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Recruit - Charter Resolution

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

| GAINS

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 406,000 more women than men who graduated from 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.”

| IMPROVEMENTS

You also acknowledge the following imbalances:

+ Education. Well-educated women are underrepresented in several graduate degree programs offered by institutes of higher learning. In some cases this happens at the same colleges and universities where they have already earned their undergraduate degrees. 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 50 percent more men than women enrolled in MBA school with 33 percent more women than men who have earned undergraduate college degrees and you get a lopsided imbalance. NOTE: It is important that more women get into graduate business programs. College-educated women with MBA degrees can double their compensation and it opens up more opportunities to work in management positions. Both represent economic advancement for women which is a form of financial freedom.

+ Employment. The most progressive 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 even lower. If you look at 35 percent of women having management jobs as a form of production and compare it with 75 percent of women who control purchasing for consumption, this is a type of imbalance that exists between consumption and production.

| GUIDELINES

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 (i.e., think Kansas City Chiefs and San Francisco 49ers of the NFL) 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.