Resources

2010 March 18

Wei Sun Christianson - CEO of Morgan Stanley China, Wu Yi - former vice premier of China, Mei Yan - Viacom China CEO, Wu Changhua - The Climate Group's Greater China director, Deng Yujiao - Defended herself against three rapists who were government officials

http://www.thedailybeast.com/blogs-and-stories/2010-03-18/chinas-five-most-powerful-women/

Source: The Daily Beast
Type: Top Women Lists

2009 December 30

As women enter the workforce in larger numbers, the market will have to adjust to accommodate them--the risks of not making it easy for women to contribute to the economy are too high. Even small adjustments like adjusting the school day or year would make a difference. The workplace must adapt for us to remain competitive.

http://www.economist.com/node/15174489?story_id=15174489

Source: The Economist
Type: Article

2010 April 1

Yes we need all CEO’s to understand the bottom line impact of this productivity issue on their businesses. However that is only part of the solution as strategic plans must be designed and implemented with some sort of a target attached and consequences if targets are continually missed- like any other business function.

http://www.theglasshammer.com/news/2010/04/01/gender-parity-in-the-workplace-is-it-only-a-matter-of-ceos-believing-the-business-case-for-change/

Source: The Glass Hammer
Type: Blog Entry

2010 February

Since the beginning of the recession at the end of 2007, unemployment has increased rapidly, in Pennsylvania as it has elsewhere. While many families suffer as a result of reduced earnings and unemployment, women who head households face significantly higher risks of unemployment than male heads of households, and are much more likely than men to live in poverty. Single mothers nationally have higher rates of unemployment than other women and men; in December 2009 the unemployment rate for women who maintain families reached its highest point, 13 percent, in more than 25 years (IWPR 2010). Policy action is required to ensure that women and their families are receiving adequate help during the current crisis, and that measures are put in place to help them reach and maintain economic self-sufficiency in the longer run.

http://www.iwpr.org/publications/pubs/the-female-face-of-poverty-and-economic-insecurity-the-impact-of-the-recession-on-women-in-pennsylvania-and-pittsburgh-msa

Source: The Institute for Women's Policy Research
Type: Research Report - Non Profit Org

2010 April

The gender wage gap and occupational segregation – men primarily working in occupations done by other men, and women primarily working with other women – are persistent features of the US labor market. During 2009, median weekly earnings for female full-time workers were $657, compared with $819 per week for men, a gender wage ratio of 80.2 percent (or a gender wage gap of 19.8 percent).Therefore, tackling occupational segregation is an important part of tackling the gender wage gap.

http://www.iwpr.org/publications/pubs/the-gender-wage-gap-by-occupation

Source: The Institute for Women's Policy Research
Type: Research Report - Non Profit Org

2010 April

As the economy recovers and with the anticipated increase in men’s employment in the summer months, women’s share of payroll employment is expected to again fall below 50 percent in the seasonally unadjusted data. In the seasonally adjusted data, if the economy recovery is consistent, it is likely that October 2009, with women’s share at 49.96 percent, will remain a high water mark that will not be seen again for several years.

http://www.iwpr.org/publications/pubs/are-women-now-half-the-labor-force-the-truth-about-women-and-equal-participation-in-the-labor-force

Source: The Institute for Women's Policy Research
Type: Research Report - Non Profit Org

2010 September

The ratio of women’s and men’s median annual earnings, was 77.0 for full-time, year-round workers in 2009, essentially unchanged from 77.1 in 2008. (This means the gender wage gap for full-time year-round workers is now 22.9 percent.) This is below the peak of 77.8 percent in 2007.

http://www.iwpr.org/publications/pubs/the-gender-wage-gap-2009

Source: The Institute for Women's Policy Research
Type: Research Report - Non Profit Org

