►
From YouTube: Salary Workshop Case Study Report Release
Description
Boston continues to take steps to meet its goal of becoming an equal pay city with the release of a report focusing on salary negotiation workshops. The study was done by UMass Boston and focused on the first year of the WorkSmart program, an initiative by the American Association of University Women (AAUW) that aims to close the gender wage gap in the city.
A
A
A
A
A
Today
we
have
moved
from
the
10th
floor
to
the
third
floor
and
the
main
motive
for
that
was
to
have
a
chance
to
reconfigure
from
raw
space,
a
design
that
really
makes
sense
in
terms
of
what
the
Boston
foundation
is
today
and
a
big
part
of
what
we
are,
as
you
know,
is,
is
doing
things
like
we're
doing
today,
holding
a
very
large
number
of
forums
and
convenings
on
a
wide
range
of
issues
in
the
course
of
a
year,
which
some
of
you
may
not
know
even
about.
That,
though,
is
that
well.
A
Another
motive
we
had
for
moving
was
to
create
even
more
community
space.
I
see
representatives
of
many
organizations,
who've
had
their
meetings
at
the
Boston
foundation.
We
love
to
welcome
you
and,
if
space
can
be
reserved
here
through
our
website,
TBF
dot
org,
and
we
welcome
your
participation.
We
love
this
place
to
be
filled
with
active,
productive
people.
Talking
about
important
issues.
I
do
want
to
mention
that
this
particular
I
was
made
possible
by
an
extraordinary
gift
from
Paul
and
Sandra
Edgerly,
and
it
is
the
Paul
and
Sandra
edgerly
Center
for
civic
leadership.
A
So
this
is
in
a
way
really
the
the
first
major
forum
that
we
have
had
in
our
new
space
and
we
hope
that
you
enjoy.
We
still
have
columns,
you
know
to
deal
with
we,
but
fewer
obstructed
seats
than
in
the
past
before
we
plunge
into
today's
topic.
I
also
do
want
to
mention
the
situation
in
Houston
and
I'm
sure
the
mayor
will
say
something
about
it.
When
he's
here,
the
Boston
community
is
really
coming
together
to
provide
to
a
tremendous
amount
of
material
and
financial
aid
to
the
devastated
city
of
Houston.
A
We
are
very
involved
in
it
as
well.
Through
our
sister
organization,
the
Greater
Houston
Community
Foundation,
and
here
again
on
our
website,
TBF
dot.
Org.
You
can
find
out
how
to
participate
in
helping
with
that
situation
in
Texas,
and
we
urge
you
to
do
so
and
again.
I
commend
the
mayor
for
how
active
and
committed
he
has
been
to
the
besieged
people
of
Houston,
and
it's
really.
It's
really
just
unbelievable.
I
also
want
to
give
particular
thanks
to
the
mayor
who
we
will
be
hearing
from
later
in
the
program
this
day.
A
I
think
is,
for
this
forum
is
inconceivable
without
the
extraordinary
commitment
and
leadership
that
he
has
exhibited,
along
with
that
of
our
good
friend
and
former
lieutenant
governor
of
the
commonwealth
evelyn
murphy,
who
we
will
also
be
hearing
from,
but
we
greatly
admire
Evelyn
Ellen's
leadership
in
making
this
possible
would
also
like
to
thank
you,
master
Alston.
The
McCormick,
Institute
we'd,
hope
that
interim
chancellor
Barry
Mills
would
be
here
today,
but
he
was
unable
to
make
it,
but
we
we
thank
him
and
the
Institute
for
their
support.
A
You
know
the
context
for
this
particular
contemporary
discussion
of
pay.
Equity
really
resides
in
one
of
the
most
extraordinary
accomplishments
of
this
society
in
the
20th
century,
which
is
the
growth
of
the
labor
force
between
1950
and
the
year,
2000
from
62
million
to
141
million
workers
propelling
the
period
of
greatest
economic
growth
in
the
history
of
the
country
and
arguably
of
any
country
in
the
world,
and
women
joining
the
workforce,
really
doubling
their
participation
as
part
of
that
upsurge.
We're
crucial
participants
in
an
extraordinary
extraordinary
period.
A
However,
we
know
that
in
this
century,
this
young
century,
these
positive
trends
have
reversed
and
female
participation
in
the
labor
force
in
the
United
States
peak
in
2000
and
has
been
falling
ever
since
this
makes
the
United
States
an
outlier.
As
the
female
share
of
the
labor
force
in
most
industrialized
countries
has
continued
to
rise.
The
United
States
once
had
the
sixth
highest
female
labor
force,
participant
participation
rate
it
that
was
in
1990
and
by
2010
we
had
fallen
to
17th
place.
A
We
think
that
is
very
relevant
to
the
issue
we're
talking
about
today,
but
also
relevant
to
the
failure
to
institute
opportunities,
whether
it's
in
the
form
of
paid
family
leave
or
other
things.
That
are
a
matter
of
course,
a
matter
of
fact
in
other
industrialized
countries
and
that
we
have
not
really
come
to
grips
with
and
we're
now
really
paying
a
price
and
I
wish.
I
could
tell
you
that
Boston
were
doing
far
better
than
the
national
averages,
but,
as
was
noted
in
the
city's
2016
report,
women
in
Boston
make
77
cents
on
the
dollar.
A
A
So
the
implications
of
the
situation
we
find
ourselves
in
are
very,
very
profound
and
complex,
but
really
call
for
the
kind
of
sustained
action
that
we're
seeing
the
beginnings
of
in
in
this
event
today
and
the
new
information
that
we
have
so
again.
Let
me
welcome
all
of
you
here
for
this
very
important
discussion,
we're
going
to
hear
from
the
mayor
when
he
arrives.
So
in
the
meantime,
we're
going
to
get
going
with
the
presentation
of
the
reports
and
I'd
like
Ann
Bookman,
to
come
up
and
take
us
through
that.
B
B
I'm,
Kim,
churches,
I
am
the
American
Association
of
University,
Women,
CEO
and
8uw
is
very
proud
of
its
partnership
with
the
city
of
Boston
and
with
Mayor
Walsh
in
this
endeavor
now
I
may
have
just
joined
a
UW
in
June
of
this
year,
but
we've
been
leading
the
charge
towards
equity
for
all
women
and
girls.
Since
the
1800s
and
we've
done
that
through
education
policy
and
advocacy
and
fact-based
research,
you
heard
Paul
speak
a
bit
about
the
qualitative
and
quantitative
results
and
what
it
means
right
here
for
the
city
of
Boston
and
women.
B
But
then
what
that
means?
Is
you
compound
it
and
think
about
what's
happening
in
cities
and
states
around
our
nation?
The
pay
gap
for
women
is
a
pervasive
problem.
That's
plagued
our
workforce
for
far
far
too
long
and
it
affects
women
of
all
ages,
all
races
in
every
state
in
our
nation.
But
here
in
Boston,
mayor,
Walsh
and
8uw
are
committed
to
changing
that
paradigm.
B
Smart
program,
the
largest
initiative
in
America
to
close
the
gender
pay
gap
and
it's
a
five-year
program
to
Train
85,000
women
here
in
Boston.
So
tonight,
I
want
to
thank
mayor
Walsh,
the
City
of
Boston
for
their
unwavering
commitment
to
arming
women
with
the
tools
this
Gill's
and
the
data
they
need,
and
special
thanks
as
well
to
our
friend
Megan
Costello,
who
worked
so
tirelessly
on
behalf
of
this
partnership.
B
My
appreciate
appreciate
also
to
Paul
and
the
team
here
at
the
Boston
foundation
for
their
support,
ensuring
that
what
we're
doing
is
working
and
to
the
University
of
Massachusetts
Boston
Center
for
women
in
politics
and
public
policy
for
their
comprehensive
work
and
report
on
this
effort
that
you'll
hear
about
in
just
a
few
minutes
over
the
next
few
years.
8Uw
is
very
proud
to
be
Boston's
partner
in
achieving
the
goal
of
training,
half
of
the
working
women
how
to
get
paid.
B
What
they're
worth
and
the
strategic
decision
to
help
close
the
pay
gap
for
women
in
Boston
is
going
to
provide
the
roadmap
for
others
to
follow
and
follow.
They
will
at
municipal
state
and
federal
levels.
So
I
want
to
thank
you
all
today
for
having
us
and
we
all
look
forward
to
the
panel
discussion
and
the
report's
findings,
and
let
me
now
please
invite
up
and
Bookman.
C
Good
afternoon,
it's
a
pleasure
to
be
here
it's
a
pleasure
to
see
so
many
people
in
the
audience
who
I
know
who
are
fighters
in
this
cause,
and
so
I
feel
that
I'm
I'm
speaking
to
sisters
and
brothers,
where
we
share
many
common
values,
I
want
to
start
with
a
few
thank-yous.
As
you
can
imagine,
there
are
many
individuals
and
organizations
that
have
contributed
to
this
report
and
unfortunately,
I
only
have
time
to
mention
a
few
I
want
to
start
by,
of
course,
thanking
Paul
Grogan
president
and
CEO
of
the
Boston
foundation.
C
I
think
it's
very
important
to
note
that
the
Boston
foundation
didn't
just
support
this
report.
They
supported
they
provided
seed
funding
to
get
these
workshops
off
the
ground.
So
thank
you
for
being
involved
from
day
one
and
thank
you
to
your
amazing
team,
Rose
Corcoran,
Barbara,
Hindley,
Keith
Mahoney
and
many
others
at
the
Boston
foundation,
who
have
really
supported
our
efforts
at
all
stages
of
the
research
and
the
production
of
this
report.
C
Megan
where's,
Megan,
Megan
Costello
I,
want
to
thank
you
so
much
as
most
of
you
in
the
audience
know.
