1200 18th Street NW, Suite 301
Washington, DC 20036
202 785-5100
iwpr@iwpr.org
Washington, DC 20036
202 785-5100
iwpr@iwpr.org
|
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 |  |
|---|
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.
|
|
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).
|
|
|
|
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.
|
|
|
|
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.
|
|
|
|
Pay Secrecy and Wage Discrimination
|
|
|
|
Maternity, Paternity, and Adoption Leave in the United States
|
|
|
|
Women, Poverty, and Economic Insecurity in Wisconsin and the Milwaukee-Waukesha-West Allis MSA Since the beginning of the recession in 2007, with its high unemployment and rising poverty rates, more families than ever are struggling to make ends meet. This briefing paper analyzes the impact of the recession on Wisconsin's families. It finds that nearly two-thirds of all households in poverty in Wisconsin are headed by single women and, across-theboard, women are more likely than men to be poor. Families headed by single mothers and families depending on women’s wages have been the hardest hit.
|
#R347, Briefing Paper, 8 pages
$5.00
|
|
|
The Gender Wage Gap by Occupation (April 2011)
|
|
