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Encouraging Diversity in Leadership: A New Handbook Describes Promising Practices for Mentoring

By Caroline Dobuzinskis

Mentoring is an essential tool for moving organizations forward: young members learn new leadership skills and are given a lay of the land when it comes to their working environment. A new handbook by the Institute for Women’s Policy Research (IWPR), produced with funding and support from the Berger-Marks Foundation, provides valuable tools and information for developing and implementing mentoring programs for union members and staff.

The handbook, The Next Generation: A Handbook for Mentoring Future Union Leaders, defines and describes various types of mentoring, outlines strategies for addressing potential obstacles or roadblocks in the mentoring process, and includes methods for making mentoring programs sustainable. It also includes worksheets to help mentors and mentees get the most out of their mentoring relationship, and to enable union leaders to identify the strengths of their mentoring programs and possible areas for improvement. The guide can be used to begin a new mentoring program or to shore up one that’s already in place.

Mentoring can especially help women and people of color, who face specific challenges in advancing their careers. These programs can help women build professional networks and make connections—opportunities that are often otherwise not readily available. And mentoring programs can help unions cultivate more diverse leadership. Interviews with respondents who participated in union mentorship programs—as mentors or mentees—shed light on the benefits that mentoring had for these respondents  and others in their unions.

“[As a result of the mentoring,] I ended up being very successful…the program that I was running ended up being held up as a model,” said one former union mentee. “And our international union has really recognized the work that I was doing. And that, I’m sure, would not have happened if I hadn’t gotten the help that I needed to be really successful.”

Caroline Dobuzinskis is the Communications Manager with the Institute for Women’s Policy Research.

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Guest Blog Post: Mentoring Program Inspires Girls to Explore Careers in STEM

Nadine Ann Skinner is a Program Manager at Girls Inc. of Alameda County®

By Nadine Ann Skinner

In March, IWPR released a report showing that the number of women pursuing science, technology, engineering, and math (STEM) fields at community colleges was declining, despite growing opportunities for gainful employment in these fields. Encouraging women to pursue STEM careers can start by inspiring girls and young women to explore these fields. Nadine Ann Skinner is a Program Manager at Girls Incorporated of Alameda County® (Girls Inc.) and contributed this guest post on mentoring programs for girls with her organization.

Last week I had the opportunity to take a group of teenage girls to Genentech to meet some of the women who worked there. Walking in, the normally boisterous girls were quiet, subdued by the large campus and the number of mentors waiting to speak with them. As the girls joined activities led by the mentors, I spoke with the two women engineers who had invited us. “Why did you decide to become engineers?” I asked. The two women thought for a moment, and then they both answered that their fathers were engineers and that inspired them to become engineers.

The girls in the program I work for are from Oakland and San Leandro, California. Most of the girls will be the first member of their family to go to college. They live in neighborhoods plagued by violence and attend underperforming schools. Who is there to inspire them to become engineers or scientists?

Even with the great gains women have made in employment women are still underrepresented in the science, technology, engineering and math (STEM) fields. In elementary school, girls and boys express similar interests in math and science. But by college, fewer women pursue STEM majors and by college graduation, “men outnumber women in nearly every science and engineering field, and in some, such as physics, engineering, and computer science, the difference is dramatic, with women earning only 20 percent of bachelor’s degrees.” In STEM graduate programs and careers, women are even more underrepresented.

Underrepresentation in the STEM workforce is a particular challenge for minority ethnic groups. Underrepresented minority groups comprised 28.5 percent of the population in 2006, but only comprised 9.1 percent of college-educated Americans in science and engineering occupations. In addition, minority women only represent 11 percent of women in the entire STEM workforce. Editor’s note: IWPR’s research analysis found that a very small proportion of associate’s degrees in STEM fields are awarded to women of color, including African American women (3.3 percent); Hispanic women (2.2 percent); and Asian, Native Hawaiian, and Pacific Islander women (1.3 percent).

Part of the reason girls are not pursuing STEM careers is the continuing perception that girls and women are not as good at math and science. Mentoring has proven to be an effective tool to encourage girls and young women to succeed in STEM in school by combating the stereotype about girls’ ability to succeed in math and science. Mentoring and exposing girls to role models, women who prove to girls that they can be successful in STEM, can inspire girls to pursue careers in the STEM fields.

