Appointee Profile: Lauren Allen
Lauren was appointed to the Board of Trustees of City Trusts in Kansas City, Missouri. She is a graduate of Philander Smith College with a degree in English and received her Juris Doctor from the University of Georgia School of Law.
“I think it’s critical that more women serve on public boards and commissions. I have a two-year old daughter and it’s important that she have women in her community to serve as role models.” – Lauren Allen
Lauren was appointed to the Board of Trustees of City Trusts in Kansas City, Missouri. She is a graduate of Philander Smith College with a degree in English Literature and received her Juris Doctor from the University of Georgia School of Law. She also holds a Masters of Law (LL.M) from American University Washington College of Law.
Lauren Allen
Her law career has led her to Washington D.C., Baltimore, Annapolis and now to Overland Park, Kansas where she works as a Litigation Associate for UnitedLex Corp.
Lauren has a heart for service, she is a Hope House volunteer with several area organizations and participates as a Big Sister in Big Brothers Big Sisters of Kansas City. She also provides feminine products to women in need, a necessity that is often overlooked. Lauren is passionate about education, especially literacy, and enjoys working with young people. Lauren has a Youtube channel called “The Dope Librarian” where she records book reviews and covers topics that align with the book.
Women’s Foundation Applauds Senate Rule Change To Allow Parents to Bring Children Onto Senate Floor
Kansas City, Mo – The Women’s Foundation today applauded the United States Senate for making the family-friendly decision to allow senators to bring children under the age of one onto the Senate floor.
Kansas City, Mo – The Women’s Foundation today applauded the United States Senate for making the family-friendly decision to allow senators to bring children under the age of one onto the Senate floor.
Illinois Senator Tammy Duckworth, who recently gave birth to a daughter, proposed the rule change and Senator Roy Blunt helped move it forward as Senate Rules Committee Chairman.
“Work life balance is critical for new mothers, especially for someone who works in such a demanding field like Senator Duckworth. We commend Senator Duckworth for proposing this family-friendly resolution and thank Senator Blunt for moving this flexible workplace policy forward. Our research shows that many women and their families are held back by outdated workplace practices that don’t reflect the challenges of our lives today. We urge Congress to continue this progress by supporting even more expanded flexible workplace practices – especially paid family and medical leave.”
Women’s Foundation is a strong supporter of flexible workplace practices, including paid family and medical leave. The U.S. is the only industrialized country in the world that lacks a nationwide paid family leave program. To learn more about the Women’s Foundation’s work to promote family-friendly policies such as paid leave visit www.womens-foundation.org.
Appointee Profile: Cynthia Hopp
Cynthia is a First Grade teacher at a dual language public school in Topeka, Kansas and has been teaching for eight years. She is currently pursuing a Masters of Educational Leadership at Kansas State University.
“As an educator I am passionate about helping my students achieve their goals, and with the help of the Appointments Project™ I am able to make an even larger impact in the lives of people in my community.
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Cynthia was appointed to the Human Relations Commission in Topeka, Kansas. She a is a First Grade teacher at a dual language public school and has been teaching for eight years. She is currently pursuing a Masters of Educational Leadership at Kansas State University.
Cynthia is a member of the Minority Leadership Academy and a Kagan Cooperative Learning instructional coach. After school hours, she volunteers her time to teach a Spanish language class to the parents of her students. Cynthia saw a need for the class and worked with her colleagues to make the class possible.
With an evident passion for education and volunteering, Cynthia enjoys helping people achieve their goals.
Cynthia is married to Kevin Hopp and is the mother of two children Mikaela and Mauricio. In her spare time, she enjoys learning how to play the cello, meditating, and doing yoga.
