Gender issues

The job site’s users can analyze salary data based on race and gender, and they also will be able see how people from different groups rank companies on metrics such as workplace culture and promotional opportunities.

More than 2.1 million women have left the workforce completely since February 2020, according to the Bureau of Labor Statistics.

While Aetna and several other insurance companies do cover the cost of gender-reassignment surgeries, the pool of companies offering coverage is declining.

More than one-third of parents — mostly women — have yet to return to jobs they lost, largely because there’s no one to look after their kids.

During the COVID-19 outbreak, 1 in 5 U.S. workers have taken a leave of some kind.

“This is the decade of the working family,” says Cleo CEO SarahJane Sacchetti. Benefits that support mental health and special needs will be a top priority in 2021.

2020 Women on Boards set a new goal this week to achieve 50-50 representation in the boardrooms of Russell 3000 companies, up from 22.6% last year.

The company is also investing $2.5 million in programs to improve representation in the technology industry, a Pinterest spokeswoman confirmed. It admitted no wrongdoing in the settlement.

Starbucks named finance executive Mellody Hobson to lead its board as chair, making her one of the highest-profile Black directors in corporate America.

Adobe joins Citigroup, Starbucks and Mastercard in disclosing this kind of information, which measures the pay of women and men across all job classifications no matter their role in the company.

Women of all races and income groups are less likely to bargain for raises than men.

“My insights from comparing living as a man and living as a woman is that we still have a very long way to go,” said Caroline Farberger, the chief executive of a Swedish insurance company.

The percentage of workers asking for compensation for work-from-home expenses with their employers hasn’t gone up significantly since the outbreak of COVID-19.

One out of four women said they may downshift their careers or leave the workforce entirely, threatening decades of career progress for female employees.

Racial and gender representation increased in most areas of the company, including among senior management, according to data from the bank.

As many as tens of millions of women may never return to the labor force, even after a vaccine is found. Altogether, global gross domestic product could be $1 trillion less in 2030 than it would be without a gender unemployment gap.

The bank that Jane Fraser takes over in February pays women just 73 cents for every $1 men get, an even wider gap than the national average. And short of 40% of Citigroup’s managers are female.

Citigroup has finally taken a hammer to one of the most-glaring glass ceilings in the finance world after announcing Jane Fraser would become its next CEO.

“This isn't just an issue for women. It's an issue for families, and it's an issue for the government and economies because it drives GDP,” says Jennifer Reynolds, a former investment banker and CEO of Toronto Finance International.

Employers seeking strong social skills are going after females applicants when hiring, according to new data.