# data[].attributes.attachment_link.readable_text
Women of Color Face Multiple Barriers to Advancement In the Workplace

Since we have started tracking the gender pay gap, the difference between the earnings of women and men has shrunk. But significant disparity in how men and women are paid still remains. The uncontrolled gender pay gap, which takes the ratio of median earnings of all women to all men, decreased by $0.05 since 2015. However, women still make only $0.79 for every dollar men make in 2019.

What often gets lost in translation is what the uncontrolled wage gap truly represents - that women are less likely to hold high-level, high-paying jobs than men. There are structural barriers which keep women from advancing in the workplace- this is what we call the opportunity gap.

The controlled gender pay gap, which controls for a number of factors such as job title, years of experience, industry and location so that the only differentiation between workers is their gender, shrunk by just $0.008 since 2015. Women now make $0.98 for every dollar an equivalent man makes.

Additionally, when we discuss the gender pay gap, it's important to remember that women are not one homogenous group: women of color face a different set of barriers in getting fair pay and advancing in the workplace compared to white women. This year, we took a close look at the intersection of gender and race and examined how the gender wage gap differs for women of various races. We also examine the opportunity gap for women of different races.

Last but not least, we've created a guide for HR professionals and business leaders who seek to close the gender wage gap and make their workplace more equitable for all employees.

Between January 2017 and February 2019, nearly 1.8 million people took PayScale's online salary survey, providing information about their industry, occupation, location and other compensable factors. They also reported demographic information, including age, gender, and race. We leveraged this sample to provide insights into the controlled and uncontrolled gender pay gap. For analysis by race, we look only to those with at least a bachelor's degree. All gender pay gap numbers reported are relative to white men.

This figure is representative of the uncontrolled - or "raw" gender pay gap, which looks at the median salary for all men and women regardless of job type or worker seniority.

In other words, the median salary for men is roughly 21 percent higher than the median salary for women. This figure represents a one percent improvement from 2018 and a 5 percent improvement from 2015, when the median salary for men was roughly 26 percent higher than the median salary for women.

What is the gender pay gap once all compensable factors such as experience, industry and job level are accounted for? It's still not zero.

In fact, when men and women with the same employment characteristics do similar jobs, women earn $0.98 for every dollar earned by an equivalent man. In other words, a woman who is doing the same job as a man, with the exact same qualifications as a man is still paid two percent less. Unfortunately, this controlled wage gap has only shrunk by a miniscule amount of $0.008 since 2015.

There are significant variations in the size of the wage gap for different ethnic groups. The largest uncontrolled pay gap is for American Indian and Alaska Native, Black and Hispanic women. Women who identify as a member of these races earn roughly $0.74 for every dollar a White man earns. In other words, American Indian, Alaska Native, Black and Hispanic women earn 26 percent less than White men.

This gap is smaller than that reported using the Current Population Survey, likely because we're only studying respondents with at least a bachelor's degree. For reference, the uncontrolled pay gap between White women and White men is $0.80 on the dollar.

Equal Pay Day was started by the National Committee on Pay Equity (NCPE) in 1996 to highlight the gap between men and women's wages. Equal Pay Day is held every April to symbolize how far into the year women need to work to make what men did in the previous year. However, this date is calculated using the overall wage gap, the $0.80 on the dollar figure.

Equal Pay Day for Latinas and Equal Pay Day for Black women are later in the calendar year, because these minority groups typically earn less than White women. According to EqualPayDay.org, the typical Black woman must work until August 2019 to be paid what the typical White man was paid at the end of December 2018. The typical Latina woman must work until November 2019 to be paid what the typical White man was paid at the end of December 2018.

The controlled pay gap differs by race too: The largest gap is between the earnings of Black women and White men. Black women make $0.97 for every dollar a White man with the same qualifications makes. The controlled gender pay gap for Hispanic and White women is more or less the same. Both groups earn roughly $0.98 for every dollar a White man with the same credentials earns. However, this does not mean that Hispanic and White women are necessarily treated equally in the workplace.

In fact, we find that women of different races face various degrees of discrimination when it comes to getting fair compensation for their work.

Why is the uncontrolled wage gap so large? It's because women are less likely to hold higher-level, high-paying jobs compared to men. Women also tend to move up the career ladder at a slower pace than men. We call this phenomenon the opportunity gap.

We've found that roughly an equal percentage of men and women start their careers as individual contributors, i.e. they do not manage people. At the start of their careers (age group 20-29), 74 percent of men and 75 percent of women are in individual contributor roles. However, a much smaller proportion of women reach the manager/supervisor level or higher by the middle of their career.

By mid career (age range 30-44), 47 percent of men are managers or higher, while only 40 percent of women reach this level. By late career (age 45+), 57 percent of men are managers or higher, while only 41 percent of women reach this level.

Few women ever make their way to C-suite. By late career (age 45+), eight percent of men have risen to an executive level position, compared to three percent of women.

Occupational segregation also contributes to the gender wage gap. Data from the Bureau of Labor Statistics show that women tend to be overrepresented in occupations such as Healthcare, Personal Care & Service, Education, Office & Administrative Support, and Community & Social Services - typically lower-paying occupations. Meanwhile, men are overrepresented in higher paying occupations like Engineering and Computer Science.

There are multiple reasons why women earn less than men and move up at a slower pace. For one, employers often make assumptions about what kinds of work different genders are best suited for, funneling women into lower-paid, lower-level positions.

