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Understanding Training and Workforce Pathways to Develop and Retain Black Maternal Health Clinicians in California

May 16, 2023

Despite evidence that greater diversity in health professions increases quality of care, the maternal health field has made little progress on increasing and sustaining the number of Black maternal health care workers. In this study, Urban researchers examine opportunities for and barriers to increasing the workforce of Black obstetrician/gynecologists (OB/GYNs), labor and delivery (L&D) nurses, and midwives, especially in light of the ongoing US maternal health crisis. Through interviews with Black maternal health clinicians and training program staff, we recommend actions that federal and state policymakers, leaders at higher education and health system institutions, and philanthropies can take to address structural barriers to entering and staying within the field and to support a thriving workforce.

Industry Actions for Racial Equity –Investment Management

April 25, 2023

This workplace transformation guide considers the state of racial equity, diversity and inclusion (REDI) for the investment management industry and shares insights, actions, common pitfalls and examples from leading organizations that are part of the Expanding Equity (EE) program network. The guide recommends actions companies can take, organized by the four pillars – or areas of opportunity – of the EE program, where the investment management industry can advance REDI, including a mini-case study from a peer company:Attract – Attracting and hiring professionals of color into the company to increase representation at all levels of the organizationCase study from Värde Partners on creating entry-level pathwaysBelong – Ensuring that all professionals, regardless of racial/ethnic group identity, feel respected and can be successfulCase study from KKR on launching an inclusion network and expanding an Inclusion & Diversity CouncilPromote - Ensuring that professionals of color feel supported and have the same advancement opportunities as White professionalsCase study from BlackRock on implementing a sponsorship program for Black and Latinx managing directors and directorsInfluence – Advancing racial equity through an organization's products, services or relationships in the industries and communities in which it operatesCase study from Vista Equity Partners on launching an external board program to source diverse board candidates for its portfolio companies 

In a Growing Share of U.S. Marriages, Husbands and Wives Earn About the Same

April 13, 2023

Pew Research Center conducted this study to better understand the role women and men play as economic providers in opposite-sex marriages and how this relates to the way spouses divide their time between paid work, leisure, caregiving and housework. We also looked at public attitudes about gender roles in marriages today to put the findings in a broader context.The analysis in this report is based on three separate data sources. The earnings data comes from the Annual Social and Economic Supplement of the U.S. Census Bureau's Current Population Survey. The findings on hours devoted to paid work, household responsibilities and leisure are based on data from the American Time Use Survey. The data on public attitudes was collected as part of a larger Center survey of 5,152 U.S. adults conducted Jan. 18-24, 2023. Everyone who took part in the latter is a member of Pew Research Center's American Trends Panel (ATP), an online survey panel that is recruited through national, random sampling of residential addresses. This way nearly all U.S. adults have a chance of selection. The survey is weighted to be representative of the U.S. adult population by gender, race, ethnicity, partisan affiliation, education and other categories.

Technologist Retention at the Intersections

April 12, 2023

GET Cities' first-of-its kind research on the experiences of women, trans, nonbinary, and genderqueer technologists – particularly those who are also Black or Latina/e – aims to learn more about why technologists of multiple identities choose to stay in their jobs, move to better opportunities, or leave the industry all together.We encourage anyone working toward equity in tech to continue to ask these questions, demand better intersectional research, and to take the steps to get closer to parity of representation and positive and fruitful experiences for all people in tech.

Professional burnout of employees working in the charity sector

March 21, 2023

The Zagoriy Foundation in cooperation with Socioinform conducted a survey aimed at researching the emotional conditions and determining the current situation with the burnout of employees engaged in the charity sector.The survey consisted of quantitive and qualitative part. Employees from local and all-Ukrainian organizations participated in the survey as respondents. The quantitive part was carried out based on the analysis of 400 forms filled out by the respondents. The qualitative part was conducted based on 20 in-depth interviews with representatives of charitable organizations from various fields.The survey was carried out from December 2022 to February 2023.The method of identifying the level of emotional burnout, which was developed by the professor Viktor Boyko, formed the basis of the survey.

Community Colleges and Workforce Development: Are They Achieving Their Potential?

March 21, 2023

At the roughly 1,000 public community colleges in the US, millions of students enroll in courses and programs that prepare them for either academic pursuits (such as transferring to a four-year college or university to pursue a bachelor's degree) or direct entry into the workforce. Those in the latter category gain occupational skills and credentials that include associate degrees and certificates; cer-tificates can be for academic credit or not and for varying lengths of time, and certificates and associate degrees can be for fields with diverging skill needs and varying amounts of regional demand for labor at any time. Employers in key regional industries generate this labor demand, and meeting their skill needs is an important workforce development role for community colleges.While community colleges meet a wide range of student and industry needs, are they meeting their potential—in terms of serving as an accessible point of entry to good jobs in the labor market and generating opportunities for high-quality skill development and workforce preparation at scale? For whom do they work more or less effectively? And what might be done to improve opportunities and outcomes there? What is the role of short-term versus long-term and for-credit versus noncredit programs? And how can we make sure that they adapt when labor markets evolve and are shaped by technological and global factors?In this report, we argue that community colleges provide millions of students, including people of color and those from low-income backgrounds, with the skills to prosper in the US labor market. At the same time, improvements are clearly needed on several dimensions. Community colleges are experimenting with a range of innovations to improve student performance and their programs' labor market value, and many such efforts are being rigorously evaluated. College administrators should implement the most promising practices broadly, while policymakers at the local, state, and federal levels should support their implementation.

