Nearly 50,000 Federal Employees in Missouri and Kansas to Gain Parental Leave Under Bipartisan Agreement

Women’s Foundation commends bipartisan agreement that would provide first major benefit expansion for federal workers since the 1993 Family and Medical Leave Act

KANSAS CITY — The Women’s Foundation today commended a bipartisan agreement, expected to be approved by the U.S. House of Representatives today, that would provide 12 weeks of paid parental leave to federal employees, benefiting nearly 50,000 workers in Missouri and Kansas.

The agreement at the federal level builds on successful efforts by the Women’s Foundation to provide paid parental leave to nearly all state employees in Missouri and Kansas. The Women’s Foundation worked with state officials in both states to provide six weeks of state-funded paid parental leave to nearly 100,000 state workers.

"No one should have to choose between caring for a child and paying the bills, and this bipartisan agreement is a milestone in the effort to expand paid family leave to all families,” said Wendy Doyle, President & CEO of the Women’s Foundation. “Our research has shown that paid family leave improves productivity, reduces turnover, and lowers reliance on public assistance. Paid family leave strengthens businesses and families alike, and we commend the Trump administration and Congress for coming to an agreement that will benefit nearly 50,000 federal employees in Missouri and Kansas and millions more across the country. Over the past several years, the family-friendly policies we championed here in the heartland have helped spur a national movement towards paid family leave that is benefiting families from coast to coast.”

The 2020 National Defense Authorization Act would provide 12 weeks of paid parental leave for all federal employees who have worked in the government for at least a year, the first major benefit expansion for federal workers since the 1993 Family and Medical Leave Act. According to the U.S. Office of Personnel Management there are 33,377 federal civilian employees in Missouri and 15,672 in Kansas.

Women’s Foundation research, commissioned in partnership with the University of Missouri Institute of Public Policy, found that paid family leave programs prevent families from falling into poverty, reduce reliance on public assistance, recruit and retain talented employees, and increase worker productivity.

The Women’s Foundation’s Paid Leave Policy Research Brief is available here.

Women's Foundation Celebrates One Year Since the Passage of Paid Parental Leave in Kansas

More than 500 state employees have taken paid parental leave since signing of executive order 

KANSAS CITY — The Women's Foundation is celebrating the one-year anniversary since the state of Kansas implemented paid family leave for state employees. Since Kansas instituted the policy in November 2018, 502 state employees have taken paid parental leave, with that number equally divided among women and men. 

Last year, Kansas joined 14 states and the District of Columbia that provide paid parental leave to all or some of their workforce: Arkansas, California, Delaware, Indiana, Maryland, Massachusetts, Minnesota, Missouri, New York, Ohio, New Jersey, Rhode Island, Virginia, and Washington.

“Paid family leave has real and far-reaching benefits for families and businesses,” Wendy Doyle, Women’s Foundation President & CEO, said. “Allowing people to care for children and loved-ones without sacrificing their income is a win-win – strengthening families, strengthening businesses, and growing the economy. We thank Governor Laura Kelly for continuing this commonsense and fiscally responsible policy that’s making a positive impact for families across the Sunflower State.”

“Our state employees work tirelessly to provide the quality public services Kansas taxpayers deserve. We've seen firsthand how paid family leave makes for a more productive, efficient state workforce that benefits all Kansans,” Governor Laura Kelly said. “We're proud to be continuing a policy that has such tremendous benefits for state workers and their families while also benefiting taxpayers.”

Women’s Foundation research, commissioned in partnership with the University of Missouri Institute of Public Policy, found that paid family leave programs prevent families from falling into poverty, reduce reliance on public assistance, recruit and retain talented employees, and increase worker productivity.

Expanding access to paid leave has been a top priority of the Women’s Foundation, which has worked with policymakers in both Kansas and Missouri to provide research on the benefits of paid family and medical leave.

The Women’s Foundation’s Paid Leave Policy Research Brief is available here.

###

The best way to “be the change,” is by being a changemaker by Lauren Allen

Lauren Allen 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. In 2018, Lauren was appointed to the Board of Trustees of City Trusts in Kansas City, Missouri.

Growing up, I was lucky to be surrounded by fierce, strong, empowered women like many of the women who support the Women’s Foundation, and like my mother.

My mother taught me that no room was too big…. no goal too ambitious… no barrier too high. She showed, through her example, what it takes to navigate male-dominated fields and make your voice heard.

When I first had the thought about joining a board, I had the support of family and colleagues and that propelled me forward. However, I did not have the knowledge necessary to navigate the board process.

But thanks to the Women’s Foundation and the Appointments Project, I didn’t have to go it alone. And you don’t have to either.

Learning about the Appointments Project, I was excited to have someone help me bridge the gap between civic leadership opportunities and the skills I possessed.  