Women’s Foundation Statement on the House Investigative Committee Report
Jefferson City – The Women’s Foundation today condemned the sexual violence and abuse described in sworn testimony to the Missouri House Special Investigative Committee on Oversight. Women’s Foundation President & CEO Wendy Doyle made this statement:
Jefferson City – The Women’s Foundation today condemned the sexual violence and abuse described in sworn testimony to the Missouri House Special Investigative Committee on Oversight. Women’s Foundation President & CEO Wendy Doyle made this statement:
“The abuse described in the Committee report is horrifying and inexcusable. Sexual violence is unacceptable and can never be tolerated. We also know that it’s often underreported because victims are afraid of being discredited or disbelieved. That’s why all of us have a responsibility to speak out and condemn sexual violence – wherever it exists and regardless of who perpetrates it.
This has nothing to do with politics; it’s about sending a message to all women that sexual abuse won’t be tolerated, that victims will be believed, and that the era of impunity is over. As an organization dedicated to promoting equity and opportunity for all women, we urge the Governor to step aside for the good of the state, the victim, and everyone affected.
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Four Ways Employers Can Bridge the Pay Gap
It is a shocking reality that in 2018, more than a half century after the passage of the Equal Pay Act, women are still not paid equally for equal work. Equal Pay Day marks the day when women’s wages “catch up” to those of men, demonstrating how much longer – and harder – women have to work just to make the same amount as their male counterparts.
Written By Wendy Doyle, Women's Foundation President & CEO
It is a shocking reality that in 2018, more than a half century after the passage of the Equal Pay Act, women are still not paid equally for equal work. Equal Pay Day marks the day when women’s wages “catch up” to those of men, demonstrating how much longer – and harder – women have to work just to make the same amount as their male counterparts.
This year, in the wake of the #MeToo movement that exposed pervasive sexual harassment in nearly every industry, Equal Pay Day is another reminder that more work must be done to combat discrimination and ensure equity and opportunity for all women.
The pay disparity starts almost as soon as women enter the workforce and widens over time – robbing women of hundreds of thousands of dollars in earnings, undermining their financial independence and weakening our economy. That means women in Missouri who work full-time, year-round, earn just 78 cents for every dollar earned by men. In Kansas, the number drops to 77 cents on the dollar.
Equally troubling is the fact that last year, while the overall pay gap narrowed, women of color continued to face wide disparities, and Black women even saw their wages decline. Today, Black women still make just 63 cents and Latinas are paid just 54 cents for every dollar paid to white, non-Hispanic men.
As an organization that uses research to understand this challenge, we believe everyone has a role to play in being part of the solution.
In 2016, the Women’s Foundation developed a set of pay equity best practices guidelines with three simple steps employers could take to identify and combat pay disparities. This year we’re adding one more, in light of the mounting evidence that sexual harassment has a negative impact on women’s career paths and earnings.
Here are four steps employers can take right now to close the gender pay gap:
Self Audit Pay Disparities: First, we encourage employers to take an unflinching look at the status quo by collecting data and examining whether gender-based pay disparities exist.
Evaluate Your Pay System: Employers should also examine specific job categories. For example, are “human resource managers” (who tend to be women) being paid less than “information technology managers” (who are predominantly men)?
Promote Pay Transparency: In many companies, discussions about compensation in the workplace are stigmatized – or even banned outright. This needs to change. Making salary ranges and compensation packages more transparent can help combat the pay gap and empower employees to negotiate for higher pay.
Rid your workplace of sexual harassment. While not included in our initial set of pay equity best practices, a growing body of research indicates that victims of sexual harassment take a hit to their careers – and their earnings. Employers have a responsibility to create a safe and professional workplace where sexual harassment and discrimination are clearly defined and never tolerated.
The reasons for the pay gap are complex, but these nuances cannot be an excuse for inaction. Women and their families simply cannot afford wait decades for the wage gap to close.
Women make up 47 percent of the workforce, we outnumber men on college campuses, and recent estimates indicate that 42 percent of mothers are the sole or primary breadwinner for their families. Equal pay for equal work shouldn’t be a lot to ask.
The good news is that there’s reason to believe employers and policymakers are getting serious about tackling this challenge.
Forward-looking companies like Starbucks are taking bold action to narrow and even eliminate the gender pay gap among their employees.
