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Apple is launching a new programme designed to address the technology industry’s scarcity of women in executive and computer programming jobs.
Under the initiative, female entrepreneurs and programmers will attend two-week tutorial sessions at the company’s headquarters in Cupertino, California.
The camps will be held every three months beginning in January. For each round, Apple will accept up to 20 app makers founded or led by a woman.
The app maker must have at least one female programmer in its ranks to qualify. Apple will cover travel expenses for up to three workers from each accepted company.
Like other major tech companies, Apple has been trying to lessen its dependence on men in high-paying programming jobs.
Women filled just 23% of Apple’s technology jobs in 2017, according to the company’s latest breakdown. That is only a slight improvement from 20% in 2014, despite the company’s pledge to diversify its workforce.
The idea behind the new camp is to keep women interested and immersed in the field, said Esther Hare, Apple’s senior director of world developer marketing.
It is not clear how much of a dent Apple’s new programme will have. Google also offers training for girls and women pursuing careers in technology, but its programme has not done much to diversify the workforce so far. Women were hired for nearly 25% of Google’s technology jobs in 2017, up from nearly 21% in 2014, according to the company.
Apple and other technology companies maintain that one of the main reasons so many men are on their payrolls is because women traditionally have not specialised in the mathematical and science curriculum needed to programme.
But industry critics have accused the companies of discriminating again women through a male-dominated hierarchy that has ruled the industry for decades.
Apple is not saying how much it is spending on the initiative. Beyond travel expenses, the company will be relying on its current employees to lead the sessions.
- Press Association
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Women are effectively working for free from tomorrow until the end of the year.
Men are on average paid 14% more than women.
Dress for Success Dublin has launched its annual #WorkEqual campaign to draw attention to the gender pay gap.
They have designated tomorrow as a day of action during which a range of activities have been planned including an event at Dublin's Liquor Rooms, briefings at Leinster House and an online awareness campaign encouraging members of the public to show their support for ending the gender pay gap.
"This is the third year we’ve run our #WorkEqual campaign, which aims to highlight the gender pay gap, the issues that feed into it, and the measures that can be taken to achieve true workplace equality," said founder Sonya Lennon.
"As the campaign has grown in impact, we’ve noticed more high-profile gender pay gap ‘deniers’ airing their views.
"In recent weeks alone, national media outlets have given airtime and column inches to people who refuse to accept the pay gap exists or who want to paint it as some sort of ‘motherhood penalty’.
"This is ridiculous: impartial statistics agencies – ranging from the CSO to Eurostat – have collated and analysed the data that irrefutably shows Ireland has a gender pay gap of 14%.
Poor childcare facilities and lack of shared parental leave certainly contribute to the gender pay gap, but it is an immensely complex issue and it is not something that just impacts on working mothers – it affects us all.
Ms Lennon said that those who deny the gender pay gap are "doing a huge disservice to both men and women".
Tomorrow, Senator Lorraine Clifford-Lee will host Dress for Success Dublin to deliver briefings to members of the Oireachtas.
"It is only a matter of time before workplaces in Ireland will be legally obliged to disclose their gender pay gap," said Senator Clifford-Lee.
"Those who deny this issue now are burying their heads in the sand. Instead, they should look to jurisdictions like Australia and the UK to see the positive legislative measures that have been implemented there, and the way in which workplaces have proactively responded."
Dress for Success has also announced the establishment of a ‘Pay Disclosure Pioneers’ initiative, which will see the charity bringing together leading businesses that have committed to early pay disclosure and progress towards workplace equality before Ireland’s proposed new gender pay gap laws come into effect.
Digital Desk
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By Pádraig Hoare
The gender pay gap of 14% means that women “effectively stop earning in mid-November” compared to men.
That is according to the charity Dress For Success Dublin, which is aimed at supporting women entering the workforce, as it launched its third annual #WorkEqual campaign.
The campaign aims to highlight the disparity in the average hourly earnings of men and women, said charity founder Sonya Lennon.
The designer said: “Ireland’s gender pay gap is 14%. This means women in Ireland effectively stop earning, relative to men, in mid-November each year.
