adding a gender lens to job training...1) women on average earn 79% of men’s wages 2)...
TRANSCRIPT
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ADDING A GENDER LENS TO JOB TRAINING: WHAT WORKS TO
ENSURE WOMEN'S INCLUSION AND SUCCESS
IN MALE-DOMINATED JOBS
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AGENDA: A lot to talk about
Outreach and Marketing to Women
Putting a Gender Lens on Assessment Practices
Effective Education to Prepare Women for Apprenticeship/NTO
Gender Inclusive Policy and Practices
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TEST YOUR GENDER EQUITY IQ!
1) Women today earn, on average, how much for $1.00 earned by men?
2) African-American women today earn, on average, how much for $1.00 earned by men?
3) Latina women today earn, on average, how much for $1.00 earned by men?
4) 42% of all men earn over $50,000. What percent ofwomen do?
5) Of the 440+ occupations, how many are the majority of women working in?
6) What is the percentage of women in apprenticeship?
7) What is the difference between men and women’s wages at placement upon exiting the job traininng system?
8) What is the lifetime difference in earnings of a woman working in the trades vs. a woman in a job as a nurse assistant?
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GENDER EQUITY IQ - ANSWERS
1) Women on average earn 79% of men’s wages
2) African-American women earn only 69%
3) Latina women earn only 59%
4) 9%—and this was the ceiling, although it is the floor for male workers.
5) 77% of all women work in just 20 of 440 occupations
6) The percentage of women in apprenticeship = 7.1%
7) In Illinois we found a $1.48 difference in wage at placements between men and women exiting WIA. more than a $3,000 difference annually. Some LWIA’s the difference as great as $4.64, a $9500 difference
8) The lifetime difference in earnings of a woman working in the trades vs. a woman in a job as a nurse assistant -
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Occupational Segregation by Gender:
Accounts for as much as 30% of the wage gap
Occupation % Female Avg. Wages
Truck Driver 8.9% $17.72
Mechanic 1.6% $19.07
Firefighter 4.8% $24.25
Elevator
Helper/JL
<3% $32.31
46.16
Occupation % Female Avg. Wages
Secretary 96.1% $15.40
Receptionist 93.6% $12.57
Waitress 73.2% $9.77
Cashier 75.5% $9
Non-Traditional Jobs for Women
Traditional Jobs for Women
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LIFETIME DIFFERENCE IN EARNINGS
Nurses Assistant
$10.29 per hour**
$ 20,581 per year
$ 617,430 in 30 years
Apprentice Carpenter
$15- 18/hr
Journey-level Carpenter
$ 37.77 per hour**
$ 75,540 per year
$ 2,266,200 in 30 years
Traditional
Nontraditional
Earnings Difference:
$2,266,200 - $617,430 = $1,648,770
But wait: What about Real Economic Security?!
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Benefits to Women of Working in a Nontraditional Occupation (NTO)
Wages that lead to family economic security Pride of accomplishment Increased self-esteem Self-Reliance Jobs with Good Benefits On-the Job Training Portable skills
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BARRIERS TO WOMEN’S
PARTICIPATION
Lack of outreach and information
Stereotypes & sex segregated Voc-Ed/WIOA
Limited training and disparate impact of selection criteria
Differentiated on-the job training, hiring, job assignments
Impact of micro-inequities over time
ROOTS OF INEQUALITY
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Go out of your way! Get women’s attention: Address women specifically in
the headline Highlight benefits/advantages of
nontraditional jobs Use materials that appeal
directly to women and feature women working
Pair outreach with education Target by who gives the message.
ADDING A GENDER LENS OUTREACH AND RECRUITMENT
People need to hear/see the message more than once in order to respond.
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Pair Outreach with Education
Information Sessions and Orientations What is a the job/ apprenticeship like? Inform about wages/other benefits that
lead to family economic security What are working conditions like? What are the entry routes/requirements and career paths
Inform about barriers and strategies to overcome.
Role Models Hands- on activities
BE REAL! the good, the bad and the ugly
People need to hear/see the message more than once in order to respond.
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Myths and Misconceptions
• Myth _________________________________________________
• Fact _________________________________________________
• Myth _________________________________________________
• Fact _________________________________________________
What gender related myths or misconceptions might make women hesitant to explore job opportunities?
What facts refute the myth?
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People need to hear/see the message more than once in order to respond.
People need to hear/see the message more than once in order to respond.
People need to hear/see the message more than once in order to respond.
