Child care supports the current workforce, and high quality child care builds a strong future workforce. It’s time for San Diego to take action.
Women in the Workplace 2019
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.)
The Equal Pay Act: You’ve Come a Long Way, Baby (But Not All the Way)
In 1963, we could have only dreamed of a woman with a realistic shot at the White House, or a female Speaker of the House or Secretary of State. There were no women heading Fortune 500 companies, jetting into space, or sitting on the Supreme Court. The average women had limited educational opportunities and very few career options, and in the jobs they had, on average, they still only made 60 cents on the dollar that men did.
Modernizing U.S. Labor Standards for 21st-Century Families
Women now make up almost half the U.S. workforce. Despite the central role women play in the U.S. economy, our labor laws
and institutions do little to address the various ways in which women are held back at work. This not only hampers women’s
economic well-being, but also has implications for U.S. productivity, labor force participation, and economic growth. In this
paper, we propose policies aimed at boosting women’s economic outcomes: paid family leave, fair scheduling, and combatting
wage discrimination. We show how enacting carefully designed policies in these categories will better address the challenges of
today’s labor force, enhance women’s economic outcomes, and provide benefits for the national economy.
Why Men Still Get More Promotions Than Women
Though companies now invest heavily in mentoring and developing their best female talent, all that attention doesn’t translate into promotions. A Catalyst survey of over 4,000 high potentials shows that more women than men have mentors—yet women are paid $4,600 less in their first post-MBA jobs, hold lower-level positions, and feel less career satisfaction.
The Sponsor Dividend: Key Findings
Through both hard data and in-depth interviews with sponsor/protégé pairs, this research showcases the vantage point of the sponsor—including common stumbling blocks and paths to success. The Sponsor Dividend also shows how employers can intentionally build sponsorship, from the initial stages, to becoming an embedded part of company culture.
The Simple Truth about the Gender Pay Gap
Over half a century after pay discrimination became illegal in the United States, a persistent pay gap between men and women continues to hurt our nation’s workers and our national economy. “On average, women in America are paid only 82 cents for every dollar paid to men. At the current rate of progress, the pay gap will not close until 2093”.
What Works for Women at Work
Motherhood triggers assumptions that women are less competent and not as committed at
work. This “Maternal Wall” is one of the strongest biases women face, and even women without
children can be affected. This meeting will help you identify Maternal Wall bias and practice
tactics for interrupting it
Shattering the Glass Screen
In this article, we review the findings from our research and consider steps executives in media and entertainment can take to encourage greater equity.