She's,
the
director
of
the
mayor's
office
of
women's
advancement
and
Megan.
We
thank
you
for
your
tireless
work
and
your
deep
dedication
to
gender
equality.
It
inspires
all
of
us
and
I'm
gonna.
Ask
you
to
give
a
message
to
the
mayor.
I
was
going
to
do
a
personal,
thank
you,
but
thank
the
mayor
for
seeing
women
as
assets
to
the
Massachusetts
economy
and
for
his
vision
of
making
Boston
the
premier
city
for
working
women.
C
It
makes
me
proud
to
be
a
Bostonian.
I
also
want
to
thank
Kimberly
churches,
the
new
CEO
of
a
UW,
as
Kimberly
said,
a
UW
has
been
a
champion
for
pay
equity
and
many
other
issues
for
decades.
It's
very
exciting
to
have
a
new
leader,
a
new
person
to
collaborate
with,
and
but
certainly
not
least,
I
want
to
thank
Evelyn
Murphy,
who
again
many
many
of
you
know
as
the
president
and
founder
of
the
wage
project
as
our
former
lieutenant
governor.
C
C
You
are
our
mentor
or
guiding
light
so
and
finally,
I
would
like
to
thank
two
leaders
from
UMass
Boston
who
have
joined
us
today,
who
support
the
work
of
our
Center
every
single
day,
I'd
like
to
introduce
David
cash,
Dean
of
the
McCormack
Graduate
School
of
policy
and
global
studies,
and
our
associate
dean,
keke
and
Josie.
So
thank
you.
Everybody,
okay,.
D
C
So
I
would
like
to
provide
some
context
for
this
report
before
we
share
key
findings
and
I'm
going
to
address
three
questions.
First,
how
does
this
research
expand
our
knowledge
of
pay
equity?
Second,
what
is
distinctive
about
this
report?
And
third,
what
do
our
findings
suggest
about?
Finally,
closing
the
wage
gap,
many
studies
on
the
gender-based
wage
gap
are
filled
with
very
discouraging
statistics
about
the
slow
progress
to
change
it
and
close
it.
C
The
focus
is
often
on
the
cause
is
the
pay
gap
due
to
differences
in
educational
levels
or
occupational
differences
or
discrimination,
and
the
answer
is
all
of
the
above
and
other
factors
there
are
also,
but
in
most
studies,
researchers
have
not
gone
to
the
women
themselves,
who
experienced
pay
inequality.
We
have.
There
are
also
studies
on
salary
negotiation
that
are
critical
about
using
these
kind
of
tools.
These
skills
to
address
the
wage
gap.
Some
are
skeptical
and
others
actually
say
it's
a
blame-the-victim
strategy.
C
They
do
not
believe
women
themselves
can
play
an
important
role
in
the
fight
for
pay
equity.
We
do-
and
that
brings
me
to
question
number
two.
This
report
is
distinctive
and,
as
far
as
we
know,
unique
in
its
ability
to
understand
the
pay
gap
through
the
lens
of
women's
experiences.
This
is
the
view
from
the
trenches.
This
is
the
view
from
the
bottom
up,
rather
than
conducting
a
survey
we
collected
and
analyzed
qualitative
data.
C
That
is,
we
gathered
and
listened
to
women's
stories
about
how
auw
work,
smart
workshops
impacted
them,
not
just
in
terms
of
their
knowledge
and
skills,
but
also
and
motor
HAP's.
Most
importantly,
women's
ideas
about
the
possibility
of
getting
paid
fairly
and
their
own
role
in
driving
equity
and
change.
If
we
had
simply
conducted
a
program
evaluation
rather
than
a
case
study,
the
key
question
would
simply
be:
did
these
women
get
a
pay
raise
after
the
workshop,
and
that
would
have
yielded
only
a
yes
or
no
response
and
miss
the
deeper
story.
C
We
are
telling
this
study
paints
a
vivid
picture
of
the
complex
nonlinear
process
of
working
women,
learning
from
each
other,
taking
action
and
actually
moving
the
needle
on
pay
equity
at
its
core.
This
report
is
about
culture
change.
It
is
about
how
a
UW
work-
smart
workshops,
produced
a
powerful
process
of
change
that
is
growing
in
Boston
on
an
individual
on
a
collective
and
an
institutional
level
on
an
individual
level.
Workshop
completers
learn
to
overcome
their
personal
fears
about
asking
for
the
pay
they
knew
they
deserved.
C
They
found
that
lack
of
self
confidence
is
a
shared
phenomenon
coming
from
gender
stereotypes
passed
on
by
the
family,
schools,
the
media
and
with
support
from
other
working
women.
They
met.
They
learned
to
advocate
for
themselves
and
pursue
many
forms
of
action,
often
involving
co-workers
on
a
collective
level.
These
women
learned
they
are
not
alone
and
that
pay
discrimination
is
not
due
to
a
personal
failure.
C
It
is
systemic
or,
as
we
used
to
say
in
the
early
days
of
the
women's
movement,
the
personal
is
political
and,
yes,
they
use
the
e
word
to
describe
their
workshop
experience.
Many
of
many
of
them
spoke
to
us
about
feelings
of
empowerment,
post
workshop
that
catalyzed
action
when
they
went
back
to
work
and
that's
a
stunning
outcome
that
cannot
be
quantified
on
an
institutional
level.
C
This
report
is
distinctive
because
the
women
we
interviewed
are
not
highly
paid
professionals,
but
a
representative
of
working
women
of
diverse
backgrounds,
many
of
whom
and
I
want
to
emphasize
this
as
I
think
Paul
did
face
very
serious
economic
struggles.
Their
voices
are
often
unheard,
but
now
they
speak
to
us
in
their
own
words
and
describe
a
transformative
experience
that
will
impact
not
only
their
pocketbooks
and
household
incomes,
but
also
the
policies
of
their
employers
and
workplaces.
C
So,
finally,
question
three:
what
do
the
findings
suggest
for
the
future?
The
workshops
have
created
a
safe
space
for
a
conversation
that
has
rarely
happened.
It
is
usually
frowned
upon
to
ask
someone
how
much
money
do
you
make,
but
in
these
workshops,
not
only
is
that
question
welcomed,
but
the
answer
is:
if
you
feel
that
you
are
not
making
what
you
deserve,
you
can
take
action.
You
can
make
change
through
the
mayor's
initiative.
We
are
having
a
citywide
conversation
about
gender
equality
that
has
become
a
catalyst
for
closing
the
pay
gap.
C
C
In
fact,
we
see
the
workshop
conversations
as
part
of
a
national
conversation
and
a
national
movement
that
is
growing
and
including
more
and
more
women
and
men
in
closing
at
this
moment
in
our
nation's
history,
when
the
issue
of
equality
and
valuing
difference
has
never
been
more
important,
we
are
confident
that
the
story
of
the
AAUW
work,
smart
workshops,
contain
lessons
and
hope
for
the
future
of
a
fair
and
inclusive
Boston
and
many
cities
and
towns
across
our
country.
Thank
you.
C
E
E
E
So,
as
you've
heard
from
Kim
church's
auw
work,
smart
in
Boston
is
a
five-year
program.
Our
study
explored
the
impact
of
the
workshop
on
women
who
completed
a
workshop
in
the
program's
initial
year.
In
order
to
study
workshop
impact,
we
addressed
some
specific
questions.
What
did
women
learn?
What
actions
did
they
take
after
completing
a
workshop?
We
were
also
interested
in
the
barriers
that
prevented
women
from
addressing
their
pay
in
their
workplaces
and
on
the
job
market,
as
well
as
the
factors
that
contributed
to
women
successful
salary
negotiations.
E
E
We
wanted
to
be
sure
that
our
sample
was
similar
to
the
universe
of
women
who
took
and
completed
a
workshop
in
year.
One
our
study
sample
was
generally
representative
of
all
year,
one
program
participants
for
whom
demographic
data
were
available.
The
women
we
interviewed
also
generally
reflected
the
demographic
composition
of
the
female
workforce
in
the
Boston
area,
as
shown
in
this
first
graph.
Nearly
40%
of
women
we
interviewed
were
women
of
color,
the
overall
racial
and
ethnic
breakdown
of
our
study
sample
was
similar
to
all
year,
one
workshop
participants
and
also
to
the
female
workforce.
E
In
the
Boston
area.
The
vast
majority
of
the
women
we
interviewed
had
either
a
college
or
master's
degree.
This
was
similar
to
the
percentage
of
all
year,
one
participants
who
earned
a
college
or
master's
degree.
However,
the
women
in
our
study
sample
had
relatively
higher
levels
of
education
compared
to
the
female
workforce.
In
the
Boston
area,
the
women
we
interviewed
worked
in
all
sectors
of
our
economy.
The
table
on
the
Left
shows
that
our
study
sample
was
more
heavily
concentrated
in
the
nonprofit
sector
than
is
the
female
workforce
in
the
Boston
area.
E
Now
I
will
discuss
what
women
took
away
from
the
workshops.
The
workshops
provided
women
with
knowledge,
as
well
as
specific
tools
and
skills.
Women
cited
three
learnings
that
they
felt
were
particularly
useful:
one,
how
to
determine
their
professional
value
by
using
the
best
available
online
tools
to
the
importance
of
making
the
ask
for
a
pay
increase
and
three
what
some
women
called
conversation
strategies
or
having
the
language
that
is
phrases
and
terms
that
were
most
effective
to
use
during
a
pain
ago.
She
ation.
E
E
Finally,
women
learned
how
to
develop
a
step-by-step
plan
for
asking
for
a
pay
increase
beyond
these
specific
learnings.
