MAKING AN IMPACT ON GENDER EQUALITY LET S UNCOVER THE ISSUES. LET S CREATE SOLUTIONS.

Transcription

1 MAKING AN IMPACT ON GENDER EQUALITY LET S UNCOVER THE ISSUES. LET S CREATE SOLUTIONS.

2 BIG PICTURE A global focus COMMITMENT FOR CHANGE Coming together for good PINPOINT ON FOODSERVICE What s meaningful to you

3 A GLOBAL FOCUS

4 A ROADMAP FOR SUSTAINABLE DEVELOPMENT Passing new laws or strengthening existing ones Investing in national action plans or policies for gender equality Creating programs to eradicate violence against women and girls Encouraging women's participation in decision-making Creating public education campaigns to promote gender equality

5 A world in which societies are free of gender-based discrimination, where women and men have equal opportunities, where women and girls are empowered to lead the change that they want to see, and where women s rights are upheld in all efforts to further development, human rights, peace and security.

6 World Employment Social Outlook, Trends 2016, International Labour Organization; The Power of Parity, September 2015, McKinsey Global Institute, Mckinsey & Company

7 That s 26% added to the GLOBAL annual Gross Domestic Product by 2025 REQUIRES access to good-quality paid work, gender-sensitive policies and regulations, such as adequate parental leave and flexible hours

8 Women at Work, Trends 2016, International Labour Organiz ation; Women s economic empowerment in the changing world of work, Report of the Secretary-General, E/CN.6/2017/3, December 2016; Inter-Parliamentary Union (data as of December 2016); Fortune (data as of June 2016)

9 Under-represented in DECISION-MAKING roles REQUIRES representation in trade unions, worker & employer organizations and corporate boards

10 Sources: Women at Work, Trends 2016, International Labour Organiz ation; Women s economic empowerment in the changing world of work, Report of the Secretary-General, E/CN.6/2017/3, December 2016; Progress of the World's Women , UN Women.

11 At current rates, it will take 70 YEARS to close this gap Restrictive policies, such as inflexible working hours and limited parental leave, can impede women s mobility in the workforce known as the MOTHERHOOD PENALTY

12 Progress of the World's Women , UN Women; ILO Maternity Protection Convention No. 183, International LabourOrganization

13 PARENTAL LEAVE POLICIES that enable both partners to share childcare responsibilities play a critical role in ENSURING THE PERSONAL AND ECONOMIC WELLBEING of women, families and societies

14 EQUAL PAY FOR WOMEN Passing and enforcing laws and regulations mandating equal pay for work of equal value CLOSE THE PARTICIPATION GAP Enact paid parental leave and flexible work policies, provide child care, and encourage gender parity at all levels of hiring ANY JOB IS A WOMAN S JOB ENDING OCCUPATIONAL SEGREGATION Eliminate barriers that discriminate against women workers

15 TOGETHER, we can make the commitment to advance gender equality and women s empowerment

16 TRAINING is a tool, strategy, and means to effect individual and collective transformation towards gender equality by raising AWARENESS and encouraging LEARNING, KNOWLEDGE- BUILDING and SKILLS development

17 COMMITMENT FOR CHANGE

18 GLOBAL GOALS FOR SUSTAINABLE DEVELOPMENT

19 TO BE A VOICE. A CONNECTOR. A FACILITATOR.

20 To create a platform for change through AWARENESS, LEARNING, KNOWLEDGE-BUILDING and SKILLS that leads to the advancement of women in the foodservice industry

21 IMPACT ON FOODSERVICE

22 20% OF PROFESSIONAL CHEFS ARE WOMEN 2015 US Department of Labor FEMALE CHEFS MAKE 28.3% LESS BASE PAY THAN THEIR MALE COUNTERPARTS 2016 study on pay by Glassdoor 4% OF FOOD SERVICE WORKERS GET ANY SORT OF PAID FAMILY LEAVE U.S. Bureau of Labor statistics FEMALE CHEFS ARE LESS LIKELY TO EARN ACCOLADES FOR THEIR WORK

