Chapter
Estimates for characteristics of managers by gender, 2007
Estimated pay differences for full-time managers, 2000-2007
Health Care And Social Assistance
Estimates for characteristics of managers by gender, 2007
Estimated pay differences for full-time managers, 2000-2007
Information and Communications
Estimates for characteristics of managers by gender, 2007
Estimated pay differences for full-time managers, 2000-2007
Estimates for characteristics of managers by gender, 2007
Estimated pay differences for full-time managers, 2000-2007
Estimates for characteristics of managers by gender, 2007
Estimated pay differences for full-time managers, 2000-2007
Estimates for characteristics of managers by gender, 2007
Estimated pay differences for full-time managers, 2000-2007
Professional and Business Services
Estimates for characteristics of managers by gender, 2007
Estimated pay differences for full-time managers, 2000-2007
Estimates for characteristics of managers by gender, 2007
Estimated pay differences for full-time managers, 2000-2007
Estimates for characteristics of managers by gender, 2007
Estimated pay differences for full-time managers, 2000-2007
Transportation and Utilities
Estimates for characteristics of managers by gender, 2007
Estimated pay differences for full-time managers, 2000-2007
Estimates for characteristics of managers by gender, 2007
Estimated pay differences for full-time managers, 2000-2007
ENCLOSURE II. KEY CHARACTERISTICS OF MANAGERS BY INDUSTRY
ENCLOSURE III. OBJECTIVES, SCOPE, AND METHODOLOGY
Multivariate Regression Analysis Approach
Including Children in the Salary Gap Analysis
Document Reviews and Interviews
Limitations of the Analysis
Chapter 2 STATEMENT OF ILENE H. LANG, PRESIDENT AND CEO OF CATALYST, BEFORE THE JOINT ECONOMIC COMMITTEE, HEARING ON “TARGETING INEQUITY: THE GENDER GAP IN U.S. CORPORATE LEADERSHIP”
Chapter 3 TESTIMONY OF ILENE H. LANG, PRESIDENT AND CEO OF CATALYST, BEFORE THE JOINT ECONOMIC COMMITTEE, HEARING ON “TARGETING INEQUITY: THE GENDER GAP IN U.S. CORPORATE LEADERSHIP”
Women Lag Men in Leadership Positions despite Being Nearly 50 Percent of the Labor Force
Women’s Representation in Fortune 500 Leadership is Stagnant over Time
Women’s Leadership Representation Has Failed to Grow Appreciably—Regardless of Industry
Women Lag Men in Fortune 500 Leadership—Including in Female-Prevalent Industries
The fortune 500 leadership gap persists despite high female workforce representation and women outpace men in advanced degrees
The pay gap for women at the top reflects a system that continues to perpetuate pay inequity for women in the workplace
The pay gap for women begins with their very first job—and increases over time
Women in business leadership are essential to a healthy economy and to business performance
The percent of women board directors is a predictor of more women Corporate Officers
The Gender Leadership and Pay Gaps Are Alive and Well
Catalyst Census Objectives and Methodology
Historical Methodology of Catalyst Census: Fortune 500
Industry data collection and analysis
Race/Ethnicity data collection and analysis
Catalyst Bottom Line Objectives and Methodology
The Bottom Line: Connecting Corporate Performance and Gender Diversity
