Jan 07, 2019

IIE Center for Academic Mobility Research & Impact;

Despite the growing focus on gender parity in higher education and the fact that in many wealthy nations women outpace men in tertiary enrollments, statistics show that in parts of the developing world, women are still underrepresented. In South and West Asia, for example, only 74 women are enrolled in higher education for every 100 men, whereas in sub-Saharan Africa, there are only 62 women enrolled for every 100 men (UNESCO, 2010).Even in countries where they have achieved parity, women face other issues of inequity and marginalization, from domestic violence to a lack of female leadership in government. While there are no simple solutions for these complex and wide-ranging problems, promoting advanced education for women—particularly those that are devoted to ameliorating such issues at the grassroots level—is a crucial step. Not only does it build the skills and capacities of those working to promote gender equity, it increases their chances of advancing to positions of power from which they can affect change.As part of its mission to provide higher education access to marginalized communities, the Ford Foundation International Fellowships Program (IFP) sought to address gender inequality by providing graduate fellowships to nearly 2,150 women—50% of the IFP fellow population—from 22 countries in the developing world. This brief explores how international fellowship programs like IFP can advance educational, social, and economic equity for women. In addition to discussing the approach the program took in providing educational access and opportunity to women, the brief looks at two stories of alumnae who have not only benefitted from the fellowship themselves, but who are working to advance gender equity in their home communities and countries.Activists, advocates, and practitioners can draw upon the strategies and stories that follow to better understand the meaning of gender equity and advance their own efforts to achieve social justice for women and girls worldwide.

Feb 05, 2019

Urban Institute;

Baltimore is the 30th-largest US city by population and is a study in contrasts. It has a low average income compared with other wealthy Northeast cities, has nine colleges and universities, and is a magnet for people pursuing higher education but has undergone decades of population loss. A large social sector provides important services to residents and buoys the local economy: nearly every third job in the city is with a nonprofit employer. But this also illustrates the city's limited economic vibrancy. This mix of market and nonmarket forces makes Baltimore an important place to examine the geography of opportunity in an American city.

May 28, 2019

Building Movement Project;

This brief shifts focus to those who have already reached positions as nonprofit EDs and CEOs to explore how nonprofit executives grapple with the real-world demands of leadership when they attain it. The survey data and insights shared through interviews and focus groups highlight key areas where the pressures of executive leadership seem to be increased for people of color. Despite these challenges, nonprofit EDs and CEOs demonstrate remarkable determination and resilience.

Mar 13, 2019

Heartland Alliance; Social IMPACT Research Center;

Poverty does not treat everyone equally. Women, children, gender minorities, and people of color are often the hardest hit. And while women in poverty experience the same issues that all people in poverty experience—income inequality, unemployment, poor health, violence, trauma, and more—the odds are often uniquely stacked against them in gendered ways.There are 6.5 million women. and an estimated 50,000 trans people living in Illinois. They are a driving force in our economy and care for our children, sick, and elderly, and yet continue to face discrimination and inequitable opportunities. This year's annual report on poverty in Illinois shows how gender, gender identity, and gender norms shape experiences of poverty for women and gender minorities—and how women who have other marginalized identities experience even more inequity. If we want to dramatically reduce poverty, improving the well-being of women— particularly women of color—would deliver the biggest return.

Jan 28, 2019

Andrew W. Mellon Foundation; ITHAKA S+R;

In 2014, Ithaka S+R partnered with The Andrew W. Mellon Foundation, the Association of Art Museum Directors (AAMD), and the American Alliance of Museums (AAM) to study the representational diversity within art museums through quantitative means. To collect this data, Ithaka S+R developed a survey instrument which was administered to directors of AAMD and AAM member art museums.Four years later, we have administered a similar instrument to these museum directors in order to gauge the extent to which museum staff have changed demographically in recent years. The instrument was slightly expanded, affording new insights into the composition of art museum employees.Key FindingsGender remains majority female; museum leadership positions have grown five percentage points more female in last four years.In curatorial roles, management positions are about 15 percentage points more male than non-management roles.Museum staff have become more racially and ethnically diverse over the last four years.Among intellectual leadership positions, education and curatorial departments have grown more diverse in terms of race/ethnicity, while conservation and museum leadership have not changed.

Feb 05, 2019

Building Movement Project;

This report reveals that women of color encounter systemic obstacles to their advancement over and above the barriers faced by white women and men of color. Education and training are not the solution—women of color with high levels of education are more likely to be in administrative roles and are more likely to report frustrations about inadequate and inequitable salaries. BMP's call to action focuses on systems change, organizational change, and individual support for women of color in the sector. 

Mar 15, 2019

United Philanthropy Forum;

The long, hard work of advancing racial equity is deeply personal work for everyone involved in it. In this video, United Philanthropy Forum members and colleagues share some deeply moving stories of the role that racial equity plays in their personal lives. This is the third video in a three-part Forum video series on racial equity. The goal with these videos is to spark continued thinking and conversations that will lead to action in our field to reduce inequities based on race and ethnicity.