The “business case for diversity” suggests that such diversity in the workplace will lead to lower costs and/or higher revenues, improving the bottom line. Not surprisingly, employers have considered the economic benefits of adding lesbian, gay, bisexual, and transgender (LGBT)-supportive policies, including sexual orientation and gender-identity nondiscrimination policies and domestic partner benefits policies.
Out & Equal’s work has long been about diversity and inclusion, and we’ve made great strides on that front. Now it’s time for us to evolve that work. From this moment on— our work will be about belonging. In its simplest form, diversity is about counting heads. We need a gay man, a Latina woman, a transgender veteran, a differently-abled …
Not sure which field to choose: architecture, construction or engineering? What do they do? Who earns what? How long is the training? We’ve made selecting which field to study easy by posting some general facts about different careers in each field. Just click on a tab below for more information on careers in that field. Julia Morgan was the first …
Princeton Alumni Weekly May 16, 2018 By Morgan Jenkins Just off a grueling national book tour, Morgan Jerkins ’14 is still full of passion at Murray-Dodge Hall in late February before giving a talk on her New York Times bestselling debut, This Will Be My Undoing: Living at the Intersection of Black, Female and Feminist in (White) America (Harper Perennial), …
AAUW is working with partners across communities, cities, and states to offer free salary negotiation workshops — and to eliminate the gender pay gap for good. Check out online and in-person initiatives here.
The Sexual Harassment Task Force was created to explore explore issues surrounding sexual harassment in the legal community and to create solutions to help prevent women from leaving the practice of law due to sexual harassment in the workplace. We are working with City Council President Pro Tem Barbara Bry on the Workplace Equity Initiative, exploring the topic of …
The Ellevate Network has the answers you’re looking for. Welcome to a community of professional women who create, inspire and lead. Ellevate Network believes in the positive impact of women in business. Our mission is to help women advance in the workplace, both for themselves and the greater good. We strive to change the culture of business from the inside …
As the pioneering company in the career re-entry space, iRelaunch works directly with over 40 blue chip companies in a range of roles, to develop, pilot, source for, present in and publicize their re-entry internship programs, or similarly support their efforts to hire relaunchers directly into open roles without internships. iRelaunch established the market connecting employers with returning professionals, and …
1. Other data series on weekly or hourly earnings are not necessarily more accurate than the annual figure.
2. The annual wage ratio of 80.5 percent is actually a moderate estimate of gender pay inequality. Women of color fare much worse. Part-time
3. Women’s ‘choices’ are not necessarily choices.
4. There is no proof that being a mother makes a woman less productive on the job.
5. Discrimination is still a factor—a big one—in the gender wage gap.
Debunking myths Discrimination against women Pay parity Wage gap Workplace Tools Women’s issues
MyPerfectResume These are resources specifically set up to meet the needs or address the interests of various groups, such as women, persons of varied nationalities or ethnic backgrounds, and so on. The Riley Guide also provides pages of resources and information specifically intended for military personnel, ex-offenders and former felons, and disabled individuals – but there may be some overlap …
