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The Institute for Women’s Policy Research

The Institute for Women’s Policy Research conducts rigorous research and disseminates its findings to address the needs of women, promote public dialog, and strengthen families, communities, and societies.

Dr. Hartmann Speaks on Existing Workplace Inequalities

Heidi Hartmann Speaks at DOL SymposiumIWPR President Heidi Hartmann, Ph.D., spoke at a symposium, "Different and Equal in the 21st Century Workplace," hosted by the Women's Bureau of the U.S. Department of Labor. Dr. Hartmann's presentation focused on existing workplace inequalities, including the current gender wage gap. (Photo: Dr. Hartmann, with Women's Bureau Director Sara Manzano-Diaz, speaks at the Women's Bureau symposium in September. Photo courtesy of the Women's Bureau, U.S. Department of Labor.)

Latest Reports from IWPR

Community College Students Need Fair Job Scheduling Practices
by Lindsey Reichlin, Barbara Gault, Ph.D. (July 2014)

Working is often critical to community college students’ ability to pursue a postsecondary education, but holding a job while in school can threaten a student’s success in college. For students to succeed at both school and work, they need jobs with predictable schedules and they need to have a say in scheduling so that work does not conflict with classes. This is especially important for students who are also parents, who must often schedule child care in addition to work and school.

 

Paid Sick Days Access Varies by Race/Ethnicity, Sexual Orientation, and Job Characteristics
by Rachel O'Connor, Jeff Hayes, Ph.D., Barbara Gault, Ph.D. (July 2014)

Paid sick days bring multiple benefits to employers, workers, families, and communities at large.1 The economic and public health benefits of paid sick leave coverage are substantial, including safer work environments;2 reduced spread of contagion;3 and reduced health care costs.4 Access to this important benefit, however, is still too rare, and is unequally distributed across the U.S. population, with substantial differences by race and ethnicity, occupation, earnings levels, and work schedules. New data also reveals differences by sexual orientation, especially for men.

 

Appendix E, Building Women’s Political Careers: Strengthening the Pipeline to Higher Office
by Denise L. Baer (May 2014)

These protocols were used in a project conducted by the Institute for Women’s Policy Research for the Hunt Alternatives Fund, for which Denise Baer served as consulting project director. This appendix represents pages E1-32 of the final report of study results: Building Women’s Political Careers: Strengthening the Pipeline to Higher Office, written by Denise L. Baer and Heidi I. Hartmann.

 

Building Women’s Political Careers: Strengthening the Pipeline to Higher Office
by Denise L. Baer, Heidi I. Hartmann (May 2014)

This report was prepared by the Institute for Women’s Policy Research (IWPR) for Political Parity, a program of the Hunt Alternatives Fund. The report analyzes results from interviews with experienced candidates and officeholders and several focus groups with elected state legislators, young elected officials, and congressional staff members to investigate how women make the decision to run and how they develop their political careers, with a focus on seeking or achieving higher office. The report is a part of IWPR's larger body of work on examining women’s roles in civic and political leadership.Political Parity, a nonpartisan program of Hunt Alternatives Fund, supports research that tests innovative ideas and defines effective strategies to elect more women in these roles. Political Parity published a separate report and executive summary combining results from this qualitative study, the Achieving Parity Study (APS), and an original quantitative survey of state legislators, The Female State Legislators Survey (FSLS), conducted by Lake Research Partners and Chesapeake Beach Consulting. Both studies examine the motivators and obstacles female candidates and elected officials consider when deciding whether or not to run for higher office. All Political Parity publications are available at www.politicalparity.org.

 

The Gender Wage Gap by Occupation and by Race and Ethnicity, 2013
by Ariane Hegewisch and Stephanie Keller Hudiburg (April 2014)

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. Data for both women’s and men’s median weekly earnings for full-time work are available for 112 occupations ; there are only three occupations in which women have higher median weekly earnings than men. In 101 of the 112 occupations, the gender earnings ratio of women’s median weekly earnings to men’s is 0.95 or lower (that is, a wage gap of at least 5 cents per dollar earned by men); in 17 of these occupations the gender earnings ratio is lower than 0.75 (that is, a wage gap of more than 25 cents per dollar earned by men).

 
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