United by our shared vision.
As vibrant rainbow flags are displayed across cities, and communities come together in a joyous celebration of love, acceptance, and self-expression, Pride Month serves as a powerful reminder of the ongoing fight for equality and inclusion. While tremendous progress has been made in recent years, there is still much work to be done, particularly within the realm of employment and workplace equity. Women Employed strives to create a future where workplace equity is a reality for all. By embracing diversity, fostering inclusion, and advocating for meaningful change, WE are taking bold steps to ensure that workplaces become truly equitable spaces for all individuals and pave the way for a society where every individual can thrive, irrespective of their gender identity or sexual orientation.
One area of our work that directly impacts individuals from the LGBTQIA+ community is our dedicated focus on paid family and medical leave through our IL Time to Care Coalition. WE firmly believe that no one should face restrictions or be denied support in times of family-related challenges, regardless of their chosen definition of family. To this end, WE have been at the forefront of pushing for an inclusive definition of family in policies and legislation. By advocating for equal access to paid leave for all, we aim to break down barriers and ensure that LGBTQIA+ individuals can care for their loved ones without facing additional hardships or systemic bias.
Women Employed's unwavering commitment to addressing pay equity extends beyond gender disparities. As the backbone organization of the Equal Pay Chicago Coalition, WE is revitalizing a framework that actively tackles pay equity issues for all individuals in Illinois, irrespective of their race, gender identity, sexual orientation, or any other defining characteristic.
Together, let us forge ahead, united by our shared vision of a future that celebrates diversity, embraces inclusivity, and uplifts every individual, in every corner of our society.
In Solidarity,
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LGBTQIA+ rights are human rights! The combination of unequal pay, transphobia, and structural racism is especially devastating to queer and trans people of color. We need paid sick days, paid leave, and the closing of the wage gap, among other critical worker rights, to achieve equality. To combat economic insecurity among LGBTQIA+ families, we need to pass the LGBTQIA+ Data Inclusion Act. Let’s begin by demanding equal pay for LGBTQIA+ families.
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“He Says”: Dads Need Paid Leave Too |
What was once viewed as a benefit for mothers only has become a hot topic of conversation for fathers too. And that topic is paid parental leave. While many hold the outdated belief that pregnancy and childbirth only impact moms, dads provide vital support, care, and compassion to their partners and children throughout not just the nine months of pregnancy, but in the months that follow. And that goes double in many same-sex partnerships. They carry just as much responsibility as moms yet are often excluded from the paid parental leave conversation.
Men should be able to have just as much of an active role in the pregnancy, childbirth, and recovery process as their expecting partners, but far too often face hurdles that make it borderline impossible. That leaves mothers to bear the bulk of the responsibility and can pose even greater challenges in LGBTQIA+ households. The good news is that companies are beginning to include dads when creating their paid parental leave policies. Some offer flexible working conditions―including work schedules that align with their new parent responsibilities, hybrid opportunities to give dads the option to work from the location of their choosing, and some just provide paid time off, allowing dads to unplug completely from work to become fully acclimated to their new addition while still being able to financially sustain their households. And while there has been great progress in establishing paid parental leave benefits for both parents, dads still have a way to go before they can freely partake in the first few months of their children’s lives without worrying about how to juggle a new baby and work.
As we celebrate Father’s Day this month, the dads of Women Employed share their paid leave stories and why not just moms, but dads need paid leave too. |
Paid parental leave, which falls under Paid Family and Medical Leave, should be an accessible benefit, mandated by law, for all and not just left up to the discretion of employers. This can only happen with support from you. Together, we have the power to make paid leave a reality for ALL working people. Take action with our partners in the Illinois Time to Care Coalition by sending a letter to your legislator to pass Paid Family and Medical Leave bill in Illinois now. To send your letter, visit https://www.iltimetocare.org/takeaction.
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Check Out Our 50th Anniversary Celebration Recap! |
Thank you for making our 50th Anniversary Celebration at The Working Lunch a huge success! As we looked back over the past five decades, we were reminded of how far we have come in advancing economic equity for women, and felt an immense sense of joy in honoring our five phenomenal individuals and organizations―Changemaker Honoree, Nancy B. Kreiter; Emerging Power Builder Honoree, Natrina N. Kennedy, MPH; Key Partner Honoree, Family Values @ Work; and Legacy Honorees, Day Piercy and Anne Ladky―who, like WE, have used their power to boldly Smash the Status Quo. |
Together, we have successfully broken-down barriers, opened doors, and provided women with support to grow their economic power. We will use that same momentum as we forge ahead into the next 50 years, continuing to advocate for a more equitable world where all women, families, and communities can live, grow, and thrive.
We also want to extend a special thanks to Wind Creek Chicago Southland, whose generous and unanticipated donation at the event helped us smash our fundraising goals!
Thank you for being a part of the Women Employed family.
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Challenges in the Workplace for LGBTQIA+ Employees |
Excerpt from We Work’s “The challenges LGBTQ+ employees still face at work”
“A 2020 report from McKinsey further highlights how wide-ranging these experiences are for LGBTQ+ workers depending on their orientation, race, and gender. They found that 62 percent of bisexual women and 53 percent of lesbian women experienced sexual harassment versus 41 percent of straight women. And 30 percent of LGBTQ+ men reported experiencing sexual harassment versus 18 percent of straight men. The report also showed that LGBTQ+ women were twice as likely than both straight women and LGBTQ+ men to feel pressure to “play along” with sexual discussions and humor.
These experiences exacerbate persistent feelings of isolation and loneliness, with 58 percent of LGBTQ+ women saying they felt like they were almost always “the only one like them” in the room, according to McKinsey. For LGBTQ+ women of color, this number rose to 66 percent.” |
WE Consulting offers comprehensive sexual harassment prevention training for employers and supervisors. Our trainings not only meet the standards of the Illinois Human Rights Act, but go beyond compliance to help create a pathway to a welcoming and inclusive workplace culture. |
The ASPIRE Racial Equity and Inclusion Speaker Series continued in May with a workshop led by Dr. Sara Furr, the Chief Diversity and Inclusion Officer at The Field Museum. Dr. Furr’s workshop, Social Justice Fatigue and Wellness Interventions for Practitioners, asked those participating in Women Employed’s ASPIRE Project to examine their practice of self-reflection and self-care as practitioners of social justice. By the end of the workshop, participants walked away with tools, such as a wellness intervention plan, that can be utilized in overcoming social justice fatigue while improving institutional productivity. |
Where in the World is Women Employed |
Six months into 2023, and WE haven’t shown any signs of slowing down or stopping yet! Following our milestone 50th anniversary celebration at The Working Lunch last month, we have maintained that same energy everywhere we’ve gone, including our Nation’s Capital. We started the month off with West Side United’s Annual Meeting and Chicago Health Equity Summit on June 6th and ended with our monthly Advocacy Meeting on the 29th.
For those of you who haven't been following Women Employed's latest travels, here's what you missed in this month's edition of "Where in the World is Women Employed." |
Don’t miss out on the next event! Visit the events page on our website so you can be kept in the loop about where Women Employed is going next and how to be involved. |
Institute for Women's Policy and Research |
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National Partnership for Women and Families |
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National Partnership for Women and Families |
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Center for Research & Policy Innovation |
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