Read about how women’s committees are supporting recruitment and retention of women in apprenticeship.
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.
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.
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.
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.
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.
Supportive Services in Workforce Development Programs: Administrator Perspectives on Availability and Unmet Needs
Workforce development programs offer much-needed skills training to un- and under-employed Americans. Many such individuals also face personal challenges that prevent them from completing their training.
In this post, we argue that the figure is an accurate measure of the inequality in earnings between women and men who work full-time, year-round in the labor market and reflects a number of different factors: discrimination in pay, recruitment, job assignment, and promotion; lower earnings in occupations mainly done by women; and women’s disproportionate share of time spent on family care, including that they—rather than fathers—still tend to be the ones to take more time off work when families have children.
Executive Summary–Pathways to Equity: Narrowing the Wage Gap by Improving Women’s Access to Good Middle-Skill Jobs
This report addresses women’s access to well-paid, growing, middle-skill jobs (jobs that do not require a bachelor’s degree). It documents sex segregation in middle-skill jobs, and discusses how gender integration of good jobs could both reduce skill-shortages and improve women’s economic security.
Women’s earnings are crucial to their families’ economic well-being. Women are close to half of all employees in the United States, they are half of all workers with college degrees, and they are the co- or main breadwinners in close to two thirds of families with children, yet they persistently earn less than men.