Business & Entrepreneurship

Women have made significant progress in the work force and private sector, but the glass ceiling is still firmly in place, particularly at senior levels of decision-making and management. Businesses are now recognizing the importance of diversity and including a wider range of talents and perspectives at all levels of management and they are offering networking, mentoring and other services to improve recruitment and retention of women and people of color. Although women represent a significant number of small business owners, women-run businesses capture only a small percentage of capital investments and government contracts. re:gender's network is working to close these gaps by focusing attention on equal opportunity, educational parity, career options, promotions, networking and work/life balance as well as other critical issues. Explore the resources listed below, including Related Categories links, or use the Keyword Search for more information.

Job Growth Remains Steady for Both Women and Men

According to the IWPR analysis of the July employment report from the U.S. Bureau of Labor Statistics (BLS), job growth for both women and men continued to improve in June compared to the previous month. Of the 195,000 total jobs added to nonfarm payrolls, women gained 113,000 jobs (58 percent) while men gained 82,000 jobs (42 percent).


Beware Those Who Blame Gender Pay Gap On Women's Choices


Claudine Williams: A Life in Gaming

One of the principles Williams lives by is “to give back to the community in which you have prospered.” Numerous organizations and Las Vegas institutions have benefited from her generosity, among them the University of Nevada, Las Vegas. She made a commitment to help advance education in the Las Vegas valley and was among a small group of residents who started the UNLV Foundation.


Married Professional Women’s Career Exit: Integrating Identity and Social Networks

Purpose – The purpose of this paper is to address the idea of “opting out” for married professional women by presenting a conceptual investigation into the impact that a woman's identity and social networks have in shaping her decisions surrounding career exit. A model is developed and intended to help researchers in this area move beyond existing frameworks when attempting to explain and predict women's career exit.


Are Women More Focused on Building Rather than Breaking?

Since 1960, when women only accounted for 39 percent of the undergraduate population, women’s relative numbers in college have steadily increased. According to Goldin et al. (2006), women are the majority of U.S. college students overall and they receive the bulk of bachelor’s degrees. This trend isn’t limited to the U.S. – in fact, it’s prevalent in most rich countries.

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Why Negotiation is Only Part of the Solution

Did you know that women are more likely to face negative social consequences for negotiating?  This seems to go against the pervasive notion that women effectively negotiating for high salaries will be a magic bullet for closing the wage gap.  According to Hannah Riley Bowles, Harvard University’s John F. Kennedy School of Government, and Linda Babcock, Carnegie Mellon University, in their article How Can Women Escape the Compensation Negotiation Dilemma? Relational Accounts Are One Answer, “…women entering compensation negotiations face a dilemma: They have to weigh the benefits of negotiating against the social consequences of having negotiated.”

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Going beyond Women’s Ambition: Diversifying Corporate Leadership from All Angles

*By Áine Duggan*

In his recent  LinkedIn post, PricewaterhouseCooper’s (PwC) Bob Moritz, Chairman and Senior Partner, shares steps CEOs can take to tackle the challenge of diversifying corporate leadership and closing the gap.  Bob, one of our 2013 “Making a Difference for Women” Award recipients, highlights accountability, inclusivity, and awareness, all of which seem to be common sense. However, it is in implementation of these principles, or lack thereof, where some companies miss the mark and PwC leads.  Bob acknowledges that the solution goes beyond women’s ambition, requiring work by institutions and individuals, BOTH men and women.  We all need to work together, not just to discuss what needs to be done, but to take action.

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NCRW Internships

This position is an internship


Re:Gender’s Volunteer and Intern Program exposes people to the inner workings of a nonprofit while providing valuable job training, mentoring, and networking opportunities. The program introduces people to the daily and long-term issues nonprofits currently face. Volunteers and interns participate in various Re:Gender projects and activities involving our network. In addition, interns have opportunities to forge connections, thus initiating or growing a professional network.

To be considered for an internship, you must be eligible for academic or work-study credit or college-sponsored compensation or be participating in a recognized internship placement organization (e.g. Futures and Options).

To be considered for a volunteer opportunity, we ask that you commit to an agreed-upon schedule and/or project outcome.

Volunteers and interns are needed to support various projects and activities (see examples below). 

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