Recruit - Charter Resolution

This is a value statement for employer organizations and institutes of higher learning who want to educate and develop; and recruit, hire and promote more women. Your organization agrees to recognize the following information and use it to inform decisions on existing policies and future guidelines:


You acknowledge gains made by women:

+ Education. Women attain higher levels of college education and achievement. According to The National Center for Education Statistics, there are 33 percent more young women than men who now graduate college. Women also graduate sooner and achieve higher overall performance as measured by GPAs. This means there are three women for every two men who now receive college degrees. In 2016, “33 percent” equaled 280,000 more women than men who graduated from a 4-year college.

+ Purchasing Power. Women control nearly three-fourths of all purchasing power in the United States. Through a combination of buying power and influence, according to Catalyst, “Women in the U.S. control or influence 73 percent of all household spending.”


You also acknowledge the following imbalances:

+ Education. Well-educated women are underrepresented in graduate business degree programs offered by institutes of higher learning. According to GMAC, who operates the GMAT entrance exam, women account for 33 to 36 percent of all MBA enrollments. For every two men there is one woman (2:1) enrolled in graduate business degree programs. Compare twice as many men than women enrolled in MBA school with a third more women who earn undergraduate college degrees and you get a limitation, or quota, placed upon women. NOTE: With the exception of MBA, women dominate as degree holders across all levels of higher education (Fast Company). MBA programs lag undergraduate by 21% and other graduate schools by 24% in women enrollments. It is important that more women get into graduate business programs. College-educated women with MBA degrees can double their annual compensation and the degree opens up more opportunities to work in management positions. Both represent economic advancement for women.

+ Employment. The most successful companies realize that employment gains are realized when their workforce is educated. Women represent a larger percentage of knowledge workers in the educated workforce, but they are underrepresented in areas of their employment. Studies by Catalyst show that women represent 35 percent of all managers in S&P 500 companies today. According to Bloomberg, in some industries such as finance, the percentages of professional women employed in upper-level management positions is as low as 10 percent. When you compare the percent of women in management and compare it with the percent of women who control purchasing, it is unsustainable. This ratio of production-to-consumption slows economic productivity and career mobility.


You subsequently act upon areas of improvement and structure guidelines to deliver the following:

+ A merit-based, fair-share application process for internships, jobs, promotions and enrollments that is unbiased toward gender.
+ More parity in pay at work and fair-share opportunities for advancement in careers that is based upon merit without bias toward gender.
+ Zero tolerance on proven cases of sexual harassment and equal intolerance on all false accusations of sexual harassment which have been properly investigated.
+ Fair access to mentoring/development programs for all employees with due consideration of merit and without bias toward gender.

(Voluntary, Self-Regulating)

We provide a list of organizations who practice fair recruitment practices of women as a resource for users to review.