Another key factor is that women tend to spend more time out of the workforce, which hurts their career. In 2018, we studied this issue and found that when a worker leaves the workforce, they incur a wage "penalty" upon their return. Workers who took a break for 12 months or longer experienced an average wage penalty of 7.3 percent relative to a similar worker who did not take a break. Women take more breaks and longer breaks than men, primarily for taking care of children and aging family members, and bear the brunt of this "time-off" penalty. For more details, check out PayScale's 2018 Gender Pay Gap report.
How Does Your Pay Compare?

To understand the opportunity gap for women of color, we must first establish the baseline. In our sample, 56 percent of White men were individual contributors (ICs). The proportion of ICs goes up to 62 percent for White women, 61 percent for Native Hawaiian women, 63 percent for American Indian women, 66 percent for Hispanic Women, 67 percent for Black women and 72 percent for Asian women. This implies that women of color are more likely to stagnate in their careers than White women.

While only 3 percent of all White women make it to the executive level of an organization (compared to 6 percent of White men), only 2 percent of Asian, Black and Hispanic women make it to the C-suite.

In other words, for the most part, women of color are facing even greater barriers to advancing in the workplace compared to White women. For the race portion of our analysis, we only looked at those who have at least a bachelor's degree. Due to sample size issues, we're unable to report data on Native Hawaiian and other Pacific Islanders beyond the manager/supervisor level.

Our research shows that even at the start of workers' careers, the playing field isn't even. Our research found that White, female individual contributors (ICs) earn $0.81 for every dollar earned by a male individual contributor. This notable gap implies that men and women are segregated into different jobs early in their careers. When controlling for compensable factors, a White female individual contributor makes 1 percent less than her White male counterpart.

Sadly, this wage gap is even wider for women of color. Black women, American Indian women, and Hispanic women at the IC level make $0.77 cents for every dollar earned by a white man at the same job level. In other words, women belonging to these minority groups make 4 percent less than White women and 23 percent less than White men at the same level.

After controlling for compensable factors, we find that Black women at the IC level make 2 percent less than an equivalent White man. Hispanic women and White women at the IC level all make between 1 percent less than an equivalent white man.

Interestingly, Asian women at the IC level did not experience any uncontrolled wage gap relative to White men. When controlling for compensable factors, Asian women at this level made 2 percent more than an equivalent White man. However, it is important to keep in mind that the demographic group "Asian" covers many different ethnic groups that are not treated equally in the workplace.

The gender pay gap widens for all ethnic groups as they move up the corporate ladder, but not to the same degree. The largest controlled pay gap is for Black, female executives. A Black, female executive earns $0.63 for every dollar a White male executive earns. In other words, a Black female executive earns 27 percent less than a White male executive.This implies that Black women and White men work in vastly different jobs and types of organizations even when both hold senior positions.

Even when we control for compensable factors, Black women who are executives get paid $0.95 cents for every dollar a White man with the same qualifications does.

Additionally, we know that biases often seep into performance reviews and pay increase decisions and these biases disproportionately affect people of color. In 2018, PayScale conducted research to understand workers' experiences when asking for a raise. We learned that all races are equally likely to ask for a raise from their current employer, but women of color were 19 percent less likely to have received a raise than a White man, and men of color were 25 percent less likely. Our analysis controlled for other factors that affect the likelihood of receiving a raise, like tenure and job level.

Women with advanced degrees are under-utilized and under-compensated for their education. Wage gaps tend to be greater for those with more advanced degrees. Women with MBAs face the largest uncontrolled pay gaps, implying that men and women are segregated into different jobs.

In our salary survey, we asked workers to respond to this statement: "I feel that I am paid fairly within my organization." We find that the vast majority of workers do not agree that they're paid fairly by their employer. Interestingly, women tend to have a more negative perspective on pay fairness compared to white men. This is true for women of every race.

Feeling underpaid presents problems not only for the individual, but also for employers. An article in the Globe and Mail cites studies showing that feeling underpaid increases the probability that a worker will report experiencing "stress, depression and problems with emotions' on a majority of days in any given month". When a worker senses she is underpaid, it also breeds resentment. Both of these issues lead to absenteeism and loss of productivity.

Additionally, we've found that perceptions about pay play a significant role in an employee's desire to leave your company. For example, 60 percent of employees who perceived they were underpaid said they intended to leave, compared to only 39 percent of those who perceived they were overpaid.

Women are underpaid relative to men for every occupation we examined in our dataset. Data from the Bureau of Labor Statistics show that women make up the majority of workforce in occupations such as Healthcare, Personal Care & Service, Education, Training, Office & Administrative Support, and Community & Social Services. Meanwhile, the vast majority of men are in occupations such as Construction, Installation and Maintenance, Architecture & Engineering, Computer Science and Transportation.

It might feel logical to expect the gender pay gap to be smaller in industries that are dominated by women, and wider in occupations dominated by men. However, this is not supported by fact. In reality, there are multiple occupations in which women make up more than half of workers in that field, and are still paid significantly less than their male colleagues compared to more male-dominated industries.

Take the legal industry as an example: women make up 52 percent of workers in the legal profession, and yet face the greatest uncontrolled pay gap of all occupations covered in this study - making 62 cents for each dollar earned by men. This finding implies women and men in the legal profession do not have the same job levels or job titles. When we look at similarly situated men and women in the legal profession, there is still a wage gap of 2 percent.

