More Than A Magazine, A Movement
For each child they have, mothers get a 5 to 10 percent pay cut on average. Meanwhile fathers get a 6 percent pay bump per child. As the primary caregiver in many households—33 percent of married working moms have identified themselves as their children’s sole care provider—many women have been forced to choose between their kids and their careers.
What will it take for employers to account for the heightened responsibilities of moms in the workplace?
Late Monday night, a leaked version of the draft of the majority decision in Dobbs v. Jackson Women’s Health Organization was made public. When the final decision is issued, there will no longer be a federally guaranteed right to abortion in America for the first time in nearly 50 years.
What are the democratic dysfunctions that have led to this pivotal point? How should we consider parallel affronts to participation and representation—the wave of voting restrictions and outsize role of big money in politics—and the anti-abortion agenda? Can we look to state courts to provide new avenues for protecting reproductive rights? And what is the legal and societal impact of criminalizing pregnancy and abortion, especially on communities of color?
Earlier this month, Korea’s presidential election brought the conservative candidate Yoon Suk-yeol and his decidedly anti-feminist party into power. But the groundswell of activism and resistance won’t go away. In fact, some think it will only grow stronger.
A new report on the gender pay gap might make us hopeful—but there are factors not reflected in these numbers. Even still, reports show overall upwards trends for young women’s earnings. It would be easy to conclude that this means the gender pay gap will be gone in a few years as these young women continue to gain experience … right? Not so fast.
The parade of Equal Pay Days kicked off recently. The dates mark wage gaps for all women, Black women, Latina women—each one more disheartening than the last. According to the latest data, in most states, over 50 percent of women of color earn earn less than $15, and in some states, it soars to 70 percent.
The solution to closing these gender and racial wage gaps is simple: Raise the federal minimum wage. So why is the Senate blocking the Raise the Wage Act, a piece of legislation that would have a transformative impact on wages and well-being of people in this country?
At our current pace, we won’t close the wage gap between men and women until 2157—nearly 136 years from now, with 36 of those added to make up for pandemic setbacks. We can’t hand off this injustice to our great-great granddaughters. So how can public policymakers, philanthropy and private businesses come together to accelerate the process?
There are solutions for narrowing the wage gap between men and women—let’s start by raising the federal minimum wage to $15; providing paid leave to all employees; and changing hiring practices.
Last month’s USWNT landmark legal victory placed women athletes on an equal footing with their male counterparts. But true equality will never be reached unless women in all fields, with men’s support, are willing to finally stand up for themselves and collectively demand equal pay across all professions.
A white supremacist and sexist society has consistently relegated Black women to the bottom of the socioeconomic ladder. Harriet Tubman, dubbed “the Moses of her people,” was no exception. She gave so much to the nation, yet in the years following the Civil War, Tubman struggled financially.
From persistent economic and housing insecurity to the highest infant mortality rates in the nation, Black women shoulder many of the same challenges Tubman endured in her lifetime. Let us work towards making these injustices a priority by the time Tubman appears on the redesigned $20.
There is significant gender inequity in higher education that serves to disparage women’s role and contribution in academia. While women outnumber men in university attendance, they are less represented in faculty and continually paid less than their counterparts.
Many attribute these inequities to starting a family, as the benefits many professors attribute to parenthood, are overshadowed by the challenges to research, funding and tenure recognized by faculty and institutions. Improved paid family leave policies would help overcome these barriers and make strides towards greater equity in academia.
Minority representation within the cybersecurity field is around 26 percent. Racial and ethnic minorities tend to hold non-managerial positions, and pay gaps, especially for minority women, persist.
The lack of diversity in the cybersecurity workforce makes it more vulnerable. Here’s how we can start making sure we’ll see more Black women on cybersecurity panels.