At the end of our visit to Genentech, the girls participated in a speed mentoring session, where they had a chance to interview women in a variety of STEM careers. The room was loud, filled with laughter and smiles, as the girls asked the mentors about their careers.

Eventually it was time to leave. As we walked to the van the girls were talking about the women that they met. “I want to be a toxicologist,” said one girl. “I want to be a geneticist,” said another girl. “Do you think that might let me have an internship at Genentech?” asked a third. I smiled, knowing that whatever career these girls ultimately choose, meeting these amazing role models ignited the girls’ interest in STEM careers.

Nadine Ann Skinner is a Program Manager at Girls Incorporated of Alameda County® (Girls Inc.). Girls Inc’s mission is to inspire all girls to be strong, smart and bold. For over 52 years, Girls Inc. has responded to the specific needs of girls in the most underserved communities of San Francisco’s East Bay through a continuum of academic enrichment programs and counseling services in over 48 elementary, middle and high schools in Alameda County and two service centers in Oakland and San Leandro. Programs challenge girls to explore their potential, develop life skills, ensure college and career success, and expand their sense of what is possible. With an innovative educational approach incorporating local needs into research-based curricula, Girls Inc. has established itself as one of the Bay Area’s leading providers of supplemental education, reaching nearly 7,500 girls and their families annually.

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Facing the Wage Gap as a Female College Grad

IWPR Research Intern Vanessa Harbin

by Vanessa Harbin

As someone who considers herself to be pretty plugged in to gender issues, I have often heard the statistic about the ratio of women’s and men’s earnings, and figured I knew most of the story. The past few months I have been going merrily along pursuing job leads in preparation for graduation from my master’s program next month, without even considering how I personally might be affected by the wage gap. Surely, as a young woman with a graduate degree, my salary will be right up there with my male peers, right? Since I haven’t seen much difference in the jobs being pursued by and offered to my female and male classmates, isn’t it a given that we’ll be getting paid equally?

Then I began helping with the research at the Institute for Women’s Policy Research (IWPR) looking at trends in women’s earnings and labor force participation over the past few decades. First, I was surprised to learn that it wasn’t until 1984 that college-educated women earned as much as men with a high school diploma, and it took another seven years until they earned as much as men with some college education or an associate’s degree. Then, I saw the wage gap between men and women with at least a college degree—it’s the biggest gap between men and women at any level of education. And even though the gap for all workers in my age group (age 25 to 44) is the lowest in 30 years, it’s still almost 14 percent (according to IWPR’s micro data analysis of the Current Population Survey). Even when women get into highly-paid and fast growing sectors like science, technology, engineering, math (STEM) fields, they are paid 14 percent less than men—a much narrower gender gap than many other professions, but a gap nonetheless.

Yet, I know that I’m extremely lucky to be where I am. Women with low education and skill levels can not only expect to earn less than their male counterparts, but often struggle to make a livable salary. Men with poor literacy skills have substantially higher earnings than women with the same abilities. And even with higher literacy levels, women still face a wage gap.

Learning the statistics has shown me that the wage gap does indeed exist and impacts women’s earnings—even highly educated women.  It is important to be aware that the playing field might not be even and to inform policymakers about this persistent discrepancy in earnings. IWPR will be releasing an analysis of the latest data from the Bureau of Labor Statistics (BLS) on the wage gap with occupations.  Our research on pay equity will be discussed at an Equal Pay Day congressional briefing April 17 organized by the Fair Pay Coalition. If you can’t make the briefing, you can still stay informed on this issue by visiting our website.

Vanessa Harbin is a Research Intern with the Institute for Women’s Policy Research. She is currently completing her master’s degree in public policy at Georgetown University.

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STEM Report Points to a Means of Economic Security for Low-Income Women

By Margaret Kran-Annexstein

Job opportunities in science, technology, engineering, and math (STEM) are some of the fastest-growing industries in the country yet women’s presence in STEM education at the community college level is dropping. Between 2000–2001 and 2008–2009, the number of women earning associate’s degrees in STEM fields decreased by 25.7 percent. Meanwhile, jobs in STEM fields are expected to nearly double by 2018.

A new IWPR report, Increasing Opportunities for Low-Income Women and Student Parents in Science, Technology, Engineering, and Math at Community Colleges, proposes solutions for bridging this training and jobs gap for women. The report addresses obstacles faced by women in STEM fields, and how educational institutions and organizations can help women to overcome these challenges.

