Older Women and Employment: Facts and Myths : Hearing Before the Special Committee on Aging, United States Senate, One Hundred First Congress, First Session, Washington, DC, August 2, 1991 |
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ABLE programs Administration on Aging AFSCME age discrimination Arkansas ABLE assistance barriers benefits career caregivers Chairman CHAVEZ-THOMPSON Committee Commonwealth Fund companies contractors corporate Days Inns Department of Labor earnings efforts Eldercare elderly employ employees ensure experience federal female glass ceiling hearing income increase issues Job Training Partnership JTPA labor force labor market LINDA CHAVEZ-THOMPSON Louis Harris major McNaught ment midlife and older million minorities and women myths occupations OFCCP older adults older Americans older job seekers older persons older population older women workers Older Women's League older workers options organizations part-time participation pay equity pension percent policies positions problems qualified minorities recruitment retirement SDAs Senator COHEN Senator GRASSLEY Senator Pryor senior set-aside skills Social Security staff stereotypes Thank tion Title union VARTANIAN volunteer wages WISOR women age Women's Bureau workforce workplace younger workers
Popular passages
Page 8 - Mr. Chairman and members of the committee, I very much appreciate the opportunity to appear before you today In support of four public works projects in my district, the 13th Congressional District of Ohio.
Page 14 - Services, the Employment and Training Administration of the US Department of Labor, the...
Page 112 - The barriers to the upper rungs of the corporate ladder for minority women appear to be nearly impenetrable according to a report by Heidrick and Struggles, an executive search firm. Minority women make up 3.3 percent of women corporate officers who in turn make up only one to two percent of all corporate officers.
Page 108 - To promote a quality, inclusive and diverse workforce capable of meeting the challenge of global competition; • To promote good corporate conduct through an emphasis on corrective and cooperative problem-solving; • To promote equal opportunity, not mandated results; and...
Page 107 - Those artificial barriers based on attitudinal or organizational bias that prevent qualified individuals from advancing upward in their organizations into management level positions" (US Department of Labor, 2001).
Page 107 - Compliance (OFCCP) is responsible for ensuring that all businesses with federal government contracts do not discriminate in employment decisions on the basis of race, sex, color, religion, national origin, disability or veterans status. And our Women's Bureau is the only federal agency with a congressional mandate to promote the welfare of working women. The Bureau has extensive experience in helping women maximize opportunities with programs designed, for example, to obtain careers in non-traditional...
Page 109 - ... that the results of nine pilot studies do not present a scientific sample that can describe, with any confidence, the practices and policies of corporations beyond those examined in the pilot study. Yet, we believe that attitudinal and organizational barriers, which we identified, are an indication that the progress of minorities and women in corporate America is affected by more than qualifications and career choices.
Page 45 - Ageism is the notion that people cease to be people, cease to be the same people or become people of a distinct and inferior kind, by virtue of having lived a specified number of years.
Page 4 - Mr. Chairman: I would like to commend you for holding this hearing on such an important issue-^the federal management of the radio spectrum.
Page 39 - This option would credit a worker's Social Security record with a base amount for each year that the worker had a child under age 7 living with him or her or the worker was caring for a severely disabled spouse or parent and the worker had no or minimal covered earnings.