What
we
want
to
emphasize
here
is
not
just
the
content
of
what
women
learn,
but
the
process
that
took
place
inside
of
the
workshops
women
told
us
over
and
over
again
that
they
found
it
incredibly
valuable
to
learn
from
other
women
from
different
backgrounds
who
worked
in
a
range
of
industries
and
sectors.
E
E
Another
key
finding
is
that
workshop
completers
took
a
range
of
actions
after
the
workshop
that
included
but
went
far
beyond
using
salary
negotiation
skills,
as
you
can
see,
and
you
might
see
a
little
bit
better
in
the
printed
report.
If
you
can't
see
it
here,
this
graph
lists
nine
actions
I'm
going
to
highlight
three
of
them.
E
E
Six
out
of
ten
women
said
they
signed
up
for
the
workshop
to
prepare
for
looking
for
a
new
job.
It
turned
out
that
44%
of
our
sample
were
either
on
the
job
market
or
seeking
a
promotion
following
the
workshop
and
they
applied
what
they
learned
in
two
important
ways.
First,
a
majority
of
these
women
61%
took
action
during
the
interview
and
hiring
process
by
deflecting
questions
about
either
past
pay
levels
or
the
salary
they
wanted
in
a
new
job
and
second
52%
use
skills.
E
F
So
I
will
talk
on
a
number
of
factors
and
regarding
the
actions
that
women
took
what
facilitated
some
of
these
actions
and
what
barriers
they
face
in
the
course
of
taking
some
of
these
actions
and
so
and
we
regards
to
facilitating
factors.
What
did
we
learn
from
interviews
with
women
about
the
opposed
to
workshop
actions?
We
wanted
to
know
what
it
was
about.
The
workshops
that
led
so
many
women
almost
have
the
sample
to
act
to
address
the
pay
either
by
securing
a
pay
increase
or
a
higher
starting
salary.
F
F
First,
women
drew
on
a
range
of
supportive
resources
in
the
work
setting
such
as
approachable
and
encouraging
supervisors.
Secondly,
when
we
look
outside
the
workplace
setting,
we
found
that
women
often
drew
support
from
families
and
friends
as
well
as
their
professional
networks.
Third,
women
told
us
that
the
workshops
resulted
in
an
increased
sense
of
self
confidence.
This
was
a
critical
factor
in
the
Otakon
staff
to
negotiate
your
pay.
Now,
I
would
like
to
share
how
one
woman
that
woman
documented
accomplishments
on
the
job,
resulting
in
feeling
more
confident
about
her
professional
value.
F
She
in
turn
negotiated
a
pay
increase,
and
this
is
what
she
said.
I
think
part
of
the
negotiation
process
is
being
confident
in
what
you
do
and
what
you
bring
to
an
organization
I
bring
something
to
the
table,
so
I
think
I
definitely
have
used
that
skill
of
being
confident
in
knowing
yourself
and
your
skills.
These
woman's
account
exemplifies
how
the
workshop
resulted
in
a
shift
in
confidence
and
increase
ends
of
professional
work.
For
so
many
in
our
study
we
reduced
barriers.
F
We
also
wanted
to
know
what
it
was
that
hindered
women
from
actually
taking
actions
not
only
to
increase
the
up
a
bird
to
actually
also
negotiate
is
that
higher
starting
salary?
Clearly,
our
study
documented
an
array
of
post
workshop
actions
and
many
successful
pay
increase
attempts.
But
this
presentation
again,
as
you
know,
teen,
would
not
be
complete
without
talking
about
these
barriers,
as
efforts
to
address
one
spay
were
not
always
easy
and
not
always
any
success.
F
Women
certainly
faced
barriers,
including
both
external
and
internal
factors,
and
this
made
it
challenging
for
women
to
take
steps
to
increase
your
pay,
and
several
of
the
main
external
factors
are
listed
here.
As
you
can
see,
on
the
slides
and
using
woman's
own
words
would
provide
a
better
sense
of
what
they
entail.
F
One
woman
addressed
the
issue
of
institutional
power
dynamics
in
the
way
she
described
the
salary
negotiation
process
as
a
game,
and
she
saw
it
all
the
way
she
possesses
the
house
always
wins
like.
It
is
a
game
in
which
the
house
always
wins,
and
the
house
wins
by
relying
on
women's
insecurities
to
negotiate
them
down.
Those
are
her
words,
so
many
women
cite
that
the
financial
constraints
of
the
employers,
as
well
as
a
barrier
to
increase
in
a
p.m.
to
securing
a
pay
increase.
F
This
was
especially
the
case
for
women
working
in
the
nonprofit
sector
and
another
example
of
how
someone
from
the
nonprofit
sector
puts
it
is
for
people
who
run
nonprofits.
The
Pat
answer
is
we
just
don't
have
the
money?
We
don't
have
it.
So
in
terms
of
internal
factors,
many
women
talked
about
the
affair
of
being
perceived
as
too
aggressive
and
subsequently
disliked
by
the
current
or
future
employer.
We
also
saw
instances
where
some
women
said
they
were
concerned
about
being
turned
down
for
a
race
or
been
labeled
as
greedy.
F
So
it's
important
to
note
that
internal
and
external
factors
identified
by
women
are
interactive
and
inflow
each
order.
They
do
not
operate
in
isolation
and
one
may
be
more
significant
than
another
at
different
times.
So,
with
regards
to
the
workshop
impact
and
outcomes,
how
we
saw
this,
so
our
data
makes
a
strong
case
for
the
significant
impact
of
these
workshops
for
three
primary
reasons.
First,
AAUW
work:
smart
in
boston
workshops,
provide
a
supportive
space
for
women
of
diverse
backgrounds
to
develop
a
shared
understanding
of
the
wage
gap
and
how
to
negotiate
for
pay
increases.
F
Secondly,
women
took
their
new
knowledge
and
skills
back
to
their
workplaces
and
engaged
in
a
range
of
actions
as
you've
seen
as
discussed
by
Kristen.
Yet
the
story
does
not
end
with
individual
pay
increases.
If
we
only
look
at
pay,
we
would
be
losing
much
of
the
story
about
the
impact
of
the
workshops.
Women
were
eager
to
share
what
they
learned.
Have
their
friends
and
colleagues,
take
the
workshop
and
be
an
advocate
and
support
to
other
women,
and
finally,
women
recognize
that
they
are
not
alone
in
their
struggle
for
increased
professional
value
and
equal
pay.
F
It
was
empowering
for
them
to
realize
that
the
wage
gap
was
not
a
personal,
but
rather
a
systemic
problem.
The
accounts
reflected
a
sense
of
agency
that
came
from
not
only
getting
information
on
tools
but
from
feeling
supported
by
others.
So
most
women
walk
into
this
workshops
as
individuals,
hoping
to
equip
themselves
with
information
and
tools
to
increase
the
on
pay.
Many
left
the
workshop
feeling
they
were
part
of
a
collective.
F
That
is
a
cohort
of
workshop
computers
who
together
could
create
positive
change
in
workplaces
across
Boston
and
help
achieve
pay
equity
for
all
women,
so
the
actions
they
took
and
the
transformative
experiences
there
relate
to
us
reflect
both
personal
and
collective
empowerment.
So
yeah,
one
of
a
a
UW
walk
smart
in
Boston,
was
incredible,
incredibly
impactful.
So
we
look
forward
to
learning
about
how
we
will
look
forward
to
learning
about
its
ongoing
role
in
helping
to
close
the
wage
gap
in
the
city
of
Boston
in
the
years
to
come.
F
G
Okay,
let
me
ask
the
panel
to
come
up
here
and
we
will
start
a
panel
discussion
among
us
and
then,
after
a
couple
minutes,
we
will
open
it
up
to
everyone
for
questions
that
you
might
have
before.
I
do
that
I
have
to
say
and
listening
to
this
presentation,
you
know
research.
Is
it's
not
just
a
thing
out
there?
G
It's
not
just
a
study
that
you
sort
of
pitch
it's
really
in
a
woven
with
the
people
who
ask
for
it
and
create
it
and
with
the
people
who
then
have
to
use
it,
and
it's
the
strength
of
that
color
that
connection
between
research
and
the
people
that
are
involved
with
this.
That
is
so
unique
in
this
situation.
You
know
the
mayor's
not
here,
but
I
have
to
tell
you
just
to
step
back
for
a
minute.
G
G
We
started
doing
these
workshops
throughout
the
country,
and
now
the
AAW
has
picked
it
up
and
taken
it
to
a
halt
to
another
wonderful
level,
but
in
the
49
states
that
we
were
in
I
have
to
tell
you
that
there
is
no
mayor
in
the
country
that
has
taken
on
this
agenda
with
this
scale
and
with
this
conviction
it's
just
you
know
we
get
this.
We
get
these
headlines.
G
We
know
the
mayor
because,
because
we
see
him
standing
out
in
front
of
City
Hall
saying
this
is
a
city
of
immigrants
and
we're
going
to
protect
immigrants
and-
and
we
see
him,
helping
and
inspiring
all
of
us
to
to
help
the
people
in
Texas.
But
you
don't
pay
equity.
You
don't
get
these
headlines,
you
look
at
the
front-page
headlines,
you
don't
get
the
sort
of
all
over
the
social
media
because
pay
inequity
has
been
around
for
so
long,
and
so
therefore
we
don't
pay
as
much
attention
to
what's
going
on.
G
This
has
been
four
years
in
the
making
man
watch
I
had
an
initial
conversation
with
Mayor
Walsh
with
Megan,
when
when
he
first
started
in
office,
the
conviction
this
man
has
had
is
not
just
to
do
this
and
to
say
we're.
Gonna
treat
women
equally
and
pay
one
fairly,
but
it's
also
that
he's
put
the
resources.
