Montgomery County Economic Development Corporation - Maryland’s Post

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Calling ALL Hispanic and Non-Hispanic Small Businesses in the State of Maryland We need your help to make sure we get accurate information for the #Maryland #DisparityStudy. Please let your voice be heard and take the Disparity Study Vendor Survey by March 31! This disparity study is conducted to determine whether there is racial and/or gender business discrimination in the markets in which the state does business – both public and private sectors. The Maryland Department of Transportation – as Maryland’s official certification agency for the state’s Minority Business Enterprise program – is partnering with MGT consulting Group to conduct a Disparity Study. Data collected from the Maryland Disparity Study Vendor Survey is critical to the success of the Study and serve as the basis as to whether we can continue to operate an #MBE Program in the State of Maryland. Please use the link below to take this survey! Remember let your voice be heard!!!! Thank you in advance for your participation! Y. Maria M. Gov. Wes Moore Marco V. Ávila, P.E. https://lnkd.in/eGDH6bUN

Very interesting facts shared by the CJI.

Chief Justice sheds light on a crucial issue: Why are there more #women in district courts but not at the top? When merit is not even an issue with women becoming judges, why do their numbers keep decreasing as seniority increases? What do you think causes this disparity? #inclusionatwork #womenempowerment #womenjudges

Addressing Sexism in the City: Moving Beyond Hand-Wringing   In 2024, sexism still plagues the City, stifling the advancement of talented women in finance. The recent MPs 6 month investigation serves as a wake-up call – change is long overdue.   Professor Geeta Nargund, Chair of The Pipeline's Board, rightfully demands more "The sad reality is that women still face unfair and unnecessary additional barriers in their pathway to the top; and the glacial pace at which gender parity on boards is improving highlights the full extent of these."   The UK's financial sector, a crown jewel of the economy, prides itself on being ahead of the curve. Yet, efforts to tackle sexism are moving at a snail's pace, as lamented by Harriett Baldwin, Chair of the Treasury Committee.   Critical recommendations from the report call for tougher legislation against sexual harassment, including banning NDAs and boosting protections for whistle-blowers. The statistics are alarming: 70% of whistle-blowers face retaliation. These recommendations are crucial for creating an inclusive & safe environment where everyone can thrive and not be fearful of standing up to sexual harassment.   We can't just talk about change; we all need to act. Banks must lead the charge in fostering inclusive cultures and holding perpetrators accountable. Regulatory bodies and the government must also play their part.   Read the full Evening Standard article here: https://lnkd.in/egyhWzr5   #GenderEquality #WomenInFinance #TimeForChange

I was reading the 2024 edition of the World Bank's "Women, Business and the Law” study, which measures the laws that affect women’s economic opportunity in 190 economies/countries. Some key findings that struck me: - Although equal opportunity laws for women have been enacted in the past decades, women still enjoy less than two-thirds of the legal rights available to men. In 37 economies, women have less than half of the legal rights of men. - The gap between legal rights and the reality is even wider. For example, 98 economies have legislation mandating equal pay for men and women for work of equal value, however only 35 economies have pay transparency measures or enforcement mechanisms to ensure the law is implemented. - Women’s safety had the worst results. Women have only a third of the legal protections they need from domestic violence, sexual harassment, child marriage, and femicide. Only 39 economies have laws in place prohibiting sexual harassment in public spaces (think of public transport!). In 139 economies, there is no adequate legislation prohibiting child marriage, which typically compromises girl’s education and economic opportunities. https://lnkd.in/giRQGz_G https://lnkd.in/gRbU7HA3

NEWS UPDATE | As the legislature marked the third and last session of the 19th Congress, a House lawmaker called on their Senate counterparts to act upon two pro-women bills pending for more than a year at the committee level. House Deputy Minority Leader Rep. Bernadette Herrera of the Bagong Henerasyon Partylist on July 19 urged senators to pass the Senate versions of House Bill No. 4479 and House Bill No. 8009. “Whenever the Senate is ready and able, the House of Representatives is ready to meet their respective contingents for HB 4479 and HB 8009 and their Senate versions,” the congresswoman said. HB 4479 seeks to amend the Labor Code to expand the prohibited acts of discrimination against women on account of sex. Meanwhile, HB 8009, otherwise known as the Expanded Anti-Violence against Women and their Children (E-VAWC) Act, aims to hold accountable those who use electronic and other means of technology in committing violence against women and children. Both bills were approved in the third and final reading by the House of Representatives and transmitted to the Senate in November 2022 and May 2023, respectively. At least three counterpart measures have been filed in the Senate for both bills, but none have seen any momentum in the committees to which they were referred. The 2024 Global Gender Gap Report by the World Economic Forum puts the Philippines in 25th place among 146 countries in narrowing gender gaps in terms of economic participation and opportunity, educational attainment, health and survival, and political empowerment.   “I am optimistic HB 4479, HB 8009, and their Senate versions will be enacted into law within the next few months,” Rep. Herrera further stated.

2016 Kcmo Disparity Report: 4. Qualitative Evidence of Race and Gender Barriers in KCMO’s Market In addition to quantitative data, the courts look to anecdotal evidence of firms’ marketplace experiences to evaluate whether the effects of current or past discrimination continue to impede opportunities for M/WBEs such that race-conscious measures are supportable. To explore this type of anecdotal evidence, we interviewed 56 participants. Most reported that, while progress has been made in reducing barriers on the basis of race and gender, significant inequities remain obstacles to full and fair opportunities. M/WBE contract goals remain necessary to level the playing field. • Discriminatory attitudes and negative perceptions of competence: Many minority and female owners reported that agencies and other firms display negative attitudes about the competency and professionalism of minorities and women. The assumption is that minority firms are less qualified. Women faced continuing sexist remarks and conduct. • Obtaining work on an equal basis: There was unanimous agreement that annual and contract goals remain necessary to level the playing field and equalize opportunities. M/WBEs sought the right to compete on a fair and equal basis. Without goals, M/WBEs believed they would be shut out of KCMO’s and the overall Kansas City area market. .Only a handful of Kansas City area large firms apply the same process for private sector work as they do for government projects with goals. Minorities who spoke up about discrimination faced retaliation. Prime contracts were especially difficult to obtain. M/WBEs that did receive prime contracts sometimes felt they were subjected to a double standard. Some WBEs reported that unions were another source of discrimination.

Invest in women: Accelerate progress! #IWD2024   Women make up half of the population. Yet they make up less than half of policing in the UK. In some Forces, men outnumber women 63% to 37% at entry level.   This gap widens as you climb the promotion ladder!   Representation at all ranks and grades matters! It matters because a representative police service can lead to improved understanding and empathy: When #police officers come from diverse backgrounds reflecting the communities they serve, they have a better understanding of cultural nuances, experiences and concerns. This understanding helps them approach situations with empathy and reduces the likelihood of biased or discriminatory actions. A representative police service builds trust and cooperation with the community. When community members see police officers who look like them and share similar cultural backgrounds, they are more likely to feel comfortable seeking help, reporting crimes and supporting the investigation process, which improves the effectiveness of policing.   Our #CrossingtheLine project helps organisations take the temperature of their internal culture in relation to #sexism and #misogyny. This must include an improvement in female progression to close the gender gap and achieve more balance in power.   The pace of change remains ridiculously slow.   To achieve an effective policing response to male violence against women and girls – internal policing culture must improve. Gender balance of power and effective leadership (at all levels) is crucial.   DM me for more info or visit www.leadingconfidently.com