problems related to unequal opportunities or the difference between and women's occupations and salaries
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In 2016, the #MeToo movement exploded in the media, bringing the issue of sexual harassment into the public consciousness and inflaming discourse around the treatment of women all over the world. The movement, which had been brewing for more than a decade, exposed hundreds of instances of workplace sexual abuse and brought to light the gendered power struggles that pervade American technology, entertainment, and corporate culture. In unison with #MeToo, many women have begun to speak publicly about their experiences in the workplace and demand equality. Recent lawsuits involving Microsoft and Nike provide examples of two high-profile corporations where female employees have sued for gender discrimination, alleging pay inequities and the lack of advancement opportunities for women. In response, initiatives such as the White House Equal Pay Pledge and Paradigm for Parity have been created in an attempt to level the playing field for women in the workplace, making it clear that aligning policy with practice is a necessary step in solving such problems.
While these cases highlight the unquestionable importance of addressing workplace culture and gender inequalities, they also have serious implications for female college students who are preparing to enter the work force. For colleges and universities, the question of how to prepare female students for the realities of their professional futures is paramount. In their discussion of the “Evolution of Career Services in Higher Education,” Farouk Dey and Christine Cruzvergara noted that higher education is in a “new era of employability accountability” during which the “assessment focus will continue to be about first destinations and lifelong professional outcomes.”1 When we compare both the first destinations and the lifelong professional outcomes for women and men, there are some notable disparities. First of all, women earn less than men at every stage of their career and despite their level of education, according to the U.S. Department of Labor Women’s Bureau. In fact, “women need a Doctoral or Professional degree to make more than men with a Bachelor’s degree.”2 Women are underrepresented in top occupational fields such as engineering, where they comprise only 13 percent of the work force.3 When it comes to leadership, women make up only 6 percent of Fortune 500 chief executives.4 These are a few of the harsh realities facing college-educated women as they enter the work force.
This article looks at the factors that shape college-educated women’s careers as they prepare to enter the work force and the role of higher education in positioning female students for lifelong professional success.
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