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The following resources–including fact sheets, reports, research papers, surveys, etc.–are sorted alphabetically by source.

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Women's Funding Alliance: 2011 Annual Report

2011
Women's Funding Alliance

A summary of 2011 at the Women's Funding Alliance annual meeting.

http://www.wfalliance.org/impact/WFA_annualreport_2011.pdf

Source: Women's Funding Alliance
Type: Report

The Ever Increasing Majority of Women Graduates

Academia & Education

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.



http://www.20-first.com/778-0-trend-of-women-as-the-majority-of-talent-will-continue.html



Source: 20 First (Womenomics)
Type: Blog Entry
Women Hold Up Half the SkyAcademia & Education

2008

The Chinese proverb that ‘women hold up half the sky' has long been more aspiration than fact. In developed and developing countries alike, gender gaps persist in education, health, work, wages and political participation. Education is key to gender equality. Educating girls and women leads to higher wages; a greater likelihood of working outside the home; lower fertility; reduced maternal and child mortality; and better health and education. The impact is felt not only in women’s lifetimes, but also in the health, education and productivity of future generations.

http://www2.goldmansachs.com/ideas/education-health/women-hold.html

Source: Goldman, Sachs & Co.
Type: Research Report - For Profit Org
The Athena Factor: Reversing the Brain Drain in Science, Engineering, and TechnologyAcademia & Education

2009 June

Forty-one percent of highly qualified scientists, engineers, and technologists on the lower rungs of corporate career ladders are female. But more than half (52%) drop out. Why? To better understand the scope and shape of female talent, the Athena Factor research project studied the career trajectories of women with SET credentials in the private sector. It found 5 powerful "antigens" in corporate cultures. Women in SET are marginalized by hostile macho cultures. Being the sole woman on a team or at a site can create isolation. Many women report mysterious career paths: fully 40% feel stalled. Systems of risk and reward in SET cultures can disadvantage women, who tend to be risk averse. Finally, SET jobs include extreme work pressures: they are unusually time intensive.

http://hbr.org/product/the-athena-factor-reversing-the-brain-drain-in-sci/an/10094-PDF-ENG

Source: Harvard Business Review
Type: Research Report - Non Profit Org
Colleges Struggle To Recruit More MenAcademia & Education

2010 October 10

When it comes to finding enough men to fill their freshmen classes, it is the nation's admissions officers who have to hunt hard. Twenty years after women became the majority on campus, college administrators are struggling to strike a gender balance even as female applicants outnumber men by nearly 30 percent. Nationally, as at Delaware, about 58 percent of college undergraduates are women, with some campuses at 70 percent. That's well beyond the point where the character of a college shifts, and may make a school less appealing to some of the highly qualified students it seeks to attract.

http://articles.philly.com/2010-10-10/news/24980891_1_college-admissions-york-college-colleges-struggle/3

Source: Philadelphia Inquirer
Type: Article
Half The SkyAcademia & Education

2009
Nicholas D. Kristof and Sheryl WuDunn

Turning oppression into opportunity for women worldwide

http://www.halftheskymovement.org/

Source: http://www.amazon.com/Half-Sky-Oppression-Opportunity-Worldwide/
Type: Book
Aiming Higher: Removing Barriers to Education, Training and Jobs for Low-Income WomenAcademia & Education

2010 May 11

Aiming Higher: Removing Barriers to Education, Training and Jobs for Low-Income Women spotlights successful approaches that are being pursued by leadership of the Women's Economic Security Campaign (WESC). These examples offer promising strategies for service providers, policymakers and foundations searching for solutions to the pressing economic problems of our time.

http://www.womensfundingnetwork.org/sites/wfnet.org/files/WESC/Aiming-Higher-Jobs-Education-Training.pdf

Source: Women's Funding Network
Type: Research Report - Non Profit Org
Education and Synthetic Work-Life Earnings EstimatesAcademia & Education

2011

In this report, the Synthetic Work-life Earnings (SWE) estimates are first used to explore the basic relationship between education and earnings. The report then delves deeper into differences between race and gender groups with regard to this relationship. We also consider other factors that might influence earnings, such as citizenship, English-speaking ability, and geographic location.

http://economix.blogs.nytimes.com/2011/09/08/the-education-bonus-and-the-gender-gap/

Source: United States Census Bureau
Type: Research Report- Non Profit Org
New York Times: Where the Women Are: BiologyAcademia & Education

2011

Increasingly the number of women in science and technology has been an important goal for universities and industries, and substantial progress has surely been made. More women than ever major in so-called STEM fields.

http://www.nytimes.com/2011/11/06/education/edlife/where-the-women-are-biology.html?_r=3&ref=women

Source: The New York Times
Type: Article

Science faculty's subtle gender biases favor male students

Academia & Education

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

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PNAS Report



Source: Proceedings of the National Academy of Sciences
Type: Research Report
Violence Against Women in Philadelphia: A Report to the CityAcademia & Education

