Addressing and Overcoming Barriers to Youth Civic Engagement

Youth civic engagement—and particularly youth participation in properly designed youth programs—has indisputably favorable outcomes for the young people involved (Saito, 2006; Pancer et al., 2002; Flanagan et al., 2002). This research reviews the wide-ranging literature available on youth civic engagement in urban communities. Using content analysis, we identify organizations involved in youth engagement as well as barriers faced by organizations engaged in this policy arena. Our research also identifies 15 broad types of barriers that organizations seeking to encourage youth civic engagement encounter in building and delivering successful youth engagement programs. In addition, we discuss the emergent social and political barriers that are prevalent among the identified service organizations. Ultimately, we argue that such barriers are important influences in determining the ability of organizations to effectively serve their clients

A SWOT model of the challenges and benefits of volunteer involvement in US non-profit organisations during times of fiscal stress

As a result of the current fiscal crisis, the US Federal Government is calling on non-profit organisations and communities across the country to contribute their service through volunteering. This study uses qualitative data retrieved from a purposive sample of New York City non-profit administrators to determine the challenges and benefits of volunteer involvement in US non-profit organisations during the economic downturn that began in 2008. Findings conclude that although US Federal Government initiatives, including $50 million of the American Recovery and Reinvestment Act allocated to the strengthening communities fund provided non-profits the opportunity to draw on an influx of a highly skilled pool of volunteers, many non-profits remain underfunded, understaffed and unequipped to make the most of those who are looking to serve

Women in Public Administration in the United States: Leadership, Gender Stereotypes, and Bias

In the public and private sectors, women continue to address multiple hurdles despite diversity and equity initiatives. Women have made tremendous strides in the workforce but are still a minority in leadership positions worldwide in multiple sectors, including nonprofit, corporate, government, medicine, education, military, and religion. In the United States women represent 60% of bachelor’s degrees earned at universities and outpace men in master’s and doctoral programs. However, a significant body of research illustrates that women’s upward mobility has been concentrated in middle management positions. Women hold 52% of all management and professional roles in the U.S. job market, including physicians and attorneys. Yet women fall behind in representation in senior level positions. In the legal profession, for example, women represent 45% of associates but only 22.7% are partners. In medicine, women represent 40% of all physicians and surgeons but only 16% are permanent medical school deans. In academia, women surpass men in doctorates but only 32% are full professors. Furthermore, only 5% of chief executive officers (CEOs) in Fortune 500 companies and 19% of the board members in companies included in Standard & Poor’s (S&P) Composite 1500 Index are women. Progress is even more elusive for women of color despite making up 38.3% of the female civilian labor force. Only two women of color are Fortune 500 CEOs and only 4.7% of women are executive or senior level official managers in S&P 1500 companies. There are more women in leadership positions in the public sector than in the private sector. In 2014, 43.5% of women between the ages of 23 and 34 were managers at public companies, compared to 26% in similar positions in the private sector. In 2018, 127 women were elected to the U.S. Congress and 47 of those serving in 2018 were women of color. In addition, the first Native American woman, first Muslim woman, and Congress’s youngest woman were elected in that year. However, there is still progress to be made to close the gap, especially in senior-level positions. The significance of these statistics is staggering and confirms the need for attention. The percentage of women holding leadership positions in the public and private sectors, especially in business and education, has grown steadily in the past decade. However, subtle barriers like bias and stereotypes unfavorably encumber women’s career progression and are often used to explain the lack of women in leadership positions

Care in crisis: COVID-19 as a Catalyst for Universal Child Care in the United States

School closings during COVID-19 exposed an under-addressed gender equity issue in the United States: child care in crisis. To better understand the child care crisis in the current U.S. context, we detail how New York City is addressing child care during COVID-19. We then connect the current approaches to the Lanham Act that was instituted during WWII as a historical parallel. Ultimately, we argue for the adoption of a universal system that is affordable, high-quality, federally-funded with local involvement and discretion, and flexible for primary caregivers seeking care support. This potential system builds on current congressional proposals and should take into account the challenges primary caregivers face in order to disrupt gender imbalances in care, and in turn, produce greater gender equity. COVID-19 is an opportunity to instill lasting change by improving the current U.S. child care model

Gender Competency in Public Administration Education

Sex and gender are evolving identity categories with emergent public policy and administration needs. To respond to the diverse landscape of sex and gender issues in the public sector, greater competency is needed. This research will contribute to the body of work on sex and gender in public administration by asking the following questions: (a) what do graduate students in Master of Public Administration (MPA) programs know about gender competency, (b) have graduate students learned gender competency in their MPA coursework, and (c) how can gender competency in MPA education be further developed and promoted? This study provides a critical analysis of one MPA program, at John Jay College, City University of New York, to begin this line of research. Our e-survey results of a nonrandom sample of John Jay MPA students demonstrate that many students do not learn about gender competency through theirMPA education and that gender competency skills otherwise obtained are limited. To address this, we emphasize the need for incorporating gender competency into MPA education as the first step in equipping future practitioners with skills to promote gender competency in public policy, administrative decision making, and workplace culture. We provide practical means of achieving greater gender competency in MPA curricula and programming and articulate the importance of expanding this research to other MPA programs, MPA faculty and directors, and geographic regions

COVID–19 as a Catalyst for U.S. Child Care Policy Reform: Factsheet

The burden of child care in the wake of widespread K-12 school closures has disproportionately harmed women, communities of color, and lower income families -- a clear indicator that now is the time to adopt a federally-subsidized childcare system in local communities that goes beyond public schools. Current proposals must address regulatory and financial challenges to child care centers and home-based providers, allow for local government involvement and discretion, and maintain flexibility for parents with non-traditional work schedules

Advancing Gender Equity through Legislation: Overview of Select Laws Passed from 2014–2020

Advancing Gender Equity through Legislation: A Compilation of Laws Passed from 2014 - 2020 aims to provide New York City residents with information about legislation passed under the de Blasio administration that aims to promote gender equity in the city