Federal Reserve Bank of Boston’s Post

Motherhood penalty After the birth of the first child 24% women leave the workforce in the first year, 5 years later, 17% don’t join it. 10 years later, 15% are still absent. Government policies alone cannot enforce workplace equality. We need a change in mentality. Both in the workplace & in our homes. Over time, men started contributing and childbearing is seen as a shared job. But even so, men just spend a third of the time women do on unpaid work. Women continue to do more unpaid labour. All while they are expected to balance work. As the saying goes, we expect women to work like they don’t have children & raise children as if they don’t work. Until this changes women will continue to pay the motherhood penalty. Can more women leaders contribute to changing this? How can organizations foster an inclusive workplace? Diversity, equity, and inclusion are three closely linked values held by many organizations that are working to be supportive of different groups of individuals, including people of different races, ethnicities, religions, abilities, genders, and sexual orientations. Write to us on [email protected], to know about how we help companies foster diversity and inclusion. #DiversityAndInclusion #WomanInWorkSapce #Womanleaders #Leadershipanddevelopment

You probably know that women’s wages are lower than men’s, but did you know how much less? In 2022, the national average for women was earning $0.82 for every dollar. In New Hampshire, that average is lower as of 2023, at $0.80 for every dollar. And for Black and Hispanic women, that number drops to $0.63 for every dollar. Surely we can do better. Equal pay for Equal work is more than just a slogan—it’s an anthem for family support. By paying women fairly, we strengthen families and communities. Because family is NH’s best investment. #PreventionIs #momlife #fatherhood #dad #mom #parenting #parentalresources #strongfamilies #preventchildabuse #BePrevention #IAmPrevention #ThrivingFamilies #StrengtheningFamilies

As an organization we elevate women to work towards their goals by fostering bravery, accountability, continuous improvement, and determination. We focus on financial wellness and reflecting on these takeaways from Sallie Krawcheck’s analysis of “10 Years Later, Here’s One Thing ‘Lean In’ Left Out,” we continue to see the systemic barriers women face in reaching equity. Analyzing the data from 10 years ago to date, Krawcheck shares “There have been a fair share of ‘no steps forward,’ too: The gender pay gap was $0.82 to a white man’s dollar in 2013; it’s still $0.82 today. As for mandated paid parental leave in the US: We didn’t have it then, and we don’t have it now.” Women, on average, continue to earn less than their male counterparts for similar roles and responsibilities. This wage disparity not only impacts women's current income but also limits their ability to save, invest, and accumulate wealth over time. Lower earnings translate into reduced opportunities for investing in assets such as property, stocks, and businesses. One critical aspect contributing to the widening wealth gap, which is often overlooked, is the investment gap. Living on low-incomes and being a woman, or woman of color, means less initial wealth or access to investment knowledge tend to benefit disproportionately from these opportunities. We aim to foster a more inclusive and accessible investment landscape, especially for women living on low-incomes. Check back soon for our “Invest in You & Your Future” Level-Up workshop.  Read the full Ellevest article here: bit.ly/3OodYKi

This is not only a fascinating article, it is a real life example of something so many of us working moms have experienced. Tracking the economic value of unpaid work we do is not groundbreaking...but if BLS is actually considering this, then it will be. I understand that this will be huge for women, as the title of this newsletter article is, "The Price of Women's Work", and facing equality standards for women is important. That said, even for those who have a stay at home husband, or a two parent working household, the price of raising our children and what we do early in the morning and late at night in order to achieve our professional and personal success to provide for our families should be tracked. This will be interesting...

How to Support Older Women at Work." Policymakers must prioritize policies that support older women’s employment, reduce age and gender-based discrimination, and support mobility in their careers in order to grow the economy. Read more here: #women #work #discrimination #employment #career #economy 

"Nearly 80% of all of the unpaid work necessary to maintain a household and care for its family members is done by women. The cost of that comes to about $3.6 trillion a year. This is shocking, considering that women also make up half of the paid labor force. This figure explains some other economic indicators... such as the fact that on average, women tend to work (or rather, work for pay) fewer hours a week than men. They're also more likely to be employed part-time. But when unpaid work is added in, women are actually working more hours a week than men. They just aren’t getting paid for it. 'It’s a huge gender disparity,' says Ajit Zacharias. 'It’s really reflecting the patriarchal structure of our society.'" -- 📩 Get Liftery in your inbox: liftery.com/newsletter #liftery #tenmillionmoms #teamliftery #workingmoms #businessimpact #socialimpact

Women are the very foundation of our economy. Disproportionately, they are the primary caregivers for everyone else in both paid and unpaid roles. And yet, women still face systemic barriers to economic equity. So, how do we make the economy more fair for women?  A recent report from JFF’s Center for Racial Economic Equity examines the critical role that employers can play in reducing both gender and racial disparities. With a particular focus on Black working mothers, through inclusive talent recruitment, development, childcare support, and advancement practices, employers can help make sure that all mothers are prepared for and succeeding in the workforce. That’s because these kinds of supports benefit all workers in an organization and help stimulate business activity across the economy. https://lnkd.in/eKwQZDFK  As we close out #WomensHistoryMonth, we hope you will join us in making the economy work for all workers by making it work for all women.

A recent segment for WBUR's On Point explores the crucial role women play in the U.S. workforce and the systemic challenges they face, particularly regarding childcare and social safety nets. Highlighting insights from sociologist Jessica Calarco, it reveals how women often compensate for the gaps in America's social safety systems, bearing a disproportionate burden in both professional and domestic spheres. The discussion also delves into the impacts of the COVID-19 pandemic on women's employment, emphasizing the urgent need for policy reforms to support working women more effectively. Listen here: https://buff.ly/4b9hRMA #ywboston