Posts Tagged by workforce
|November 18, 2012||Posted by M. P. under Management, News||
The Women’s College of The University of Denver recently released preview data from the upcoming second edition of the study Benchmarking Women’s Leadership indicating little to no growth of women in senior leadership positions in the United States since the 2009 study. Among sectors included in the release were the government/political arena and nonprofits, both areas which are considered more likely to have an equal gender split, if not more women, in their workforce.
In the government sector, women make up over ¼ of executive leadership positions, while among nonprofits, they account for 21 percent in organizations with annual budgets of over $25 million. Social entrepreneurship appears to be a niche where women-led enterprises are thriving in significant numbers, although women lag behind their male counterparts in the entrepreneurship sector overall. Despite evidence that many female entrepreneurs are excelling at startups, and that 20 percent of the top entrepreneurs of 2011 were women, they receive just 11 percent of available startup capital.
The complete results from the second edition of Benchmarking Women’s Leadership study will be released in spring of 2013.
The gender gap in advancement isn’t exactly news, but in the nonprofit sector, where the majority of the employees are women, why are so few reaching the top tier of management?
|October 21, 2011||Posted by M. P. under Management, Research||
After being greatly impacted by the fiscal crisis and recession of 2008, nonprofits are cautiously but steadily getting back to recruiting and hiring staff according to the summer 2011 report, Bouncing Back? Employment trends in the nonprofit sector from Idealist.org.
Findings from the survey of 3,000 nonprofits nationwide give insight into their current service and human resource concerns from health insurance to future hiring.
Impact of the recession:
- Over 80 percent of nonprofits impacted by the recession described it as a “negative” impact and 31 percent reported having to cut services and staff after losing funding.
- 82 percent of respondents planned to hire 1 to 5 positions during the year, primarily program staff (69 percent), then fundraising (36 percent) and administrative (33 percent) positions.
- When recruiting for positions, 89 percent rank understanding their mission as “very important”, as opposed to intern/volunteer experience with their organization (9 percent) or another organization (15 percent).
Salary and Benefits:
- 34 percent of organizations are not planning salary increases in 2011.
- 62 percent of nonprofits expect health insurance costs to increase, while 36 percent expect them to stay the same.
How is your nonprofit faring in 2011? Do you plan to add staff this year or in early 2012?
|October 12, 2011||Posted by M. P. under Children and Family, Federal Government, Management, Policy||
The latest edition of the policy journal The Future of Children (a collaborative project between Princeton University and the Brookings Institution) was formally released last week at an event in Washington, DC. The theme of the Fall 2011 issue is Work and Family, a timely topic what with approximately 70 percent of mothers currently in the workforce and an increasing number of single-parent families in the country. Yet another new demographic trend adding strain to the work-family balance is the large number of aging and elderly parents, grandparents and other relatives who are or will be in need of care as their health declines.
I included a link to the audio of the event at the bottom of this post and encourage interested readers to give it a listen. The presentation concludes with a question and answer segment that expounds on methods to best balance both the needs of businesses and their employees around work-family policy changes such as paid leave (not paid for by the employer) and scheduling flexibility such as “right to request”. An aside – my personal favorite is a comment by a woman who claims that childbirth, based on her experience, only requires a 2-day disability leave.
The journal features 9 submissions on topics ranging from elder care, to an international examination of family leave practices in competitive economies, to the role of the government in work-family conflicts. With the federal government on the sidelines, unable to move forward with any legislation, now may be the time for state-level policy-makers and businesses to take the lead and address the very real issue of work-family conflicts. Some takeaways from the journal’s executive summary include:
- flexibility in the workplace is a win-win as it is associated with higher productivity for employers and better health, job engagement and satisfaction for employees;
- family leave policies are not equitable – they are more often seen in higher-paying professions; and
- there is a need for policies in the workplace that realistically support men and women carrying the responsibility for young child and elder care to reduce work-family conflict at little to no additional cost to the employer.
Work and Family Balance