Reminder: Make Your Advocacy Day Appointments!

Advocacy Day, March 31st, is approaching fast! This integral part of the NAPE & Women Work! 2009 Professional Development Institute is an opportunity for advocates from all over the country to learn about current policy issues and educate their representatives in Congress about their work and the challenges they face.

Attendees should be setting up meetings with their Senators and Representative for between 2 p.m. and 5:30 p.m. on March 31st. Use the Advocacy Day Prep Kit for help in identifying your legislators and contacting their offices. Once you have set up your meeting or meetings, don’t forget to add them to the Master Schedule, so we can track out joint impact.

If you haven’t registered for the 2009 Professional Development Institute, Partners on the Path to Equity (March 29th – April 1st in Washington, D.C.), you can do so here.

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Women Work! The National Network for Women’s Employment is a nonprofit, nonpartisan organization that advances economic justice and equality for women through education, advocacy and organizing. Since 1978, the Network has assisted more than 10 million women to successfully enter, re-enter and advance in the workforce. Through supporting, advocating and advancing women’s economic self-sufficiency, Women Work! members strengthen families and communities.

Women Work! is an Equal Opportunity Employer, and welcomes applicants from diverse backgrounds. Women Work! is committed to upholding a work environment free from discrimination and inequality. It is our policy to actively encourage a diverse pool of candidates who believe in the organization’s mission and vision.

There are no job vacancies at this time.

Women Work!’s call for Best Practices has officially closed. Thank you to all of those who submitted applications. Women Work! will be conducting interviews and further research into the topic Workforce Development that Works for Women throughout the winter and spring of 2008.

Our Project

Women Work! knows there are effective models for helping women achieve economic security through work, and we want to encourage their replication throughout the country.

Selected best practices will be featured in a publication to be issued by Women Work! in September 2008 and widely disseminated to policymakers and the workforce development community.

If you know of a best practice in women’s workforce development that you think Women Work! should know about, please contact Tiffany Boiman at tboiman@womenwork.org , or 202-467-6346.

This Labor Day, Women Work! The National Network for Women’s Employment and our coalition partners are teaming up to tell Congress that women demand protection against gender-based wage discrimination.

When Congress returns from summer recess in September, they’ll have the opportunity to pass two important pay equity bills. The goal for our Labor Day Pay Equity Campaign is to let Congress know that pay equity is important to voters and makes a huge difference for women and their families, especially those on the lower end of the earnings spectrum.

We’ve provided you all the information you need to build your own Op-Ed or Letter to the Editor in support of wage equity. With one simple action you can gain publicity for the important work you do and help us raise the profile of the equal pay issue in communities across the country.

To have an Op-Ed placed for Labor Day make sure to submit it to your paper’s editorial board at least a week before the holiday.

Paycheck Fairness Act

The Paycheck Fairness Act (H.R. 12/S.182) would deter wage discrimination by closing loopholes and barring employer retaliation against workers who share salary information with their coworkers. The bill would update the landmark 1963 Equal Pay Act by strengthening protections against gender-based wage discrimination and by holding gender discrimination to the same standard as discrimination on the basis of race and ethnicity.

Sponsors

House: Rosa DeLauro (D-CT)
Senate: Hillary Clinton (formerly D-NY)

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Higher education consistently leads to increased earnings and employment stability, but for many women this road to economic self-sufficiency is out of reach because of high tuition and attendance costs.

On July 31, 2008 Congress passed the Higher Education Opportunity Act, which reauthorized the Higher Education Act. The bill was signed by President Bush soon after. The HEOA contains several provisions that expanded supports available to women and parents to help them succeed in higher education. However, funding for most of the new policies and programs is unlikely to begin before Fiscal Year 2010.

Policy Resources

College Cost Reduction Act: An Overview

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At the heart of Women Work! are the women whose lives are transformed every day through hard work, perseverance and the support of member programs. During our 25th Anniversary Gala in 2005, we celebrated the achievements of 25 outstanding women who have participated in Women Work! member programs and successfully overcome challenges in their lives.

Women Work!

Denise Abbey
At the age of 16, Denise dropped out of school, married and then endured 19 years of emotional and mental abuse for the sake of her three sons. In 1991, she realized she needed to go.

