For more than a quarter century, the U.S. government has been sending an unmistakable message to poor, single mothers: Get married. If America genuinely wants to address poverty and achieve gender equality, this has to change.
Groups of soldiers, and particularly women, in different commands, bases, and career fields experience substantially different rates of sexual harassment and sexual assault. A better understanding of the characteristics and context of these incidents can inform and improve prevention efforts.
This issue explores the inadequacies of the current system of space governance; China's presence in the Arctic; abortion in the U.S. post-Dobbs; and the security and technology challenges related to Taiwan's domination of the microchip industry.
The risk of FEMA employees experiencing harassment or discrimination in 2021 was significantly less than in 2019, but one in five employees still experienced at least one civil rights violation during the preceding year.
About one in five FEMA employees surveyed experienced at least one gender-based/sexual or race/ethnicity–based civil rights violation in the past year. This is an improvement since 2019, but how can FEMA further its efforts to develop and maintain a workplace in which all employees are treated with professionalism and respect?
This report examines how experiences of sexual harassment, gender discrimination, and sexual assault among military service members relate to general health and symptoms of depression and posttraumatic stress disorder.
The toxicity of the anti-feminist discourse in South Korea does not accurately reflect the gender-related tensions and problems that most Koreans currently face. The obstacles to improving gender equity are more mundane and more ubiquitous than the hyperbole of anti-feminism suggests.
Document submitted March 3, 2022, as an addendum to testimony before the Committee on Homeland Security, Subcommittee on Emergency Preparedness, Response, and Recovery and Subcommittee on Oversight, Management, and Accountability on January 20, 2022.
Changing organizational culture and climate is no easy task. As the result of an employee survey, FEMA now has an estimate of the prevalence of harassment and discrimination based on sex/gender and race/ethnicity. This data can serve as a yardstick against which to measure change efforts.
The authors discuss the scholarly literature on the efficacy of blinding strategies, how these insights apply to Department of the Air Force (DAF) goals, and possible steps for the DAF to advance its goal of a more equitable and inclusive workforce.
Sexual harassment and discrimination in the active-duty U.S. Army look different and occur more often for women than men, but the settings where harassment occurs and characteristics of perpetrators are similar.
This report describes the most common types of behaviors that occur during active-component soldiers' most serious sexual harassment and gender discrimination experiences, characteristics of (alleged) perpetrators, and times and places in which these occur.
This article uses data from the After the J.D. study to compare standard Blinder-Oaxaca measures of earnings discrimination to self-reported measures of client discrimination, other work-related discrimination, and harassment.
About 29% of employees at the Federal Emergency Management Agency experienced a sex- or race/ethnicity-based civil rights violation in the past year, according to research undertaken by the Homeland Security Operational Analysis Center (HSOAC), a federally funded research and development center operated by the RAND Corporation under contract with the Department of Homeland Security.
A survey of FEMA personnel found that 29 percent of employees experienced a sex- or race/ethnicity–based civil rights violation in the past year. The survey results reveal areas in need of improvement and will help guide FEMA leadership decisions about programming and policy responses.
Researchers assessed the prevalence and characteristics of sexual harassment, gender discrimination, racial/ethnic harassment, and racial/ethnic discrimination at FEMA. This report documents the survey results.
Many factors explain the gender earnings gap, including workplace biases, differences in how credit is attributed, and differences in how men and women negotiate. But another factor could influence the pay women receive: the number of men in their workplace.
RAND Europe experts Joanna Hofman and Michaela Bruckmayer discuss their study on binding pay transparency measures as a tool for encouraging equal pay for equal work. They consider key concepts in the debate and potential challenges in implementing the measures across the EU.