AAUW American Fellowship (1974-1975) recipient Catherine Pilachowski

She Could Design a Bridge for This Gap…if You’d Let Her

For as long as there have been engineers, there has been a gender gap in engineering (probably). Women’s struggle to break into the male-dominated profession is nothing new, but it is real, and it hurts us all. Read more »

Blog   |   Community   |   May 02, 2016
Photo via WOCinTech Chat, Flickr Creative Commons

The Color of Leadership: Barriers, Bias, and Race

In preparation for writing our new research report, Barriers and Bias: The Status of Women in Leadership, AAUW’s research team conducted an exhaustive (and exhausting) review of the recent academic […] Read more »

Blog   |   Leadership   |   1 Comments   |   April 19, 2016
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AAUW and Washington, D.C., Mayor Collaborate to Close the Gender Pay Gap

AAUW is working hard on many fronts to close the gender pay gap. A key effort is empowering women to know their professional worth and encouraging them to learn how to negotiate for a fair salary. We’re proud to announce our collaboration with District of Columbia Mayor Muriel Bowser, the Mayor’s Office on Women’s Policy and Initiatives, and the Younger Women’s Task Force Washington (DC) Chapter to bring our salary negotiation program, AAUW Work Smart, to the nation’s capital. Read more »

Article   |   Career and Workplace   |   April 12, 2016
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PowerPoint Presentation: The Simple Truth about the Gender Pay Gap

This easy-to-use PowerPoint, with talking points included for each slide, allows you to share the latest information on the gender pay gap at meetings, conferences, and other events. Read more »

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Leadership and Wages Go Hand in Hand for Women

The gender wage gap has many causes: gender segregation across job sectors and industries, the science gap for women and girls, explicit wage discrimination, and expectations around parenting and caretaking, among others. But one important factor that contributes to the gender wage gap is the gender leadership gap. Read more »

Blog   |   Leadership   |   April 08, 2016
Bad for business: Women leaders make companies stronger and more profitable. Why are there still so few women executives? 63% white men, 24% white women, 2% black women, 1% Hispanic women, 1% Asian American women, less than 1% women of other racial and ethnic groups

She Should Be the Boss

Leadership equity is a positive change for everyone. Evidence shows that having more women in management and leadership positions leads to greater engagement in the workforce. It also correlates with healthy profits. Read more »

Blog   |   Leadership   |   April 04, 2016
The expert panel discussed bias, mentors, and women in leadership. Left to right: Charles Bolden, NASA administrator; Salli Frattini, awards show executive producer; Cokie Roberts, moderator and journalist; Anna Han, behavioral scientist; Diane Linen Powell, an adviser to startups and nonprofit organizations; and Rosie Rios, treasurer of the United States;  Not pictured: Marion Blakey, president and chief executive officer of Rolls-Royce North America. Photo credit: Maria Bryk/Newseum

Leaders from the Treasury, Rolls Royce, NASA and More Discuss Women in Leadership

Moderated by journalist Cokie Roberts, the discussion on the research panel delved into the panelists’ personal experiences with gender bias and how they’re combating the longstanding misconception that women aren’t cut out to be leaders. Read more »

Blog   |   Leadership   |   April 01, 2016
Photo via Military Health on Flickr

How Can We Close the Gender Leadership Gap?

Women make up more than half of college graduates and half the labor force, and have long careers in many fields — so there’s no lack of women to fill leadership positions. But we’re still not represented at the upper levels. Read more »

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Barriers and Bias: The Status of Women in Leadership

Why do men still vastly outnumber women in leadership positions? Read more »

Research   |   Leadership   |   March 30, 2016
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How to Fight Your Own Implicit Biases

There’s no way to be totally certain that we’re being 100 percent fair at all times. But there are concrete steps that individuals and institutions can take to reduce the effects of implicit bias. Read more »

Blog   |   Leadership   |   1 Comments   |   March 30, 2016