The American Association of University Women is doing vital work equipping women with the tools they need to negotiate higher salaries. And states and cities across the country are prohibiting employers from asking about an applicant’s salary history in an effort to break the cycle in which pay inequities can follow women throughout their careers.
These combined efforts have a real chance to move the needle and close the pay gap once and for all.
Together, we can close the gender pay gap, boost family incomes, and empower financially-independent women to drive the next chapter of economic growth.
Women’s Foundation Releases Updated Data on Gender Wage Gap, Encourages Employers To Adopt Equal Pay Best Practices
Kansas City, Mo. – Ahead of Equal Pay Day on April 10th, the Women’s Foundation is encouraging employers to implement equal pay best practices to ensure gender pay parity among their employees. An updated analysis from the Women’s Foundation and the University of Missouri Institute of Public Policy shows women in Missouri who work full-time, year-round, earn 78 cents for every dollar earned by men.
Latest Data Shows Earnings Ratio by County
Kansas City, Mo. – Ahead of Equal Pay Day on April 10th, the Women’s Foundation is encouraging employers to implement equal pay best practices to ensure gender pay parity among their employees. An updated analysis from the Women’s Foundation and the University of Missouri Institute of Public Policy shows women in Missouri who work full-time, year-round, earn 78 cents for every dollar earned by men.
The Equal Pay Best Practices encourage employers to self audit pay disparities, evaluate their pay systems and promote pay transparency. Additionally, Women’s Foundation urged employers to rid their businesses of sexual harassment. Recent research indicates victims of sexual harassment not only suffer professionally but also financially.
“While some progress has been made to narrow the pay gap, we know there’s more work to do – especially for women of color who are still paid far less than men for the same work,” said Wendy Doyle, Women’s Foundation President & CEO. “Our Equal Pay Best Practices can help employers lead the way with research-informed solutions designed to close the pay gap and promote equity for all women. Women and their families simply cannot afford wait decades for the pay gap to close. And with a sustained effort by all of us, they won’t have to.”
The Women’s Foundation promotes research-informed solutions to close the gender pay gap and help America’s working families. Last year, U.S. Census data showed that while the female-to-male earnings ratio climbed to a record 80.5 percent, women of color continue to face significant disparities. Black women are typically paid 63 cents and Latinas are paid just 54 cents for every dollar paid to white, non-Hispanic men.
In Missouri, data compiled by the University of Missouri Institute of Public Policy shows that the gender pay gap is widest in the following Missouri counties: Reynolds, Ste. Genevieve, Douglas, Pemiscot, Carroll, Bollinger, St. Clair, Clinton, Lincoln, and Chariton.
While some communities are still struggling with pay equity, there are some counties in Missouri that are showing progress including DeKalb, Putnam, Osage, Stone, Daviess, Camden, Texas, Pike, Carter, and Ozark.
“The pay gap is a complex problem – and everyone has a role to play in being part of the solution: individual women negotiating for higher pay, employers following best practices, and policymakers prioritizing equity and opportunity for all workers,” continued Doyle.
Complete county-by-county data for Missouri is available here.
To learn more about how the Women’s Foundation is working toward equal pay for equal work visit their website.
Women’s Foundation promotes equity and opportunity for women of all ages, using research, philanthropy and policy solutions to make meaningful change. More information about the organization can be found at www.Womens-Foundation.org.
Appointee Profile: Tracee Adams
Tracee Adams, a financial services professional, serves on the Wichita Police and Fire Retirement Board or Trustees, where, until most recently, she was the only non-staff woman on the board.
“Until a recent new appointment, I was the only non-staff woman on the board, and it’s critical that there be a woman’s perspective. I volunteered for many years but would not have thought about applying for a public board without the work of the Women’s Foundation and the Appointments project. I think it’s so important that more women get involved with civic leadership because when women’s voices are heard, everyone benefits.”
Tracee Adams, a financial services professional, serves on the Wichita Police and Fire Retirement Board or Trustees, where, until most recently, she was the only non-staff woman on the board.
