Analysis And Evaluation Of The Current State Of Employment

During Round 1 of our 3-year WDQI grant, we were able to match workforce participants in the One Stop Management Information System (OSMIS) with students in Center for Education Performance Information’s (CEPI’s) databases, and then download their Unique Identification Code into the OSMIS system. From a 2-year group of education exiters, we were able to link their interactions within the Workforce Development Agency (WDA) and their wage record outcome data. We generated 24 reports designed to answer 7 Core Questions; 8 of the reports are available to the general public on mischooldata.org (Workforce section), and all 24 reports are being used by our partners in the Labor Market Information group to generate white papers, which will be completed by September 30, 2015. NOTE: The participants that we were able to link must have visited a Michigan Works! service center, which means the output data is biased and not reflective of the general population as a whole.

The case Vasich, et al. v. The City Of Chicago, the current present day employers are being faced with the challenging task of change and to redevelop their HR strategies as both levels of government continue to enroll new and strict policies in promoting workplace diversity. The International Association of Women in Fire and Emergency Services is one of the organizations formed with an effort to invest more time and effort in increasing the number of women within the profession (Hogler, 2015).

Gender in the local area is relatively equal in terms of numbers and percentiles. With females bringing in the highest portion of the population and males closely behind. (see Table 2) This goes right along with a relatively even gender ratio overall. This starts to differ within the median age groups where males are the majority. After age 44 females take over and become the larger gender in every respective age group. Even with females making up most the population, in almost every age category males make more money in every race. (city-data, 2000-2015)

Alkadry, G., & Tower, L. (2006). Unequal pay: The role of gender. Public Administration Review, 66 (6), 888–898. Retrieved from: eds.a.ebscohost.com.proxy1.ncu.edu/ehost

They said if the share of female bosses increased by only .24 percent, the gender gap would decrease by more than 40 percent. This is an interesting find as it shows that just a couple of changes could make a big move toward equality, yet we aren’t making those changes. The authors concluded the slow progression of women’s corporate jobs is due to the history of men dominating those

Table 2 presents figures for the United States. All of the gender disparities seen in the US are not above a 10% margin. This could signal smaller differences when accounting for sampling errors. Additionally the United States gender roles like women not working and men being more involved in sports make the findings insignificant. Table 3’s only significant finding was that men were near 5% more likely than women to belong to at least one associations worldwide. Most statistical data allows for 3% error, without error being stated at all in the report it is unknown if this is significant. Additionally table 4 shows little differences in involvement of genders with men slightly outnumbering women when it comes to involvement worldwide. This difference falls when taking into account factors like having no children (3% more men), and egalitarian views on gender equality (2% more men). Again without discussing the margin of error in any of these results the numbers, all of which are under a 9% difference, become

Do our public servants segregate one based on his or her gender and the stereotypes that coincide with it? Even worse, does our military? The answer whether its shocking or not, is yes. Women are often singled out vs. men when it comes to a position where they know their lives are put at risk. According to a government survey less then 15% of all 5 branches of the United State Military are women and 20% of that 15 are sent to reserves. In law enforcement that number lowers even more to somewhere between 10 and 12 percent of all sworn in officers being women. Why? Well there are a few reasons, one of which is the high level of scrutiny and judgment women face when working in these environments, two would be the justification used by the Department of Justice (DOJ) and the Department of Defense (DOD) that women are essential to the human race and should be preserved, and finally the belief that women can not deliver the same results as men.

Throughout the United States, the workforce has adjusted to fit the many necessities of the employees and the different organizations. It has taken time for these changes to occur, but as shown in the readings, there have been huge changes from the 1950’s to the present.

number of women and men in the workplace but the distribution of men and women are

Has the overall percentage of women increased in the SES positions from the year 1999 to 2009?

Job Segregation, is the over-representation of women in service sector jobs, such as education, healthcare, and administrative

In 2015, all female employees working full time were paid approximately 80% of what men were paid. One of the factors frequently used to explain this disparity between men and women is occupational segregation. In other words, men tend to fill the ranks of higher paying jobs and women tend to be overrepresented in fields that pay significantly less. When one looks at men and women working in the same occupation, there are still wage differentials. Even in the legal profession, intra-occupational segregation takes form as men and women go into different areas of practice. Studies have found that women are usually well represented in niche practices such as labor, probate, family law and immigration. However, their numbers tend to be lower in

In the public sector, gender segregation still accounts for a substantial portion of the gap (Mandel, Semyonov, 2014)

The authors suggest that the study of gender norms and practices in private organizations should be used for future research on the role of gender in public management. Gender norms are defined rules that govern behaviors based on one’s sex. The article states that gender norms are established through repeated interpersonal interactions, which lead to informal rules and expectations developed over the years. It is also mentioned that gender norms are established in the work environment by the organizations founding members’ values and norms. Gender matters because it is the primary factor which results in inequalities in pay and job opportunity. White men were often founder of many organizations, which created disadvantages and inequalities for women and people of color. These realities are not frequently addressed in the public sector. The authors suggest that studying organizational norms in the private sector, that rely heavily on sociology literature, can uncover ways to remove gender inequalities in public management. What is being suggested is not the same as simply tracking numbers over time. One study found a tracking approach fails to include the effort needed to interpret the data. Since public and non-profit agencies are unique and must uphold democratic ideals, it is public administrators who need to study gendered organizations in the public sector. The authors conclude by suggesting that future research could expand to include race and ethnicity, the

Even though numbers are slowly rising in the United States, there are still more men in executive positions than women. According to one survey, female workers only made up 43% of legislators, senior managers, and senior officials whereas male workers made up 57%. In congress, congresswomen make up only 17% of representation compared to congressmen making up 83% (Ferrante, 2011, p. 312). Gender stratification is one explanation for the tremendous gap. Ferrante (2011) describes gender stratification as the unequal distribution of opportunities and resources amongst male and female employees. (p. 311) For example, male workers have an increased opportunity to receive a promotion than a female worker. According to Tinsley (2013), women are more likely to receive executive positions when a company is doing well, rather than when a company is suffering. Some companies stereotype that women workers will leave the workforce soon to bear children, limiting their chances of achieving executive status (Ferrante, 2011, p. 316).