Sales is another occupation in which the uncontrolled wage gap is significant. Women make up 49 percent of all workers in sales but make $0.80 for each dollar earned by men. When we look at similarly experienced men and women in sales, women still make $0.96 for each dollar made by men.

On the other hand, community and social service occupations are closest to having pay parity. The uncontrolled pay gap for these jobs is $0.96 on the dollar, meaning women on average get paid 6 percent less than men. However, the controlled pay gap is essentially non-existent.

Occupation
Uncontrolled Gender Pay Gap

Controlled Gender Pay Gap

Percent Men (BLS)

Percent Women (BLS)

While technology does not have a good reputation for being female-friendly, it has the smallest controlled pay gap of any industry. However, there is a large difference between the controlled and uncontrolled gender pay gap in technology. Among other things, this is indicative of the fact that women and men do not have the same jobs within tech. Also, women make up only 29 percent of the tech industry.

The transportation & warehousing industry has the largest controlled gender pay gap of all industries, followed by energy & utilities, and accommodation & food services. The largest difference between the controlled and uncontrolled wage gaps is in the finance & insurance industry.

Industry
Uncontrolled Gender Pay Gap

Controlled Gender Pay Gap

Percent Men (BLS)

Percent Women (BLS)

Alabama continues to have the largest uncontrolled gender pay gap in the country, with women making roughly 27 percent less than men. Alabama also has the third largest controlled pay gap, with women making 4 percent less than men with the same qualifications.

Alabama's next-door-neighbor Louisiana does not do much better. Louisiana's uncontrolled gender pay gap shows that women are making 25 percent less than men on average. Louisiana actually has a wider controlled gender pay gap than any other state, with women making 5 percent less than men even when we control for compensable factors.

Vermont takes the title as America's most equitable state. It has both the smallest uncontrolled and controlled gender wage gaps. Women in Vermont earn 13 percent less than men. But when we control for compensable factors, they make roughly the same as men.

Our research shows that gender and racial biases and discrimination are both far from uncommon in the workplace. Women are often undervalued for the work they do, are more likely to hold lower-level, lower-paying jobs and they tend to stagnate in their careers.

Women's experiences in the workforce vary vastly by race: We see women of color often face additional barriers to advancement compared to white women. For example, Black women and Hispanic women experience even wider pay gaps, they start out their careers in lower paying positions, and are even less likely than White women to make it to the C-suite.

Additionally, as much as employers try to position themselves as a meritocracy, we find that pay decisions do not reflect a merit-based culture. Employers do not value education/degrees equally among men and women. Our data shows that employers tend to undervalue degrees when they're earned by women: employers pay women less than men at every education level, after controlling for other compensable factors. The women with a masters of art, MBA and/or law degrees are under-utilized and under-compensated to a greater extent compared to women who have only a bachelor degree.

These days, employers no longer have an option to ignore potential wage and opportunity gaps within their workplace. Not only are there new equal pay laws that organizations must comply with nationally and globally, workers themselves are demanding change from their employers. For example, workers in 2018 took to the streets and courtrooms to fight against perceived cases of pay discrimination (Google, Nike, Oracle).

Addressing pay equity issues isn't just a matter of compliance or protecting one's reputation. In today's tight talent market, workers are choosing to align themselves with organizations that have values that match theirs and fairness is a value most workers identify with. Organizations which commit to examining their pay and rewards practices to ensure fairness will position themselves well in the war for talent. The opportunity that lays ahead is not about complying with equal pay laws. It's to ensure that your workplace is fair to all workers and as a result, differentiate your organization as an employer of choice.

We've put together a step-by-step guide for business leaders and HR leaders who want to ensure equitable pay, equalize employment opportunities and see more equitable outcomes for all people within their organization. Get your copy today.

When you get compensation right, you attract and retain the best talent.

What your skills are worth in the job market is constantly changing.

# data[].attributes.attachment_link.title
Gender Pay Gap Ratios, Stats and Infographics 2019 | PayScale

# data[].attributes.attachment_link.description
The gender pay gap is real, and it gets worse as women move up in their careers. Check out the most recent gender pay gap statistics and visualizations. Learn how this culturally ingrained problem hurts men and women, and employees and employers alike.

# data[].attributes.attachment_link.title
Why we should talk about our low self-esteem | Belen Martinic & Margherita Girardi | TEDxYouth@WISS

# data[].attributes.attachment_link.title
7 Tips On How To Be Healthy For TEENAGERS! (exercise, diet, sleep...)

# data[].attributes.attachment_link.description
Today's video is on how to be healthy as a teenager, and I don't mean losing wait or being skinny, but eating well, making sure you get at least a little bit of exercise, getting off your phone and sleeping well. I also mention a little bit on mental health.

# data[].attributes.body
Food Choices- Girls

# data[].attributes.body
Healthy Foods-Boys

# data[].attributes.attachment_link.title
Online Safety Tips for Kids, Tweens and Teens

# data[].attributes.body
Assumtions

# data[].attributes.attachment_link.title
What Assumptions Do Kids Make About Each Other? | Reverse Assumptions

# data[].attributes.body
12

# data[].attributes.attachment_link.title
What Are Hormones | Physiology | Biology | FuseSchool

# data[].attributes.body
Body Image and Social Media

# data[].attributes.attachment_link.title
How the media affects youth | Oda Faremo Lindholm | TEDxOslo

# data[].attributes.body
Pay Gap

# data[].attributes.attachment_link.readable_text
The gender pay gap varies substantially from state to state, due to factors such as:

The primary industries in the state and the opportunities they create

Demographics such as race/ethnicity, age, and education level

Regional differences in attitudes and beliefs about work and gender

Differences in the scope and strength of state pay discrimination laws and policies

Explore Your State STATE WAGE GAP DATA
The gender pay gap occurs across almost all occupations and industries:

Male-dominated industries tend to have higher wages than industries and occupations made up mostly of female workers;

In a comparison of occupations with at least 50,000 men and 50,000 women in 2017, 107 out of 114 had statistically significant gaps in pay that favored men; six occupations had no significant gap; and just one had a gap favoring women.