The Bottom Line: Corporate Performance and Women's Representation on Boards
Catalyst Advancing Women Leaders Methodology
Chapter 4 TESTIMONY OF MICHELLE J. BUDIG, ASSOCIATE PROFESSOR OF SOCIOLOGY, UNIVERSITY OF MASSACHUSETTS,BEFORE THE JOINT ECONOMIC COMMITTEE, HEARING ON “NEW EVIDENCE ON THE GENDER PAY GAP FOR WOMEN AND MOTHERS IN MANAGEMENT”
POINT ONE: PARENTHOOD, GENDER, AND EMPLOYMENT
POINT TWO: GENDER PAY GAPS AMONG THE CHILDLESS AND AMONG PARENTS
POINT THREE, PART A: THE WAGE PENALTY FOR MOTHERHOOD
POINT THREE, PART B: THE WAGE BONUS FOR FATHERHOOD
POINT FOUR: POLICY IMPLICATIONS
Universal Moderate Length Job-Protected Leave Following the Birth/Adoption of a Child
Short-Term Paid Maternity and Paternity leave
Addressing Workplace Discrimination against Mothers and Those Making Use of Family Benefits
Chapter 5 TESTIMONY OF DIANA FURCHTGOTT-ROTH, SENIOR FELLOW, HUDSON INSTITUTE, BEFORE THE JOINT ECONOMIC COMMITTEE, HEARING ON “TARGETING INEQUITY: THE GENDER GAP IN U.S. CORPORATE LEADERSHIP”
Chapter 6 WOMEN’S PAY: CONVERGING CHARACTERISTICS OF MEN AND WOMEN IN THE FEDERAL WORKFORCE HELP EXPLAIN THE NARROWING PAY GAP
CONVERGING CHARACTERISTICS EXPLAIN SUBSTANTIAL DECLINE IN THE FEDERAL PAY GAP BETWEEN 1988 AND 2007
THE PAY GAP FOR EMPLOYEES WHO JOINED THE FEDERAL WORKFORCE IN 1988 GREW OVERALL, BUT BREAKS IN SERVICE AND UNPAID LEAVE CONTRIBUTED LITTLE TO THE GAP
Chapter 7 WOMEN’S EARNINGS: FEDERAL AGENCIES SHOULD BETTER MONITOR THEIR PERFORMANCE IN ENFORCING ANTI-DISCRIMINATION LAWS
EEOC-Labor Memorandum of Understand
EEOC RESPONDS TO INDIVIDUAL CHARGES OF DISCRIMINATION AND PROVIDES BROAD OUTREACH, BUT DOES NOT TRACK PERFORMANCE RELATED TO GENDER PAY ISSUES
EEOC Responds to All Individual Charges Using a Prioritized Approach and also Conducts Some Agency-Initiated Investigations
EEOC’s Performance Monitoring Related to Gender Pay Enforcement Is Limited
EEOC Conducts Outreach Covering Broad Topics, including Gender Pay, and Measures Performance of Some Fee-Based Outreach
LABOR TARGETS SYSTEMIC GENDER PAY DISCRIMINATION AND CONDUCTS OUTREACH, BUT LIMITATIONS EXIST IN ENFORCEMENT EFFORTS AND MONITORING PERFORMANCE
OFCCP Conducts Compliance Evaluations and Targets Systemic Discrimination
OFCCP Has Not Yet Evaluated Its Mathematical Model to Select Contractors
Related Guidance from OFCCP Is Not Cross-Referenced and the Office Lacks a Tracking Mechanism to Help Ensure Contractors Self-Evaluate as Required
Labor Does Not Monitor Performance Related to Gender Pay Enforcement and Underlying Data Are Questionable
OFCCP Provides Outreach to Federal Contractors, but Does Not Systematically Measure Its Performance
Labor’s Women’s Bureau Provides Direct Services to Women and Is Meeting Most of Its Goals
RECOMMENDATIONS FOR EXECUTIVE ACTION
AGENCY COMMENTS AND OUR EVALUATION
APPENDIX I: SCOPE AND METHODOLOGY
Data Reliability and Analysis
OFCCP’s Equal Opportunity Survey
APPENDIX II: COMPARISON OF KEY GENDER PAY PROVISIONS UNDER THE EQUAL PAY ACT AND TITLE VII OF THE CIVIL RIGHTS ACT
APPENDIX III: ASSESSMENT OF EQUAL OPPORTUNITY SURVEY
APPENDIX IV: COMMENTS FROM THE EQUAL EMPLOYMENT OPPORTUNITY COMMISSION
APPENDIX V: COMMENTS FROM THE DEPARTMENT OF LABOR
Exploring Pay and Management Gaps for Women
( Womens Studies )
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