Women in the United States have long been underrepresented in high-tech jobs, but it looks like they’re gaining ground in the battle for a woman-centric workplace.
The National Partnership for Women & Families recently released its 2016 report on the changing gender landscape, highlighting the fact that women have made significant gains in the workplace over the past decade.
In 2017, women made up 57.4% of the workforce, up from 57.1% in 2014.
That number has increased every year since the report’s inception.
And the number of women holding senior leadership positions has grown each year.
The report also highlighted a rise in women who are in management positions.
In 2018, women held 33.4 percent of senior leadership roles, compared to 26.1 percent in 2016.
That increase in women at the top has continued to grow, and is projected to reach nearly 50% by 2023.
“The gender wage gap remains at a historic high, and it remains the single biggest driver of women’s joblessness,” National Partnership President and CEO Carol Giffords said in a statement.
“In the face of the economic downturn and the mounting burden of childcare, childcare support, child care, and child care costs, the economic and political realities of the modern family are more challenging than ever.”
Women’s economic and educational attainment has never been higher.
And while many of these gains have been made in STEM fields, women are still falling behind in every field in which they are offered a competitive advantage.
“The time is now for all women to take action and join the fight to break the cycle of poverty and inequality that is keeping women out of the middle class.”
Read moreWhat women need to know about gender pay gapsThe report found that the gender pay gap has been narrowing, but is still a significant issue.
The gap in pay for women has narrowed in every year between 2011 and 2017.
But the gender gap still stands at $15,943.75 per year for full-time female workers.
It’s also still higher than the average wage for full time workers in the private sector.
The gender pay disparities have grown since the Great Recession, when the average pay for full Time Employees dropped to $19,966 per year.
But as more women enter the workforce and more are in leadership roles in industries that rely heavily on women, the pay gap can be narrowed.
For example, in the medical industry, women earn about 78 cents for every dollar a man earns, according to the National Partnership report.
That gap has narrowed by nearly 50 cents over the last decade.
But there is more to the wage gap than just women earning less than men.
Women face other barriers to becoming equal to their male counterparts.
According to the NPP report, a disproportionate number of college graduates and women of color are unemployed.
Women are more likely to drop out of college than their male peers, and more than a third of white women don’t have a college degree.
And as women age, they are more prone to be unemployed, and are more vulnerable to the kinds of workplace discrimination that contributes to the pay disparity.
What you need to hear about Paycheck Fairness in AmericaA recent study by the U.S. Department of Labor found that women and people of color earn less than their white male counterparts, but that they are paid far less than white men.
The U.N. Women’s Equal Pay Task Force, which is tasked with ensuring equal pay for equal work, found that a lack of gender equality is a key contributor to the disparities between the genders.
“Women have long faced an uphill battle in achieving gender parity in the workforce,” said the Task Force’s Executive Director, Sara D. Carter, in a release.
“This report highlights how progress has been made but must continue to be made, with women in particular being disproportionately affected by the unequal pay and career opportunities that are built into their gender.”
For example: The U.K. is the only developed nation that does not require women to join the workforce at a young age.
The U-turn was made in 2010, and the policy was later reauthorized in 2016, but only to provide additional flexibility to women.
The current policy, which requires women to start out as full-timers and move up to full-year employees in certain industries, was put into effect in 2017.