2009 October

This report describes how a woman’s nation changes everything about how we live and work today. Now for the first time in our nation’s history, women are half of all U.S. workers and mothers are the primary breadwinners or co-breadwinners in nearly two-thirds of American families. This is a dramatic shift from just a generation ago (in 1967 women made up only one-third of all workers). It changes how women spend their days and has a ripple effect that reverberates throughout our nation. It fundamentally changes how we all work and live, not just women but also their families, their co-workers, their bosses, their faith institutions, and their communities.

http://www.americanprogress.org/issues/2009/10/womans_nation.html

Source: The Shriver Report
Type: Research Report - Non Profit Org

2011 April 4

Inadequate career development has kept women from reaching the top ranks of the corporate ladder, according to a report by McKinsey & Co. To crack the upper echelons of corporate America, McKinsey says companies must groom a deeper bench of female middle managers for advancement.

http://online.wsj.com/article/SB10001424052748704530204576237203974840800.html?mod=WSJ_newsreel_careers

Source: The Wall Street Journal
Type: Article

2010 October 7

Nationwide, about one in 18 women working full time earned $100,000 or more in 2009, a jump of 14 percent over two years, according to new census figures. In contrast, one in seven men made that much, up just 4 percent.

http://www.washingtonpost.com/wp-dyn/content/article/2010/10/06/AR2010100607229.html

Source: The Washington Post
Type: Article

This section of the White House Council on Women and Girls website hosts a variety of government reports and statistics on women and girls in America.

http://www.whitehouse.gov/administration/eop/cwg/data-on-women

Source: The White House
Type: Research Organization

2011 March

This report provides a statistical picture of women in America in five critical areas: demographic and family changes, education, employment, health, and crime and violence. By presenting a quantitative snapshot of the well-being of American women based on Federal data, the report greatly enhances our understanding both of how far American women have come and the areas where there is still work to be done.

http://www.whitehouse.gov/sites/default/files/rss_viewer/Women_in_America.pdf

Source: The White House
Type: Research Report - Non Profit Org

A weekly email update from The White House Council on Women and Girls.

http://www.whitehouse.gov/administration/eop/cwg/sign-up?utm_source=newsletter&utm_medium=footer&utm_campaign=women

Source: The White House
Type: Subscription Service

2007

Fact Sheet

http://www.dol.gov/wb/factsheets/Qf-ESWM07_txt.htm

Source: U.S. Department of Labor
Type: Research Report - Non Profit Org

2008

Fact Sheet

http://www.dol.gov/wb/factsheets/Qf-ESWM08_txt.htm

Source: U.S. Department of Labor
Type: Research Report - Non Profit Org

2009 September

This report presents historical and current labor force and earnings data for women and men from the Current Population Survey (CPS). The CPS is a national monthly survey of approximately 60,000 households conducted by the U.S. Census Bureau for the U.S. Bureau of Labor Statistics. Unless otherwise noted, data are annual averages from the CPS. Users should note that the comparisons of earnings in this report are on a broad level and do not control for many factors that can be significant in explaining earnings differences.

http://www.bls.gov/cps/wlf-databook-2009.pdf

Source: U.S. Department of Labor
Type: Research Report - Non Profit Org

2010

The sample of companies used in the 2010 UC Davis Study of California Women Business Leaders consists of the largest 400 California companies, as measured by market capitalization in June 2010. Each fi rm’s market capitalization on June 1 was obtained from the BoardEx database, which is produced by Management Diagnostics Limited, a London-based corporate research company. Progress is gradual since the last census. Women comprise just 9.5% of the directors and highest-paid executives of the 400 largest companies in the state.

http://www.gsm.ucdavis.edu/census/

Source: UC Davis Graduate School of Management
Type: Research Report - Non Profit Org

2007 September
Michaela Bar, Alexandra Niessen, and Stefan Ruenzi

This paper investigates the impact of work group diversity on performance. Analyzing a uniquely large sample of management teams from the U.S. mutual fund industry, we found that the influence of diversity on performance depends on the dimension of diversity that is analyzed. Informational diversity has a positive impact on performance, which is driven by tenure diversity as well as educational diversity. Social category diversity has a negative impact on performance, which is mainly driven by gender diversity while age diversity has no strong impact. Our results have important implications for the optimal composition of work groups and for investment strategies of fund investors.