In some occupations, women collectively are receiving billions less than they would with equal pay; for instance, women working as physicians and surgeons are paid $19 billion less annually than if they were paid the same as men in that occupation.

# data[].attributes.attachment_link.description
The gender pay gap varies substantially from state to state, due to factors such as: The primary industries in the state and the opportunities they create Demographics such as race/ethnicity, age, and education level Regional differences in attitudes and beliefs about work and gender Differences in the scope and strength

# data[].attributes.body
Gender Differences

# data[].attributes.attachment_link.title
Gender Roles in Society | Ria Chinchankar | TEDxYouth@DAA

# data[].attributes.attachment_link.title
Grit: The power of passion and perseverance

# data[].attributes.attachment_link.description
Leaving a high-flying job in consulting, Angela Lee Duckworth took a job teaching math to seventh graders in a New York public school. She quickly realized that IQ wasn’t the only thing separating the successful students from those who struggled. Here, she explains her theory of “grit” as a predictor of success.

# data[].attributes.attachment_link.description
Remember the days you struggled just to make a yo-yo spin, and if you were really fancy, to "walk the dog"? You ain't seen nothin' yet. Japanese yo-yo world champion BLACK tells the inspiring story of finding his life's passion, and gives an awesome performance that will make you want to pull your yo-yo back out of the closet.

# data[].attributes.attachment_link.title
David Blaine: How I held my breath for 17 minutes

# data[].attributes.attachment_link.description
In this highly personal talk from TEDMED, magician and stuntman David Blaine describes what it took to hold his breath underwater for 17 minutes -- a world record (only two minutes shorter than this entire talk!) -- and what his often death-defying work means to him. Warning: do NOT try this at home.

# data[].attributes.attachment_link.title
How playing an instrument benefits your brain

# data[].attributes.attachment_link.description
When you listen to music, multiple areas of your brain become engaged and active. But when you actually play an instrument, that activity becomes more like a full-body brain workout. What’s going on? Educator Anita Collins explains the fireworks that go off in musicians’ brains when they play and examines some of the long-term positive effects of this mental workout. (Directed by Sharon Colman Graham, narrated by Addison Anderson, music by Peter Gosling)

# data[].attributes.attachment_link.title
Silent - An Award Winning Short Film about the Power of Kindness

# data[].attributes.attachment_link.readable_text
Transcript

I'm one of many people in this world born with a disability that cannot be seen.

I have Asperger's syndrome.

I am not that different.

I love model trains, video games.

And World War I and II documentaries.

To my parents, I am exceptional.

To my siblings, I'm annoying. I do the best I can in school and at home.

I hate chores and like most teenagers, would agree that school can be a drag. I moved schools. I thought I could start fresh.

Less schooling, more friends.

New reputation!

Turns out, I was wrong.

Turns out, I was wrong. After a week of being there, I had already been bullied.

Others can't see my struggle.

I have trouble fitting in, socializing, and making friends.

I push myself, and yet it is never enough.

It's never enough.

And it's hard to ask for what I need. I wish others could see that I may not be tough on the football field.

Or deal with social events very well. But I am a dependable friend.

It is hard to be understood.

It's hard to be understood.

Sometimes, we're just told to deal with it.

Sometimes I don't think I'm any different from other teenagers.

We kind of all struggle to be understood.

But yeah, I struggle.

Emotionally and intellectually. It's sad when people are insulted and made fun of because they have something they were born with and cannot help but have. If only others could see that I have so much to offer.

I would like to encourage kids in my generation.

Well, really everyone.

To be more kind to each other.

To be more kind to each other.

To be more kind to each other.

Think about how good it feels when someone comes to help you. When you least expect it.

We are all trying to fit in.

We are all trying to fit in.

We are all trying to figure life out.

We are all trying to figure life out.

# data[].attributes.attachment_link.title
THIS I BELIEVE - National Bullying Prevention Center

# data[].attributes.attachment_link.description
Five high school students read an adaptation of an essay written by a 14-year-old, who shares what it is like to experience bullying and to be misunderstood as he tries to figure life out.

# data[].attributes.attachment_link.title
How Bullying Feels - National Bullying Prevention Center

# data[].attributes.attachment_link.description
Students speak out about the emotional effects of bullying.

# data[].attributes.attachment_link.title
Teen Talk on Cyberbullying - National Bullying Prevention Center

# data[].attributes.attachment_link.description
Teen Talk on Cyberbullying is a five-minute unscripted video designed to show in middle and high school classrooms to provide authentic insight and peer-to-peer perspective on issues related to cyberbullying. Go behind the scenes and learn more about the students, Giselle, Ajontaé, Devon and Aniza, who appeared in the video.

# data[].attributes.attachment_link.readable_text
Transcript

Hey there, welcome back to PACERTalks About Bullying. I'm Bailey, we're glad you're here.