PEOPLE NEED TO HEAR/SEE THE MESSAGE MORE
THAN ONCE IN ORDER TO RESPOND
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Putting a Gender Lens on Assessment
Use Gender Neutral/Inclusive Assessment Tools
Raise questions about fit without judging.
Ask probing questions that go beyond stereotypes.
Minimize yes or no questions
Allow for applicant to get past the unknown
Experience aspects of working tasks and responsibilities.
Identify transferable skills from paid and unpaid work experiences.
What are some common instincts about good candidates that might prove to be judgmental or prejudicial female candidates?
Who is conducting the assessment?
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A Gender Lens on Training: Ensuring an Equitable Training Program
Role models and mentors that are gender/race/ culture reflective
A safe and supportive place for:
breaking through stereotypes
overcoming fear of the unknown and the foreign
Trying and practicing new things
Peer networking and support
Curriculum to address sex stereotypes, harassment, discrimination
Curriculum that reflects diverse populations’ experiences
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What Do Women Need in the Classroom/Workshop?
Exposure to Work
Tool Identification
Test-taking Anxiety Reduction
Spatial and Mechanical Aptitude
Building Physical Fitness: Aerobics, Strength training, Agility
Self-esteem
Balancing work/ family
Strategies for surviving and thriving in a white, male-dominated environment
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Adding a Gender Lens to Curriculum
Combating Discrimination and Sexual Harassment Prevention
Building Successful Communication and Interviewing Skills
Health and Safety of Women in
Construction
Learning Cultural
Competency
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Guidelines for Teaching in an Inclusive Manner
Monitor classroom dynamics to:
ensure discussion isn’t dominated by more aggressive students
behavior, language and body language for stereotypes and sexist generalizations
Provide equal attention, feedback, criticism and praise
Male and female students work together/lead projects.
Avoid subtle/micro inequities in the classroom
Include a variety of lesson models
Beware of Stereotype Threat and Imposteritus
.
Inclusivity
Neutrality
Sensitivity
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Benefits for Industry of Women’s Participation in Male-Dominated Jobs
Benefits of Diversity in Workforce
Expanded Pool of Candidates
Public Image
Social Justice
Equal Employment Opportunity and Affirmative Action Regulations
Women’s Economic Empowerment Improves Communities and the World!
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Engage Industry in Program
See candidates in action Assist in recruiting and
assessing prospective employees
Building capacity for cultural competency
Building HR EEO/AA capacity and practices
Take candidates to industry events
Link to public works projects
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And Policy Matters…
Federal Regulations -OFCCP
Women in Apprenticeable and Nontraditional Occupations Act – WANTO
American Apprenticeship Initiative
Workforce Investment and Opportunity Act
Perkins Career and Technical Education Improvement Act
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Increase Women's Entry and Success In Nontraditional Jobs: Some simple steps
Set goals for women applicants, participants, graduates and placements
Assess program and partner's capacity to attract and serve women
Build staff understanding of the impact of gender wage inequity and gender segregation of the labor market
Design outreach and recruitment materials/plans to target women
Program allows for all prospective clients to receive career exploration activities
Career counselors are trained to promote nontraditional jobs to women
Develop and link to pre-apprenticeship programs that promote women’s inclusion and unique needs
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Technical Assistance and Toolkits
For the public workforce system, job training programs, community agencies
includes presentations, trainings, webinars, curriculum modules, briefs, templates, tip sheets, and planning documents to:
Assist in recruiting and preparing women for nontraditional occupations;
Develop and add training curriculum and instructional practices that are gender neutral, inclusive and targeted.
Assist training programs in understanding and linking to organized labor, apprenticeships, and major employers.
pink-green-toolkit-adding-gender-lens-
Midwest Technical Assistance Center for Women in Apprenticeable/NTO/
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Goal: Become an Advocate for Women in Nontraditional Jobs
Examine assumptions about dominant culture and non-dominant groups.
Be strategic and intentional: plan with targets and benchmarks
Challenge the ordinary language of work that excludes one gender
Conduct a scan/survey of your program’s current policy, practices and cultural competency
Apply a gender and race lens to all aspects of your program
Be an advocate for diversity and equity
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CHICAGO WOMEN IN TRADES CONTACT INFORMATION
Lauren Sugerman
National Policy Director
Chicago Women in Trades
2444 W.16th Street Suite 3E
Chicago, IL 60608
312-942-1444
www.cwit2.org
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