LEAPS Employer Toolkit: Preventing Workplace Sexual Harassment
With the LEAPS-SH Toolkit, you will be able to operationalize:
● Prevention: Proactive measures cultivate and sustain safe and respectful ecosystems, and can prevent harassment from occurring in the first place.
● Effective Response: Clear reporting procedures combined with trauma-informed support to victims can resolve incidents more successfully and prevent further damage to your organization.
● Sustainable transformation: Understanding power dynamics and their systemic impacts empowers leaders with a strong foundation to not only direct change but sustain it.
Women in Hospitality, Travel, and Leisure 2020 WiH2020 Review
In 2017 a group of leaders and opinion formers across hospitality, travel and leisure decided to take action to accelerate progress towards an inclusive culture within our industry and seize the opportunity to come together as an industry to amplify the
impact of individual initiatives. We want as many companies as possible to sign up to The Diversity in Hospitality, Travel and Leisure Charter and actively contribute to making a difference in this area.
Young women are out-earning young men in several U.S. cities
Women in the United States continue to earn less than men, on average. Among full-time, year-round workers in 2019, women’s median annual earnings were 82% those of men.
The gender wage gap is narrower among younger workers nationally, and the gap varies across geographical areas. In fact, in 22 of 250 U.S. metropolitan areas, women under the age of 30 earn the same amount as or more than their male counterparts, according to a new Pew Research Center analysis of Census Bureau data.
Women in the Workplace 2021
Women in the Workplace is the largest study on the state of women in corporate America. In 2015, LeanIn.Org and McKinsey & Company launched the study to give companies insights and tools to advance gender diversity in the workplace. Between 2015 and 2021, over 750 companies participated in the study, and more than a quarter of a million people were surveyed on their workplace experiences. This year, we collected information from 423 participating organizations employing 12 million people, surveyed more than 65,000 employees, and conducted
interviews with women of diverse identities, including women of color,2 LGBTQ+ women, and women with disabilities. Our 2021 findings focus on the impact of the COVID-19 pandemic and the growing emphasis on diversity, equity, and inclusion on the experiences of women and the state of work more broadly.
Does Pay Transparency Close the Gender Wage Gap?
The high-level results of this research show that when respondents agree that pay is transparent in their organization, the gender wage gap vanishes for women doing similar jobs to men when all
compensable factors are adjusted. Analysis of the gender wage gap by industry and occupation largely
follows the same trend. However, there are a few notable exceptions where pay does not quite equalize, mostly in industries with a larger gender wage gap to overcome or in occupations that are significantly
male dominated.