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Women As Mid-Level Managers: Workplace Flexibility & Supervision

Women As Mid-Level Managers: Workplace Flexibility & Supervision. March 15, 2011. Introductions. Charlene Brown-McKenzie, Center for Multicultural Equity and Access Erika Cohen- Derr , Center for Student Programs Laura Kovach, Women’s Center Stephanie Lynch, Residence Life

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Women As Mid-Level Managers: Workplace Flexibility & Supervision

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  1. Women As Mid-Level Managers:Workplace Flexibility & Supervision March 15, 2011

  2. Introductions Charlene Brown-McKenzie, Center for Multicultural Equity and Access Erika Cohen-Derr, Center for Student Programs Laura Kovach, Women’s Center Stephanie Lynch, Residence Life SivagamiSubbaraman, LGBTQ Resource Center

  3. Learning Outcomes • To increase knowledge of current workplace flexibility issues • To network with other colleagues, share ideas and successes, and reflect on current challenges • To increase awareness about current resources

  4. Workplace Flexibility Report 2010 • Dual earner couples are the norm. • Older workers need to work longer to save for retirement. • Men and women want to share caregiving responsibilities. • There are many more single-parent families. • Many lower-wage workers have nonstandard work schedules and multiple jobs to make ends meet. • More people with disabilities are working but need a range of supports. http://workplaceflexibility2010.org/index.php/why_it_matters/

  5. A Woman’s Nation Changes EverythingThe Shriver Report (2009) • Today four in five families with children still at home are not the traditional male breadwinner, female homemaker. More women are becoming co-breadwinners or the outright breadwinner • Women are half of all workers in the US • Women still earn less then men and dominate positions that are traditionally paid less (Education, Healthcare, Service) • Service work once done by unpaid wives of male breadwinners is now the work of immigrant women. http://www.americanprogress.org/issues/2009/10/womans_nation.html

  6. Shriver Report • Women’s breadwinning has not always come with greater access to health benefits and, too often, women’s health is compromised as they combine work and family responsibilities. • Access to post-secondary education • Struggle to fit faith and religious practice into the routine • Faith institutions have been slow to incorporate women into leadership roles and provide family friendly options for services, meetings, etc. http://www.americanprogress.org/issues/2009/10/womans_nation.html

  7. Shriver Report • Changing the conversation from “women’s issues” to family issues as men assume more family and home responsibilities. • Men are more supportive of women working and bringing home a second income. • Percentage of men who still struggle with women who work and are breadwinners http://www.americanprogress.org/issues/2009/10/womans_nation.html

  8. Shriver Report: Missing Links • Lack of data on same gender couples • Awareness and Access • Perceptions of colleagues and managers • Role of single professionals http://www.americanprogress.org/issues/2009/10/womans_nation.html

  9. Employment Practices • Implications as managers • Balancing equitable treatment with individual needs • Importance of documentation and consistency • Managing for high performance • Importance of communication • Creating relationships with HR

  10. Women Managers: Challenges • Ambivalent relationship to power • Women of color in supervisory roles • A Question of “age” • Size of Unit or Department • Single, gay or DINK = you have to stay • Gender Assumptions: Caregivers

  11. Workplace Challenge:Intergenerational Differences • Create opportunities for intergenerational dialogue • Look at generational issues as a diversity issue (ie different perspectives, beliefs) • Recognize contributions from all • Goal: to better communicate and understand and work with each other for common goals such as gender equity

  12. Institutional Reflections • Knowing your institutions • Navigating policies • Staffing distinctions • Practice & Implementation • Needs of underserved populations

  13. Georgetown Examples • Lactation Center • Woman to Woman, Sisterhood Sphere • LGBTQ work with Campus Ministries • Events and programs for out staff and faculty • Live-on staff • Finding allies

  14. Discussion • What are your campuses doing to increase workplace flexibility? • Where have you seen accommodations made (or not made)? What were the results? • What have been your experiences supervising inter-generationally? • Where can you advocate for staff or yourself within systems that exist?

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