Megan
Costello
worries
about
this.
G
As
an
noted
since
the
beginning,
storing
some
of
the
funding
helping
to
fund
the
initial
workshops,
and
now
this
this
research
is
the
first
research
on
this
workshop
and
variations
of
which
has
gone
on
for
about
eight
years.
This
is
the
first
time
we've
known
how
good
it
is
and
how
sophisticated
how
complicated
it
is.
So
now
we're
going
to
get
into
and
by
the
way,
an
aunt
Bookman
is
the
brilliant
researcher
who's
been.
G
If
we
didn't
have
this
caliber
of
researcher
who's
been
so
experienced,
putting
to
get
putting
this
together
all
of
its
complexity
that
wouldn't
happen
either.
We
have
I
hope
you
won't
come
out
of
here
realizing.
We
have
a
nucleus
of
people
here
today
that
are
both
the
input
to
this
and
now
you're
going
to
hear
from
this
panel,
which
has
been
deeply
involved
with
it
as
well.
G
We
have
going
for
us
right
now,
something
that
is
so
extraordinary
and
with
all
of
you
in
this
room,
we
can
continue
this
in
a
way,
they'll
be
so
powerful
that
we
really
will
show
the
nation
what
it's
like
to
take.
This
work,
this
this
pay
gap
and
do
something
dramatic
about
it.
So
now
we
want
to
hear
from
the
people
who
are
who
are
deeply
involved
in
on
the
day
to
day
level
and
because
you've
heard
so
much
from
Ann
and
her
colleagues.
G
From
your
perspective,
as
well
as
what
Jeff
Schwartz
is
one
of
Morgan
Stanley
has
been
the
provider
of
a
number
a
major
number
of
facilitators,
so
he
as
an
employer,
has
encouraged
his
employees
his
workers
to
go
out
there.
The
women
to
go
out
and
become
facilitators.
He's
got
that
input.
In
that
perspective,
Christina
de
xira
has
been
the
day-to-day
facilitate
maker
of
these
workshops,
she's
the
connection
between
the
sponsors,
sponsoring
organizations
and
the
facilitators
and
the
people
who
come
she
puts
all
of
us
together
who
had
some
kind
of
chemistry.
G
That
is
just
magnificent,
and
many
Francisco
has
a
way
of
looking
at
this
from
a
Latinas
perspective
and
from
and
to
see
what
it
takes,
not
just
in
providing
space,
because
she
and
her
organization
have
provided
space
for
these
for
these
workshops,
but
also
what
it's
like
to
rep
to
use
this
workshop
in
a
way
that
represents
all
women
of
all
races
and
all
backgrounds
so
I
want
it.
I
want
to
kick
this
off
and
Megan
I'll.
Ask
you
and
then
my
last
ask
all
of
you
sort
of
more
spontaneously.
H
You
know,
you
think
about
the
gender
wage
gap
and
legislation
is
certainly
an
important
component
to
closing
the
wage
gap.
We
know
that
we
need
safeguards
in
place
so
that
women
can
eliminate
the
salary
history
question
or
can
have
some
transparency
in
their
salaries,
but
we
know
that
this
goes
beyond
legislation
that
this
is
about
social
norms.
This
is
about
social
behavior.
This
is
about
cultural
changes
that
need
to
happen
and
I
think
that
this
report
this
case
study
really
shows
us
that
this
is
having
an
impact,
not
only
in
terms
of
the
actual.
H
You
know
compensation
that
women
are
getting
and
asking
for,
but
in
terms
of
the
sense
of
community
that
we
are
building
and
I
think
it
really
complements
the
work
that
the
mayor
and
I
are
doing
and
Evelyn
and
the
Boston
one's
workforce
council
who
I
know
Mary,
Rose
and
and
Elise
are
here
as
well
with
employers.
We
now
have
216
employers
in
Boston
that
are
working
on
their
side
of
things
to
ask
from
an
employer
perspective.
H
What
can
I
should
and
should
I
be
doing
so,
I
think
this
combination
of
the
salary
negotiation
workshops
individual
women.
We
know
that,
as
as
women,
we
are
terrific
advocates
for
everybody
except
ourselves,
so
individual
women
taking
control
of
their
careers
and
what
they
want
to
get
out
of
them.
The
work
with
employers
on
reporting,
wage
data
and
report
and
employers
asking
themselves
what
can
I
do
and
the
work
with
the
legislation
which
chill
action,
and
so
many
others
in
this
room.
H
I
Me
I
want
to
take
you
back
a
couple
of
years
ago.
Evelyn
in
her
typical
self-effacing
way
came
to
visit
me
in
in
my
office,
and
she
brought
sort
of
this
idea.
There
was
no
PowerPoint,
there
were
no
charts,
it
was
just
simple
and
she
presented
to
me
an
idea
around
this.
These
workshops
and
she
had
been
doing
for
a
long
time
but
with
with
a
different
constituent,
more
college-age
women
and
said
what
are
the
private
sector
be
interested
if
we
actually
began
to
deliver
these
workshops
out
in
the
community
and
I?
I
The
answer
was
yes,
the
answer
was
unquestionably
but
before
I
could
really
do
that.
I
wanted
to
go
observe
one
of
these
workshops.
I
went
to
UMass
Lowell
one
evening
and
just
watched
and
observed,
and
for
anybody
that
is
dubious,
read
the
research.
The
research
was
wonderful,
I
thoroughly
enjoyed
reading
the
report
and
it
validates
all
the
things
that
you've
heard
today.
But
let's,
but
let's
be
real
for
a
moment
it's
year,
one,
it's
just
the
beginning.
We
need
to
do
a
lot
more.
I
J
Think
the
most
important
thing
that
I
saw
from
the
study
was
that
women
supporting
other
women,
whether
it's
sharing
their
workbooks
or
recommending
their
friends
to
take
the
workshop
overall
we're
supporting
other
women
in
achieving
pay
equity,
which
is
so
amazing
and
shows
this
Boston
community,
is
so
terrific
and
it's
not
just
about
themselves,
but
also
helping
others,
whether
it's
in
the
form
of
being
a
supervisor
or
mentor.
This
community
of
5000
women
I
mean
Megan
a
night.
J
K
K
We
talked
about
the
cultural
piece
first,
because
that's
really
important,
where
you
feel
that
you
can't
even
begin
to
get
past
your
own
limitations
right
so
I
think
that's
the
biggest
piece
that
stood
out
for
me
that
in
the
study,
so
many
women
felt
that
they
had
that
safe
space
that
they
could
feel
that
they
can
learn
from
other
women,
because
that
hasn't
really
happened.
You
may
complain
with
your
friends,
but
you
feel,
like
you,
don't
have
those
tools
and
that's
what
this
workshop
really
provided
and
just
beyond
the
actual
training
and
giving
the
tools.
K
It
really
was
a
confidence
and
empowerment
building
workshop
and
they
actually
work.
Even
for
me,
I
I
mean
I'm
a
lawyer
by
training
and
I
negotiate
all
the
time.
But
for
me,
what
stood
out
is
that
I
thought
about
that.
I
wouldn't
negotiate
in
my
first
job
and
my
second
job,
although
ballina
I,
don't
think
I
did,
but
but
this
created
the
forum
for
me
to
say
we
must
do
this.
We
must
teach
more
women
and
to
do
this,
and
also
the
women
that
have
come
to
our
workshops.
K
Weighted
more
women
negotiated
so
the
48
percent
that,
as
a
result,
did
negotiate
after
the
workshop
I
wish
that
number
got
higher,
because
I
think
the
tools
are
great,
but
it
still
shows
us
that
there
is
difficulty
and
having
the
conversation
and
and
and
I
think
that
if
we
can
keep
building
on
that
and
creating
spaces
where
women
can
practice
and
can
talk
about
how
to
articulate
my
worth,
how
do
I
showcase
my
experiences?
How
do
I
better
position
myself,
especially
as
you
get
more
senior?
K
H
Surprised
87
percent
I
think
was
the
number
in
the
report
of
87
percent
of
women
took
some
sort
of
action,
which
I
think
is
the
first
step
and
when
we're
trying
to
think
about
negotiations,
whether
that
action
was
doing
the
research
for
the
first
time,
maybe
talking
to
a
friend
or
colleague
about
it.
You
know
these
workshops,
I
always
say
they're
not
going
to
change
your
life
in
these
two
hours,
but
they
are
designed
to
make
you
think
differently
about
your
career
and
what
you
want
to
get
out
of
it.
H
I
The
surprise
was
perhaps
less
about
the
workshop,
maybe
directly
to
your
question
Evelyn
but
more
about
the
actual
statistics,
and
you
know
that,
as
Paul
mentioned
at
the
outset,
the
77
percent
is
staggering
to
me
and
it's
just
it's
unacceptable
and
so
I
think
we
we
start
with
the
discussion
of
okay.
What
what?
I
What
do
we
plan
to
do
about
it
and
then
the
second
piece
that
I
would
that
I
would
offer,
is
I
think
in
a
short
time,
we
actually
have
a
model
I
think
what
what
has
been
done
in
the
research
supports
this
now
is
that
we
need
to
be
careful
that
we
don't
change
too
much
of
what
we're
doing,
because
the
model
works
it's
about
now,
further
reinforcing
it,
and
so
in
some
of
the
discussions
we've
had
is
what
else
should
we
be
doing?
And
it's
my
my
humble
opinion
that
we
need
to.
I
J
G
Know
in
the
report
you'll
cite
once
you've
read
this
you'll
see
at
the
end,
a
lot
of
recommendations
for
implementing
and
I
guess
again
to
Jeff's
point
about
be
careful.
