The United States is among a very small number of countries in the world without a statutory right to paid maternity leave for employees. The Institute for Women’s Policy Research’s (IWPR) analysis of Working Mother magazine’s “100 Best Companies” finds that almost all of the top companies provide some paid maternity leave and, between 2006 and 2010, these employers dramatically expanded coverage for paternity and adoptive parent leave.
Ending Sex and Race Discrimination in the Workplace: Legal Interventions That Push the Envelope (Executive Summary)
This report draws on the IWPR/WAGE Consent Decree Database to analyze the injunctive relief awarded in 502 sex and/or race discrimination settlements that became effective between 2000 and 2008. (Executive Summary)
Testimony of Kevin Miller, Ph.D.,Institute for Women’s Policy Research, before the Committee on Higher Education of the New York City Council
Occupational gender segregation is a strong feature of the US labor market. While some occupations have become increasingly integrated over time, others remain highly dominated by either men or women. Our analysis of trends in overall gender segregation shows that, after a considerable move towards more integrated occupations in the 1970s and 1980s, progress has completely stalled since the mid 1990s.
Major disasters during the last decade have pushed planners and researchers to examine more closely the disparities among those hurt when crises hit. Research suggests that women often suffer disproportionately in comparison to most men when disaster strikes, while the elderly, and people in poverty, are more vulnerable than those with more mobility and those with greater access to resources.
The Institute for Women’s Policy Research and Labor Resource Center Paid Family and Medical Leave Simulation Model
In developing a simulation model to estimate the cost of paid family and medical leave programs in a given state, we rely on data documenting known leave-taking behavior. Where this is not possible, we provide a set of reasonable assumptions about unknown aspects of behavior in the presence of a paid leave program.