Civic boards and commissions play a vital role in shaping policy – from economic development and infrastructure, to child welfare and the arts. I serve on the Board of City Trusts, which oversees all the property that has been entrusted to the city.

As a first-time board member, I was so grateful to have the Appointments Project as a partner to help me navigate the process every step of the way.

Serving on the Board of City Trusts has given me access to a new network of leaders – from city planners to architects – and that has brought fresh opportunities my way. 

I have the opportunity to showcase not only my skills and expertise, but I also have the added value of having the voices of women heard.

It is important that the boards making up our cities are reflective of the citizens that represent it.

Even more than that, these boards provide access to networks and leadership opportunities that women have too often been denied.

So my advice to any of you here who’s thinking of applying for a public leadership role: don’t wait, go for it now. Do the research to find a board that interests you and see where you can be of service. You can apply for the Appointments Project online, right from your phone. It only takes a few minutes.

Our neighborhoods and government will be better and stronger because more women will be at the table – using your voice and your power to make positive change.

Kansas City’s New Salary History Ban to Combat the Pay Gap Will Take Effect on October 31st

The Women’s Foundation advocated for the reform to promote gender pay equity

KANSAS CITY – In a milestone for efforts to combat the gender pay gap, Kansas City’s new salary history ban will take effect this Thursday, October 31st. Sponsored by Councilman Scott Wagner and passed unanimously by the Kansas City Salary Council in May 2019, Ordinance No. 19038 bans employers from asking about a job applicant’s salary history.

“This ordinance is a great step toward breaking the cycle of pay inequity and ensuring women aren’t held back or discriminated against because of their previous salaries. Women in Kansas City are paid just 79 cents for every dollar earned by men, and women of color face even wider pay disparities – undercutting their economic potential and weakening our economy," said Wendy Doyle, Women’s Foundation President & CEO. "We’re so proud that Kansas City has embraced solutions to empower women in the workplace with policies like paid family leave and salary history bans. No woman should be denied equal pay for equal work just because her last job paid her less than her male colleagues.”

Under the ordinance, employers located in Kansas City, Missouri with six or more employees are prohibited from: 

• Inquiring about the salary history of an applicant for employment; or

• Screening job applicants based on their current or prior wages, benefits, or other compensation, or salary histories, including requiring that an applicant’s prior wages, benefits, other compensation or salary history satisfy minimum or maximum criteria; or

• Relying on the salary history of an applicant in deciding whether to offer employment to an applicant, or in determining the salary, benefits, or other compensation for such applicant during the hiring process, including the negotiation of an employment contract; or

• Refusing to hire or otherwise disfavor, injure or retaliate against an applicant for not disclosing his or her salary history to an employer.

Individuals who believe an employer has violated this new ordinance and wishes to file a complaint can contact the Civil Rights Division of the city’s Human Relations Department. Online forms are available at: https://www.kcmo.gov/city-hall/departments/human-relations/filing-a-discrimination-complaint-civil-rights-division

In Kansas City, the overall gender pay ratio is 79 percent (a 21 percent gap). In Missouri and Kansas overall, women are paid 78 cents and 77 cents, respectively, for every dollar made by men. 

Women nationwide are typically paid 80 percent of what men are paid, but women of color face pay disparities that are far wider. The gender pay gap widens to 61 cents for Black women, 58 cents for Native American women and 53 cents for Latinas. 

Last year, the Women’s Foundation joined the American Association of University Women (AAUW) and Mayor Sly James to announce AAUW Work Smart in Kansas City, the first phase of a large-scale initiative to help close the gender pay gap by empowering 1 million women to successfully negotiate their salary and benefits across Kansas and Missouri.

In 2015, Women's Foundation developed pay equity best practices in partnership with the University of Missouri. The Pay Equity Best Practice Guidelines seek to improve standards for pay equity and achieve measurable results with best practices for employers in both the private and public sectors.

The full report and guidelines are available at http://www.womens-foundation.org/equal-pay

###

Scary Truths About the Wage Gap

What if there were a gender wage gap for trick or treaters? Share and help us build a world where these little girls never have to deal with the real thing. #EqualPayNow

Women’s Foundation Applauds Sedgwick County Commission’s New Appointments Policy

New policy advances the goals of the Appointments Project®, which works to increase diversity and effectiveness of civic boards.

SEDGWICK COUNTY, Kan. – The Women’s Foundation today applauded the Sedgwick County Commission for adopting a new process for at-large board appointments to encourage diversity, ensure transparency for the appointment process, and raise community awareness. The new policy advances the goals of the Appointments Project®, created by the Women’s Foundation to increase the gender diversity of civic boards and commissions.