How
we
move
on
this
I'd
be
interested
in
your
thoughts
about
what
stands
out
and
the
implement
what
needs
to
happen
next,
what
are
they?
Where
do
we
improve
this
workshop?
H
You
know
I
think
that
I
said
at
the
beginning.
This
report
shows
that
these
workshops
work,
which
is
the
case
certainly,
but
that
doesn't
mean
that
we
don't
have
areas
of
improvement
or
places
that
we
want
to
even
dig
a
little
bit
deeper
in
I.
Think
scaling
is
what
keeps
me
up
at
night.
Getting
to
the
85
thousand
number
is
certainly
a
bit
daunting.
You
know,
Kim
and
I
have
talked
about
how
we're
gonna
do
that
here
in
Boston
and
I
think
it
really
relies
on
our
community
partners.
H
One
of
the
things
that
you
will
see
in
the
report,
but
hasn't
been
that
talked
about
that
much
talked
about
today
is
the
Latino
circles,
the
young
black
women
society,
the
YWCA's
that
have
hosted
these
workshops
for
us
that
have
active
members
as
part
of
their
community,
and
they
are
hosts
of
these
workshops.
We
provide
a
facilitator,
so
more
of
that
is
going
to
be
important.
Building
relationships
with
more
community
partners
is
important,
but
also
identifying
community
partners
that
have
hosted
workshops
for
us
and
having
them
commit
to
doing
it.
Consistently.
H
General
Assembly
down
in
downtown
Boston,
hosted
a
workshop
for
us
and
August
at
Tuesday
night
in
August,
and
it
they
had
73
women
there
and
they're
doing
this
once
a
month
and
the
reason
they're
getting
such
a
higher
turnout
than
some
of
our
other
workshops
is
because
it's
becoming
a
known,
consistent
time
and
date
every
month.
So
more
can
partners
that
are
consistently
doing
this
I
think
another
thing,
that's
really
important
to
me
and
important
to
the
mayor.
H
Is
we
chance
more
women
of
color
52%
of
the
women
that
live
in
Boston
are
women
of
color.
We
have
about
40%
women
of
color
trained,
which
is
reflective
of
the
workforce
here
in
Boston,
which
is
great,
but
we
can
do
better.
We
can
do
even
more,
and
so
we're
going
to
be
very
intentional,
and
we
already
have
been
in
year
two
about
reaching
out
to
organizations
that
represent
women
of
color.
Those
are
a
couple
things.
I
I'd
offer
a
couple
of
things:
welcome
one.
This
whole
public-private
partnership,
I
think,
is
critical
to
future
success,
so
Megan
and
Mary
rose,
and
so
many
others
have
been
working
tirelessly
on
on
really
recruiting
the
private
sector
to
to
March
together
in
this,
and
and
so
it's
my
view
that
everybody
has
a
vested
interest
in
the
outcome,
and
so
the
public-private
partnership
is
so
critical
to
our
success
going
forward.
Secondly,
if
I
remember
the
statistic
correctly:
71
percent
of
those
who
completed
a
workshop
actually
referred
a
friend
or
a
colleague
to
the
workshop.
I
J
Yeah
I
think,
though,
I
mean
we
can
talk
about
this.
A
lot
continue
with
our
neighborhood
strategy
and
offering
these
workshops
in
every
neighborhood,
because
not
everyone
works,
downtown
I
want
to
make
sure
these
workshops
are
accessible
and
we've
been
doing
that.
We
want
to
continue
to
do
that,
but
also
cultivating
new
relationships
with
faith-based
communities
or
community
of
color
organizations
so
that
more
women
of
color
can
have
access
to
these
workshops.
We
can
increase
those
numbers,
so
I
think
those
are
the
main
recommendations.
J
D
K
Agree
with
with
all
the
recommendations,
in
addition
to
boosting
the
community-based
workshops,
it's
also
getting
more
women
to
become
facilitators,
because
once
they
do
it,
they
they're
immediately
the
role
models
and
the
mentors
to
so
many
of
the
women
that
are
participating,
and
once
you
have
one
a
bit,
it
continues
to
build
so
I
think
creating
more
impetus
for
facilitators
to
actually
go
through
the
training
and
to
continue
doing
advance.
Training
I
think
will
be
important.
J
H
Our
goal
is
to
host
networking
events
where
it's
not
about
the
workshop,
but
it's
about
coming
together
from
people
who
have
participated
from
different
industries
from
different
backgrounds,
to
not
only
maybe
make
connections
for
new
opportunities
for
yourself,
but
also
to
share
your
experiences
and
again
it
goes
back
to
creating
this
culture
and
community
of
women
they're
really
supporting
one
another.
In
this.
G
L
G
M
My
name
is
Lionel
and
I'm
here
representing
Matapan
Tech,
which
is
a
nonprofit
organization
in
Mattapan
and
I
love.
The
discussion
and
I
have
to
say
I
think
this
is
more
of
a
statement
than
a
question.
I
have
to
say
that
I
I
wish
I
knew
at
the
beginning
of
my
career
that
I
could
negotiate
my
salary
because
that
first
job
out
of
college,
those
first
couple
of
jobs,
I,
was
just
excited
to
get
the
job
and
I
would
have
taken
anything
anybody
had
offered
me.
M
So
that's
that's
the
number
one
statement
and
it
seems
to
me
in
your
report
issue.
It
seems
that
a
number
of
the
women
so
a
couple
of
statements,
a
number
of
women
either
had
a
bachelor's
degree
or
a
master's
degree,
so
I'm
curious
about
the
age
group
of
the
women
that
were
were
in
the
study,
and
my
third
statement
is
that
I
am
I,
I'm,
saying
I'm
part
of
Mad
Men
Tech
I'm,
just
on
the
board,
but
I
work,
full-time
for
the
Department
of
Revenue
in
their
child
support,
division
and
I'm
in
a
union.
M
H
I'll
Drive
in
on
that
one.
So
on
the
Union
point,
I
mean
I
think
that
this
is
where
unions
are
really
important
right,
because,
if
you're
in
a
union
you're
getting
paid
the
same,
what
we
do
need
to
think
about
is
how
what
unions
are
dominated
by
female
compared
to
male
right
and
the
compensation
that
exists
there.
So
that's
certainly
a
conversation
that
we
can
have
and
it
does
make
it
a
challenge
for
actually
these
negotiation
workshops
right
and
applying
the
some
of
the
skills.
H
But
that
doesn't
mean
you
still
can't
understand
what
your
value
is
understand.
What
you
know
your
market
rate
is
and
still
use
some
of
these
conversations
and
professional
development
opportunities.
I.
Think
the
other
piece
of
this
really
is
around
going
back
to
the
neighborhoods
right
and
Christina
talked
a
lot
about
this.
We
have
had
a
number
of
workshops.
We've
had
one
in
every
single
neighborhood,
at
least,
but
we
do
really
need
to
make
sure
that
you
know
we
want
to
hit
this
85,000
number,
but
it's
a
balance.
H
So
do
we
just
do
stuff
downtown
and
really
get
you
know,
100
women
to
turnout
at
one
workshop
or
are
we
going
out
to
the
neighborhoods?
We
might
get
15
people,
you
know
at
the
Matapan
library,
or
you
know,
25
folks
at
the
community
center
in
Dorchester.
So
that's
another
important
component
of
what
we're
doing
and
finding
that
balance.
G
Going
to,
if
you
hold
the
questions
for
a
couple
minutes,
because
the
mayor
has
come
I
don't
want
to
be
respectful
of
his
time.
We've
said
a
lot
of
wonderful
things
about
this
mayor
in
his
absence,
so
so
you're
coming
to
a
friendly
crowd,
but
but
please
welcome
our
leader
in
the
nation
on
this
issue.
Mayor
Marty,
Walsh,.
N
N
When
I
say
I'm
fine,
it
up
I,
look
at
that
at
this.
This
White
House
and
everything
they
do
they're
nothing,
but
a
pack
of
bullies.
Now,
that's
all
I
can
that's
the
best
way.
I
can
describe
it.
You
have
sessions
who
doesn't
have
a
clue.
There
was
a
young
woman
who
spoke
Diane.
She
spoke
she's,
a
doctor,
a
doctor
young
person.
She
went
to
Harvard,
she
graduated.
She
was
talking
today
at
the
press
conference.
Without
a
note,
she
went
on
for
five
minutes.
She
talked
about
learning,
American
history.
N
She
talked
about
learning
loving
this
country.
She
talked
about
the
importance
of
getting
Social
Security,
but
she
talked
about
the
importance
of
paying
taxes.
She
talked
about
all
of
that
brought
to
this
country
at
the
age
of
six
years
old
by
her
mother
from
Mexico.
She
said
this
is
her
country
and
I
was
listening
to
her
and
she
was
talking.
I
was
getting
angry
and
I
thought
to
myself.
N
You
know
she
probably
knows
more
about
American
history,
the
Jeff
Sessions
ever
could
news
unites
and
he's
the
Attorney
General,
and
we
know
that
he
knows
more
than
Donald.
Trump
knows
about
American
history
and
I:
don't
mean
to
be
that
way,
but
but
but
I
am
angry
today
and-
and
it's
just
unfortunate,
you
know
this
flag
on
my
lapel
represents
something
and
when
I
think
about
every
time,
I
look
at
a
flag
now
and
I.
Think
what's
under
that
flag?
N
Is
us
and
I
think
about
while
the
rest
of
the
world
was
perceiving
us
today
and
what
we're
doing
to
some
of
our
own
people,
which
are
women?
What
we're
doing
trauma
grants
what
we're
doing
for
our
Muslims,
what
we're
doing
to
our
refugees
and
I?
Think
about
that.
It's
sad!