It is important to encourage all women, but particularly low-income women and student parents, to pursue STEM fields. STEM degrees can be a link to better economic security because they lead to jobs in fields with better pay and narrower wage gaps—a 14 percent wage gap exists in STEM jobs versus 21 percent in non-STEM jobs.

From the report:

Women at the community college level are more likely than men to enroll in educational fields and training for jobs in traditionally female occupations—such as child care workers, health aids, or administrative assistants—with low starting pay, flat wage trajectories, and poor benefits (Hegewisch et al. 2010; Negrey et al. 2001). By contrast, women who train for science, technology, engineering, and math (STEM) fields—fields typically dominated by men—see strong economic returns.

I always liked math and science in elementary and high school. However, somewhere along the way, I abandoned STEM education, just like many other women and girls. In this difficult economy, why do so many women steer away from fields that offer so many job opportunities? During the release event for the STEM report, Roberto Rodriguez, a member of the White House Domestic Policy Council, said that women and girls drop out or avoid STEM education because of a “lack of role models, gender stereotyping, and less family-friendly flexibility that exists in STEM fields.”

Sara Manzano-Díaz, who also spoke at the report release event, focuses a lot of her attention on the encouragement of young girls in her role as director of the Women’s Bureau in the U.S. Department of Labor. She sees that “education is the great equalizer” and by becoming role models and mentors for girls, we can encourage them to pursue STEM degrees and pave their way to fulfilling careers.

The report outlines steps that community colleges could be taking in order to recruit and retain women, especially mothers who face more challenges in completing their degrees and need flexibility in their study schedules. Increasing the number of student parents studying STEM fields can have lasting effects—not only on the quality of life of a graduate once they leave school, but also on their children. According to her research, author of the report Cynthia Costello found that children whose mothers pursue postsecondary education are more likely to receive college degrees themselves.

Women have made such huge leaps in education equality and this makes their minority presence in STEM fields of study all the more shocking.

The reality that women are highly underrepresented in STEM fields is distressing because those fields are in need of skilled workers in a shifting economy. It is also a missed opportunity to incorporate diverse perspectives in a growing industry.

“We need… more girls who believe they can grow up to invent and to discover,” said Rodriguez at the release event. “Invention and discovery in engineering and science is creative act. It benefits from a multitude of viewpoint…So without diversity we are paying inherently an opportunity cost here because that’s a cost in products not built, in designs not considered, ultimately in constraints that are not understood.”

Margaret Kran-Annexstein is a Communications Intern with the Institute for Women’s Policy Research.

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Living on a Dime: Small Wages and Large Gender Wage Gap in Restaurant Industry, According to Recent Report

By Margaret Kran-Annexstein

If I were to tell you that there are workers in the United States being paid $2.13 per hour, you’d probably tell me that that’s impossible because the minimum wage in this country is $7.25 and anything less is illegal. Well, you’d be right of course, but unfortunately, regulations on the tipped minimum wage have not kept up with the federal minimum wage.

In February, the Restaurant Opportunities Centers United (ROC-United), in conjunction with the Institute for Women’s Policy Research and a number of other organizations, released Tipped Over the Edge: Gender Inequality in the Restaurant Industry. Among its other findings, this report exposes the restaurant business as an industry that has found a way to skirt the federal minimum wage, exacerbate the gender wage gap, and further reduce the economic security of employees by not providing health insurance or paid sick leave to most workers.

In 1991, the tipped minimum wage was 50 percent of the federal minimum wage. However, when the federal minimum wage increased in 1996, the tipped minimum wage remained the same and has not been adjusted. Today, under the Fair Labor Standards Act, the tipped minimum wage remains at $2.13 an hour, less than 30 percent of the generally accepted $7.25 federal minimum wage. Although some states choose to raise that minimum, these regulations allow the restaurant industry to shortchange a vast number of its employees—a disproportionate number of whom are women.

As a student with many female friends working in the restaurant industry to help pay enormous tuition bills, I was disturbed by the findings of this report. The reality is that tipped workers often must rely on the generosity of their customers to make a living. Technically, employers are supposed to pay the difference if a worker does not make the minimum in wages plus tips but this requirement may not always be upheld or enforced. As one woman from Fort Worth, Texas testifies, “I can’t tell you how many times I made less than $20–$40 a day during the lunch rush…LOTS…I don’t understand how restaurants get away with not paying their employees minimum wage…”

Gender Segregation in the Dining Room

The notion that women and men should be paid equal wages is also overlooked due to hiring practices in the restaurant industry that solidify the gender wage gap. Female restaurant workers make on average 79 percent of what men do because women tend to hold the lower-paid positions in the restaurant world.

