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Areas of expertise: work life reconciliation; work family policy; occupational segregation; the gender wage gap; pay equity; workplace flexibility; gender discrimination; sexual harassment; pay equity; working time policies; paid leave policies; job quality |  |
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Ariane Hegewisch has been a Study Director at IWPR since the summer of 2008; prior to that she spent two years at IWPR as a scholar-in-residence. She came to IWPR from the t the Center for WorkLife Law at UC Hastings. She is responsible for IWPR’s research on workplace discrimination and is a specialist in comparative human resource management, with a focus on policies and legislative approaches to facilitate greater work life reconciliation and gender equality, in the US and internationally. Prior to coming to the USA she taught comparative European human resource management at Cranfield School of Management in the UK where she was a founding researcher of the Cranet Survey of International HRM, the largest independent survey of human resource management policies and practices, covering 25 countries worldwide. She started her career in local economic development, developing strategies for greater gender equality in employment and training in local government in the UK. She has published many papers and articles and co-edited several books, including ‘Women, work and inequality: The challenge of equal pay in a deregulated labour market”. She is German and has a BSc in Economics from the London School of Economics and an MPhil in Development Studies from the IDS, Sussex.
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The Status of Women in Western North Carolina Women in Western North Carolina, as in North Carolina as a whole, have made much progress during the last few decades. The majority of women work—many in professional and managerial jobs—and women are a mainstay of the economic health of their communities. Yet, there are some ways in which women’s status still lags behind men’s, and not all women are prospering equally. This briefing paper provides basic information about the status of women in Western North Carolina—including Cherokee, Clay, Graham, Haywood, Jackson, Macon, and Swain counties—focusing on women’s earnings and workforce participation, level of education, poverty, access to child care, and health status. It also provides background demographic information about women in the region.
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Job Growth and Unemployment for Men and Women in Pennsylvania, 2007 to 2011 Since the beginning of the Great Recession in December of 2007 both women and men in Pennsylvania have experienced dramatic job losses and steep increases in unemployment. Almost three years after the official end of the recession, neither women’s nor men’s employment has reached pre-recession levels, but men’s employment gain has been considerably stronger than women’s. The gap between the number of women and men employed in Pennsylvania was wider at the end of 2011 than it was at the outset of the Great Recession. Women have not gained in the recovery relative to men.
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Key Findings on the Economic Status of Women in North Carolina Women in North Carolina have made significant social and economic advances in recent decades, but the need for further progress remains. A forthcoming report from the Institute for Women’s Policy Research (IWPR), The Status of Women in North Carolina, shows that many of North Carolina’s women are vulnerable to challenges such as unemployment, a persistent wage gap, poverty, and the high cost of child care. In addition, women in the state experience stubborn disparities in opportunities and outcomes—disparities that exist among women of different race and ethnic groups as well as among women from various geographic areas within the state. Addressing these challenges and disparities is essential to promoting the well-being and vibrancy of North Carolina’s many communities.
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The Gender Wage Gap by Occupation Women’s median earnings are lower than men’s in nearly all occupations, whether they work in occupations predominantly done by women, occupations predominantly done by men, or occupations with a more even mix of men and women.
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The Gender Wage Gap: 2011 The ratio of women’s to men’s median weekly full-time earnings rose by one percentage point since 2010 and reached a historical high of 82.2 percent. The narrowing of the weekly gender earnings gap from 18.8 percent to 17.8 percent, however, is solely due to real wages falling further for men than for women. Both men and women’s real earnings have declined since 2010; men’s real earnings declined by 2.1 percent (from $850 to $832 in 2011 dollars), women’s by 0.9 percent (from $690 to $684 in 2011 dollars).
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The Gender Wage Gap in New York State and Its Solutions This gender wage gap has pernicious consequences for women and their families. 14.8 percent of women in New York State had incomes at or below the official poverty threshold (for families of their size and composition). This poverty rate for women in New York is approximately the same as that for women in the United States as a whole, with 28 states having less female poverty than New York State.
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The Gender Wage Gap: 2010 The ratio of women‟s and men‟s median annual earnings was 77.4 for full-time/year-round workers in 2010, essentially unchanged from 77.0 in 2009.
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