It's
a
sad
state,
and
you
know
this.
Guy
has
three
years
left
and
I
can't
wait
for
the
next
presidential
election
to
come
around
so
I'm
going
to
work
morning
and
a
night
to
get
him
out
of
there,
because
the
damage
he's
done.
N
But
today
is
something
that's
important.
What
did
the
conversation
that
you're
having
this
conversation
started
for
us
two
years
ago
in
City
Hall
with
Megan,
Costello
and
Evelyn
and
a
bunch
of
other
people?
No
one!
Thank
you
all
for
that
and
at
that
time
two
years
ago,
that
was
an
important
conversation
about
salary
negotiation.
N
I
probably
couldn't
stand
on
the
state's
years
ago
and
say
to
the
extra
now
it's
even
going
to
be
more
important
than
it
was
two
years
ago,
but
it
is
more
important
than
two
years
ago
because
we
have
a
government
that
doesn't
appreciate
people
when
I
say
that
I'm
talking
about
the
United
States
Congress
United
States
Senate.
Well,
they
can't
agree
on
any
any
type
of
anything
and
it's
unfortunate.
So
what
you're
doing
today
and
what's
been
done
here
today
and
it's
been
done
over
the
last
punchy-
is
I
want
to
say.
Thank
you.
N
Let
me
get
my
thank
yous
out
the
way
Thank
You,
LaVon,
Murphy,
Evelyn
Murphy
has
been
incredible,
I
know
she's
moderating
the
panel,
and
but
she
has
absolutely
been
incredible
and
she's
been
doing
this
work
for
a
long,
long
time
and
I'm
so
glad
we
had
a
conversation
a
couple
weeks
ago
at
night
and
I'm
so
glad
that
she
decided
to
to
kind
of
do
more.
As
far
as
out
in
the
public
and
and
she's
been
a
terrific
mentor
not
just
to
Megan
but
to
me
and
I
want
to
thank
you
for
that.
N
I
want
to
thank
the
Boston
foundation.
I
want
to
thank
Paul
and
everyone
here
at
the
Boston
foundation.
Early
support
is
very
early
on
getting
right
involved,
jumping
in
both
feet,
not
even
asking
questions
on
one
thing:
Keith
Maloney,
as
well,
with
different
role
when
we
started
this
conversation
and
and
I
want
to
thank
you
for
that
in
Bookman,
Thank
You,
Kimberly
churches.
Thank
you
AUW.
Thank
you,
the
Center
for
Women
and
Politics
in
public
policy.
Thank
you,
Christina
Betty,
Betty
Jeff.
Thank
you,
Megan
Costello,
Thank
You
YWCA.
Two
years
ago
we
started
this
conversation.
N
Thank
you.
We
talked
about
making
this
the
best
city
in
the
women
know
in
the
in
the
country
for
working
women.
That's
what
we
talked
about
was
a
bold
idea.
We
talked
about
free
salary
negotiations
and
helping
women
negotiate
their
salaries.
Thank
you
for
the
question
on
labor,
because
that
was
one
of
the
things
we
talked
about
earlier.
We
don't
have
to
worry
about
labor
when
we
talk
about
this,
because
the
men
and
women
get
paid
the
same.
But
how
do
we
do
that?
But
Megan
talked
about
later?
N
Is
we
the
second
part
of
salary
negotiations?
Is
there
an
opportunity
for
us
to
get
more
women
on
boards
and
commissions
and
in
powerful
positions?
That's
what
magnums
talk
alone
when
it
comes
to
labor,
can
we
get
more
women
into
leadership
ranks
of
Labor,
because
two-thirds
of
the
people
that
are
union
members
today
are
women
and
people
of
color
so
aren't
clearly
we
need
more
people,
more
women
and
people
of
color
in
leadership
positions
for
labor.
N
N
I
live
with
two
women
and
I
would
not
want
Lauren
who
is
in
law
school
now.
I
would
not
want
her
to
walk
into
a
job
and
be
sitting
up
a
pot
from
a
her
counterpart
amel
and
think
that,
because
he's
a
man,
he
should
get
paid
more
than
her,
because
I'm
watching
her
do
her
homework.
I'm
watching
her
read
her
books
and
watching
her
study
and
she's
working
as
hard,
if
not
harder
than
any
man
is
to
become
a
lawyer
in
Massachusetts
and
and
I.
N
Think
it's
important
for
us
to
remember
that
and
make
sure
we
continue
these
great
opportunities
to
create
these
workshops
and
continue
the
work
Thank
You,
Boston
foundation.
I,
know
I,
have
a
message
here,
someone
to
say,
but
I'm
not
gonna
I
just
want
to
I
want
to
I
want
to.
Thank
you
seriously.
I
want
to
thank
everyone.
Who's
going
to
speak
today.
I
want
to
thank
anyone
in
this
room
who
just
came
to
a
workshop.
I
hope
you
got
something
out
of
it.
N
I've
had
the
chance
to
come
to
a
couple,
little
workshops
and
watch
some
of
the
folks
that
have
gone
through
the
workshop
and
talk
about
how
great
it
is.
This
is
about
you.
This
is
about
making
sure
truly
we
are
at
equal
City.
We
have
a
lot
of
challenges.
As
I
said,
we
had
a
lot
of
challenge
before
January
of
2018
and
1718
or
1817.
N
We
had
a
lot
of
challenges
before
that,
but
now
we
have
challenges,
but
we
have
all
of
the
right
people
in
the
right
places.
What
I
mean
by
that
I'm?
Not
talking
about
me
I'm
talking
about
all
the
people
that
that
are
in
positions
of
power,
whether
it's
City
Hall
or
positions
that
they're
making
a
difference
in
people's
lives.
Again,
thank
you
to
everyone
coming
here
today
and
you
know
the
last
thing
I'll
say.
Is
god
bless
you?
N
N
Now
those
same
little
kids
were
afraid
were
afraid
back
when,
when
this
guy
got
elected
president
back
in
November,
the
dreamers
that
are
older
understand
what's
going
on
and
they
can
fight
for
themselves
and
they
can
protest
and
rally
down
to
DC
a
will
stand
with
them
and
they
can
rally
in
protest
and
city
hall
pause
and
will
stand
with
them.
But
what
bothers
me
is
that
these
two
guys
today
are
picking
on
little
kids,
who
are
afraid
that
don't
understand
what's
going
on.
N
All
they
know
is
that
their
life
has
completely
turned
upside
down
today,
potentially,
and
we
just
got
to-
let
them
know
reinforce
the
idea
that
we
stand
with
them
every
single
step
along
the
way
to
make
sure
they
feel
safe
in
Boston.
Just
like
we
stand
beside
every
single
woman
in
our
city
until
we
truly
see
equal
pay
for
equal
work
across
the
board
and
see
women
in
positions
of
power
that
they
should
be
we're
not
going
to
stop
that
work
every
until
we're
done
there.
So
thank
you
very
much.
G
G
Think
we've
all
now
seen
why
why
we
have
such
respect
as
well
as
affection
for
you
Marty.
This
is
a
man
who
fights
for
all
of
us
and
you
get
these
occasions
where
the
reality
of
the
day
steps
into
a
a
scheduled
event,
and
you
see
this
man's
passion
and
it's
fight,
and
it
just
gets
to
me.
So
thank
you
for
what
you
do
here
with
us
today,
but
in
the
larger
context.
So
thanks
for
fighting
for
us
every
day,
the
mayor
has
to
leave
I.
G
O
With
his
daca
dreamer
example
to
all
of
those
who
have
been
through
the
workshop,
I
sense
that
they
have
been
acquiring
skills
for
the
folks
who
are
not
in
the
room,
the
folks
who
are
managing
these
houses.
The
folks
who
are
fostering
an
ongoing
culture
that
these
women
in
the
work
force
must
now
go
back
and
buck
up
against
fantasize.
H
Megan,
that's
what
we're
doing
through
the
Boston
Boston
Women's
workforce
Council.
We
have
216,
that's
right.
Mary
Rose
may
be
at
17
now,
employers
that
we're
working
with
including
Morgan
Stanley
and
other
large
companies
here
in
Boston,
State
Street
MassMutual,
that
are
acknowledging
employers
have
a
role
to
play
in
creating
equal
pay,
and
it's
not
only
the
right
thing
to
do.
I
think
that
this
is
an
important
distinction.
You
know
equal
pay,
its
2017.
H
We
should
hopefully
all
agree
that
women
should
be
paid
equally
right,
but
this
is
also
about
businesses
bottom
line,
and
if
you
want
to
retain
your
workforce,
if
you
want
to
see
a
happier
more
productive
workforce,
then
you
should
be
paying
women
equally.
It's
that
simple,
and
so
we're
really
excited
about
this
combination
that
we
have
here
in
Boston
with
the
legislation
that
will
be
implemented
in
July.
It's
very
special.
H
We
have
these
workshops
so
we're
talking
about
training,
individual
women
and
making
sure
that
they
have
the
tools
that
they
need
to
be
successful,
but
then
we're
also
talking
about
employers,
and
what
can
employers
do
at
the
end
of
this
month?
September
29th
we're
bringing
together
over
200
employers
to
say
from
your
perspective,
not
just
what
are
the
buzzwords,
not
just
what
our
sort
of
you
know.
H
G
Me
add
to
that
for
a
minute,
because
I
am
the
co-chair
of
this.
Boston
was
workforce
council
that
involves
employers
in
this
effort.
If
you
think
about
it
for
a
minute,
every
woman,
every
working
woman
in
Boston
could
go
to
a
workshop
and
understand
what
her
worth
is
and
how
to
negotiate
and
do
it
brilliantly.