2012
University of Pennsylvania

For the purposes of this report, violence against women is defined as sexual assault and acts and threats of physical, sexual, and emotional abuse by a current or former partner. These are not the only people harmed by such violence but the definition puts the focus on those who are most likely to be injured by such acts and to both need and seek services. This report highlights the work of agencies and organizations with which victims, and in some cases perpetrators, are most likely to have contact. The domestic violence and sexual assault related work of several agencies – emergency medical services (ambulances), housing, legal aid, the school system, agencies serving elders, immigrants, and disabled persons, etc. – is not represented in this report although they meet specific, important needs.

http://www.sp2.upenn.edu/ortner/docs/VAWinPhilaReport%202012.pdf

Source: Evelyn Jacobs Ortner Center on Family Violence, School of Social
Type: Philanthropy
The Count 2010Arts & Entertainment

2011 February

Blog article detailing the paltry number of female authors reviewed by the major literary magazines, featuring pie charts for each publication. Women do write, why aren't they being reviewed?

http://vidaweb.org/the-count-2010

Source: VIDA
Type: Blog Entry

Gender inequality still has a starring roll in Hollywood, USC study finds

Arts & Entertainment

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.



http://www.latimes.com/entertainment/news/la-et-film-gender-20111122,0,915239.story

Source: The Los Angeles Times
Type: Article
Gender Watch: The Telling Ignorance of THR's Directors RoundtableArts & Entertainment

2011

Perspective on the 2011 Directors Roundtable

http://blogs.indiewire.com/thompsononhollywood/eb5edaa0-1155-11e1-8c76-123138165f92#

Source: Thompson on Hollywood
Type: Blog Post
The Wall Street Journal: The High Cost of the Gender GapArts & Entertainment

2011

The Journal's Rebecca Blumenstein sat down with three members of the task force for the conference—actor Geena Davis, founder of the Geena Davis Institute on Gender in Media; Debra Lee, chairman and chief executive of Viacom Inc.'s BET Networks; and Dominic Barton, global managing director of McKinsey & Co., the research partner—to further discuss the issue of women and economic competitiveness. Here are edited excerpts of their conversation

http://online.wsj.com/article/SB10001424052970203699404577042192498214290.html?mod=dist_smartbrief

Source: The Wall Street Journal
Type: Article

Women and Hollywood: Facts and Statistics About Women in Film and Hollywood, 2011 (Fact Sheet)

Arts & Entertainment

2011

Fact Sheet Women in Film and Hollywood



http://blogs.indiewire.com/womenandhollywood/Factoids



Source: Women and Hollywood
Type: Blog/Fact Sheet

A Study Finds More MBAs Take the 'Mommy Track'

Business Employment & Leadership

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"



http://www.85broads.com/public/blogs/the-latest-news-from-janet-hanson/articles/an-interesting-article-from-haas-on-women-mbas



Source: 85 Broads
Type: Blog Entry

Workplace Diversity Pays: Research Links Diversity With Increased Sales Revenue and Profits, More Customers

Business Employment & Leadership

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



http://www.asanet.org/press/diversity_pays.cfm



Source: American Sociological Review
Type: Press Release

Women Hedge Fund Managers Outperform Men

Business Employment & Leadership

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.



http://www.businessweek.com/careers/workingparents/blog/archives/2009/12/its_generally_k.html



Source: Bloomberg
Type: Blog Entry

Engaging Men in Gender Initiatives: What Change Agents Need to Know

Business Employment & Leadership

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.



http://www.catalyst.org/publication/323/engaging-men-in-gender-initiatives-what-change-agents-need-to-know



Source: Catalyst, Inc.
Type: Research Report - Non Profit Org

Catalyst Census of Women Corporate Officers and Top Earners of the Fortune 500 2005

Business Employment & Leadership

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.



http://www.catalyst.org/publication/263/2005-catalyst-census-of-women-corporate-officers-and-top-earners-of-the-fortune-500



Source: Catalyst, Inc.
Type: Research Report - Non Profit Org

Catalyst Census of Women Corporate Officers and Top Earners of the Fortune 500 2006

Business Employment & Leadership

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.



http://www.catalyst.org/publication/18/2006-catalyst-census-of-women-corporate-officers-and-top-earners-of-the-fortune-500



Source: Catalyst, Inc.
Type: Research Report - Non Profit Org

Catalyst Census of Women Corporate Officers and Top Earners of the Fortune 500 2009  

Business Employment & Leadership

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)



http://www.catalyst.org/publication/358/2009-catalyst-census-fortune-500-women-executive-officers-and-top-earners



Source: Catalyst, Inc.
Type: Research Report - Non Profit Org

Women CEOs of the Fortune 1000

Business Employment & Leadership

2010

Fact Sheet



http://www.catalyst.org/publication/322/women-ceos-of-the-fortune-1000



Source: Catalyst, Inc.
Type: Research Report - Non Profit Org

Women of Color In Corporate Management: Opportunities and Barriers

Business Employment & Leadership

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.



http://www.catalyst.org/publication/57/women-of-color-in-corporate-management-opportunities-and-barriers



Source: Catalyst, Inc.
Type: Research Report - Non Profit Org
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