First appointed to the board in December 2017 to finish out a vacant term, Tracee was re-appointed on March 9th, 2018 through the Women’s Foundation’s Appointments Project, which aims to remove barriers for women to serve in civic leadership positions and increase the number of women serving on civic boards and commissions so that they are more reflective of the communities they serve.
An experienced financial services professional, Tracee worked as a financial advisor for Morgan Stanley Wealth Management in Wichita, helping assess the financial needs of individuals, companies and non-profit organizations. Prior to her work with Morgan Stanley, she was a financial advisor for NYLIFE Securities and a producer with New York Life Insurance Company. Most recently and currently, Tracee is the president and founder of her newly form Investment & Wealth Management firm – Hawthorn Capital LLC.
Tracee is active in her industry and in her community, having served, on the Governance Board of Directors of KANSEL as the President and Treasurer and on the Leadership Board of Network Kansas Wichita E-Communities. Member & Chamber Ambassador of the Wichita Regional Chamber of Commerce, She is a past Circle of Red Member of the American Heart Association and on currently sits on the Board of Trustees of the Urban League of Kansas, as treasurer. A member of the Junior Achievement of Kansas –Wichita, as board member and volunteer in the classroom and co-chair of the 2018 Hall of Fame In 2016. She was recognized as a Women in Business honoree by the Wichita Business Journal. She is the host of the radio show –The VIP Club on KSUN Radio - FM 104.9 where she discusses, financial concepts, economics and entrepreneurship.
Tracee graduated with a B.S. from the University of Maryland and has multiple securities licenses through the Financial Industry Regulatory Authority and the CFEI designation, through the National Financial Education Council.
Tracee is married to Eric Adams Sr., they are proud parents of two sons, Eric Jr and Xzavaier Adams. As a family they enjoy sporting events and supporting the Arts.
Decision to Set Aside Workplace Arbitration Bill is a Win for Missouri Women
The Women’s Foundation today applauded Missouri legislators for shelving legislation that would have made it harder for victims of sexual harassment to access the courts. Women’s Foundation worked to educate policymakers about the risks of this proposed legislation.
JEFFERSON CITY, Mo – The Women’s Foundation today applauded Missouri legislators for shelving legislation that would have made it harder for victims of sexual harassment to access the courts. Women’s Foundation worked to educate policymakers about the risks of this proposed legislation.
“Our work fighting sexual harassment is centered on developing policies that create safe and healthy work environments for both employees and employers. This legislation would have silenced victims and made it harder to combat the epidemic of sexual harassment in Missouri. We thank Missouri legislators for listening to our concerns and shelving this harmful bill.
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In December, Women’s Foundation issued a set of recommendations to combat sexual harassment in the Kansas Legislature, including banning arbitration and limiting mediation in sexual harassment cases. The Women’s Foundation is also partnering with Missouri Attorney General Josh Hawley on a comprehensive review of existing discrimination and harassment policies in the Capitol and across state government.
The Women’s Foundation promotes equity and opportunity for women of all ages, using philanthropy, research and policy solutions to make meaningful change. More information about the organization can be found at www.Womens-Foundation.org
6 Ways Women Are Making History By Making Change
This Women’s History Month, we are celebrating the ways women today are making history by stepping up to make change in their communities, at their workplaces, and in the halls of power.
For 25 years, the Women’s Foundation has been dedicated to working for change by commissioning research, developing solutions and getting results for women of all ages.
This International Women's Day, we are celebrating the ways women today are making history by stepping up to make change in their communities, at their workplaces, and in the halls of power.
1. We’re stepping up to lead in unprecedented numbers
This year marks the first time in history that the percentage of women in state legislatures has surpassed 25 percent, a number that is sure to rise after the 2018 elections – when a record number of women will be on the ballot.
We are also seeing more and more women step up to lead locally. Since 2014, our Appointments Project™ has helped more than 80 women gain appointments on public boards and commissions across Missouri and Kansas.
