'Based on employee pipeline data from 132 companies, two broad themes emerge this year: .1 ) On average, women are promoted and hired at lower rates than men, so far fewer women become senior leaders. .(2) At more senior levels, we see women shift from line to staff roles, so very few end up on the path to becoming CEO. .Despite modest progress since 2015, women remain underrepresented in the corporate pipeline. At every step, the representation of women declines, and this does not appear to be the result of company-level attrition. On average, the women and men in this study are leaving their organizations at about the same rate.'
This report analyzes data for all 50 states and the District of Columbia across six topical areas that affect women’s lives: political participation, employment and earnings, work and family, poverty and opportunity, health and well-being, and violence and safety. Within each of these areas, various indicators of well-being are explored. While the focus of the report is on the status of Black women, comparisons between Black women and other racial and ethnic groups of women (and men) are presented to contextualize the data. Basic demographic data for each state are also provided. The report concludes with recommendations to improve the status of Black women in the United States.
Belle Derks, hoogleraar Psychologische Perspectieven op Gedrag, doet sinds februari 2015 onderzoek naar psychologische, fysiologische en neurologische gevolgen van de negatieve stereotypering van vrouwen en etnische minderheden in werk- en opleidingssituaties. Een gesprek.
Sinds 2007 biedt FNV Vrouwenbond intervisiegroepen voor zwarte, migranten en vluchtelingenvrouwen. In de groepen kunnen vrouwen hun eigen functioneren in hun werk onder de loep nemen en onderzoeken hoe dit te verbeteren. Een gesprek met Cynthia Williams, Twie Tjoa en Jennifer Meyer, begeleidsters.