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We're changing the narrative for women in the workplace. Do we have your attention?

  1. How Much Work-Life Compatibility Do Your Employees Actually Have?

    How Much Work-Life Compatibility Do Your Employees Actually Have?

    Despite the fact that 2/3 of the American workforce wants flexibility, only 19% has access to it. Even more surprising is that 53% of employees would leave their current job for a flexible alternative, and when it comes to millennial women, that number jumps to 58%. This data not only proves that flexible companies have a clear competitive advantage in the war for talent, but also that many organizations are likely unaware of how much—or how little—work-life compatibility their employees actually have.

  2. SITE Bumble COO Sarah Jones Simmer

    Bumble COO Sarah Jones Simmer Describes Her Office as “Candy Land” For Babies

    It's no surprise that Bumble, the company that puts women in the driver's seat online, would also empower their female employees IRL. But what really sets Bumble apart is their commitment to flexibility. In a recent chat with COO Sarah Jones Simmer, we learned a bit more about what it's like working at Bumble HQ in Austin, Texas, which she describes as a "candy land" for babies. And she would know—her 3-year-old is obsessed (and we have pictures to prove it!).

  3. SITE When Companies Invest in Gender Equality, Everyone Benefits

    When Companies Invest in Gender Equality, Everyone Benefits

    In the face of overwhelming evidence of workplace inequality, policies and programs are launching worldwide to get women advancing higher (and earning more) on the corporate ladder. These programs are important, but another solution is to get everyone—of all genders—invested in diversity and equality efforts. After all, everyone stands to benefit from a culture of equality, says Ellyn Shook, Accenture’s Chief Leadership and Human Resources Officer.

  4. Russian School of Mathematics Questions

    Russian School of Mathematics Is Taking the Lead on Gender Diversity in STEM

    Russian School of Mathematics (RSM), an award-winning, after-school math program for students K-12, has teamed up with Werk to find a Sr. Marketing Analyst and Executive Director of the RSM Foundation. We’re thrilled to welcome RSM as a company partner because of their dedication to lifting up women and girls in STEM—plus their commitment to creating a flexible work environment that allows all of their employees to thrive.

  5. SITE Employers Have a Bias Against Parents Returning to the Workforce

    Parents Who Leave the Workforce Face Real Barriers Getting Back In

    Despite recent efforts to accommodate working parents returning to the workforce, these employees still face a major uphill battle. A research study recently published in the American Sociological Review shows that employers are biased against applicants who have taken extended breaks from work to focus on child rearing. In fact, as researcher Kate Weisshaar found, these employers even favor applicants who were simply unemployed for the same amount of time.

  6. SITE Board Level Gender Quotas Are a Solution Just Not the Solution We Need

    Board-Level Gender Quotas Are a Solution—Just Not the Solution We Need

    On one hand, the quotas European countries have set to ensure better female representation are finally evening the scales and dissolving the “old boys’ clubs” of yore. Norway requires listed companies to reserve 40% of their board seats for women, for example, or else the companies risk dissolution. But while these quotas certainly help, they’re not doing nearly enough.

  7. SITE Researchers Find “Child Penalties” Are the Biggest Part of the Gender Pay Gap

    Think You're Being Paid Less Because You Have Children? Unfortunately, You're Right

    Mothers of the world, if you think you’re missing out on wages because you have children, you are most certainly on to something. A recent study showed that children account for not just some, but most of the gender pay gap. Researchers call these lost wages “child penalties” and say these penalties relate to an employee’s occupation, sector, and career trajectory, as well as the family-friendliness of their employer for men relative to women.

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