Re:Gender works to end gender inequity by exposing root causes and advancing research-informed action. Working with multiple sectors and disciplines, we are shaping a world that demands fairness across difference.
On our 30th Anniversary we are recognizing 30 stellar women from diverse corners of our broad network who through their efforts have advanced women’s issues, promoted women’s leadership and changed the way the world views women and girls. All have been nominated by their peers for their outstanding work.
As the first university graduates to emerge from Communism to a newly developing China in the 1980s and 90s, those women didn't hesitate to dedicate themselves wholeheartedly to their careers. But according to data from the Center for Talent Innovation (formerly the Center for Work-Life Policy), today's younger generation is different. "The mindset has really changed," notes an HR manager for a major multinational corporation. "Women now talk about facials and traveling and all the things that the older generation didn't think about until they were more established."
We all know that women and girls are not showing up on a leadership trajectory, a position that would otherwise seem consistent with their increased rates of higher education, business ownership, workforce participation and other factors.
Back in 1993, I created a high-profile initiative called Take Our Daughters To Work that bears many similarities to the new campaign from the Girl Scouts and Nike’s campaign. Carol Gilligan’s seminal book, ‘In A Different Voice,’ provided the research orientation and Take Our Daughters To Work succeeded in mobilizing more than 70 million people on behalf of girls.
Yet, the research, the campaigns, and the web sites just keep on coming.
Working with the nation’s top women’s liberal arts colleges, Secretary of State Clinton hopes to harness the potential of women around the world to strengthen leadership in both government and civil society.
For the world to cope with its full range of problems, women must be agents of change. Unfortunately, historically and globally, women’s voices have been largely missing from positions of power and influence.
To address this issue, Secretary of State Hillary Rodham Clinton launched a bold new initiative late last year to increase the number of women in public service at the local, national, and international level. Developed by a founding partnership of the five leading women’s colleges—Barnard, Bryn Mawr, Mount Holyoke, Smith, and Wellesley—and the U.S. Department of State, the Women in Public Service Project (WPSP) will “provide vital momentum to the next generation of women leaders.” The project’s ambitious goal is global political and civil leadership of at least 50 percent women by 2050. On the way, the project plans to build “the infrastructure and conven[e] the conversations necessary to achieve this vision.”
WPSP will offer an annual summer institute in partnership with the women’s colleges, the first to be held this year at Clinton’s alma mater Wellesley. Emerging leaders from all over the globe will gain critical skills in public speaking, coalition building, networking, and mentorship, with State Department sponsorship for 40 participants from Middle Eastern and North African countries in political transition.
n all scientific fields of study except biological sciences men continue to outnumber women. The fields of physical sciences and computer sciences and engineering show the highest gender disparity. Why does this underrepresentation matter?
Fewer female graduates in scientific higher education translate into fewer women working in scientific research and occupations. For example, at Rutgers, women are only 19.5 percent of tenured and tenure-track science faculty.
A comprehensive new research study, "ToGetHerThere: Girls' Insights on Leadership," commissioned by Girl Scouts in partnership with GFK Roper, reveals that while girls are generally optimistic about their futures, they still see glass ceilings in today's society that will get in the way of achieving their leadership potential. The study, based on a telephone survey of 1,000 girls aged 8-17, found that close to three in five girls think that a woman can rise up in a company but will only rarely be put in a senior leadership role. Additionally, more than one-third of girls say they would not feel comfortable trying to be a leader, while almost 40 percent are not sure if they are cut out to be a leader.
"It is abundantly clear that our girls have a vision of their leadership potential that is incompatible with what we know they can achieve," says Anna Maria Chávez, CEO of Girl Scouts of the USA. "The ToGetHerThere campaign is the launch of a cause to impact our girls now, so that we can inspire them to achieve leadership roles in all aspects of society."
Girl Scouts has launched a $1 billion philanthropic campaign for girls to fuel this effort, and to fund opportunities that enable girls to lead. Ninety percent of funds raised will go directly to services and programs for girls across the nation and in 94 countries globally to help fill critical talent gaps in finance, science, technology, environmental, and global leadership arenas.
CAWP offers fact sheets, graphics, research reports, and other information organized both by topic and by level of office. Additional research can be found in our Research & Scholarship section. Includes current numbers of women in elective office, data and analysis for current and past races with women candidates, by election year, data and analysis of women's voting behavior, facts, research, and resources for and about women of color in elective office, state-by-state fact sheets, firsts for women in U.S. politics, etc.