For Economic Security for Women AAUW and Virginia Working Together For Economic Security for Women

AAUW’s Goals to Advance Equity for Women & Girls 3 Priority Areas: Economic Security Leadership Education & training Focus on Economic Security Eliminate the gender pay gap by 2030

How to reach our goals? Training 10 million women through our salary negotiation workshops by 2022 Creating large scale initiatives with cities and states to train as many women as possible through AAUW Work Smart and Start Smart Forging partnerships with for- and non- profits to sponsor, host, and support workshops Working with colleges & universities to license with our program Advocating to strengthen equal pay protection at the local, state and federal levels At the local level, hosting candidate forums and attending meet the candidate events to ask candidates to commit their support for strong pay equity protections At the state level, continue to push for progress in the statehouse to urge their support for strong pay equity legislation At the federal level, continue to call on Congress to enact comprehensive reform, like the Paycheck Fairness Act, and to support the Pay Equity for All and Fair Pay Act

What is AAUW Salary Negotiation? We offer two in-person, 2-hour workshops that teach skills and resources to negotiate for fair and equitable salaries and benefits. AAUW Start Smart – salary negotiation for college students AAUW Work Smart – salary negotiation for working women An online version is coming and we will communicate how branches can engage soon.

How the program works Campuses can license for one year or three years for unlimited use of both AAUW Start Smart and Work Smart. Non-campus hosts, can contract to host a single workshop, a volume license, or a city/state initiative. AAUW staff coordinates the hosting logistics and assigns or trains facilitators. AAUW members and others can train to be facilitators by participating in our live webinars that we host twice a month. Examples of non-campus hosts: City and state governments, local professional or community organizations, nonprofits, AAUW branches, Younger Women’s Task Force (YWTF) chapters, local libraries, YWCAs, alumni associations, companies, and employee resource groups. Once they participate in the webinar they are given access to materials and the rest is up to them to prepare. CAROL

What do our participants say? “I was able to negotiate almost a 60 percent raise over my previous job. … This workshop gave me steps and skills to prepare for and be confident in the bigger ask.” - AAUW Work Smart Participant “This workshop was the best time investment I made this year.” - AAUW Start Smart participant

How Can Branches and Individuals Get Involved? Advocate/Promoter - Leverage existing relationships  in your community and connect potential hosts or partners with National  team Facilitator – Train to be a facilitator or recruit others to become facilitators Supporter - Work with a community group to host/assist with an initiative Donor - Use your fundraising skills or make a donation to underwrite workshops/initiatives* *For AAUW Start Smart, help us build the relationships with campuses, but branches are not expected to fund licenses and workshops. We understand that the price can be a shock to branches, but AAUW has done the market research and worked with campuses to create a price point that is appropriate and realistic

What Does Training 10 Million Look Like? It means we have to THINK BIG! Hosting single workshops is nice, but the way to get to 10 million is through large scale initiatives. We need to train 15% or more in every city across the United States We need to license with entire state university systems We need support Might want to give examples on what that would mean in the 3 largest cities in VA, what it would mean working throughout the VA public university system

What’s Happening Already? Several cities and states are engaging in larger salary negotiation initiatives. Boston, Massachusetts, DC, Long Beach, CA, They are pledging to train a certain number of women in AAUW’s salary negotiation workshops. Each city/state initiative is unique and AAUW works to create the best program Boston: In 2015 the American Association of University Women (AAUW), Boston Mayor Martin J. Walsh, and the Mayor’s Office of Women’s Advancement launched a large-scale grassroots initiative to teach and empower 85,000 women by 2021 to confidently and successfully negotiate for salary and benefits packages and help close the gender pay gap in Boston Massachusetts: The American Association of University Women (AAUW) and Office of State Treasurer and Receiver General, led by State Treasurer Deborah Goldberg, launched a statewide initiative to teach 5,000 women a year to negotiate their salaries and benefit packages with confidence. The initiative also aims to help close the gender pay gap in the Commonwealth of Massachusetts. Long Beach: The American Association of University Women (AAUW) and the AAUW Long Beach (CA) Branch, with the support of the Mooneen Lecce Giving Circle, launched a large-scale grassroots initiative to teach and empower 5,000 women by 2021 to negotiate their salaries and benefit packages with confidence. The initiative also aims to help close the gender pay gap in Long Beach. DC: The American Association of University Women (AAUW), Washington, D.C., Mayor Muriel Bowser, the Mayor’s Office on Women’s Policy and Initiatives, and the Younger Women’s Task Force Washington (DC) Chapter launched a large-scale grassroots initiative to teach 15,000 women by 2022 to negotiate their salaries and benefit packages with confidence. The initiative also aims to help close the gender pay gap in the District of Columbia.

How can AAUW VA help us meet our goals? Connecting: Introduced us to Governor’s Office where we had a successful meeting on a larger priority list. We hope to have an agreement within 6-12 months. Asset mapping: inventory strengths and resources in your community in order to garner support for local and statewide initiatives. Strategy: Once all data has been collected and analyzed, National will develop a state specific strategy plan where AAUW VA will play a vital role. The point of the training today is to understand the importance of asset mapping

What is Asset Mapping and Why We Need It Asset mapping provides information about who and where there are resources in a community to engage in strategic planning. Asset maps can help connect us to the right people and determine the best ways to engage them in our goal to create city/state initiatives. This is what we really need across the branches!

How does asset mapping help us? Asset maps help us put together the strategy and plan for a specific initiative . The information collected from asset mapping helps us: Find partners, host sites, participants and facilitators Create Local/State advisory boards Determine the best way to market our initiatives; ie. radio, newspaper Assess funding sources

What’s Next? Be on the lookout! With the roll out of AAUW’s strategic plan, we will be communicating more information about how branches can engage through our Pay Equity Planning Toolkit. Be thinking! How can you incorporate the community action toolkit into your branch meetings and scheduling? Be flexible! AAUW is working as quickly as we can to support states and branches in their engagement. Plans and timelines may fluctuate a bit.