This year marks the fifth year of McKinsey & Company’s research on women in the workplace, conducted in partnership with LeanIn.Org. We look back on data and insights since 2015 from close to 600 companies that participated in the study, more than a quarter of a million people that were surveyed on their workplace experiences, and more than 100 in-depth one-on-one interviews that were conducted. (See our infographic below for top-level findings from the past five years.)
This paper analyzes the state of gender equity in the American news media industry today. Sadly, many of the challenges we will describe are not new. In fact, the disservice done to society by the exclusion of women from the reporting of news was raised as early as the 18th century by women suffragists and women’s rights activists in North America as well as Europe. Women first brought a gendered analysis of the mass media to the global stage in the 1970s, when a multipart critique was presented at the 1975World Conference on Women in Mexico City, which opened the UN Decade for Women. Conference speakers stressed the importance of the global mass communications media to “change stereotyped attitudes of men and women” and “eliminate discrimination against women,” and the published report exhorted the mass communication media to “inform the population about new roles for women and their struggle for equity with men” (United Nations, 1975).
Employee benefits represent a large proportion of operational costs in most sectors, but discussions of their outcomes have been inconclusive. This paper attempts to decipher the effects of employee benefits on organizational commitment in a changing and largely uncertain environment.
Having a diverse legal profession positively impacts the administration
of justice, ensures fairness, and promotes the rule of law. The mandate
to promote a diverse and inclusive legal profession is central to the State
Bar’s mission of public protection. The State Bar advances this aspect of its
mission in part by collecting, analyzing, and presenting data on California’s
licensed attorneys through an annual attorney census. This first annual
report card uses census data to provide a clear picture of the state of the
profession from a diversity and inclusion standpoint.
As the report card reflects, the profession has become increasingly
diverse in recent decades, with newly licensed attorneys better reflecting
California’s rich and varied demographics. However, much work remains.
The analyses below highlight areas of the legal profession where the
greatest opportunities for improvement exist. A Call to Action follows to
encourage employers and attorneys to influence and advance an inclusive
workplace that supports a more diverse workforce.
The economic downturn caused by the current Covid-19 outbreak has substantial implications for gender equality, both during the downturn and the subsequent recovery. Compared to ‘regular’ recessions, which affect men’s employment more severely than women’s employment, the employment drop related to social distancing measures has a large impact on sectors with high
female employment shares. In addition, closures of schools and daycare centers have massively increased child care needs, which has a particularly large impact on working mothers. The effects of the crisis on working mothers are likely to be persistent, due to high returns to experience in the labour market. Beyond the immediate crisis, there are opposing forces which may ultimately promote gender equality in the labour market.
The economic downturn caused by the current COVID-19 outbreak has substantial implications for gender equality, both during the downturn and the subsequent recovery. Compared to “regular” recessions, which affect men’s employment more severely than women’s employment, the employment drop related to social distancing measures has a large impact on sectors with high female employment shares. In addition, closures of schools and daycare centers have massively increased child care needs, which has a particularly large impact on working mothers. The effects of the crisis on working mothers are likely to be persistent, due to high returns to experience in the labor market. Beyond the immediate crisis, there are opposing forces which may ultimately promote gender equality in the labor market. First, businesses are rapidly adopting flexible work arrangements, which are likely to persist. Second, there are also many fathers who now have to take primary responsibility for child care, which may erode social norms that currently lead to a lopsided distribution of the division of labor in house work and child care.
Will the office be obsolete by 2030? Knowledge workers think so.
About three-quarters of knowledge workers would be willing to quit a job that didn’t allow remote working for one that did.
Companies looking to attract and retain talent should think about their remote work policies. 95 percent of U.S. knowledge workers want to work remotely, and 74 percent would be willing to quit a job to do so.
Women value remote work more than men, but are less likely to have the opportunity.
62 percent of female knowledge workers say the option to work remotely is one of the perks they would most want an employer to offer, as opposed to just 53 percent of male knowledge workers. And yet there are significant gender disparities: 40 percent of female knowledge workers say they don’t work remotely because their company doesn’t allow it, compared to 25 percent of men of the same group saying the same thing.
Accenture has found that a culture of equality—the same kind of workplace environment that helps everyone advance to higher positions—is a powerful multiplier of innovation and growth. Global gross domestic product would increase by up to US$8 trillion by 2028 if innovation mindset in all countries were raised by 10 percent. Diversity positively influences an innovation mindset, and equality is the multiplier. A culture of equality is anchored by three pillars: an Empowering Environment (one that trusts employees, respects individuals and offers freedom to be creative and to train and work flexibly), Bold Leadership (a diverse leadership team that sets, shares and measures equality targets openly), and Comprehensive Action (policies and practices that are family-friendly, support all genders and are bias- free in attracting and retaining people).
Valuing the risk of workplace sexual harassment
Using data on sexual harassment charges filed with the Equal Employment Opportunity Commission, Hersch calculates the risk of sexual harassment by gender, industry, and age and establish that white females, but not nonwhite females, receive a compensating wage differential for exposure to a higher risk of sexual harassment.
Not all instances of gender inequality are equally concerning. An emphasis on women’s underrepresentation in Science, Technology, Engineering, and Math roles (STEM) has not been matched by a similar concern about men’s underrepresentation in Healthcare, Early Education, and Domestic roles (HEED). The current research investigates whether and why people perceive gender imbalances in male-dominated careers (STEM and lea-dership) as more problematic than gender imbalances in female-dominated, caregiving careers (HEED).