Group items tagged

"In 2002, approximately 12 million people were employed by nonprofits and another 100 million volunteered their time to help these organizations (O'Neill, 2002). If any sector could be exempt of the glass ceiling - where professional women would advance and be paid at the rate same as men - the nonprofit sector seems like the most viable candidate. An overw helming percentage of nonprofit employees are 3 women, so it logically follows that in this sector, the percentage of female CEOs would be larger than the percentage of male executives and the two groups would be similarly compensated (Hays, et al., 2009; Johnston, & Rudney, 1987; Gibelman, 2000a; Joslyn 2003; Shaiko, 1996; Pynes, 2000; McGinnis, 2009). Perhaps in this se tting, supportive female co-workers would be more likely to confront inequity and encourage women as they work toward promotions. But such scenarios are the exception rather than the norm. It turns out that the glass ceiling of nonprofits is similar in construc tion and resiliency to the gl ass ceilings of government and private industries. "

article by Shelly Darnutzer on how to overcome internal oppression that often started with external oppression, April 2016

article by Sarah Haffee--interview with Keeanga-Yamahtta Taylor on issues for women that must be addressed-glass ceilings for women in politics and corporate America. what about access to health care, reproductive health care, child care, living wage jobs? March 1, 2017

Jorge Calderon was a venture capitalist who wanted to invest where others weren't. He found his under-served market: women- and minority-owned businesses. Only problem was, he couldn't find entrepreneurs in that niche. He was sure they were there; he just couldn't find them. So four years ago, he started Springworks to [...]

article by Amanda Hess, XXfactor, July 23, 2014 ""Minority and women leaders' engagement in diversity-valuing behavior may be viewed as selfishly advancing the social standing of their own low-status demographic groups."" So the trade-off is to get promoted yourself, but not help other women or people of color get promoted. In order to enter the executive suite, women have to backseat their desire to bring in more women or other diversity, and the stereotype of women not helping others advance is reinforced.

Boston Club report, 2013, of Boston area women and nonprofit organization representation "For over 20 years, The Boston Club has worked collaboratively with local and regional nonprofit organizations of all sizes to identify and recruit qualified women for positions as directors, trustees, and overseers. During that period, we have placed over 175 women on nonprofit boards. We also have conducted over 30 programs about nonprofit board service, with topics ranging from the basic questions a board candidate needs to ask, to the latest issues of governance affecting nonprofits. Through these initiatives, we have met hundreds of nonprofit executives, board and nominating chairs, and women who serve on their boards. We are continually amazed and energized by the missions and breadth of work conducted by nonprofits, their contributions to the economy of Massachusetts, the vital services and programs provided to our citizens, and the dedication their boards exhibit. But even we could not answer the question: how many women serve on nonprofit boards in Massachusetts? Until now. Why is this information important? Nonprofit organizations play a major role in the economies of many towns and cities in the state, generating $234 billion in revenues in 2010. In 2010, nonprofit jobs represented 16.7% of the total employment in Massachusetts 1 . We are known worldwide for our universities, hospitals, and cultural institutions, most of which are nonprofit organizations. Fifty-seven percent of women in Massachusetts are in the workforce. For The Boston Club, which has long tracked the number of women in leadership positions in publically owned companies, the question of gender diversity in the leadership of nonprofit organizations is part of our mission. We believe that the advancement of women to significant and visible leadership roles in all types of businesses will have lasting and meaningful impact on business performance and the economic health of our communities."

A Data-driven approach to gender equality shows that although some gains have been made, not enough have been. Since 1995, the baseline data year, shows mixed gains. For example, some women still don't have the right to vote, 1 in 4 girls was married before her 18th birthday, girls and boys test similarly in math and science yet women are still not entering those higher paying fields. On the plus side, more women are surviving childbirth and the general health of women has improved.