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==Unused research/paragraphs==
Tay Jacobe (Idea Home) (view source)
Revision as of 16:13, 29 September 2016
, 16:13, 29 September 2016no edit summary
**These may include different choices men and women typically make in response to incentives in STEM education and STEM employment – for example, STEM career paths may be less accommodating to people cycling in and out of the workforce to raise a family – or it may be because there are relatively few female STEM role models. Perhaps strong gender stereotypes discourage women from pursuing STEM education and STEM jobs
*From a broader societal perspective, having more women in the workforce benefits families greatly. According to data from the Half the Sky movement for women and girls, women reinvest 90% of their income in their families and are more likely than men to spend their earnings on food, education, and healthcare. Strictly from an economic perspective, involving more women in the workforce also increases productivity within the economy, increasing GDP.
*That is why the public sector must be encouraged to think outside of the box and innovate better methods for approaching challenges.
*There are some countries, like the Democratic Republic of Congo, in which 100% of all R&D expenditures are publicly-funded.
*A part of the problem may stem from a misunderstanding of the issue among employees and employers in the innovation sector. Perceptions of gender inequality in the workplace show that although companies may say that gender diversity is important to their senior management, most employees do not feel as if it is a priority at their workplace. Gender diversity is reported to be important by 74 percent of companies, but only between one third and one half of employees report that they believe that their CEOs and managers actually prioritize gender diversity [X]. Additionally, there seems to be a disconnect in how men specifically approach this issue: according to studies by Lean In and McKinsey & Company, 70 percent of men say that they think gender diversity is important, but only 12 percent believe women have fewer opportunities. Along with this, men are less likely than women to believe that their organization must do more when it comes to closing gender gaps, and 13 percent of men believe that gender-diversity programs make it harder for them to advance due to the prioritization of women employees. In sectors like innovation, where the employee base is heavily male, this perception among men can have an effect on the motivation and opportunities for women to enter and stay involved within the fields of innovation.
[[Tay Jacobe (Work Log)]] [[Taylor Jacobe]]
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