With limited education, little work experience and being on disability, Denise was unable to work at the time. However, support from the Re-Entry Center at Truckee Meadows Community College in Reno, NV, helped Denise unleash her passion for education. Since then, it has continued to flow. At Truckee Meadows, she earned an associate’s degree, and was named valedictorian, Outstanding Student of the Year and Board of Regents’ Scholar. She went on to the University of Nevada and founded the Non-Traditional Student Union and Alpha Sigma Lambda Honor Society. She also co-founded HEROES, an organization that provides support to single parents pursuing degrees. While earning her master’s degree, she helped create Project Wings! to find sponsors for single parents and displaced homemakers pursuing higher education.

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The History of Homemaking
A homemaker is a person whose main activity is to care for a family and home. This is traditionally an unpaid occupation.

In an effort to understand the value of a private homemaker’s unpaid labor, experts have attempted to quantify the dollar value of the job. No one has come up with a perfectly accurate way to do so.

Four different methods of assessing the economic value of homemaking are listed below. Each method has serious drawbacks and disadvantages.

NOTE: Women Work! does not promote one method over another; we have simply gathered the following data for your information.

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Conflict is defined as the negative feelings experienced between people and groups in problematic relationships. Conflict at work can hurt the quality of your work and the work of those around you. Conflicts arise in a number of ways: disagreements between co-workers, jealousy of positions or salaries, gossip, or office politics can all create uncomfortable situations. When conflict rears its ugly head, it’s good to remember that most conflicts can be solved by listening, talking through your problems and even sometimes realizing that your conflict has fizzled out. Here are some tips on how to handle and help avoid conflicts at work.

Things to Remember

• If a conflict is between you and just one other person, try to work it out between the two of you, rather than bringing others into the conflict.
• In a workplace, everyone deserves to be treated with respect. Treat others the way you want to be treated, and don’t put people down.
• Give credit where credit is due; if someone has helped you on a project or proposal, make sure others are aware that the person deserves credit for helping.

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What is a cover letter and why is it important?
A cover letter is a one-page business letter that you send to a potential employer when you submit your résumé. The letter introduces you, explains which job you are applying for and why you think you would be a good candidate for the position. A cover letter is important because it gives you the opportunity to talk more in depth about the skills and experiences on your résumé that are applicable to the job for which you are applying. You can use a cover letter to discuss some important experiences that may not have a place in your résumé. It reflects your personality, your attention to detail, your communication skills, your enthusiasm, your intellect and your specific interest in the company to which you are sending the letter.

The Four Parts of a Cover Letter
Writing a cover letter can seem a little overwhelming at first, but it is helpful to think of it as four separate sections:

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Temporary Assistance for Needy Families (TANF) provides assistance and work opportunities to needy families by granting states federal funds and wide flexibility to develop and implement their own welfare programs.

While the intent of the TANF program is to move welfare recipients, most of whom are women with dependent children, into the workforce, the effect has often been to force them into low-wage, dead-end jobs.

Changes to TANF law could transform the program into a federal funding source that truly helps needy families become self-sufficient. An increase in the education and training opportunities available within the TANF system would go a long way toward giving low-income women the skills they need to succeed in jobs with career potential and upward mobility.

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Census Data pulled from Chutes & Ladders: The Search for Solid Ground for Women in the Workforce.

Click on one of the links below to download a PDF of that state’s Status Report with key data on the status of displaced homemakers and single mothers.

There are currently over one million women in the U.S. criminal justice system. Two hundred thousand of them are confined in state and federal prisons or local jails. Women are the fastest growing group of people in prison. However, the consequences of their convictions far outlast time spent in confinement or on parole. Since the 1990s, various levels of government have created more post-conviction penalties, making it harder for women leaving prison to find employment, education and housing. There are, however, groups who can help.

Challenges
A year after prison, only four in ten women are able to find jobs in the regular labor market.

Employment
In most states, employers can deny jobs to anyone with a criminal record, regardless of work history or how long ago they were
convicted. State laws can also keep past
prisoners from getting licences in different types of professions.

Further Education
All forms of federal tuition assistance are unavailable to a person with a drug conviction,
making further education difficult.
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Women Work!’s monthly electronic newsletter keeps our Network members up-to-date on the critical issues affecting working women. Sign up to receive eNews Works now!