This is good news, because research shows that women leaders sponsor more bills, pass more laws, and send their districts more money than their male counterparts.
2. We’re banding together to dismantle injustice and harassment
Over the past year, women across the country have banded together to expose and confront sexual harassment and discrimination – and change the attitudes and culture that perpetuate them.
The #MeToo movement has been a reminder of the power of women’s voices – and the Women’s Foundation has worked to make sure policymakers in Kansas and Missouri are listening. Leaders in both states have taken steps to rid their state capitals of sexual harassment, a testament to the courageous women who spoke up and demanded to be heard.
3. We’re recognizing that none of us can truly move forward if we leave some women behind.
As women, we’re recognizing that while we’ve made significant progress toward equality, that progress has not been shared equally.
Women of color, women with disabilities and women who are lesbian, bisexual or trans continue to face steep barriers to equity and opportunity – barriers that we have a joined obligation to recognize and dismantle.
For example, recent Census data showed that while the overall pay gap is now the smallest it’s ever been – but Black women saw their wages decline. Today African-American women on average make only makes 63 percent of what a man is paid.
The growing awareness of how women’s identities intersect and exacerbate these disparities is a critical step towards making sure we fight for equity for all women – regardless of race, color, creed, sexual orientation or background.
4. We’re making changes that will benefit everyone
The push for paid medical and family leave is a prime example of how women are leading the charge for reforms that will benefit everyone.
While women are still more likely to take paid leave following the birth or adoption of a child, paid leave programs are shown to help families and employers alike by reducing turnover and boosting productivity.
Since California implemented a statewide paid leave program, the number of men taking bonding leave has increased by more than 400 percent.
5. We’re driving a new entrepreneurial boom.
Women are starting businesses at double the rate of our male counterparts. In the United States, 36 percent of all businesses are owned by women, an increase of six percent from 2007. And an amazing 78 percent of the 3.5 million increase in women-owned firms between 2007 and 2016 are owned by women of color.
Removing the occupational licensing barriers that prevent women from becoming entrepreneurs will further empower women to open their own businesses and pursue more rewarding, flexible careers – getting us one step closer to equity.
6. We’re just getting started
From suffragettes to the Freedom Riders, women have always been change-makers. Today we continue to be on the frontlines of the push for progress, and we’re just getting started.
Effort to Appoint More Women to Public Boards Expands in Kansas
In addition to the state government of Kansas, the Appointments Project is now operating in 11 municipalities including Abilene, Atchison, Eudora, Merriam, Olathe, Pittsburgh, Shawnee, Topeka, Wichita, Johnson County and the Unified Government of Wyandotte County and Kansas City, Kansas.
Eleven Kansas municipalities are now participating in the Women’s Foundation’s Appointments Project™
Wichita, Kan. – An innovative program to increase the number of women serving on state and local boards and commissions, now serving eleven Kansas municipalities, held a live training in Wichita. The live hands-on training, hosted by the Women’s Foundation as part of their Appointments Project™, was designed for Kansas residents who are interested in serving on a board or commission.
Started in 2014, the Appointments Project partners with state and local leaders to increase the number of women serving on public boards and commissions in Missouri and Kansas. In just four years, the Appointments Project™ has successfully placed more than 80 women on publicly-appointed boards and commissions throughout Missouri and Kansas.
“In 2014 we commissioned a study into the reasons women don’t become civically engaged and too often, the answer was simple: they weren’t being asked,” said Wendy Doyle, Women’s Foundation President & CEO. “That’s why we created the Appointments Project, and we’ve been thrilled with the response."
In November, the Women’s Foundation announced a partnership with the League of Kansas Municipalities, Kansas State University Extension and the Kansas Health Foundation to further expand into the state of Kansas.
In addition to the state government of Kansas, the Appointments Project is now operating in 11 municipalities including Abilene, Atchison, Eudora, Merriam, Olathe, Pittsburgh, Shawnee, Topeka, Wichita, Johnson County and the Unified Government of Wyandotte County and Kansas City, Kansas.
Media Inquiries:
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