[quote]This year, we’re designating November 13 as the day on which the gender pay gap kicks into effect. In essence, women then work for free for the rest of the year.[/quote]
The campaign will be supported through a number of public events and political engagements, said Ms Lennon, including an afternoon at Leinster House on November 13 to gauge political support.
The organisation is also launching a “pay disclosure pioneers” initiative, which will see leading businesses committing to early pay disclosure and advancement towards workplace equality, before legal requirement under new laws.
Ms Lennon said the gender pay gap is linked to a wide range of cultural, legal, social, and economic factors.
“It is a much more complex issue than the concept of equal pay for equal work. To truly tackle the gender pay gap, we need to look at cultural conditioning and stereotypes, childcare supports, equal parental leave, salary negotiation skills, and the barriers to women’s progression at all levels of their career,” she said.
Ms Lennon said Dress for Success will be travelling to Brussels to brief MEPs and European Commission representatives on the #WorkEqual campaign, and to research best-practice policies that have been implemented in other EU member states.
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It comes as a report by Dublin and Massachusetts-based software firm Globoforce found Irish women are less likely to receive a bonus than men.
The report, which surveyed more than 3,600 people in the US, UK, Canada, and Ireland found 70% of men are more likely to agree that they are paid fairly, compared to 61% of women.
In the US, Canada, the UK, and Ireland, half of the women surveyed said they did not receive a bonus, compared to 39% of men.
A Social Justice Ireland report earlier this year found the Republic of Ireland to be one of the worst countries in Europe for gender equality in senior management roles.
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A leading international expert has told an event on gender equality in Cork today that organisations are experiencing ‘gender fatigue’ when it comes to implementing gender diversity.
Carol Kulik, Research Professor of Human Resource Management, University of South Australia Business School told the conference at UCC that, despite a sense of urgency from external pressures over implementing gender diversity, the opposite is happening in organisations.
Ms Kulik said: “It is getting hard to generate enthusiasm in organisations with regard to gender diversity and many businesses are experiencing gender fatigue. It is hard to keep gender diversity issues on the boil and that’s a shame.”
The conference heard that organisations that have females in senior management roles have higher sales and higher levels of creativity and innovation.
Minister of State at the Department of Justice and Equality, David Stanton, told the conference that he can see improvements in how business is done in Leinster House now that there are more female politicians.
Minister Stanton said: “When a critical mass of women are in decision-making, the culture of an organisation changes.
[quote]I have seen at first-hand within Leinster House the benefits of greater gender balance.[/quote]
"While we are far from reaching gender parity in political representation, the culture in Leinster House has transformed with the increase in the number of women TDs and senators at the last election."
He explained how TDs in Leinster House do their day-to-day business differently.
He said: “It is much more common for mixed groups of female and male politicians to sit down together to discuss issues and to work collaboratively to devise solutions.
"Our priorities have broadened too, to accommodate the interests of women as well as men.
"Having more women as politicians is enabling the democratic process to become more truly representative of Irish society.”
Ms Kulik said that in Australia now there are around 28% of females on company boards, whereas that figure is 16% in Ireland. She said that that is where Australia was around four years ago.
Ms Kulik also spoke about the impact of implementing flexible work practices and appointing more females on company boards.
She said some research shows that when there are fewer females on company boards the gender pay gap in organisations is much greater, up to 50%.
Ronan Carbery of the HRRC said: “While historically there has been relatively low labour force participation amongst women in Ireland, this has markedly improved over the last 20 years where we are now in a position where over 60% of adult women are in employment.
[quote]"However we still have a constitution that refers to the State recognising that a woman’s life is played out in the home."[/quote]
"In addition, over a third of women in the Irish workforce have considered leaving or left their professional positions due to opportunity inequalities in their company.
"Organisations that have females in senior management roles have higher sales, and higher levels of creativity and innovation.”
Ms Kulik said progress may be plateauing, and that visible increases in gender diversity at the top may be masking deeper, systemic gender equality.
“The question today – in Ireland, as it is in many developed countries – is not whether women can or should work," said Professor Kulik.
"The question is whether the work women do is valued as much as the work men do, and whether women’s work is as likely as men’s to lead to senior management roles.”
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