Ariane Hegewisch, M.Phil.

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About Ariane Hegewisch

Ariane Hegewisch is Program Director of Employment and Earnings at IWPR and Scholar in Residence at American University; prior to that she spent two years at IWPR as a scholar-in-residence. She came to IWPR from the Center for WorkLife Law at UC Hastings. She is responsible for IWPR’s research on workplace discrimination and is a specialist in comparative human resource management, with a focus on policies and legislative approaches to facilitate greater work life reconciliation and gender equality, in the US and internationally. Prior to coming to the USA she taught comparative European human resource management at Cranfield School of Management in the UK where she was a founding researcher of the Cranet Survey of International HRM, the largest independent survey of human resource management policies and practices, covering 25 countries worldwide. She started her career  in local economic development, developing strategies for greater gender equality in employment and training in  local government in the UK. She has published many papers and articles and co-edited several books, including ‘Women, work and inequality: The challenge of equal pay in a deregulated labour market”. She is German and has a BSc in Economics from the London School of Economics and an MPhil in Development Studies from the IDS, Sussex.

Women in Construction: Safe, Healthy, and Equitable Work Sites

The construction industry offers rewarding careers to women. Jobs in construction are projected to grow at all levels and apprenticeships offer well-established pathways to skilled, well-rewarded jobs in the trades.

By |2020-10-28T19:56:20-04:00March 12, 2018|IWPR|Comments Off on Women in Construction: Safe, Healthy, and Equitable Work Sites

Bridging the Gender Gap: Creating a National Pre-apprenticeship Program to Prepare Women for the Iron Working Industry

A highly skilled trade, unionized ironworkers begin their careers as apprentices, benefiting from a combination of on-the-job training and related classroom instruction. Over the course of a three-year apprenticeship, an ironworker in Chicago will go from an hourly wage of $27.72 to $46.20. A hefty benefit package adds almost another $35 per/hr. to cover health and retirement benefits.

By |2020-11-23T22:46:22-04:00January 1, 2018|IWPR|Comments Off on Bridging the Gender Gap: Creating a National Pre-apprenticeship Program to Prepare Women for the Iron Working Industry

Forging Gender Equity in the Sheet Metal Workers Local 28: The Importance of Leadership, goals and Regular Review

Led by Leah Rambo, a veteran sheet metal worker and the program’s first female apprenticeship director, local 28 has seen dramatic improvements in women’s participation in apprenticeship, increasing the overall percentage from 3 percent at the beginning of 2011 to 11 percent in 2017, and achieving a rate of 16% for new apprentices entering the program in 2017.

By |2020-10-17T19:08:32-04:00January 1, 2018|IWPR|Comments Off on Forging Gender Equity in the Sheet Metal Workers Local 28: The Importance of Leadership, goals and Regular Review

Women’s Committees: A Key to Recruiting and Retaining Women Apprentices

Read about how women’s committees are supporting recruitment and retention of women in apprenticeship.

By |2020-11-23T22:53:25-04:00January 1, 2018|IWPR|Comments Off on Women’s Committees: A Key to Recruiting and Retaining Women Apprentices

Massachusetts Supply and Demand Strategy: A Successful Model for Increasing Gender Diversity in the Trades

Read about how the Policy Group on Tradeswomen’s Issues and its partners have transformed opportunity for women in construction through a comprehensive supply and demand strategy.

By |2020-11-23T22:47:55-04:00January 1, 2018|IWPR|Comments Off on Massachusetts Supply and Demand Strategy: A Successful Model for Increasing Gender Diversity in the Trades

The Gender Wage Gap: 2016; Earnings Differences by Gender, Race, and Ethnicity

The ratio of women’s and men’s median annual earnings was 80.5 percent for full-time, year-round workers in 2016, an improvement of 0.9 percentage points since 2015.

By |2020-11-23T22:58:53-04:00September 13, 2017|IWPR|Comments Off on The Gender Wage Gap: 2016; Earnings Differences by Gender, Race, and Ethnicity

The Gender Wage Gap by Occupation 2016; and by Race and Ethnicity

Women’s median earnings are lower than men’s in nearly all occupations, whether they work in occupations predominantly done by women, occupations predominantly done by men, or occupations with a more even mix of men and women.

By |2020-11-23T23:07:16-04:00April 4, 2017|IWPR|Comments Off on The Gender Wage Gap by Occupation 2016; and by Race and Ethnicity

The Gender Wage Gap 2016: Earnings Differences by Race and Ethnicity

The gender wage gap for weekly full-time workers in the United States narrowed slightly between 2015 and 2016. In 2016, the ratio of women’s to men’s median weekly full-time earnings was 81.9 percent, an increase of 0.8 percentage points since 2015, when the ratio was 81.1 percent, leaving a wage gap of 18.1 percentage points down from 19.9 percentage points in 2015.

By |2020-11-23T23:10:22-04:00March 7, 2017|IWPR|Comments Off on The Gender Wage Gap 2016: Earnings Differences by Race and Ethnicity
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