Resources

2009

According to a recent OECD report, Higher Education to 2030, women will become an even larger majority of the graduate talent pool in only one decade. In 2005, OECD countries awarded 57% of their degrees on average to women. If the trend continues, the percentage could reach 63% by 2025.

2008

2009 June

2010 October 10

2009
Nicholas D. Kristof and Sheryl WuDunn

2010 May 11

2011

2011

2012

Despite efforts to recruit and retain more women, a stark gender disparity persists within academic science. Abundant research has demonstrated gender bias in many demographic groups, but has yet to experimentally investigate whether science faculty exhibit a bias against female students that could contribute to the gender disparity in academic science.

PNAS Report

2011 February

2011

According to a survey of 2009 films, male roles far outweigh those for women, women are far more likely to be scantily dressed, and a storyteller's sex affects what's depicted on-screen.

2011

2011

2011

Fact Sheet Women in Film and Hollywood

2008

A surprising number of highly-educated MBAs are dropping out of the labor force. Associate Professor Catherine Wolfram, a member of the Haas Economic Analysis and Policy Group found MBAs are more likely than MDs and JDs to be stay-at-home mothers. Wolfram hypothesizes that JDs and MDs have more flexible career paths than MBAs. Wolfram's study is titled "Opt-Out Patterns Across Careers: Labor Force Participation Rates Among Highly Educated Mothers"

2009

Workplace diversity is among the most important predictors of a business' sales revenue, customer numbers and profitability. In one of only a few studies to empirically examine the implications of organizational diversity, sociologist Cedric Herring found that a workforce comprised of employees of both genders and varying racial backgrounds resulted in positive business outcomes

2009

A new study by Hedge Fund Research found that, from January 2000 through May 31, 2009, hedge funds run by women delivered nearly double the investment performance of those managed by men. Female managers produced average annual returns of 9%, versus 5.82% for men and, in 2008, when financial markets were cratering, funds run by women were down 9.6%, compared with a 19% decline for men.

2009

The study findings supported the view that before individuals will support efforts to right an inequality they must first recognize that the inequality exists. Men who were more aware of gender bias were more likely to say that it was important to them to achieve gender equality. Other findings revealed three key factors that predicted men’s awareness of gender bias: 1) defiance of certain masculine norms, 2) the presence or absence of women mentors, and 3) a sense of fair play. Of those three factors, having a strong sense of fair play, defined as a strong commitment to the ideals of fairness, was what also best differentiated men who actively championed gender equality from those who were not similarly engaged. Lastly, interview findings revealed three key barriers that could undermine men’s support for initiatives to end gender bias: apathy, fear, and ignorance about gender issues.

2006

The 2005 Census shows that, in the last three years, growth in the percentage of corporate officer positions held by women slowed to a ten year low. In 2005, women held 16.4 percent of corporate officer positions, only 0.7 percentage points more than they did in 2002. Furthermore, the percentage of corporate officer positions held by women of color stagnated at 1.7 percent. In addition, only 6.4 percent of corporate officer top earners were women. A deeper look into corporate officer status shows that while women were almost two and one-half times as likely to hold staff positions as they were to hold line positions, men were only slightly more likely to hold staff positions than line positions. Women also held 9.4 percent of the highest executive titles, up from 7.9 percent in 2002. Eight companies in the Fortune 500 were led by a woman CEO, compared with six in 2002.

2007

For the first time, Catalyst presents its hallmark Census of women corporate officers and top earners as a web-only feature and in a new graphic format. This document details the percentage of corporate officer positions held by women, the percentage of top earner jobs held by women, the percentage of women and men corporate officers in line and staff positions, and the number of companies with zero, one, two, and three or more women officers. The appendices list the companies by industry, and the average number and percentage or women directors by industry, geographic region, and Fortune 500 rank.

2009

The 2009 Catalyst Census: Fortune 500 Women Executive Officers and Top Earners details women’s representation in senior leadership positions at the largest companies in the United States. For the first time, Catalyst focused on Executive Officers, a segment of the Corporate Officer population as defined in previous Catalyst Census reports. This population change precludes data comparisons to previous annual Corporate Officer Catalyst Census reports. (Fact Sheet)

2010

Fact Sheet

1999

This report, the third in Catalyst’s multi-phase study on opportunities and barriers for women of color in management, focuses on the first-hand experiences of women who identify themselves as African-American, Hispanic, and Asian-American. The report assesses the current environment and describes corporate initiatives that reduce turnover and enhance mobility.

2001

This report compares the work-related experiences, perceptions, and attitudes of women and men working in pipeline- and senior-level positions in the financial services industry. While this industry is one marked by low representation of women at senior levels and rumored to be replete with difficulties for women’s advancement, it also is seen as a meritocracy in which hard work is the key to success. Although the majority of both men and women in financial services are satisfied with their current positions and employers, women report the existence of subtle discriminatory practices.

2009

Series of tables reporting Global numbers on women in management.