This month we're talking all about students with solutions. In this week's episode, we talked with middle and high school students all about conversations around bullying. Now, we know it's not always easy to know what to say in a bullying situation but the more you think about it, the more [inaudible] you might be. Now let's get into the episode. So my first question is if someone is being bullied, what advice do you have about how to tell an adult and what to say?

I would tell them that you should just go do it, don't look back and don't really think about the other person, just think about how you're feeling and if you're feeling scared, maybe offer to go with them instead.

You could just maybe say "Can I talk to you for a second?" and "Do you think you could help me with this?"

Express it in details, I guess, [inaudible].

It's hard being bullied because while you're being bullied you feel like you can't trust anybody [inaudible] that you're alone. But you really have to go out and tell an adult because someone out there is going to listen to your story and they're going to want to help you.

If you see somebody experiencing bullying, what would you say to them?

That it's going to be fine and everything gets better and maybe help them go find a teacher.

You could tell them to go ask an adult or you could just try to be their friend. You could stand around and ask them if they're okay, how they're doing, or you could go with them to an adult because sometimes people feel really alone and that could really make them feel a lot better having that kind of support.

So if you see someone sitting alone at lunch and want to sit with them, what's something you could say to break the ice?

Go up to them and just be like "Hey, how's your day been?" And if they say "Good" usually you would say "Good" back or strike up conversation by like "Oh, well last class this happened." You could talk about that and eventually you could even learn some things about each other. I've made a couple of friends that way actually.

Mind if I sit there?

Well you could ask them what their hobbies are, you could ask them what their favorite things are to do, how they're doing in school, sports teams, like anything, you could just have any kind of conversation starter just to make them feel that much better and like they have a friend.

You could smile and introduce yourself. Don't be scared to approach and maybe just ask if they don't mind if you sit down.

What is something you can say to a friend who you know was bullying others?

That it's not okay. I understand sometimes, honestly I've seen girls bashing other girls [inaudible] places I've been, I won't name names but I've seen it happen. And if I ever realized someone was being bullied or my friend was bullying someone, I would tell them to knock it off because I've been in their shoes and I understand how detrimental it can be.

The best way to be like, I would personally go up to them and just be like "Really? You're going to put yourself down that low to go after other people? Like you're better than that, you can do better. Focus on yourself, build up yourself."

"Hey man, that's not cool, why would you be doing that? What if that was happening to you, how would you feel?"

I would tell them that that's really not cool and if they kept on going on, I would go to tell an adult because that's not something and that's not a person I would want to be friends with.

That wraps up this week's episode of PACERTalks About Bullying. Thanks so much to all of the awesome students that participated in this video and shared their ideas. We'll see you right back here next week and remember together we can help create a world without bullying. See ya.

# data[].attributes.attachment_link.title
Conversations About Bullying - Episode 31 - National Bullying Prevention Center

# data[].attributes.attachment_link.description
In this week's episode of PACERTalks About Bullying, we talked with middle and high school students about conversations around bullying. It's not always easy to know what to say in a bullying situation, but the more you think about it, the more prepared you might be.

# data[].attributes.attachment_link.title
How one act of kindness a day can change your life | Mark Kelly | TEDxTallaght

# data[].attributes.attachment_link.readable_text
Transcript

Hey, welcome to PacerTalks about bullying. I'm Bailey. We're glad you're here.

So often when students experience bullying, they lose self-esteem and self-confidence. And this week's video we asked teens what does confidence mean to you? How can you inspire confidence in others? And how do you inspire yourself to be more confident? They had some amazing responses and I think you're really going to enjoy all that they had to say. Let's roll into it.

What does confidence mean to you?

Confidence in me means being comfortable in your own skin.

So confidence is all about knowing your self-worth and believing in yourself.

Confidence to me would be, like, where you can go through school or wherever you go with friends or family and you feel okay about yourself. That you can -- that nothing is wrong about yourself. That you're able to everyday lives around school, and go home and say that you felt great that day and not like, "Oh, this felt wrong about me" by influencing, you know, by social media.

And it makes me feel so good having confidence. It really boosts every -- it ,, like, boosts your day knowing that you got this. And, you can go throughout the day with a smile on your face and be stronger.

To me it's just something important that everyone should have, and that does have, as long as they know how they feel about themselves in the end.

It makes inspire happiness and feel good.

I think being confident is easy enough to just a smile and put on a good show for others.

What are ways that others make you feel confident?

When I had to leave high school at the beginning of my junior year, my entire swim team got together and wrote me notes telling me that I am strong, beautiful and that I'll make it through. That made me feel very confident in myself.

Everyday my mom provides - helps me feel confident in myself by telling me that I'm beautiful.

One little thing you could do is make sticky notes and write things like You're Pretty, You're Beautiful, You're Strong, You Can Do It and stick them places around your school or on your mirror so you see it every morning. And so other people can see it.

What are ways that you inspire confidence in yourself?

So one skill or trait that gives me confidence is humor. Because when I make other people laugh it makes me laugh and whenever they laugh it cheers my day up.

Some of the ways that I inspire confidence in myself is by taking care of myself. And I know that's something you can forget. But taking care of ourselves is so important and when we take care of ourselves and love ourselves and realize that we are worthy of love, happiness, and respect, we can therefore affect positive change in our communities.

Well, I think, one way to be confident, is to find something you love and dedicate your time and effort into it. And once you do that, you can inspire others through what you love and that's how you can be confident.