But
if
her
employer
decides
that
he
or
she
is
not
going
to
go
along
with
this,
then
she's
constantly
going
to
be
struggling
and
fighting
on
the
other
side.
G
If
every
employer
said
you
know,
I
believe
I'm
gonna
pay,
my
women
and
my
men
fairly
equitably,
but
if
women
on
the
other
side
don't
understand
what
their
value
is,
then
they're
always
going
to
think
their
employer
is
deceiving
them.
So
you
need
both
sides
of
this
equation.
That's
why
this
Boston
model
of
the
workforce
council
and
these
workshops
is
such
a
such
a
brilliant
piece
of
initiative
and
and
yet,
as
that
co-chair
I
will
tell
you.
G
G
We
don't
have
employers
rushing
in
the
door
to
hold
up
their
hands
to
say
they
want
to
do
this,
so
it's
one
by
one
by
one
and
every
single
one
of
you
today
could
play
a
very
important
role
in
doubling
this
number
from
two
hundred
and
fifteen
or
sixteen
to
four
hundred
plus.
It
would
be
huge
so
take
that
message
as
well
as
the
workshops
and
Bookman.
You
want
to
mention
something
about
the
study.
C
In
detail
is
the
number
of
said
now
that
I've
been
through
this
workshop
and
I
understand
my
own
work,
I'm
interested
in
becoming
a
supervisor
I'm
interested
in
starting
my
own
business.
So
this
culture
change,
we've
talked
about
is
I'm
trying
to
make
a
linkage
between
women's
leadership
and
what
they
learn
in
the
workshop.
G
K
K
The
women
who
participate
are
hiring
managers
they're
also
now
realizing
that
they're
perpetuating
the
gap
by
doing
certain
things
right
so
asking
what
your
salary
is,
or
you
know
not
even
nudging
somebody
to
negotiate
so
now
so
many
of
the
women
say
now
I
ask
the
other
women
to
negotiate
and
I
nudged
them
and
I,
say:
I
won't
continue
our
conversation.
Unless
you
you,
you
negotiate
with
me,
so
I
think
it's
starting
to
create
that
change,
but
but
it's
as
a
result
of
having
participate
in
the
workshops.
G
P
For
me,
the
workshop
was
a
great
success
just
to
give
some
context
for
my
question.
In
fact,
my
the
hiring
manager
for
the
next
job
I
got
had
also
taken.
The
workshop,
like
you
just
said,
and
I
was
also
able
to
give
some
of
the
language
I
learned
to
a
friend
who
was
able
to
negotiate
for
a
higher
salary.
P
My
question
is
twofold:
one
any
advice
for
women
who
do
kind
of
go
in
with
newfound
confidence,
employing
the
things
they
learn
and
do
face
and
negative
consequences
at
work
and
two
you
talked
a
little
bit
about
institutional
change
for
like
big
companies
and
corporations,
but
any
any
plans
to
reach
out
to
nonprofits
who
I
think
struggles,
sometimes
with
not
only
sometimes
the
pay
is
equal,
but
in
hiring
very
overqualified
women
to
fill
certain
positions
any.
Could
you
speak
to
that
sure.
I
Just
from
an
employer's
perspective,
I
guess
I
would
offer
two
things,
and
perhaps
it's
some
of
its
based
on
the
industry
that
I'm
in
if
there
was
backlash
I'd
question
whether
I
really
want
to
work
at
that
company.
Okay,
because
I
think
that's
probably
a
little
bit
more
of
a
preview
into
the
culture
of
that
organization
and
then,
secondly,
again
just
my
own
and
I've
hired
a
lot
of
people
and
negotiated
a
lot
of
pay
through
the
years.
I
welcome
the
discussion
because
it
leads
to
healthy
discussion
and
it
leads
to
a
better
relationship.
J
Anything
awful
you
mentioned
about
working
in
the
nonprofit
sector
and
how
the
challenges
are
with
negotiating
overall
because
of
not
having
enough
resources
and
I.
Think
that
there's
always
a
challenge
in
that
place
and
I
know
the
workforce.
Council
is
working
on
recruiting
more
folks
from
the
nonprofit
sector,
but
also
I
think
looking
for
more
organizations
that
do
offer
more
pay
there.
They
are
out
there,
and
so
it's
about
searching
and
also
figuring
out
but
balance
between
staying
at
an
organization
for
their
mission
versus
pay,
and
it's
always
challenging
that
sense.
H
Is
real?
It's
something
we
talked
about
in
the
workshops,
it's
something
that
you
know
I!
Think
women
fear
right
like
this
is
the
anxiety
that
exists
right.
It
comes
true,
so
how
do
we
deal
with
that?
And
it's
really
around
acknowledging
that
unconscious
bias
exists
and
I
always
say
to
women
at
any
point,
during
a
negotiation,
whether
it's
for
promotion
within
your
organization
or
whether
it's
you
know
with
a
company
that
you're
looking
to
work
for
you
can
always
stop,
and
you
can
just
say,
I've
really
appreciated.
You
know
the
conversation.
H
Thank
you
for
taking
the
time
to
meet
with
me.
I'd
love
to
revisit
this
conversation
in
a
few
weeks.
So,
if
you
ever
sort
of
feel
like
I,
don't
know
what
to
say
next,
I'm
unsure
I'm
feeling
anxious
just
take
a
moment
and
pause
and
revisit
it
and
I
think
that
that's
something
that's
very
powerful
about
the
workshops,
in
addition
to
the
nonprofit
stuff
compensation
and
and
what
we
think
we
should
be
getting,
is
obviously
something
that
we're
talking
about
today.
But
it's
also
about
the
benefits
right.
H
What
other
benefits
I
know
free
parking
right
in
Boston?
That's
that's
a
huge
benefit
that
we
might
be
able
to
negotiate
for
so
just
because
a
company
or
an
organization
might
say
to
you.
Well,
we
can't
compensate
you
at
this
because
of
limited
resources.
Can
they
give
you
another
week
of
vacation?
Can
they
you
know,
give
you
free
parking.
Other
benefits
like
that
is
an
important
part
of
what
we
teach
and.
G
We
have
to
be
careful
about
what
we
say:
nonprofit,
it's
it's
an
umbrella
for
a
large
number
of
entities,
some
of
which
are
huge.
Some
of
our
healthcare
providers
are
nonprofits,
and
then
you
have
the
small
nonprofits.
So
so
we
need
to
be
careful
because
the
larger
ones
do
pay
a
fairly
competitive
salaries.
L
You
thank
you
so
much
for
talking
about
this
I
think
about
my
mother
and
my
grandmother
and
how
silenced
we've
been
about
talking
about
money
as
a
culture
and
especially
as
women.
Yes,
my
name
is
Julian
Otis
and
I
coach
executives
on
their
relationships
with
money,
with
myths
of
scarcity
and
with
sustainable
abundance.
I'm
so
touched
by
this
conversation
and
I'd
like
to
know.
If
you're
willing
to
be
a
transparent,
would
you
tell
us
what
you
pay
your
facilitators?
H
You
know
I
think
when
we
think
about
the
recommendations
of
where
do
we
take
these
workshops
next
and
what
are
we
doing
right
now?
We
do
rely
on
volunteer
facilitators
and
and
I
think
every
woman
in
this
room
can
think
of
a
job
that
they
do
on
a
volunteer
basis
because
they
believe
in
a
cause
or
a
mission,
and
so
we
certainly
do
rely
on
women
in
our
community
to
do
that.
But
it's
certainly
something
that
came
and
I
can
talk
about.
Thanks
to
your
question.
G
D
Q
Q
Know
not
just
in
the
the
work
that
that
I
do
with
others,
but
also
in
my
professional
life,
so
facilitating
has
also
helped
me
to
facilitate
at
my
current
job.
So
it's
it's
been
worth.
Wilde
on
many
levels,
Cristina
and
I-
have
talked
about
cultural
differences
and
I
know
that
to
come
up
a
little
bit
and
it's
very
different
depending
on
where
you
grew
up,
who
your
parents
were
family
members.
Q
My
household,
we
didn't
talk
about
that,
my
parents
that
don't
accrue
debt,
but
they
didn't
say
this
is
what
you
do
when
you
go
into
the
world
and
negotiate
your
salary
I
would
love
to
see
the
workshop
moved
to
high
school
seniors.
Maybe
have
a
bring
your
child,
whether
it's
a
male
or
a
female
child,
to
a
workshop
so
that
you
can
talk
about
these
things.
I
had
a
feeling
member
say
to
me
an
uncle
I
love
him,
but
he
said
to
me.
Q
Why
is
that
important
when
I
told
him
that
I
was
doing
this
work?
So
we
need
to
talk
to
family
members
about
it,
but
also
as
a
woman.
You
know
I'm
so
focused
on
pushing
my
career
forward.
Doing
work
like
this.
You
kind
of
forget
sometimes
that
you
need
to
focus
on
your
children
as
well,
so
that
they're
also
empowered
and
not
starting
behind
the
eight
ball.
So
it's
kind
of
a
comment
in
a
question
about
next
steps.
Thank
you
for
doing
this.
K
The
workshop
latina
circle
has
hosted.
We
do
pose
the
question
of
you
know
what
are
the
cultural
barriers
to
negotiating
your
pay,
because
that
that
is
a
the
first
step
to
actually
having
the
conversation
and
what
you
hear
a
lot
of
the
women
talk
about
is
that
you
know
your
initial
comment
before
was
you
know,
I
didn't
know
that
I
could
even
negotiate
or
it
feels
you
know
in
my
culture.
K
You
have
to
be
humble,
and
it's
just
disrespectful
to
ask
about
it,
and
some
I
think
there
was
one
comment
where
someone
said
you
know:
I
feel
actually
bad
asking
for
more.