http://papers.ssrn.com/sol3/papers.cfm?abstract_id=1017803

Source: University of Cologne
Type: Research Report - Non Profit Org

2001

This book is based on an analysis of 60 interviews with prominent U.S. women regarding their leadership practices. Using a life course developmental perspective, the study places the leadership experiences of these prominent Caucasian leaders and leaders of color in a socio-historical context. The results show the progress to date, and what remains to be accomplished to achieve gender equity in leadership.

http://www.wcwonline.org/component/page,shop.product_details/flypage,shop.flypage/product_id,784/option,com_virtuemart/Itemid,175/vmcchk,1/

Source: http://www.amazon.com/Inside-womens-power-Learning-leaders/dp/B0
Type: Book

2008

Through the Global Gender Gap Reports for the past three years, the World Economic Forum has been providing a framework for quantifying the magnitude of gender-based disparities, tracking their progress over time and designing effective measures reducing them. In addition, in 2008, the Global Gender Parity Group and Regional Gender Parity Groups were launched in Latin America, the Middle East, Africa and Asia.

http://www.weforum.org/pdf/gendergap/report2008.pdf

Source: World Economic Forum
Type: Research Report - Non Profit Org

2009

Over the last year, the world has seen the biggest recession in almost a century. It is clear that recovery will require, among other things, the best of talent, ideas and innovation. It is therefore more important now than ever before for countries and companies to pay heed to one of the fundamental cornerstones of economic growth available to them-the skills and talent of their female human resource pool.

http://www.weforum.org/pdf/gendergap/report2009.pdf

Source: World Economic Forum
Type: Research Report - Non Profit Org

2010

Never before has there been such momentum around the issue of gender parity on the global stage. As women begin to make up more than half of all university graduates in much of the developed world, there is an increased consciousness that this talent must be given the opportunity to lead. Several countries have introduced legislation that mandates minimum requirements for women’s participation, in both business and politics.

http://www.weforum.org/issues/global-gender-gap

Source: World Economic Forum
Type: Research Report - Non Profit Org

2009

Through the Women Leaders and Gender Parity Programme, the World Economic Forum is committed to promoting women's leadership and closing global gender gaps. The programme strives to increase the participation of women in the Forum's activities by ensuring their involvement as members in communities and inviting women leaders to be active contributors to the global dialogue.

http://www.weforum.org/en/Communities/Women Leaders and Gender Parity/index.htm

Source: World Economic Forum
Type: Website

2006
Kathryn Dindia, in Sex Differences and Similarities in Communication, K. Dindia & D.J. Canary (Eds.)

Framing Sex Differences and Similarities

http://books.google.ca/books?id=suPG_BZty3kC&pg=PA3&lpg=PA3&dq=men+are+from+south+dakota+women+are+from+north+dakota&source=bl&ots=6K_JS9WzOp&sig=6975SHwkpKxu6EQ3ypyrtvrh_nU&hl=en&ei=PpmbTsebMNHJsQKh1-zGBA&sa=X&oi=b

Source: http://books.google.ca/books?id=suPG_BZty3kC&pg=PA3&lpg=PA3&dq=m
Type: Book

2004
Anna Fels

Ambition in women's changing lives

http://books.google.ca/books?id=OzsMhdmPY0EC&printsec=frontcover&dq=necessary+dreams&hl=en&ei=2pmbTpSZOofHsQL8uenpBA&sa=X&oi=book_result&ct=result&resnum=1&ved=0CDAQ6AEwAA#v=onepage&q&f=false

Source: http://www.amazon.com/Necessary-Dreams-Ambition-Womens-Changing/
Type: Book