It really helps me feel, when I'm confident, like I own the world. And like I know what I'm doing when I walk in a room and I don't have to hide or feel shy. It's just me and utterly me and that's okay.

And thanks so much again to all of the amazing students who shared their answer about confidence with us. Remember, so often bullying breaks students down, but you have the power to build them back up and make them feel more confident. Join us right back here next week for another episode of PacerTalks about bullying. And remember, when we stand together no one stands alone. See you.

# data[].attributes.attachment_link.title
All About Confidence - Episode 11 - National Bullying Prevention Center

# data[].attributes.attachment_link.description
As we continue to talk about the reality of bullying this week, we wanted to focus on the impact it can have on a student's self-confidence. We interviewed students to learn more about what confidence means to them and how to build up confidence in yourself and others.

# data[].attributes.attachment_link.title
Anti-Bullying Alliance definition of bullying

# data[].attributes.attachment_link.title
Bystander Effect - people watch girl being abducted

# data[].attributes.attachment_link.description
There are scientifically proven benefits to being kind! It is contagious, teachable, and makes you feel all fuzzy inside. Check out our new video featuring the

# data[].attributes.attachment_link.readable_text
Rockville, Maryland, Dec. 6 - All kids want to play. Kids with disabilities are no different. "Ian" is a short, animated film inspired by the real-life Ian, a boy with a disability determined to get to the playground despite his playmates bullying him. This film sets out to show that children with disabilities can and should be included.

"Ian" premiered for audiences around the world on YouTube and was broadcast in Latin America simultaneously on Disney Junior, Cartoon Network, Discovery Kids, Nickelodeon, PakaPaka and YouTube Kids Nov. 30, 2018.

"Ian" started as a mother's mission to educate her son's bullies on the playground-one to one. When she realized that the need for inclusion was bigger than one playground, she wrote a book and founded Fundación ian to change thousands of minds and attitudes about people with disabilities. She approached MundoLoco, a top digital animation studio in Latin America, about creating "Ian," an animated film to deliver the message of inclusion to audiences all over the world.

A Universal Story

The film is wordless-a deliberate decision to make "Ian" inclusive of all people. "We worked hard to make it as simple and honest as we could, so it could be understood by a preschool child, yet an adult could discover other layers of the story," said Gastón Gorali, who wrote the short.

The universality behind the idea for "Ian" spoke to Gorali immediately. "In that first meeting with [Ian's mom], I felt the urge to do something about it. To get involved. Ian's story was so honest, tough and yet full of hope," he said. "The feeling of being alienated is common to all of us. There's no need to have a disability to have experienced in our lives isolation and exclusion. To find ourselves fighting a force that pushes us away from whatever we want to be and do."

"I can play and participate"

The real Ian is a fourth grader who, like most fourth graders, wants to play with his friends. But because some kids are not used to someone like Ian-someone who has cerebral palsy, uses a wheelchair, and a computer that works with his eye movements to communicate-they bully him and don't include him when they play.

Ian wants the world to know that he and all the other kids like him can play, too, if others include them. "I can play and participate," Ian said.

The film, to him, educates the children on the playground that he wants to play, and they can play with him. In animation, the film "Ian" shows that all children, disabled or not, are made of the same stuff.

Bigger than the Playground

When Ian's mom, Sheila Graschinsky, saw how children who were not used to people with disabilities treated her son on the playground, she set to work to change their perceptions. She wrote a book called The Giftabout the daily life of a family that includes people with disabilities, which she handed out to children who bullied Ian, she told Variety. But handing out books on playgrounds would not have the wide impact she wanted.

For Graschinsky, the message of "Ian" extends far beyond swings and slides. The wordless plot of "Ian" is a boy struggling to achieve access to something he wants, something other children have readily available to them. People with disabilities regularly struggle for access to public spaces, jobs and social inclusion. The international attention the film is getting proves to Graschinsky that "a more inclusive world is possible."

"The film is an opportunity for all society...to break down barriers, walls, and free us from prejudices," Graschinsky said. The film was crafted to "guide [all children] to acquire concrete tools to be people of solidarity."

"Ian" premiered at Cannes in May 2018. It was written by Gastón Gorali (Metegol/Underdogs), produced by Academy Award winner Juan José Campanella (The Secret in their Eyes) and Fundación ian, a nonprofit founded by Ian's mom, whose mission is to make life better for families with disabilities. The mixed stop-motion and CGI animated film has won numerous awards internationally. "Ian" has also qualified for the Best Animated Short category in the 2019 Academy Awards.

# data[].attributes.attachment_link.title
Short Film about Playground Inclusion wins International Acclaim - Respect Ability

# data[].attributes.attachment_link.description
Rockville, Maryland, Dec. 6 - All kids want to play. Kids with disabilities are no different. "Ian" is a short, animated film inspired by the real-life Ian, a boy with a disability determined to get to the playground despite his playmates bullying him.

# data[].attributes.body
poem

# data[].attributes.attachment_link.title
7th grader slam poetry - Yahoo Search Results Video Search Results

# data[].attributes.attachment_link.description
The search engine that helps you find exactly what you're looking for. Find the most relevant information, video, images, and answers from all across the Web.

# data[].attributes.attachment_link.title
Sally Kohn: What we can do about the culture of hate

# data[].attributes.attachment_link.description
We're all against hate, right? We agree it's a problem -- their problem, not our problem, that is. But as Sally Kohn discovered, we all hate -- some of us in subtle ways, others in obvious ones.