When
my
mother,
you
know
I,
know
how
much
my
mother
makes
them
for
me
to
make
triple
that
feels
bad.
And
what
and
those
are
real
feelings
right
to
say
you
know,
I,
don't
know
how
to
talk
about
this
I
feel
badly
about
it,
and
we
counter
that
with
you
know.
K
Well,
what
if
you
could
have
more
money
and
the
difference
that
would
make
in
you
providing
for
your
family
or
being
able
to
buy
a
car,
a
house
save
for
retirement,
and
it's
just
when
you
start
to
pose
it
in
terms
of
Economic,
Security
and
upward
mobility.
It
just
immediately
changes
the
conversation
to
say
that
that's
okay
to
want
that.
K
We
need
to
have
that
so
so
the
cultural
piece
is
super
important
to
weave
in
because
if
you
don't-
and
you
just
talk
about
it
as
just
you
know-
here's
a
training
on
how
to
do
it.
It
doesn't
get
down
into
those
deep
feelings
of
self-worth
and,
and
that
I
think
is
one
of
the
most
powerful
things
about
this
workshop
is
that
it
helps
you
actually
talk
about
your
Worth
and
what
you
bring
to
the
table,
and
you
can't
do
that
without
first
acknowledging
the
barriers
to
that.
So
thank
you.
B
Kim,
what
you
for
also
raising
high
school
seniors
and
for
thinking
about
what
this
means
for
various
levels
of
educational
attainment
I
grew
up,
believing
that
education
is
the
great
equalizer
and
that
we
all
know
that
the
more
you
attain
the
more
you
can
earn.
But
8uw,
just
a
couple
months
ago,
put
out
a
report
called
deeper
in
debt
looking
at
student
loans
and
how
they
perversely
affect
women
as
they
seek
higher
education
and
I.
Bring
that
up,
because
to
your
point
on
high
school
seniors,
those
who
perhaps
have
achieved
their
GED.
B
Those
who
have
taken,
maybe
some
community
college
classes
but
haven't
achieved
their
AAA.
Those
who
perhaps
chose
a
for-profit
university
and
are
just
compounding
debt
upon
debt
upon
debt,
but
not
able
to
complete
their
degree
because
of
caretaking
and
other
needs.
So
what
happens
there?
Is
the
the
gap
becomes
the
ultimate
alligator
teeth
that
just
keeps
chomping
and
widening
out,
and
that
can't
be
okay.
So
as
we're
looking
at
a
UW
on
our
work
on
these
programs
and
why
this
partnership
is
so
key.
B
It's
not
just
about,
as
we
saw
in
the
report,
about
people
who
have
achieved
a
bachelor's
degree
or
a
graduate
degree.
Certainly
that's
key
and
very
important,
as
we
think
about
leadership
roles
in
our
private
sector,
public
sector
and
in
government,
and
making
sure
that
women
are
represented.
But
we
have
to
make
sure
if
we're
gonna
get
to
the
inequities
that
we're
facing
here
in
Boston,
in
Massachusetts
and
in
this
nation
that
are
only
getting
worse
in
the
city
that
I
live
in
in
Washington
DC.
B
R
R
Hi,
my
name
is
Julia
guys,
Minh
and
my
whole
focus
is
gender
equality
and
equity.
So
one
of
the
things
I
have
noticed
is
that
there
are
a
number
of
women
who
drop
out
who
Biko,
who
take
a
pause
to
raise
their
children
and
in
doing
so
what
has
happened?
Is
they
forgot,
and
this
addresses
your
comment
Kim.
R
They
forgot
that
when
they
drop
out
or
when
they
take
a
pause,
they
do
put
themselves
in
a
very
risk
of
honorable
position
financially,
and
so
one
of
the
things
that
I
endeavor
to
do
when
I
work
with
women
is
to
talk
about
how
to
retain
one's
relevance
because
of
the
financial
investment
they
made
and
time
investment
they
made
in
their
education.
So
perhaps
another
phase
could
be
geared
towards
those
women
who
have
decided
to
raise
some
children,
which
is
a
very,
very
important
aspect
to
to
be
to
be
sure.
R
There
are
civilization
in
doors,
but
on
the
other
hand,
they
end
serving
the
civilization
they
also
put
themselves
at
risk.
So
I
would
offer
up
the
possibility
of
looking
at
that
segment.
I
live
in
Charlestown
and
they
have
a
mother's
association
of
17,
strong,
1700
strong
in
that
70
1700
strong,
that's
a
significant
number
of
women.
So
that's
my
comments.
H
H
S
Hi,
hello,
hi,
I'm,
Maya,
Sharpie
I
run
a
empowerment
camp
for
women
in
creative
fields,
so
I
teach
negotiation
and
I
teach
a
lot
of
these
skills.
I've
been
doing
it
for
the
past
few
years,
and
one
of
the
things
that
started
to
come
to
mind
in
the
last
year
or
so
that
I
can't
get
out
of
my
mind
is
that
perhaps
I'm
spending
my
energy
in
the
wrong
place.
Perhaps
it
shouldn't
just
be
about
me
and
you
training
women,
but
what
about
the
men?
S
So
one
of
the
things
I'm
thinking
about
is
yes:
I
need
to
negotiate.
Women
need
to
negotiate,
but
men
can
play
a
role
in
encouraging
women
to
negotiate.
Men
can
play
a
role
at
looking
at
who
they
mentor
and
whether
those
people
who
they're
mentoring,
look
like
them
and
remind
them
of
their
young
selves.
Men
can
play
a
role
in
thinking
about
who
gets
access
to
opportunities
that
are
highly
visible.
A
recommendation
to
you
know
for
to
fill
this
next
important
role.
A
recommendation
to
speak
I,
don't
know
how
many
people
have
seen
the
website.
S
Congratulations.
You
have
an
all-male
panel
comm,
but
these
things
happen
over
and
over
there's
all
kinds
of
soft
power
and
I
I.
Just
wonder:
should
we
be
having
workshops
that
train
men
who
want
to
be
allies,
okay,
step
one,
do
this
step
two?
Do
that
step
three
like:
let's
take
your
good
intentions
and
put
them
into
reality:
terrific
terrific.
H
I
talk
a
lot
about
I,
always
joke
with
him.
There's
nothing!
You
can
do
about
being
a
white
guy
from
Dorchester
right,
but
but
you
can
be
an
ally.
You
can
recognize
the
power
that
you
have
and
make
sure
that
you
are
very
intentional
in
this
space.
I
use
this
the
I
mean
Michelle
Obama
used
this.
A
lot
talked
about.
Amplification
talked
a
lot
about
okay,
when
we're
sitting
at
a
table
together
and
all
the
men
are
doing
the
talking.
H
How
do
I
lift
up
other
women's
voices
as
a
woman,
but
also
what
role
can
men
play?
I
think
it's
very,
very
important.
It's
certainly
I
always
say
to
you
know.
If
it
were
just
up
to
women,
we
would
have
done
it
hundreds
of
years
ago
right.
So
we
need
men
to
be
supporters
and
allies
and
advocates
in
this
work
as
well.
T
D
T
Of
the
cofounders
of
a
startup
called
she
geeks
out
and
we
are
actually
a
community
partner
and
we
were
really
honored
to
help
support
this,
and
we
are
strong
supporters
of
gender
equality
in
all
aspects
and
I
just
wanted
to
address
the
woman
who
just
spoke.
So
we
actually
have
a
webinar
next
week
on
how
to
be
an
ally
and,
as
part
of
hub
week,
I
will
be
facilitating
and
moderating
a
panel
on
how
to
be
an
ally
in
the
workplace.
T
G
D
Hello,
my
name
is
Shonda
Lewis
I'm
from
strong
women.
Strong
girls
I
actually
have
a
question
around
the
age
breakdown
of
the
participants
in
the
workshops,
and
if
you
saw
a
difference
based
on
you
know
the
lines
between
generations
about
how
receptive
they
were
to
the
information
that
was
being
presented
and
then
also
the
implementation
of
strategies
that
were
being
taught
just
F.
They're
interested
great
question.
C
I
actually
think
it's
a
plus
that
the
majority
of
the
workshop
takers
and
completers
were
44
years
or
younger,
not
that
older
women
are
not
being
underpaid
as
well
and
very
important
to
take
the
workshops
but
I
think
when
we're
talking
about
a
culture
change
here,
which
we
are,
that
the
millennial
generation
and
the
high
school
girls
and
the
boys
and
the
younger
generation
are
incredibly
important.
I
wouldn't
say
that
we
saw
and
and
I
would
say,
also
that
about
50%
of
the
workshop
completers
were
between
18
and
29.
C
G
A
Thank
You
Evelyn
and
thank
all
of
you
all
the
participants,
all
the
hard
work
that
has
gone
into
bringing
us
to
this
moment
of
opportunity.
Speaking
for
the
foundation,
I
can't
imagine
a
worthier
subject
for
one
of
our
first
forums
in
our
new
space
and
we're
just
so
delighted
to
to
have
hosted
all
of
you
today.
But
as
a
number
of
people
mentioned,
we
have
been
deeply
involved
in
the
project
from
the
beginning.
A
It
is
very,
very
compelling
on
its
own,
but,
as
I
said
my
earlier
remarks,
it
also
connects
to
some
fundamental
issues
in
the
workforce
that
are
going
to
determine
whether
we're
going
to
be
a
society
of
opportunity
going
forward
or
not
the
decline
in
the
labor
force.
Participation
of
women
is
a
disaster
if
it
continues
it
cannot
in.
That
is
an
opportunity.
It
seems
to
me
to
forward
this
agenda
because
women
are
going
to
be
so
needed
to
meet
the
workforce
needs
that
will
be
presented
to
the
country.