Women, especially women of color, hold a disproportionate amount of jobs in lower-paying restaurants while men dominate fine dining establishments—where wages can be 24 percent higher than wages in family style restaurants. Women who do obtain positions in fine dining are seldom hired as captains or martre d’s, the higher ranking, cushier positions with more supervising duties and less reliance on tips. One account from Tipped Over the Edge quotes a general manager refusing to hire a qualified women of color saying, “You don’t have the look to be a maître d’, but I can hire you as a hostess.”

There are laws that effectually set in stone wage inequality because these different ranks in restaurants hold different minimum wage requirements (the restaurant industry is one of the only sectors where you can find this discrepancy).

Many restaurant workers simply do not have enough money to support themselves: servers are forced to use food stamps at almost double the rate of the rest of the population. Rather than hold employers accountable to their staff, taxpayers have become responsible for the livelihood of many employed people through the size of their tips and the generosity of state programs.

“Try Not to Get Sick”

Not only do many restaurant workers receive painfully low wages, they often cannot afford to stay home when they get sick. In fact, ninety percent of restaurant workers lack paid sick days. One testimony from Tipped Over the Edge quotes a laughing manager telling a sick employee, who was concerned that if she did not go home she would make others sick, to “try not to cough.” Ninety percent of restaurant employees also lack employer-covered health insurance, making it even more difficult for them to seek medical care. Not only is this a violation of workers’ rights, it doesn’t make me feel very safe when I go out to try the best veggie burgers in DC.

My friends have to work in these unfair conditions but, unlike many restaurant workers, they have health insurance from their parents and are not providing for dependent children. For a single mother supporting a child on her own, Tipped Over the Edge shows that the restaurant industry can be a hostile work environment that lacks adequate living wages. Clearly change needs to come to the restaurant industry.

Margaret Kran-Annexstein is a Communications Intern with the Institute for Women’s Policy Research.

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Literacy, Women, and the Workforce Investment Act

This blog was originally posted on the Workforce Innovation Team blog. In honor of March being Women’s History Month 2012, the Workforce Innovation Team has reached out to their partners who specialize in women’s needs and promoting positive public policy. 

By Jane Henrici

The Institute of Women’s Policy Research (IWPR) released in February our fact sheet showing our gendered analysis of the most recent (2003) National Assessment of Adult Literacy (NAAL) data. We find that low levels of literacy tend to hurt women’s earning levels more than those of men: “…women need higher levels of literacy than men to earn wages that are comparable with men’s.”

To address this issue, IWPR recommends that educational policies and programs take gender into account and consider adult education and literacy classes as of particular help to women, especially those with dependent children. IWPR research on women’s educational levels, workforce participation, and immigration integration, also finds a need for improved and targeted remedial and bridge opportunities, English language classes, and job training that will help women get better jobs and careers—including those at the highest levels of wages, in STEM fields. Like others with whom IWPR is partnered, particularly in our research on student parents as part of IWPR’s Student Parent Success Initiative, we see reauthorization of the Workforce Investment Act (WIA) as an opportunity for learning and training that responds to the needs across the different states to help prepare women workers for employment demands.

To get out of poverty, women must be able to earn enough to take care of themselves and their families and, to do that, women need to have the skills to begin careers and then move up in fields where jobs are growing, including those in the health and care work occupations. At a minimum, women are going to need to be able to read and, increasingly, they are going to need a postsecondary education and possibly a postsecondary degree. A number of public as well as private efforts, including WIA programming, can help women to get started.

Do you think WIA programming is key to addressing the inequality gap that women still face in today’s workforce?

Jane Henrici is a Study Director with the Institute for Women’s Policy Research.

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One-on-One: Filmmaker Brings to Light the Equal Rights Amendment

By Caroline Dobuzinskis

Kamala Lopez, Founder of Heroica Films, Inc.

This month is Women’s History Month and yesterday marked a milestone: March 22 marked the 40th anniversary of when the Equal Rights Amendment (ERA) first passed the Senate and was sent to the states for ratification. ERA is a proposed Constitution Amendment—first written in 1923 by suffrage leader Alice Paul—that would affirm the equal treatment of women and would prohibit discrimination based on gender.

