hours

64% have flexible work arrangements

54% change field

35% remove stigma

5% return to same company


Reversing the brain drain
Reversing the Brain Drain

  • Reduced-Hour Jobs

  • Flexibility in the Day

  • Flexibility in the Arc of a Career

  • Removing the Stigma

  • Stopping Burning Bridges

  • Providing Outlets

  • Nurturing Ambition


Adopting an on ramp
Adopting an On-Ramp

  • Why do women leave careers after having invested heavily in developing skills?

  • Would men leave their careers if they ahd a spouse who was earning enough?

  • What would employers have to do? How would the other women (and the men) be affected?

  • Why do more women work part-time than men?

  • What are the costs and benefits of having part-time employees?

  • What are the risks of this kind of policies?

  • Are women more likely to leave a job than men?


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