The Project 
Throughout 2007 Women Work! partnered with our state affiliates in New York, Wisconsin, North Carolina, South Carolina and Maryland to implement state-wide education campaigns on financial literacy and individual development accounts (IDAs). With the support and technical assistance of Women Work!, these state affiliate collectively did the following:

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Mentoring has always been a part of the workplace atmosphere for men. As more women enter the workforce, they too are becoming a vital part of the networking and mentoring process. Today, women are seeing more of the positive impacts created by mentoring and networking as they advance in their careers.

Differences Between Networking and Mentoring
Networking is important when you are trying to find a job/career. Everyone has heard: “It’s not what you know, but who you know.” Networking allows women the opportunity to meet other people (especially women) who have similar professional interests.

Mentors are people with experience who can give advice and help you move up in your field. Mentors are important for women entering the workforce as they can help guide decisions made early on and throughout a woman’s career. While a mentor can be helpful when looking for a job, it also important to find a mentor once you have a job. A mentor can help you to begin looking at career options.

Similarities Between Networking and Mentoring
Relationships are a part of everyone’s life, whether between friends, family members or significant others. (more…)

Women have made great strides toward economic equity over the last several decades. For many women and their families, however, the challenge of achieving economic self-sufficiency remains an uphill battle. Although the majority of families rely on women’s wages to make ends meet, women continue to earn less than men and are nearly twice as likely to be poor as men.

To advance economic opportunities for women and their families, Women Work! strives to promote women’s entry into higher-paying work and help workers balance work and family.

Click here for basic information about women in the workforce.

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The Workforce Investment Act (WIA) was designed to increase the employment, retention, earnings and occupational skills of the American workforce by creating a simple yet comprehensive system to meet the needs of all job seekers. But for many unemployed and underemployed women, WIA has not met this commitment. Significant reforms are needed to ensure that the workforce investment system can meet the needs of women who face barriers on the road to economic security.

Women Work! advocates for reforms in WIA to increase women’s access to training for high-skill, high-wage, and nontraditional careers.

Policy Resources

• Coalition on Women and Job Training: Six Steps to a better Job Training System for Women (2006)
• Letter to Senate HELP committee from Women Work! Member Organizations (2003)
• Women Work! Survey of One-Stop Services (2003)

Too many women and their families are living paycheck to paycheck, working in low-paying jobs without benefits and with few prospects for advancement. Over 14 million adult women in the United States live in poverty, while millions more struggle at incomes just above the poverty line.

Women are more likely to be poor than men.

• There are over 14 million adult women in the United States living under the federal poverty line, compared to 9.5 million adult men. Almost 6 million women live in extreme poverty, defined by having an income of less than half of the federal poverty level.¹
• Women are 40 percent more likely to be poor than men. One in eight women is poor, compared to about one in eleven men.²
• Women represent 60 percent of the total number of adults in poverty,³ but only 51 percent of the total adult population.⁴

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Despite their increasing presence in the workforce, women are more likely than men to experience interruptions in their careers. This is due largely to time spent caring for children or elderly family members. Women still face real barriers when re-entering the workforce; many return to less skilled, lower paid positions than those they left.

Women remain much more likely than men to experience career interruptions, largely due to domestic responsibilities.

• One in four women leaves her job around the time of the birth of her first child.¹
  
• Among mothers with children younger than one year old, only 53.8 percent are in the labor force.²
• Caring for an elderly relative is also often the reason for a gap in workforce involvement. Thirty four million adults (16 percent of population) provide care to adults 50+ years.³Women are more likely than men to be family caregivers. Research suggests that between 59 and 75 percent of family caregivers are women.^{4, 5, 6}
• For women, eldercare has a significant impact on advancement at work. One third of caregivers decrease their work hours, 29 percent pass on promotions, training or assignments, 22 percent take a leave of absence, 20 percent switch from full to part time employment, 16 percent quit and thirteen percent retire early.⁷

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Women have an enormous presence in the current workforce in the U.S.

• Women comprised 46 percent of the total U.S. labor force in 2006.¹
• In 2006, there were a record 67 million employed women in the U.S.²
• 70 million women were labor force participants—working or looking for work—in 2006.³
  
• The labor force participation rate for all women was 59.4 percent in 2006.⁴
• The labor force participation rate for mothers is 70.9 percent.⁵
• By race the rates are:
  • Black women 61.7%;
  • White women 59 %;
  • Asian women 58.3 %
  • Hispanic women 56.1%.⁶

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