IWPR interviewed activist and filmmaker, Kamala Lopez, who has made informing citizens about the ERA part of her mission as the founder and president of Heroica Films, Inc. Lopez is also the Founding Director of GlobalGirl Media’s Los Angeles Bureau , is the recipient of the 2011 Women of Courage Award from the National Women’s Political Caucus, and was recognized in 2012 as the 21 Leaders for the 21st Century Award by Women’s eNews.

Lopez, who has been acting since the age of seven, came to activism on the ERA through almost happenstance circumstances: while promoting her film about the first Congresswoman, Jeannette Rankin, she was shocked to learn that gender equality had not been ratified under the Constitution. In 2011, she connected with Congresswoman Carolyn Maloney (D-NY), who is also the lead House sponsor of a bill reintroducing the ERA. Maloney asked Lopez to help her create a campaign to build public support for bringing ERA up for a vote, which hasn’t happened since 1982.

A brief history on the ERA: First introduced in 1923, the ERA passed the U.S. Senate and then the House of Representatives and was sent to the states for ratification on March 22, 1972. Immediately after its initial passage in 1972, the ERA gained 22 ratifications, but the momentum quickly slowed as opposition formed. In 1976, no states ratified the amendment and, so far, only 35 of the necessary 38 states have ratified.  The ERA has been subsequently reintroduced in every session of Congress since the year the ratification deadline passed in 1982. Each time it has been reintroduced without a ratification deadline. The 2011 Walmart v. Duke sexual discrimination case shed new light on the ERA.

Lopez’s production company launched a multimedia campaign called the ERA Education Project that includes a website with news and information, as well as several PSAs (like this compelling one). “The problem with talking about the ERA is that people don’t connect it to their lives right now,” said Lopez. “There is a real lack of urgency about it.” Lopez has upcoming projects aiming to get women “on the offense” on the issue of equality under the ERA.

Lopez spoke with IWPR about her start in filmmaking, her inspiration for activism, and her upcoming projects. Here is an excerpt from the interview.

IWPR: Tell me more about your background and how your experience lent itself to your current role as a filmmaker?

Lopez: I moved to Los Angeles after [graduating from Yale with a bachelor’s in Philosophy and Theatre Studies] to pursue acting. After several years as a working film and TV actor, I came to the realization that if I didn’t want to remain in a powerless position, I was going to have to work on new skills and attempt to create and produce material.

I produced my first short film in 1995—the same year I formed my production company Heroica Films. Since then I have produced many short films, internet media campaigns, and the feature film “A Single Woman” about the life of first Congresswoman and pacifist, Jeannette Rankin.

I am in the process of putting together a documentary about the state of women’s rights in the United States and what we can all do to change the situation. I plan to cross the country talking to women about the issues that affect them and educating them on the need for ERA.

IWPR: What inspired you to start the ERA Education Project?

Lopez: Whilst doing women’s history research to incorporate into the film [about Congresswoman Jeannette Rankin] I learned that—although Alice Paul had written the ERA soon after women achieved the vote and believed this was the next necessary step towards women’s full participation in our society—it had not been ratified. That really stopped me dead in my tracks. It was as if a very large invisible elephant in the room had briefly become visible.

When I got back from DC [after showing the film, “A Single Woman”] I started doing some cursory research into the situation and was truly and finally aghast at what I perceive to be one of the greatest injustices of all time. And one that I believe is simply in place because people, like myself, are not aware of it.

Lopez with several interns from the National Organization for Women (NOW) at a press conference to mark the 40th anniversary of the ERA on March 22, 2012, in Washington, DC.

IWPR: What do you think that passing the ERA would achieve for women?

Lopez: Passing the ERA would do multiple things for women. Primarily, it would enforce equality in wages, health insurance, pension and Social Security…I believe that acknowledging women’s fully equal status would have a quantifiable effect on very serious issues that are undermining and injuring women every day. Issues such as international policy and the ratification of the [Committee on the Elimination of Discrimination Against Women], domestic violence and crime, rape, healthcare and reproductive rights, cultural bias, media exploitation and denigration, lack of childcare, maternal rights, religious oppression and discrimination within the military, among others.

Caroline Dobuzinskis is the Communications Manager with the Institute for Women’s Policy Research.