Reimagining Labor Market Information: A National Collaborative for Local Workforce Information

March 9, 2023

Key PointsThe economy is changing rapidly, constantly, and differently across the country. Workers, employers, and government agencies need to be prepared to respond.The US needs a new workforce information structure that provides timely, local, and actionable data and evidence.This report proposes the creation of a National Collaborative for Local Workforce Information that would be federally funded but state-managed, with states initiating projects designed to become products and ultimately put into practice.

Sustainable Jobs for Nonprofits and Organizers: A Toolkit for a Stronger Workforce

February 27, 2023

This toolkit provides how-to resources for turning organizing jobs into good jobs, sustainable for the long haul. 

Characteristics of California’s EMT and Paramedic Workforce

February 27, 2023

Since the beginning of the COVID-19 pandemic employers have experienced great difficulty recruiting and retaining emergency medical technicians (EMTs) and paramedics. This situation highlights the need to learn more about the supply, distribution, and demographic characteristics of EMTs and paramedics as well as the pipeline of new EMTs and paramedics that are trained in the state. This report synthesizes findings from analyses of multiple sources of data describing California's EMTs and paramedics. The report also acknowledges limitations of these data sources and makes recommendations for filling gaps in the availability of data that are critical to understanding this segment of the emergency medical services (EMS) workforce and strengthening its ability to meet Californians' needs for emergency medical services.

A Practical Resource Guide for Direct Care Workforce State Advocacy

February 21, 2023

PHI's state advocacy toolkit, reframed as a "practical resource guide," was drafted and designed in fall 2022 and released for national dissemination in February 2023. The guide includes 20 concrete strategies, based on lessons learned from the "Essential Jobs, Essential Care" initiative and organized across five dimensions of advocacy: strategizing, designing, persuading, advocating, and evaluating. Each strategy includes specific steps and key resources. Advocates can read the guide a whole, or sample individual strategies based on their needs and interests.

Fringe-Benefits and Work-Life Balance as Interventions in Black Women's Wealth Disparities

January 31, 2023

Increasing Black women's earnings is not enough to amend their economic vulnerabilities. The difficulty of balancing one's work life and personal or family life complicates the challenge of wealth disparities facing Black women. Using the mixed-methods approach of an online questionnaire, individual interviews, and data analysis, Taylor and colleagues find that Black women stand to benefit when they, their partners/spouses, and their extended family members all have access to three core areas of fringe benefits and policies: (1) universal work-life balance supports, such as flexible work schedules, remote work options, paid time off, mental health days, and family medical leave; (2) holistic dependent care resources and family discounts; and (3) legacy benefits such as employee-share ownership, tuition reimbursement, pension, credit union access, financial/retirement counseling, and legal counseling. They conclude employers could play a progressive role in supporting Black women's efforts to strike a balance between work and home life and close the racial wealth gap.

The economics of abortion bans: Abortion bans, low wages, and public underinvestment are interconnected economic policy tools to disempower and control workers

January 18, 2023

Abortion has long been framed as a cultural, religious, or personal issue rather than a material "bread and butter" economic concern. Since the Supreme Court overturned Roe v. Wade, more economic policymakers have been emphasizing the issue as a pressing economic concern. In perhaps the first public comment on the issue by a major political figure, Secretary of the Treasury Janet Yellen noted: "eliminating the right of women to make decisions about when and whether to have children would have very damaging effects on the economy and would set women back decades" (Guida 2022). This direct connection between abortion and reproductive access and economic rights is critical (Banerjee 2022). This report argues that abortion access is fundamentally intertwined with economic progress and mobility. Specifically, in states where abortion has been banned or restricted, abortion restrictions constitute an additional piece in a sustained project of economic subjugation and disempowerment.The states banning abortion rights have, over decades, intentionally constructed an economic policy architecture defined by weak labor standards, underfunded and purposefully dysfunctional public services, and high levels of incarceration. Through a cross-sectional quantitative analysis of state level abortion access status and five indicators of economic security—the minimum wage, unionization, unemployment insurance, Medicaid expansion, and incarceration—we find that, generally, the states enacting abortion bans are the same ones that are economically disempowering workers through other channels.The results of the analysis underscore that abortion restrictions and bans do have economic effects, given the strong correlation between abortion status and various economic wellbeing metrics. Further, the consistent pattern of state abortion bans and negative economic outcomes shows how abortion fits into an economics and politics of control. Abortion restrictions are planks in a policy regime of disempowerment and control over workers' autonomy and livelihoods, just like deliberately low wage standards, underfunded social services, or restricted collective bargaining power. Economic policymakers must prioritize this issue as widespread abortion bans will contribute to a loss in economic security and independence for millions in the current and future generations.