for their essential support in this valuable project The Bayer Center for Nonprofit Management at Robert Morris University acknowledges with gratitude for their essential support in this valuable project A special thank you to Horovitz, Rudoy, & Roteman, Inc for their continued support and to the United Way of Allegheny County for sponsoring the Wage and Benefit Survey over the last decade

Utilize findings from: Research Outline Utilize findings from: Personal Interviews Focus Groups Literature Reviews

501c3 data includes private foundations 501c3 data includes private foundations. Not all Internal Revenue Code section 501(c)(3) organizations are required to apply for recognition of tax exemption, including churches, integrated auxiliaries, subordinate units, and conventions or associations of churches. (SOURCE: IRS) Civilian female labor force includes women who are employed and women who are seeking employment. (SOURCE: Bureau of Labor Statistics) 11/11

Division of Workforce by Sector 10% 17% 73%

SOURCE: National Compensation Survey 2008

Women’s Earning Power

Female Leadership

Wage Gap by Educational Attainment Gender/Educational Attainment Lifetime Earnings F (Doctorate) $2.86 million M (Bachelor's) $2.6 million F (Bachelor's) $1.9 million M (some college)

Source: Hartmann, H. , Allen, K. , & Owens, C. (1999) Source: Hartmann, H., Allen, K., & Owens, C. (1999). Equal pay for working families. IWPR Report.

“It chose me…”

The Perils of Youth

“I feel stuck.”

Median Tenure Lack of Mobility 5/12

Opportunities for young nonprofit professional women …because: 20-30 year old women are ambivalent about and less prepared for leadership Career paths are blocked by seasoned professionals Women graduates earn 7% less than men even after controlling for variables FULL QUESTION: How can we assure young nonprofit professional women have opportunity for increased responsibilities and leadership roles? Women earn 7% less when controlling for factors such as field of study, hours worked, the college they attended, and grade point average (Source: American Association of University Women)

Retirement for older nonprofit professional women …because: 77% leaders worry about organization’s viability after their departure 95% reject traditional “golden years” retirement vision Workers need to replace 126% of their salary after retirement… they are on track to replace 67% FULL QUESTION: How are older nonprofit professional women going to retool their careers and eventually retire with dignity?

11/12

Transitioning Nonprofit Professionals Will Go To:

Board of directors’ responsibility as employers …because: 45% of executives do not receive performance evaluations Board members often see role ending with hiring, but new leaders need support and development FULL QUESTION: How can we strengthen the board of directors’ sense of responsibility to their employees?

Executive Performance Evaluation

How can we assure young nonprofit professional women have opportunity for increased responsibilities and leadership roles?

How are older nonprofit professional women going to retool their careers and eventually retire with dignity?

  How can we strengthen the board of directors’ sense of responsibility to their employees?

History says, Don’t hope On this side of the grave. But then, once in a lifetime The longed-for tidal wave Of Justice can rise up, And hope and history rhyme. -Seamus Heaney 

“What, So What, Now What?” WHAT? What facts or observations stood out?   WHAT? What facts or observations stood out? SO WHAT? What patterns or conclusions are emerging? What hypothesis can we make? NOW WHAT? What actions make sense? Attribution: Liberating Structure developed by Henri Lipmanowicz and Keith McCandless