Today, more women graduate from college than men, a trend that started in 2010 — approximately 30 percent more women receive degrees than men, and 67 percent of students who graduate college with honors are women. While women make up 47 percent of the general workforce in the United States, less than 5 percent of Fortune 500 companies have female CEOs, and less than 20 percent of S&P 500 board seats are held by women. Five years into their careers, women are paid 30 percent less than their male colleagues and after 10 years, they earn 60 percent less. Yet, academic research shows that organizations with women on their boards earn higher financial returns, are better organized and contribute to improved health of the organization.
The issue is not just one of women’s rights. In more than six out of 10 households, all parents work, while in 1970, it was only four in 10. Men have increasingly taken on childcare responsibilities and other duties in the home, with many couples splitting home and workplace responsibilities more evenly than before. The U.S. labor market, however, has not fully adapted to these changes, with benefits, leave and flexibility often reflecting the workplace dynamic of previous decades.
Through the Working Families Initiative, Bauer College aims to provide resources, support and access for women in business school, along with applicable research that organizations can use to implement policies and standards that benefit a diverse workforce. Established in late 2015, this group includes representation from Bauer College faculty, staff and students, along with corporate partners, and is working to identify areas of focus for the coming year. If you’d like to participate, email firstname.lastname@example.org.
The most powerful work-life solutions are ones every organization can implement. They’re low-intervention and low-drama. Managers can spearhead many of them, even without institutional backing. And none of them cost an incremental dime.
Russ Capper visits with Jennifer Stewart, Vice President Finance with Southwestern Energy Company. Jennifer shares the company’s unique historical focus on being a low-cost producer. She discusses the company’s early strategy of not outsourcing, resulting in the benefit of vertical integration which plays a role in their 'assault on margin.'
Although family-friendly policies are generally viewed favorably in corporate America, the rhetoric often doesn’t match the reality. “When we look at the numbers of family-friendly policies, a lot of organizations just don’t have very many of them,” Bauer College Professor Steve Werner said. “There are general policies, like being able to bring your child to work in an emergency, that only one in four companies have.”
The C. T. Bauer College of Business celebrated women in business alongside hundreds of female MBA students and business professionals in October at the National Association of Women MBAs (NAWMBA) 2015 Conference and Career Fair. Held this year in Houston, the three-day event included networking and personal development through keynotes, speaker presentations, panel discussions and an on-site career fair.
On behalf of the C. T. Bauer College of Business at the University of Houston, Dean Latha Ramchand committed to a set of best practices that offer concrete strategies for business schools to help women succeed throughout school and their careers and to build a business school experience that prepares students for the workforce of tomorrow.
The MBA program at the Bauer College made The Princeton Review’s top 10 list “Greatest Opportunity for Women.” The college ranked sixth for providing access and resources to female students and faculty out of the 296 schools rated in The Princeton Review’s 2015 edition of The Best 296 Business Schools.