# data[].attributes.attachment_link.readable_text
Get a daily email featuring the latest talk, plus a quick mix of trending content.

By subscribing, you understand and agree that we will store, process and manage your personal information according to our Privacy Policy

# data[].attributes.attachment_link.description
In every workplace, there are three basic kinds of people: givers, takers and matchers. Organizational psychologist Adam Grant breaks down these personalities and offers simple strategies to promote a culture of generosity and keep self-serving employees from taking more than their share.

# data[].attributes.attachment_link.readable_text
Reetu Gupta, founder and CEO of Cirkled in, has 20 years of experience in corporate America. In addition to having an MBA and a master's degree in engineering, Gupta has run a $500 million dollar product line and says she has proven that she can work her tail off. But when she stands in front of investors, she does not think they take her seriously.

IMMIGRANT'S JOURNEY
GeekWire is spotlighting the stories and perspectives of immigrant entrepreneurs and leaders in this special video series.

"I do feel when it comes to being an entrepreneur, it certainly would have helped a tiny bit if I was not a woman of color from another country," Gupta said.

In Part 2 of GeekWire's series featuring foreign-born tech leaders and entrepreneurs, we spoke to women entrepreneurs about biases and microaggressions.
The video above is Part 2 of the Immigrant's Journey video series. Click here to watch Part 1.
The following are the immigrant women featured in Part 2:

Valentina Vitols Bello, angel investor at Pipeline Angels, which helps create capital for women and non-binary femme social entrepreneurs. Bello is originally from Venezuela, where she was a candidate for the Latin American Parliament and the House of Representatives of the State of Miranda. She is also an attorney and previously founded a startup called Love to Thank. As an angel investor, Bello focuses on supporting female entrepreneurs in the social impact space.

Reetu Gupta, founder and CEO of Cirkled in, a digital portfolio platform that allows students to showcase their accomplishments and helps colleges recruit candidates. Gupta was born and raised in India, where she started her career as an engineer. She came to the U.S. after being hired by AT&T Wireless. Gupta spent 20 years in corporate America and had a variety of roles, from working as an engineer to running a $500 million product line. She has an MBA from the University of Washington Foster School of Business.

Nourah Yonous, founder and executive director of African Women Business Alliance, which helps black women - especially African women immigrants - start, grow, and scale small businesses through professional business development training, coaching, networking, and access to seed capital. Yonous is originally from Somalia and grew up in Tanzania. She has a decade of advocacy experience in global south feminism and gender activism and also works as a capacity building program manager at Nonprofit Assistance Center. Nourah holds bachelor's degrees in political science, feminist studies and legal studies from the University of California, Santa Cruz.

Mina Yoo, CEO of HEROCLIP, a consumer product company that aims to help people stay organized and keep their hands free. Yoo is originally from Korea and moved to the U.S. in 1991 before attending Brown University for college and later attending the University of Michigan to get a dual Ph.D. in sociology and business administration. She was previously a professor at the University of Washington Foster School of Business. Yoo also spent a couple of years in Palo Alto, California, researching immigrant entrepreneurs in Silicon Valley.
Scroll down below to read a full transcript of the video.
Bello: It's definitely difficult for women. It's not an easy path when it comes to fundraising.

Yonous: These microaggressions happen all the time.

Yoo: Women entrepreneurs do have this extra hurdle.

Gupta: When it comes to being an entrepreneur, it certainly would have helped a tiny bit if I was not a woman of color from another country.

Yonous: Immediately when I came in this country, my identity shifted. Where I came from, I was known basically by my culture, my identity, my lineage, my language, and all that. And when I came here, I became just a woman of color.

Yoo: I was at this trade show a few months ago. I was there for two days, and in two different instances, people who came to our booth told me what a cute little Asian girl I was. And I was like, I have a dual Ph.D. I'm a mom. I have a business. I have two patents. And I just found that to be really abominable.

Bello: I've had the chance to sit down with many women entrepreneurs - some of them women of color, some of them immigrants - and it's definitely been really complicated. Not only because they are women. It's because they're very questioned on their ability to be able to actually further companies beyond just being a small business.

PREVIOUSLY IN IMMIGRANT'S JOURNEY: Watch talks by 3 immigrant entrepreneurs and technologists at the 2017 GeekWire Summit.

Gupta: It took me forever to raise half a million dollars. Why? And I have 20 years of experience. I have a master's in engineering. I have an MBA. I have run marketing and business development. I've run a $500 million product line. I can work my tail off. Why? ... When you go in front of investors, they see a very different picture. When I walk in a room, they don't see a hardcore business woman who can make hard decisions on a company and run a successful company and create a unicorn. They don't see that. There's a lot of stereotyping. They probably see a mom. They probably see a nanny. They probably see a maid.

Yonous: When it comes to black diaspora in general and when it comes to black women, we face both racism and sexism ... We truly believe in them, in black women, when it comes to businesses. They are the growing population of entrepreneurs, and yet they get only 0.2 percent of venture capital funding and with that only 3 percent goes to women in general.

Bello: We need to not only band together as women. We also have to bring strategic allies to be part of this conversation.

Make the GeekWire Gala your holiday party! Seattle's geekiest holiday party returns Thursday, Dec. 5 at the Showbox at the Market. You'll see familiar faces, make new friends and enjoy an evening of conversation, tasty treats and festive cocktails with great music in the heart of Seattle. A dance party also has been known to break out, so bring out the whole team. Tickets available here.