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IWPR’s Fellowship Encourages Advancement in Research Careers

Rhiana Gunn-Wright, 2011-2012 Mariam K. Chamberlain

By Caroline Dobuzinskis and Mallory Mpare

 

The Institute for Women’s Policy Research Mariam K. Chamberlain (MKC) Fellowship in Women and Public Policy is named for a founding member of IWPR and the founding president of the National Council for Research on Women. Dr. Chamberlain has fought discrimination, established new roles for women, and championed the economic analysis of women’s issues.

The MKC Fellowship in Women and Public Policy pays tribute to Dr. Chamberlain’s vision of a world of gender equality in which women reach their highest levels of achievement. Fellows work as research assistants on a variety of IWPR projects and are encouraged to take advantage of wide range of academic, policy,  and networking events in Washington, DC. Currently, IWPR is accepting applications to the fellowship program.

 

This is an introduction to this year’s fellow, Rhiana Gunn-Wright, who offers her insight on her experience with IWPR.

Since joining IWPR’s staff in September as the 2011–2012, Mariam K. Chamberlain fellow Rhiana Gunn-Wright has brought great energy to IWPR’s offices. Originally from Chicago’s South Side, Gunn-Wright graduated from Yale University magna cum laude with a double major in African American studies and Women’s, Gender and Sexuality studies.

During her time at Yale, Gunn-Wright embraced women’s issues completely—from the focus of her thesis to her extracurricular volunteer work both on and off campus. Gunn-Wright’s thesis looked at welfare policy and its impact on poor black women by analyzing methods for managing teen pregnancy in the city of New Haven, CT.

Gunn-Wright also served on the board of the on-campus women’s center at Yale for two years, managing staff and resident groups. In this role, she conducted outreach to other groups at her university in order to make the center more inclusive. “When I came in [as board member], the women’s center was almost exclusively upper-class white students so I did outreach to communities of color and LGBT [lesbian, gay, bisexual, and transgender] groups,” said Gunn-Wright. “We also started doing activism around sexuality on campus.”

As part of this activism, Gunn-Wright helped start a pioneering student forum to talk openly about establishing sexual respect on campus and building a healthy sexual culture. These talks involved a diverse range of students, including student faith groups. Some participating groups took the baton by hosting their own talks, and the entire initiative eventually grew into a larger program now called Sex @ Yale.

When Gunn-Wright came across the description of the Mariam K. Chamberlain fellowship with IWPR at her campus, she immediately thought it would be a good fit. One of the aspects that Gunn-Wright enjoys about her fellowship is being able to answer queries and point people to relevant research on women’s issues. She is also appreciative of the opportunity to work on issues that she is most passionate about, particularly education, by assisting with the Student Parent Success Initiative (SPSI).

“I enjoy the work we do on student parents and looking at the intersection between welfare, race, class gender, and education—especially for a population that isn’t usually recognized,” said Gunn-Wright. “It’s nice to build a community especially when people are as invested in it as they are in SPSI. They are invested in seeing student parents do well.”

Gunn-Wright’s biggest tip for incoming fellows?  “Be mindful of remembering that you really are working to better the status of women,” she said.  “It’s easy to get caught up in work tasks, but you are working on a daily basis to make things better, more tolerant, and more loving.”

Applications for the 2012-2013 Fellowships are due by March 1, 2012. For more information on how to apply please visit our website.

 

 

Caroline Dobuzinskis is the Communications Manager with the Institute for Women’s Policy Research. Mallory Mpare is IWPR’s Communications Assistant.

 

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New Research from IWPR Finds Low Literacy Hurts Women More Than Men

By Kevin Miller

In an analysis of data from the 2003 National Assessment of Adult Literacy that was recently published, IWPR found that women earn less than men regardless of literacy level, but that women with low literacy levels are particularly likely to have low earnings relative to men. Higher literacy levels are associated with higher earnings for both men and women, but the “jump” in earnings from low to high literacy is especially noticeable for women at earnings levels that can sustain women and their families.

These findings are consistent with the phenomenon that women need to do more to reach the earnings of men. The gender wage gap remains substantial after decades of measurement, occurs both between and within occupations, and—we now know—exists regardless of men and women’s degree of literacy. In order for women to earn the same amount as men, they must obtain more education and develop more skills than those possessed by men. Low literacy—which occurs at similar rates among women and men—is a barrier to effective education and training that can help low-income individuals obtain jobs that allow for family economic security.