Women interested in serving on a board or commission in Sedgwick County can apply at: https://www.appointmentsproject.org/kansas/

Requested by Commissioner Lacey Cruse, the policy clarifies how at-large board appointments are promoted, applied for, reviewed, and considered by the Board of County Commissioners. Cruse said she wanted a larger number of applicants and for the board to accurately reflect the demographics of the county. 

“We are happy to see leaders like Commissioner Lacey Cruse take the initiative to improve the appointments process and increase the diversity of civic boards and commissions,” said Wendy Doyle, President & CEO of the Women’s Foundation. “Civic boards and commissions should reflect the communities they serve, and our research shows that a commitment to diversity not only boosts public trust – it also improves effectiveness and outcomes for everyone.” 

Increasing the representation of women on public boards and commissions has been a top priority of the Women’s Foundation, which created the Appointments Project® to help women navigate the appointment process and engage elected officials to make appointments that reflect their communities.

The Sedgwick County Commission’s new appointments policy arrives in the wake of Governor Laura Kelly’s commitment to gender diversity and closing the leadership gap in Kansas. Gov. Kelly has appointed more than 100 women to boards, commissions, and the judiciary since she took office in January. 

More information on the Appointments Project® is available at: http://www.appointmentsproject.org 

###

Appointee Profile: Sherri Wattenbarger

“I’m honored to be joining the Kansas Board of Healings Arts, and I’m grateful to Governor Kelly and the Appointments Project for this opportunity to serve my community and advance the health of Kansas families.”

---

Sherri Wattenbarger was appointed to the Kansas Board of Healing Arts by Governor Laura Kelly. Sherri currently works as a federal government attorney. Previously, she was a law clerk to the Honorable Pasco M. Bowman II, of the 8th U.S. Circuit Court of Appeals. Wattenbarger received a Juris Doctor from the University of Missouri-Kansas City School of Law, and graduated first in her class. In 2011, she was named Woman of the Year by the Association of Women Lawyers of Greater Kansas City, and in 2012 she was awarded the U.S. Attorney General’s Award for Community Service as well as the Women’s Justice Award for Public Service by “Missouri Lawyer’s Weekly.” 

Wattenbarger has served – and is currently serving – on several advisory boards and commissions related to law. She holds a bachelor’s degree in political science from UMKC and a J.D. from UMKC Law.

Sherri Wattenbarger Appointed to the Kansas Board of Healing Arts by Governor Laura Kelly through the Appointments Project®

Wattenbarger will fill one of the three seats occupied by members of the general public.

FOR IMMEDIATE RELEASE
October 16, 2019

KANSAS CITY -- The Women's Foundation today praised Kansas Gov. Laura Kelly’s appointment of Sherri Wattenbarger to the Kansas Board of Healing Arts through the Appointments Project®. 

The Kansas Board of Healing Arts regulates 16 different healthcare professions in the state and ensures that healthcare professionals meet and maintain certain qualifications in order to protect the public from incompetent practice, unprofessional conduct and other prescribed behavior by individuals who have been credentialed to practice in Kansas.

“We're so proud to see Sherri Wattenbarger appointed to the Kansas Board of Healing Arts through the Appointments Project," said Wendy Doyle, President and CEO of Women’s Foundation. “The Kansas Board of Healing Arts plays an important role in health policy, and it’s crucial that women are represented in these positions. We’re grateful to Governor Kelly for her continued leadership and support for the Appointments Project, which has been able to give so many women the tools they need to make their voices heard in leadership positions across the state.” 

“Sherri is a diligent, thoughtful professional, and she understands the importance of the Board of Healing Arts’ mission. I know she will work hard to ensure that Kansas families feel safe and secure when visiting their local healthcare professionals. We are fortunate to have her on the team," Governor Laura Kelly said.

“I’m honored to be joining the Kansas Board of Healings Arts, and I’m grateful to Governor Kelly and the Appointments Project for this opportunity to serve my community and advance the health of Kansas families,” said Wattenbarger. 

Wattenbarger, Overland Park, currently works as a federal government attorney. Previously, she was a law clerk to the Honorable Pasco M. Bowman II, of the 8th U.S. Circuit Court of Appeals. 

Established by the Women’s Foundation in 2014, the Appointments Project works to empower women and strengthen communities by increasing the gender diversity of civic boards and commissions. Through a landmark study, the Women’s Foundation identified the barriers causing women to be underrepresented on public boards and commissions, and established the Appointments Project to increase the number of women serving. To date, the Appointments Project has helped appoint more than 115 women to civic boards and commissions in Missouri and Kansas. 

The Women’s Foundation advances all women’s economic and civic leadership. We envision a world where all women are empowered to strengthen America’s economy and democracy. Learn more at: http://www.womens-foundation.org/.

