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Anita Borg Institute Reveals Top Companies for Women Technologists 2015

April 13, 2015 Comments off

Anita Borg Institute Reveals Top Companies for Women Technologists 2015
Source: Anita Borg Institute

Anita Borg Institute (ABI), a non-profit organization focused on the advancement of women in computing, announced today the Top Companies for Women Technologists Leadership Index. In its fifth year, the Top Companies initiative is a national program designed to recognize companies where women technologists can thrive.

The Leadership Index is the definitive standard that identifies companies that are leaders in enabling and growing women in technical roles. ABI’s Top Companies program uses quantitative data supplied by participating companies and a widely accepted statistical methodology to score participants on the representation of women at all levels and year-over-year trends in recruitment and promotion of women within the U.S. technical workforce of the participating companies.

For this year’s Top Companies Leadership Index, the Anita Borg Institute evaluated 35 technology companies with a total technical workforce of over 435,000. BNY Mellon is the 2015 winner of ABI’s Top Companies for Women Technologists with the highest cumulative score. The 2015 winner will be recognized at the 2015 Anita Borg Women of Vision Awards banquet on May 14, 2015, in Santa Clara, Calif.

On the age-specific correlation between fertility and female employment: Heterogeneity over space and time in OECD countries

April 10, 2015 Comments off

On the age-specific correlation between fertility and female employment: Heterogeneity over space and time in OECD countries
Source: Demographic Research

Background:
Though there has been profound research on the curious change in correlation between total fertility rate (TFR) and female labor force participation (FLP) in the mid-1980s, aspects of the compositional character of age-specific effects and the nature of countries’ heterogeneity have been neglected.

Objective:
The present paper aims to contribute to filling this gap by analyzing annual total fertility rates and their equivalents for four age groups between 20 and 39 years as well as the respective lagged FLP from 17 OECD countries between 1985 and 2010.

Methods:
Random Intercept and Random Coefficient Models are applied, allowing us to assess both effects and country heterogeneity in slopes and intercepts.

Results:
The analyses reveal that the development of the correlation between FLP and TFR after 1985 is comprised of very different relations between age-specific fertility and labor participation. The youngest group’s situation is determined by a decrease in both fertility and FLP, while countries’ effects differ increasingly. The oldest women’s fertility decisions seem to be detached from labor market influences, though country variation is high. Women in their late 20s and early 30s, in contrast, appear to be most affected by the incompatibility of childbearing and gainful employment. Though these effects seem to have overcome their low points during the mid-1990s, only women in their early 30s show country-convergence.

Conclusions:
The results highlight the fact that total and age-specific fertility behavior, FLP-effects and country variances are distinct concepts that add considerably to the broad understanding of the correlation between fertility and FLP.

Sexual orientation discrimination in the United Kingdom’s labour market: A field experiment

April 10, 2015 Comments off

Sexual orientation discrimination in the United Kingdom’s labour market: A field experiment (PDF)
Source: Human Relations

Deviations from heteronormativity affect labour market dynamics. Hierarchies of sexual orientation can result in job dismissals, wage discrimination and the failure to promote gay and lesbian individuals to top ranks. In this article, I report on a field experiment (144 jobseekers and their correspondence with 5549 firms) that tested the extent to which sexual orientation affects the labour market outcomes of gay and lesbian job-seekers in the United Kingdom. Their minority sexual orientations, as indicated by job-seekers’ participation in gay and lesbian university student unions, negatively affected their workplace prospects. The probability of gay or lesbian applicants receiving an invitation for an interview was 5.0 percent (5.1%) lower than that for heterosexual male or female applicants. In addition, gay men and lesbians received invitations for interviews by firms that paid salaries that were 1.9 percent (1.2%) lower than those paid by firms that invited heterosexual male or female applicants for interviews. In addition, in male- or female-dominated occupations, gay men and lesbians received fewer invitations for interviews than their non-gay and nonlesbian counterparts. Furthermore, gay men and lesbians also received fewer invitations to interview for positions in which masculine or feminine personality traits were highlighted in job applications and at firms that did not provide written equal opportunity standards, suggesting that the level of discrimination depends partly on the personality traits that employers seek and on organization-level hiring policies. I conclude that heteronormative discourse continues to reproduce and negatively affect the labour market prospects of gay men and lesbians.

New Report Projects When Women in Each U.S. State Will Achieve Equal Pay; Five States Won’t See Equal Pay until the Next Century

April 8, 2015 Comments off

New Report Projects When Women in Each U.S. State Will Achieve Equal Pay; Five States Won’t See Equal Pay until the Next Century
Source: Institute for Women’s Policy Research

The first release from Status of Women in the States: 2015, a project of the Institute for Women’s Policy Research (IWPR), finds that, if current trends in narrowing the pay gap in the states continue, the date when women in the United States will achieve equal pay is 2058, but new projections for each state find this date is much further out in the future for women in many parts of the country. In some states, a woman born today likely will not see wage equality in her lifetime. The report finds that at the current rate, five states—West Virginia, Utah, Louisiana, North Dakota, and Wyoming—will not see equal pay until the next century. The study is the first ever to project when the wage gap will close for every state in the nation.