23 189 TOTAL RESPONDENTS POSITION NUMBER OF YEARS IN THE INDUSTRY HOUSEHOLD INCOME GENDER Foodservice manager 47% Chef / Head cook 21% 47% 39% 52% 48% Food prep worker 1% Bartender 1% Counter attendant 0% Waiter / Waitress 1% Host / Hostess 1% Media / Publications 3% 1% 10% 12% 8% 12% 12% 2% 13% 15% 25% 6% Under AGE 1% 8% 18% 32% 30% Other 26% % ETHNICITY HOUSEHOLD DEMOS EDUCATION REGION MARITAL STATUS White Black Hispanic 4% 5% 87% 28% have children in HH Some high school 1% High school graduate 4% Some college 17% Associate s / 2-year 19% Canada 1% Midwest 25% East 20% West 28% married 65% GEOTYPE 15% significant other 20% single Asian Other 1% 3% 2.6 Average number of household members Bachelor s degree 44% Graduate degree 14% Professional degree 2% South 26% 21% 58% 22% rural suburban urban

24 Differences in PERCEPTION & REALITY of the pay gap PAY GAP ACCORDING TO WOMEN 26% Same Men $$ 74% Women $$ ACCORDING TO MEN 74% of women feel there is an income disparity compared to 60% of men 37% 3% 60% Same Men $$ Women $$ 67% of women have earned less versus 13% of men for doing the same job ACCORDING TO WOMEN 21% 79% Salary Hourly, +tips Among those surveyed, more men than women are in the top income brackets and are paid a salary ACCORDING TO MEN 9% 91% Salary Hourly, + tips

25 WOMEN believe WOMEN to be better while MEN perceive MEN to be better business leaders Both MEN and WOMEN think WOMEN are better suited for FOH Slightly more MEN believe MEN to be suited for executive chef Physical Task M Physical Task W FS Manager M FS Manager W Owners M Owners W Executive Chef M Executive Chef W FOH Hospitality M FOH Hospitality W Business Leader M Business Leader W When examining the make up of our respondents most head chefs are male & most of our FOH staff are female Men are Better Women are Better Both are Same

26 Of our responders, women 2X as likely as men to sacrifice their career for family CARETAKER Reduced work hours to care for a child / family member? 44% 18% Women make different choices to balance work & family --77% consider this a reason why women earn less Took a significant amount of time off to care for a child / family member? 40% 18% Quit your job in order to care for a child / family member? 24% 11% Turned down a promotion to care for a child/family member

27 PROFESSIONAL ASPIRATIONS ARE SIMILAR EVERYBODYWANTS TO BE RECOGNIZED IN THEIR FIELD CAREER GOALS WOMEN MEN I want to be recognized as an expert in my career field 91% 96% Females don t believe they have the same opportunity ADVANCEMENT WOMEN MEN I would like to have one more promotions 70% 66% Men and women have the same opportunity for advancement 58% 78% I hope to move up to a leadership position 65% 66% Men and women have the same opportunity for top jobs 27% 45% I hope to own my own business / restaurant someday 31% 44% More MEN aspire to own their own restaurant ASKED for a pay raise or promotion RECEIVED a pay raise or promotion 74% of women 69% of women 85% of men 84% of men Fewer WOMEN asked for a raise and fewer WOMEN received one

28 ACCORDING TO WOMEN PAY GAP We found MEN and WOMEN have different opinions on media coverage -- WOMEN think MEN receive the bulk of 49% 45% More Men More Women Same the attention, MEN think the coverage is EQUITABLE 5% ACCORDING TO MEN 45% of women say that men receive the bulk of the press & TV mentions 26% More Men When asked about awards & recognition 63% of MEN feel sexes are treated equally versus 47% of females 47% 28% More Women Same