###

Appointee Profile: Robin Wenneker

Robin is joining the Missouri Coordinating Board for Higher Education

“The Appointments Project inspired me to apply for this position, and I’m so glad I did. Higher education is a passion of mine, and it’s so important for women to have a seat at the table where these decisions are made. Serving on the Coordinating Board for Higher Education has been a tremendous honor, and I’d encourage any woman with an interest in public service to raise their hand to serve.
”

Robin Wenneker was appointed to serve on the CBHE by Gov. Mike Parson in August 2019. Wenneker is the managing partner for her family-owned multi-county property management company with farm, rental and raw land holdings. She brings extensive involvement in the community to her position, serving on the University of Missouri College of Agriculture’s Food and Natural Resources Foundation, the University of Missouri Alumni Association, Assistance League of Mid Missouri, Children’s Grove, and the Columbia Housing Authority.

Wenneker holds a bachelor’s degree in administrative management from the University of Missouri, and a master’s degree in business administration from Washington University.

How to Negotiate Your Next Raise: Tips from Pay Negotiation Trainer, Von Dodderidge

In 2018, the Women’s Foundation worked with AAUW to bring their Work Smart salary negotiation program to the heartland for the very first time. Von Dodderidge of Raymore, MO took the training and became a facilitator herself.  

She talked with us about what she’s learned through the program, and what women can do to close the gender pay gap. You can sign up for free pay negotiation training online at: https://salary.aauw.org/

What made you want to become a pay negotiation trainer?

Years ago I was working for an engineering firm when something happened that really opened my eyes to the problem of the gender pay gap. I was working very hard, completing additional training, volunteering for efforts outside of my core responsibilities and receiving a lot of positive feedback concerning my work. I decided to research and soon discovered that my compensation was well below the market rate for my position. I got time on my manager’s calendar, put together two performance binders and during the meeting as I reviewed the information with my manager; he agreed that I needed to be compensated at a higher rate.

We met again in a week and he told me that although they couldn’t give me what I asked for, they would provide $1 more per hour.

I was disappointed but thankful for the increase. Later I was speaking with a male colleague who was a great friend. I shared with him that our rate was below market. He then shared that a few months ago he got a nice increase. He had the same job title and core responsibilities as me. When he told me the timing, I noticed that he received the increase before I started working on my research – but unlike me, he didn’t even have to ask for it. I was devastated. Unfortunately I’ve met many women who have had similar experiences.

This frustrated me, but before taking the AAUW Work Smart pay negotiation training, I didn’t have the tools to address it. After attending my first AAUW workshop and learning the valuable information, I wanted to make sure other women had this knowledge as well, so I volunteered to be a facilitator. Now, instead of getting devastated, I get active. I approach negotiations knowing my worth, knowing my value – and knowing how to stand up and speak to it. I want other women to be empowered as well.

What’s the most effective technique you learned in the Work Smart program?

The most important skill we practice is how empowering it can be when you know how to speak to your worth and the value you can bring to the employer. As women we have a hard time with this because we feel like we’re bragging. But employers appreciate when job candidates have the skills to stand up and articulate their value and speak with confidence concerning their accomplishments and how they can be a benefit to their employer.  

Another important lesson is the power of deflection. When you’re interviewing for a job and the hiring manager asks about salary requirements, people feel pressured to give a number that’s close to previous earnings because they want the job. So we train that first you must do your research to know what the market rate is for the position. Then, based on what you know you can bring, determine your target salary and target salary range. Once you’ve done your homework, when asked about your salary expectations, you want to hold on providing your numbers until you have a job offer or until you learn more about the role. If the employer keeps pressuring for this information, ask them what they have budgeted for the position. That puts the ball in their court. If they keep pressuring for your numbers, you’ve done your homework, so share that you would expect the position to be at market rate and based on what you can bring, provide your target salary range. Never share a single number, always share your range.

It’s also important to remember that negotiations can continue after you’ve gotten the job. Additionally remember to negotiate and ask about the included benefits as well.

Why is equal pay important for women? 

The gender pay gap isn’t just about numbers. Your pay determines how much you can save, how much you can invest for retirement, how much you can put away for emergencies, how long it will take to pay off debts and student loans, the quality of life for you and your family, where you can live, what you can do and paying your monthly expenses. Additionally it’s demoralizing to work day-in-and-day out knowing that you have to work 150 percent harder just to get on par with the guys and when you’re going through this and underpaid, it feels like you’re undervalued and unappreciated –and in a way, you are. That’s why learning these pay negotiation skills is so important. Essentially you’re fighting not just for the present, but you’re also fighting for you and your family’s future.

What else can women do to close the pay gap?

One big reason for the gender pay gap is the gender leadership gap. In too many fields, it’s still men who are making the final decision on who is getting paid what. We need more women in those positions of power, and sitting at the table where those decisions are made.  

That’s why it’s imperative that women learn to demand the salaries they deserve – so that they can get to those positions of power. It’s going to take time, but every woman who speaks up gets us one step closer.