The report analyzes data on women’s employment and earnings, and provides state rankings and letter grades based on a composite index first developed by IWPR in 1996. Overall, the best place for women’s employment and earnings is the District of Columbia, with an overall grade of A, while the worst is West Virginia, with a grade of F. The grades take into account women’s status on the level of earnings, the gender wage gap, labor force participation, and women’s representation in professional and managerial occupations.

Immigrant Women in the United States

April 7, 2015 Comments off

Immigrant Women in the United States
Source: Migration Policy Institute

Following a history of majority male migration through the mid-20th century, women have migrated to the United States in large numbers as a result of the emphasis on family reunification ushered in by the 1965 Immigration Act. Female immigrants represent 51 percent of the overall foreign-born population, with 21.2 million immigrant women residing in the United States in 2013, out of a total immigrant population of 41.3 million. The female share of the immigrant population is higher in the United States than it is globally, where about 48 percent of the international migrant stock is female (see Figure 1). Even as female migration has increased globally since 1980, the share in the United States—the world’s top immigrant destination—has decreased slightly from 53 percent in 1980 to around 51 percent in 2013.

The gender of the immigrant population raises implications for sending and receiving countries, with respect to labor opportunities, family structure, gender roles, and more.

Using data from the United Nations Population Division, the U.S. Census Bureau’s 2013 American Community Survey (ACS), and the Department of Homeland Security’s Yearbook of Immigration Statistics, this Spotlight provides information on the population of female immigrants in the United States, focusing on marital status, fertility, and other key socioeconomic characteristics, with comparison to both native-born women and immigrant men.

After Great Recession, More Married Fathers Providing Child Care

April 6, 2015 Comments off

After Great Recession, More Married Fathers Providing Child Care
Source: University of New Hampshire, Carsey School of Public Policy

The U.S. economy lost 8.7 million jobs between December 2007 and January 2010. Sixty-nine percent of the jobs lost during the recession were held by men, 2 and the employment rate of married fathers (whether working full or part time) with employed wives decreased from 92 percent in 2005 to 88 percent in 2011.3 The large job losses and persistently high unemployment from the Great Recession and its aftermath prompted families to adapt to financial hardship and reallocate fathers’ and mothers’ time spent in the labor force and in the home.
Scholar File Link

DOJ OIG — The Handling of Sexual Harassment and Misconduct Allegations by the Department’s Law Enforcement Components

March 27, 2015 Comments off

The Handling of Sexual Harassment and Misconduct Allegations by the Department’s Law Enforcement Components (PDF)
Source: U.S. Department of Justice, Office of Inspector General
From Executive Summary (PDF):

\The Office of the Inspector General (OIG) conducted this review to assess how the Department of Justice’s (Department) four law enforcement components respond to sexual misconduct and harassment allegations made against their employees. This review examined the nature, frequency, reporting, investigation, and adjudication of such allegations in the Bureau of Alcohol, Tobacco, Firearms and Explosives (ATF); the Drug Enforcement Administration (DEA); the Federal Bureau of Investigation (FBI); and the United States Marshals Service (USMS).

The OIG’s ability to conduct this review was significantly impacted and delayed by the repeated difficulties we had in obtaining relevant information from both the FBI and DEA as we were initiating this review in mid-2013.1 Initially, the FBI and DEA refused to provide the OIG with unredacted information that was responsive to our requests, citing the Privacy Act of 1974 and concerns for victims and witnesses as the reasons for the extensive redactions, despite the fact that the OIG is authorized under the Inspector General Act to receive such information.2

After months of protracted discussions with management at both agencies, the DEA and FBI provided the information without extensive redactions; but we found that the information was still incomplete. Ultimately, based on a review of information in the OIG Investigations Division databases, we determined that a material number of allegations from both DEA and FBI were not included in the original responses to our request for the information.

We were also concerned by an apparent decision by DEA to withhold information regarding a particular open misconduct case. The OIG was not given access to this case file information until several months after our request, and only after the misconduct case was closed. Once we became aware of the information, we interviewed DEA employees who said that they were given the impression that they were not to discuss this case with the OIG while the case remained open. The OIG was entitled to receive all such information from the outset, and the failure to provide it unnecessarily delayed our work.

Therefore, we cannot be completely confident that the FBI and DEA provided us with all information relevant to this review. As a result, our report reflects the findings and conclusions we reached based on the information made available to us.

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