29 SOLUTIONS

30 LEADERSHIP TRAINING programs led by women 100% Attend INDUSTRY CONFERENCES to advance your knowledge 99% Free FINANCIAL GUIDANCE for ownership 98% MENTORSHIP PROGRAMS for industry insights, guidance, and best practices 98% Free TRAINING COURSES about first-time management, operations management, or business ownership 96% More FAMILY FRIENDLY WORKPLACE allowing for maternity / paternity leave for full-time employees 96% Offer non-pay maternity with a GUARANTEED POSITION 95%

31 SENSITIVITY TRAINING associated with gender discrimination 95% 3-5 PERSONAL DAYS for female and male employees for any unexpected family illness or emergency 95% HEALTH INSURANCE for employees who work 30+ hours a week 93% Increased MEDIA RECOGNITION of females 92% PROFESSIONAL ORGANIZATIONS for women working in the industry 88% More AWARDS AND ACCOLADES given to women 85% GENDER OF APPLICANTS CONCEALED during the resume and application screening process 81%

32 PERCENTAGE OF THOSE WHO WOULD PARTICIPATE OPPORTUNITY TO ATTEND INDUSTRY CONFERENCES 100% LEADERSHIP TRAINING PROGRAMS LED BY WOMEN CURRENTLY EMPLOYED IN LEADERSHIP POSITIONS 97% MEMBERSHIP IN A PROFESSIONAL ORGANIZATION 94% MENTORSHIP PROGRAMS 92% FREE TRAINING COURSES FOR FIRST-TIME MANAGEMENT, OPERATIONS MANAGEMENT, OR BUSINESS OWNERSHIP 92% More media attention (television, radio, print, social media) given to women in the foodservice industry 81% Opportunity to speak at an industry event or conference 75% Free financial guidance to those looking to start their own restaurant 72%

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34 APPENDIX

35 98 MALE RESPONDENTS POSITION NUMBER OF YEARS IN THE INDUSTRY HOUSEHOLD INCOME AGE Foodservice manager 46% Chef / Head cook 30% 65% 45% Under 25 0% Food prep worker 0% % Bartender 0% Counter attendant 0% Waiter / Waitress 1% 1% 4% 5% 5% 7% 12% 1% 11% 16% 21% 5% % 31% Host / Hostess 0% % Media / Publications 2% Other 21% % ETHNICITY HOUSEHOLD DEMOS EDUCATION REGION MARITAL STATUS White Black Hispanic 2% 7% 87% 29% have children in HH Some high school 0% High school graduate 3% Some college 19% Associate s / 2-year 21% Canada 0% Midwest 21% East 26% West 32% married 66% GEOTYPE 15% significant other 18% single Asian Other 0% 4% 2.7 Average number of household members Bachelor s degree 41% Graduate degree 13% Professional degree 2% South 21% 14% 62% 23% rural suburban urban

36 91 FEMALE RESPONDENTS POSITION NUMBER OF YEARS IN THE INDUSTRY HOUSEHOLD INCOME AGE Foodservice manager 47% Chef / Head cook 11% Food prep worker 1% Bartender 2% Counter attendant 0% Waiter / Waitress 1% 0% 15% 19% 12% 16% 11% 26% 3% 14% 13% 30% 32% 8% Under % 12% 22% 33% Host / Hostess 2% Media / Publications 4% Other 31% % 29% ETHNICITY HOUSEHOLD DEMOS EDUCATION REGION MARITAL STATUS White Black Hispanic 7% 3% 88% 27% have children in HH Some high school 1% High school graduate 4% Some college 15% Associate s / 2-year 16% Canada 1% Midwest 30% East 14% West 23% married 64% GEOTYPE 14% significant other 22% single Asian Other 1% 1% 2.5 Average number of household members Bachelor s degree 47% Graduate degree 14% Professional degree 1% South 32% 27% 53% 20% rural suburban urban