# data[].attributes.attachment_link.title
Immigrant perspectives: Women entrepreneurs on 'microaggressions' and biases

# data[].attributes.attachment_link.description
Despite 20 years of experience in corporate America and an MBA and master's degree in engineering, one entrepreneur says when it comes to investors, "it certainly would have helped a tiny bit if I was not a woman of color from another country."

# data[].attributes.attachment_link.readable_text
Whether and how a child is punished for acting up in school could depend on his race, a new report by the Government Accountability Office (GAO) found.

The report found that black students in K-12 schools are far more likely to be disciplined - whether through suspension or referral to law enforcement - than their counterparts of other races.

This chart shows the topline finding, demonstrating that black children are overrepresented based on their actual population in the student body:

This was true no matter the type of punishment:

No matter the type of school:

And no matter the rate of poverty at the school:

GAO noted that "disparities in student discipline such as those presented in this figure may support a finding of discrimination, but taken alone, do not establish whether unlawful discrimination has occurred." So these charts may show discrimination, racial bias, and systemic racism, but there could be other factors involved.

When taken together, though, the charts present a damning picture: One would have to assume that whatever other factors are involved would have to apply across all types of punishment, all kinds of school, and no matter the rate of poverty - and apply particularly to black kids.

There is also good research showing the reality of racism in America. A 2014 study, for example, found that people generally view black boys as older and less innocent starting at the age of 10. "Children in most societies are considered to be in a distinct group with characteristics such as innocence and the need for protection," Phillip Goff, an author of the 2014 study, said in a statement. "Our research found that black boys can be seen as responsible for their actions at an age when white boys still benefit from the assumption that children are essentially innocent."

Another study released in 2017 produced similar results, finding that Americans overall view black girls as less innocent and more mature for their age, from ages 5 to 14. Survey respondents were more likely to say that black girls, compared to white girls, need less nurturing, less protection, to be supported less, to be comforted less, are more independent, know more about adult topics, and know more about sex. The researchers described this as the "adultification" of black girls.

If people are more likely to view black children as less innocent and older, they may be more likely to accept harsher punishments against these kids. The GAO study suggests that may be the case - and it's backed by other research.

This is not the first report to find something like this

It would be one thing if the GAO report was the first with findings like this, but there's a lot of research and data that shows black kids are disproportionately punished in schools:

Federal civil rights investigations have found that black students are punished more harshly than white students in schools even when black and white students engage in identical or similar behavior.

Black students with disabilities are almost three times as likely to experience out-of-school suspension or expulsion as their white counterparts, and twice as likely to experience in-school suspension or expulsion, according to a report from the National Center for Learning Disabilities.

Although black boys face higher rates of school discipline than anyone else, a report from Columbia Law School's Center for Intersectionality and Social Policy Studies found that black girls are six times as likely to be suspended as white girls, while black boys are three times as likely to be suspended as white boys.

A study published in Sociology of Education analyzed a data set of more than 60,000 schools in more than 6,000 districts. It found that schools with relatively larger minority and poor populations are more likely to implement criminal justice-oriented disciplinary policies - such as suspensions, expulsions, police referrals, and arrests - and less likely to connect them to psychological or behavioral care.

Boys with imprisoned fathers are much less likely to possess the behavioral skills needed to succeed in school by the age of 5, a study published in Sociological Science found. Black children, who are more likely to have imprisoned fathers, are therefore more likely to be set on a bad course before they start kindergarten.

The harsher punishments are part of a decades-long trend. As lawmakers and politicians began enacting "tough on crime" policies in the 1970s through the '90s, some of the concepts have trickled down to schools, which started outsourcing discipline to school resource officers and referrals to the juvenile justice system.

This has created what some critics refer to as the "school-to-prison pipeline." Essentially, as school punishments become harsher - and especially as they increasingly involve police - they create a pathway for students to get involved in the criminal justice system fairly early on in their lives, which can heighten the risk of delinquent or criminal activity in the future. (For one, a criminal record makes it harder to get and hold down a legal means of income.) And since black kids are disproportionately affected, this pipeline reflects the broader racial disparities in the criminal justice system as a whole.

Put another way: These are places that are supposed to educate children and lead them to happy, productive lives. But these policies may be having the opposite effect for a specific segment of the population.

# data[].attributes.attachment_link.title
Black kids are way more likely to be punished in school than white kids, study finds

# data[].attributes.attachment_link.description
Whether and how a child is punished for acting up in school could depend on his race, a new report by the Government Accountability Office (GAO) found. The report found that black students in K-12 schools are far more likely to be disciplined - whether through suspension or referral to law enforcement - than their counterparts of other races.

# data[].attributes.attachment_link.title
Racial Microaggressions: Comments That Sting | The New York Times

# data[].attributes.attachment_link.title
Temple Grandin: The world needs all kinds of minds

# data[].attributes.attachment_link.description
Temple Grandin, diagnosed with autism as a child, talks about how her mind works -- sharing her ability to "think in pictures," which helps her solve problems that neurotypical brains might miss. She makes the case that the world needs people on the autism spectrum: visual thinkers, pattern thinkers, verbal thinkers, and all kinds of smart geeky kids.

# data[].attributes.body
How to communicate

# data[].attributes.attachment_link.title
Celeste Headlee: 10 ways to have a better conversation | TED

# data[].attributes.attachment_link.title
What causes body odor? | #aumsum #kids #science

# data[].attributes.attachment_link.title
Michelle Obama's Best Advice For Students | How To Succeed In Life