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Advancement toward gender equality at work has slowed since the 1990s for three major reasons: people's attitudes stopped becoming more gender egalitarian, occupations stopped gender integrating, and the gender wage gap began decreasing at slower rates. Sociologist Paula England has called this phenomenon an "uneven and stalled" gender revolution, and there have been dozens of studies showing how the progress in gender equality experienced during and immediately after the feminist movement of the 1970s has not been sustained through the 1990s and 2000s. Does this stalled revolution play out in management positions, too? And if so, how? To explore this, I used data on full-time managers obtained from the U.S. Census and American Community Survey for the years 1980 and 2010 to examine three major factors that contribute to gender equality in the labor force: women's representation in management, the occupational gender segregation among managers, and the gender wage gaps that vary across managerial occupations.

Some fantastic visualisations in this piece from the Guardian, including a scatterplot and some different kinds of histograms! Well worth exploring. "The figures reveal men are paid more than women in 7,795 out of 10,016 companies and public bodies in Britain, based on the median hourly pay. Across the companies and organisations that had filed by 8am on Thursday, eight out of 10 had a gender pay gap. While the figures do not reflect equal pay for equal work, they do raise questions about structural inequalities in the workforce and may hold the answer to closing the gap."

Protests against racial injustice and the COVID-19 pandemic have exposed racial inequalities rife within social and economic systems around the world. Fed up with police brutality and systemic racism against African Americans and other racialised groups, people staged protests against racial injustice in all 50 states across the United States.Apart from these examples, however, there is surprisingly little data or discourse about the impact of the disease on racial and ethnic minorities in the rest of Europe. This silence speaks volumes about Europe's approach to racism.The vast majority of EU member states do not use the concept of race or ethnic origin in data collection, in spite of policies like the European Racial Equality Directive and the Employment Equality Directive which prohibit racial or ethnic discrimination. France outright prohibits it.Without disaggregated data, it is virtually impossible to quantify the extent of discrimination experienced by racial and ethnic groups or the impacts of COVID-19 on their lives.

The plan to use the Australian Bureau of Statistics to conduct the federal government's postal plebiscite on marriage reform raises an interesting question: wouldn't it be easier, and just as accurate, to ask the ABS to poll a representative sample of the Australian population rather than everyone?

Bald-faced lies are, thankfully, fairly rare in Australian politics. Being caught in an outright fib or blooper is still seen as shameful. The problem in Australia is that facts and statistics are frequently twisted to paint a misleading picture. Weasel-words, cherry-picking and overstatements are common. Our politicians and lobby groups are masterful at disguising opinion and ideology as fact, and making statements that, ultimately, aren't checkable. These tactics are harder to spot, but equally dangerous. FactCheck: Is 30% of Northern Territory farmland and 22% of Tasmanian farmland foreign-owned? Election FactCheck: are many refugees illiterate and innumerate? Election FactCheck Q&A: has the NBN been delayed? Election FactCheck Q&A: is it true Australia's unemployment payment level hasn't increased in over 20 years? And more...

A great data-story on the gender imbalance worldwide, using data and research to investigate and highlight key issues. This piece in the economist takes a different approach to using the data https://www.economist.com/node/15636231 "In 1960, the earliest year the World Bank provides data for, the world was within 0.002 percentage points of a perfectly equal distribution. Ever since, the gap has widened; now men outnumber women on the planet by more than 66 million. When this piece was first published in early 2014, the gap had already been the widest ever - the trend continues."

Most of the poor people in the world are women. In no country on earth are women economically equal to men, and Australia is no exception. Research from Acoss and the University of New South Wales last year showed that a higher share of people living in poverty in Australia are women. The experience of living below the breadline in our very wealthy nation is a gendered one, for reasons that are complex and intertwined. As women progress through life, they encounter a series of barriers and setbacks that simply do not encumber men in the same way. The cause of gendered poverty is structural. It is entrenched in our workplace settings, and embedded in our personal relationships. It is at play at every stage of a woman's life, from childhood to the grave, making its mark on our education, our employment, our homes, our familial responsibilities and our retirement options. At its heart is the simple fact that women do the lion's share of caring for others. Caring is women's work, and our society does not value women's work.

Last month, CNBC reported on a page in Google's account settings titled "Purchases" - a month-by-month list of items you've bought across online services like Amazon and other apps that are collected via Google services like Gmail. Purchases is a jarring example of how leaky our data really is and how large companies can aggregate that information unbeknown to the consumer. I, for one, was unaware that almost every concert ticket, Domino's pizza and Amazon purchase (including a 2014 accidental purchase of the film "Tango & Cash") was being logged by Google. Equally troubling: The purchases can't easily be deleted from the page without also deleting the receipt emails from your Gmail account.