2. 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

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

4. 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

5. Division of Workforce by Sector
10%
17%
73%

6. SOURCE: National Compensation Survey 2008

7. Women’s Earning Power

8. Female Leadership

9. 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)

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

11. “It chose me…”

12. The Perils of Youth

13. “I feel stuck.”

14. Median Tenure Lack of Mobility
5/12

15. 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)

16. 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?

17. 11/12

18. Transitioning Nonprofit Professionals Will Go To:

19. 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?

20. Executive Performance Evaluation

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

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

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

24. 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 

25. “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