Immeasurable Contributions
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March is a time of transition. For educators, spring break is near. The rush toward summer programs is on the horizon. For others, the projects we started in January are picking up, and the need for results is growing.
While some transitions happen quickly, others take time. During Women's History Month, we celebrate the incredible "wins" that women have made in the past 100 years. Conversely, we are called on to eliminate delays in critical advancements, such as income equality and paid family leave. The March newsletter celebrates the contributions that women make to our economy. We also present resources that empower you to take action in your own organization. How does your agency or institution recognize the value of women? Let us know. We'd love to share your insights with our partners! |
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Spring Service SpecialOpen Doors Survey SupportQCS offers convenient Open Doors processing services. We format, process, and calculate your data so you don't have to!
Want a quote? Contact us today to get started! |
QCS Works Toward Income Equality for Women
This article is part of QCS's 2023 leadership series.
According to the U.S. Census Bureau, women account for 44% of the American workforce (Government Accountability Office, 2022). In the education sector, women account for 73.3% of all personnel (Bureau of Labor Statistics, 2023). Our economy thrives due to the creativity, commitment, and courage of women, but income equality is still elusive for many (Brown and Brown, 2023).
In all age groups, women have higher rates of poverty than men in the United States (Aragao, 2023). Overall, women in the U.S. earn $.82 on the dollar compared to their male counterparts. For Latinx and Black women, the numbers are worse. Latinx women earn an average of $.58 for every $1.00 earned by men, and Black women earn $.63 on the dollar (Government Accountability Office, 2022). While these numbers are daunting, they don't tell the whole story. These numbers only account for the official contributions that women make. In a recent opinion piece in The Chronicle of Higher Education, Liz Mayo (2023) discussed the unofficial responsibilities of women in higher education. When considering the many hours of volunteer and service work that women contribute to our institutions and agencies, we have steep hill to climb on the road to equity.
Women's History Month is an opportunity to start that journey. As workforce turnover continues, it's important to recognize the incredible contributions that women make to our agencies, institutions, and organizations. Equally, important, we need to match those efforts with fair compensation. At QCS, we take that responsibility seriously.
QCS has established income equality as a DEI goal. To ensure that all of our team members are valued, we are building business models that promote compensation equity for women.
In all age groups, women have higher rates of poverty than men in the United States (Aragao, 2023). Overall, women in the U.S. earn $.82 on the dollar compared to their male counterparts. For Latinx and Black women, the numbers are worse. Latinx women earn an average of $.58 for every $1.00 earned by men, and Black women earn $.63 on the dollar (Government Accountability Office, 2022). While these numbers are daunting, they don't tell the whole story. These numbers only account for the official contributions that women make. In a recent opinion piece in The Chronicle of Higher Education, Liz Mayo (2023) discussed the unofficial responsibilities of women in higher education. When considering the many hours of volunteer and service work that women contribute to our institutions and agencies, we have steep hill to climb on the road to equity.
Women's History Month is an opportunity to start that journey. As workforce turnover continues, it's important to recognize the incredible contributions that women make to our agencies, institutions, and organizations. Equally, important, we need to match those efforts with fair compensation. At QCS, we take that responsibility seriously.
QCS has established income equality as a DEI goal. To ensure that all of our team members are valued, we are building business models that promote compensation equity for women.
To ensure that all team members are valued, QCS is building business models that promote compensation equality for women.
With intentional and thoughtful steps, we are moving the economic needle for women. As leaders look for ways to recognize women's contributions, start by asking some key questions:
- Are the women in your organization compensated fairly for the work that they do? How do you define and substantiate the definition of "fairly"?
- In a pinch, who are your "go-to people," and are they compensated or recognized for that extra effort?
- Does the compensation model in your organization reflect the value and contributions that women make to your community, business, or organization?
As you reflect on pathways forward, QCS is here to help. Our consultants can help you benchmark and assess income equity in your organization. Using data-driven models, QCS can you put you on the path to income equality.
References
Aragao, C. (2023). Gender pay gap in U.S. hasn't changed much in two decades. Pew Research Center. https://www.pewresearch.org/fact-tank/2023/03/01/gender-pay-gap-facts/
Brown, A. and Brown, A. (2021). Gender pay gap in U.S. held steady in 2020. Pew Research Center. https://www.pewresearch.org/fact-tank/2021/05/25/gender-pay-gap-facts/
Government Accountability Office. (2022) Women in the workforce: The gender pay gay is greater for certain racial and ethnic groups and varies by education level. United States Government Accountability Office. https://www.gao.gov/products/gao-23-106041
Human Resources, College and University Professional Association for. (2022). CUPA-HR 2022 Higher Education Employee Retention Survey: Initial Results. https://www.cupahr.org/surveys/research-briefs/higher-ed-employee-retention-survey-findings-july-2022/
Labor Statistics, Bureau of. (2023). Labor Force Statistics from Current Population Survey. United States Department of Labor. https://www.census.gov/library/publications/2021/demo/p60-273.html
Mayo, L. (2023). Women do Higher Ed's Chores. That Must Change. The Chronicle of Higher Education. https://www.chronicle.com/article/women-do-higher-eds-chores-that-must-change?cid=linkedin&utm_campaign=20230216&utm_content=Opinion%3A+The+performative&utm_medium=The+Chronicle+of+Higher+Education&utm_source=linkedin
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QCS is a proud woman-owned enterprise. We work hard to propel women into positions of leadership. To honor the contributions that women make to our communities, QCS will be closed on March 8th in observance of International Women's Day.
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QCS SpotlightDEI at QCS
Difference is a fundamental part of the global community. At QCS, we embrace difference as both a source of strength and a responsibility. By placing diversity, equity, and inclusion (DEI) at the center of our work, we improve outcomes for our communities, our partners, our employees, and our company.
Want to learn more? Check out the QCS Diversity Statement. |
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