Programs that help women (and men) improve their literacy, obtain job training, and get degrees are key elements in the effort to help low-income Americans get better jobs. Adult and basic education programs, bridge programs that connect teens and adults to college, workforce training programs, and supports for nontraditional students enrolled in colleges are needed to help hard-working Americans get higher-paying jobs. Many of these programs are under threat of budget cuts. Cuts in education and training are short-sighted cost-saving measures that reduce workforce readiness while also threatening one of the few pathways out of poverty for millions of Americans with limited literacy.

Kevin Miller is a Senior Research Associate with the Institute for Women’s Policy Research.

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Messaging Social Security Takes Diverse Strategies

Kathryn Anne Edwards, Economic Policy Institute, on the panel at the NASI Conference. David Baldridge, International Association of Indigenous Aging, in background. Photo by Sam Kittner/kittner.com for NASI.

By Caroline Dobuzinskis

Last week was the 24th annual conference of the National Academy of Social Insurance held at the National Press Club in Washington, DC. At a roundtable session on Friday, January 27, panelists discussed how to craft effective messaging on Social Security to reach different audiences—including young people, as well as those from diverse ethnic and racial groups.

Covering all American workers and their families, Social Security has an enormous reach. This accounts for the both the program’s success, as well as the difficulty in communicating its importance to all those who will likely receive Social Security benefits at some point.

Panelist Wilhelmina A. Leigh, Senior Research Associate on Economic Security with the Joint Center for Political and Economic Studies, served as a member of the Commission to Modernize Social Security. She emphasized the importance of communicating that the program could be improved both to restore solvency and enhance benefits, which was a goal of the commission. The challenge of communicating Social Security is reaching those who have not yet had to apply for benefits. “People who have gotten the message about how the system works have generally had to use the system,” said Leigh.

Moderator, Thomas Bethell, Visiting Scholar with the National Academy of Social Insurance, reminded the audience that Social Security could be equated to a house that needs maintenance: “If your house needs maintenance, are you going to tear it down to fix it?”

David Baldridge spoke on the panel as Executive Director of the International Association of Indigenous Aging (IA 2), an organization that received NASI grant funding in order to conduct outreach and education on Social Security among Indian elders in New Mexico. Baldridge explained that it was imperative to get support from Indian elders in order to engage tribes living in more isolated communities and reservations.  Listening to and incorporating recommendations on Social Security from members of the community was also essential.

The effort proved to be a success, eventually leading to the buy-in of more than 500 tribes for the report that included formal recommendations based on the tribes’ own input. The process is intended to serve as a national model for engaging indigenous tribes across the country on these issues.

Valerie Rawlston Wilson, Vice President of Research and Economist with the National Urban League Policy Institute, faces several main challenges in communicating the importance of Social Security to the African American community: reaching a diverse audience, capturing people’s attention, simplifying a complex issue, and obtaining buy-in from local affiliate leaders.

To reach a younger audience, Wilson relies on social media and the Urban League’s “I am Empowered” campaign. The website for the campaign includes an easy-to-follow quiz to test users knowledge of the Social Security program. Leigh added that scenario-based exercises can help young adults think about ways that Social Security benefits could actually help them down the road, if they lost a job or a spouse.

Kathryn Anne Edwards, Research Assistant with the Economic Policy Institute (EPI), also aims to reach young people with the message of preserving Social Security. In this case, she is reaching out to her peers. Edwards, who is in her twenties, wrote a textbook on Social Security directed to her own generation that defines Social Security, outlines its benefits, and offers a perspective in support of the program.

Edwards found young people might not understand why they need to support Social Security. They may feel helpless believing simply that the program will be gone by the time they retire. Her response is that it is a matter of responsibility and young people are not as forsaken as they perceive themselves to be. “If you are under 30, Social Security is yours to lose,” said Edwards.

As one of NASI’s grantees charged with conducting outreach and education on Social Security, IWPR is working to communicate the importance of the program. Our research has shown that reliance on the program increased among older Americans in the past decade and that it is widely supported across lines of gender, race/ethnicity, and political affiliation. IWPR continues to work closely with the National Council of Women’s Organizations to conduct outreach on the importance of Social Security to Americans, particularly vulnerable populations such as low-income seniors.

Caroline Dobuzinskis is the Communications Manager with the Institute for Women’s Policy Research.

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