The Boston Women's Compact
To make Greater Boston the premier place for working women in America, by closing the wage gap and removing the visible and invisible barriers to women's advancement. By doing so, we will build a more equitable workforce where all talent is cultivated and valued.
Equity is a competitive advantage. Communities that invest in all their human capital are better positioned to attract jobs and investment. Employers who respect, value and engage all employees are better able to attract and retain talent.
Women are one of the Region's greatest assets. In fact, in Boston, women make up more than half the residents and half the workforce. Boston is also home to the best educated female population in the nation and has a greater proportion of young women than any other city.
When women thrive, communities thrive. When women are empowered to achieve their full potential, families are healthier, communities are more vibrant, and employers are able to find and retain the talent they need to excel.
The gender wage gap is about more than a difference in pay. The wage gap signals that more can be done, in both the public and private sectors, to unleash the talent of all women - regardless of race, ethnicity, education or age.
Employer commitment is essential to closing the gap. Employer interventions are among the most effective remedies to the wage gap and contribute to enduring, positive change that benefits all employees.
Together with the leadership of the Mayor of Boston and the Women's Workforce Council, the members of 100% Talent: The Boston Women's Compact commit to the following three goals:
Understanding the Root Causes of The Wage Gap Employers will commit to understanding the gender wage gap and the underlying causes that contribute to the gap.
Examples of Potential Measures by Employer:
- Management review of the Council's "Closing the Wage Gap" report
- Employee access to the Council's report and the Compact
- Analysis of internal employment practices and data
- Visible Management/Leadership engagement, including attending conferences/meetings
- Dedicated time/staff resources
Closing the Gap Employers will review the evidence-based interventions in the Council's report, conduct a self-assessment of any interventions they have already implemented internally, and implement or undertake to improve three interventions tailored to their workplace.
Examples of Potential Measures by Employer:
- Assessment of Current State
- Enhancements to Existing Interventions
- Introduction of New Implemented Interventions
Evaluating Success Employers agree to participate in a biennial review to discuss successes and challenges, as well as contribute data to a report compiled by a third-party on the Compact's success to date. Employer-level data would not be identified in the report. The specific data to be reported will build on data already required by federal and state authorities and should not create an additional reporting burden.
In order to support the women of Boston, show them all the possibilities they have and unleash their potential, we're happy to inform you about special events planned that will be available to each member of 100% Talent. Together with our speakers, we can learn more about the ways and prospects of removing the visible and invisible barriers to women's advancement. We are looking forward to seeing you!
Ellesse Swan - co-founder of an online school for girls and women of all ages. Ellesse knows how difficult it can be to make your way in an area where you are not taken seriously. She will tell us how to face and overcome the issues of working in a male team and make men respect female specialists, and pay attention to existing problems, such as the wage gap.
Kathryn McCoach - a managing editor & expert writer of ASAP Finance. Kathryn dedicated most of her career to providing women who get in difficult situations with financial assistance. Taking a stage, Kathryn will share her knowledge of financial assistance options for single moms, including federal programs and emergency loans for single mothers.
Trisha Allen - a social science analyst. Trisha knows exactly what is the real statistics on women in labor look like. She will gladly share with us data on women's employment and earnings by occupation, location, and other factors. Trisha will also tell you how she thinks we can impact the situation right now.