Athanas Jamo’s Post

There’s been a lot of discussion recently about how men and boys are doing in the U.S. these days. And the topic of masculinity has featured prominently in the presidential campaign. Our new report out today takes a deep dive on men and masculinity, looking at public views about the progress men and women have made in recent decades, how changing gender roles are affecting both men and women, and how men and women differ in key aspects of life. It also includes Americans’ self-ratings of their own masculinity and femininity. Some key themes that emerged from the study: ✔ Most Americans don’t think masculinity is under attack. A relatively small share (25%) say most people have negative views of “manly or masculine” men. ✔ At the same time, majorities say most people in the U.S. don’t place enough value on men who are caring, open about their emotions, soft-spoken or affectionate. ✔ When we asked about the progress men and women have made in key economic realms in recent decades, majorities say women are doing better now than they were twenty years ago in getting leadership positions at work, getting well-paying jobs and getting into college. Much smaller shares say there’s been progress for men in these areas. ✔ There are big partisan divides on most of the issues we asked about. Republican men stand out in many regards. They’re the most likely to say the gains women have made have come at the expense of men, the most likely to say the public has negative views of masculine men, and the most likely to rate themselves as highly masculine. We also asked men and women what people or factors have influenced their views on what it means to be a man or a woman. Most men point to their dads, but many also say their moms were a major influence in shaping their views about what it means to be a man. What have been your biggest influences? 

The World Economic Forum promotes workplace equity through various initiatives, including: Hardwiring Gender Parity into the Future of Work: This initiative aims to accelerate the pathways for women to access and succeed in the jobs of the future. It focuses on identifying and transforming job roles, developing gender-equal reward systems, and promoting inclusive leadership. The Future of Jobs Report: This annual report analyses the evolving skills and job market landscape, highlighting the need for reskilling and upskilling initiatives to ensure equitable access to opportunities for all. Partnering with businesses and organisations: The Forum collaborates with businesses and organisations to implement inclusive workplace practices, such as gender-balanced hiring and promotion processes, and flexible work arrangements. Advocacy and policy dialogue: The Forum engages with policymakers and stakeholders to advocate for policies that promote gender equality in the workplace, such as equal pay legislation and affordable childcare. #DemographicShift #WorkforcePlanning #Longevity

🌍📊 Global Index Unveils Gender Gaps in Aging Societies 📊🌍 A groundbreaking Global Aging Society Index has been launched, assessing how 143 countries are adapting to the challenges of an aging population. This comprehensive tool highlights the well-being, productivity, equity, cohesion, and security of older adults across various economic landscapes. 🔍 Key Insights: - Only 3.5% of countries score higher for women than men in aging outcomes. - The most significant gender disparities are found in low-income nations. - The index has been refined to better represent low and middle-income countries. This index serves as a crucial resource for policymakers to identify specific areas needing attention and foster gender equity in aging processes. As we navigate demographic shifts globally, this initiative emphasizes the importance of tailored strategies that ensure all individuals can thrive as they age with dignity. 👉 Click on the link to explore more about this vital development! #AgingSociety #GenderEquity #GlobalIndex #InclusiveAging #PolicyMaking #Publications #MarketAccess #MarketAccessToday

The progress of women in the workforce hasn't followed a straightforward path over the past 70 years. Globally, participation rates are either stagnant or declining. A shocking trend. A recent study in the Economist sheds light on the reasons behind this.⁠ Around the world, mothers experience an economic impact that fathers largely avoid. Researchers term this phenomenon the "motherhood penalty."⁠ Utilizing data from 134 countries, covering 95% of the global population, researchers have devised a unique method to quantify this effect. ⁠ Click the link below to explore the insights and implications. ⁠ https://lnkd.in/dmCh7ZuV

#Age #diversity is not just a matter of #demographic representation; it's a #strategic #imperative for organizations looking to thrive in an #increasingly #complex and #interconnected world. By embracing and #harnessing the unique #strengths of individuals across different #age groups, #businesses can unlock #new #opportunities for growth, #innovation, and #sustainable success. #Leadership

The problem with evidence to support the current business case for demographic diversity is not whether it is solid or flimsy but that it keeps people from looking outside orthodox DEI thinking for better solutions. Had people looked for evidence centuries ago that diseases were produced from vapors arising from the ground or decomposing material, they would have found it. The cost would have been forestalling even more than it was the acceptance of germ theory. #fromdifferencetodistance #inclusiveleadership #aglimpseofthetruth

🌍 Human connection is the cornerstone of a thriving life—both personally and professionally. This recent study from Pew Research highlights the prevalence of loneliness and how the dynamics of social connections are shifting, with men and women experiencing challenges in building and maintaining relationships. In our hyper-digital world, fostering genuine human connection is more crucial than ever. I'm dedicated to helping individuals, teams, organizations and families bridge the gap between people and possibilities. Through tailored experiences, we cultivate authentic connections that lead to understanding, belonging, collaboration, and growth. This is for you if: ✨ Your organization is struggling to rebuild connection and momentum in a hybrid work environment. ✨ Your team is navigating change—whether it’s turnover, growth, or leadership transitions—and needs to align with purpose and vision. ✨ You’re ready to create meaningful, human-centered experiences that inspire collaboration and innovation. Let’s redefine what it means to truly connect. Together, we can create spaces where trust flourishes, ideas flow, and relationships thrive! 💬 I’d love to hear your thoughts on this article—how do you cultivate meaningful connections in your life or workplace? 🧡 #HumanConnection #Collaboration #WorkplaceCulture #Leadership #KoncentriX Pew Research Center KoncentriX

The female consumer segment is powerful and diverse, shaping market strategies and driving innovation. Here are the top three values for Female Consumer: Value for money, Fairness and inclusion, and Health and wellness. 🌍 Understanding the growing importance of the Female Consumer 💰 Value for money: Frugal behavior and sensitivity to rising costs 🤝 Fairness and inclusion: Gender pay gap and motherhood penalty 🏥 Health and wellness: Diverse needs and untapped market potential How can businesses effectively connect with female consumers in today's market landscape? #inclusivegrowth #womenempowerment #marketstrategies #femaleconsumer

The future of work is being shaped by the experiences of young women and gender-diverse people who bring fresh values, behaviors, and expectations to the workplace. Despite our significant impact, few studies focus on this demographic, leaving many managers + employers to navigate our needs blindly (much like our struggle to navigate workplaces that don't quite get us). That's why I LOVE that the Y Tāmaki Makaurau is leading this important work! If you are aged 20-30, identify as a young woman, wāhine, trans, intersex, and/or non-binary, and have spent time at work, please take a moment to complete this survey ✍️ This research is crucial for understanding the specific challenges and perspectives of young women and gender-diverse individuals in the workplace. It will help ensure that workplaces evolve to support and harness the potential of our generation. Link to survey: https://lnkd.in/gFTvfu_n

Turns out you can learn a lot by surveying 43,000 men! A fascinating new working paper by Victoria Baranov Ralph De Haas and Pauline Grosjean analyzes new data on adherence to dominance masculinity norms, using data collected as part of the xx in 43 countries (home to a billion people - 43,000 of whom, all men, were included in the survey.) The first key point they highlight is that while adherence to dominance masculinity norms is correlated with norms around gender roles (broadly, the role of women), it is not tightly correlated. In particular, Western countries (including the U.S.) score highly on adherence to dominant masculinity even though norms about the role of women are relatively progressive. Their data also shows that at the country level and at the individual level, adherence to traditional masculinity norms is associated with better economic outcomes (higher GDP, though higher inequality - and at the individual level, more labor supply) but also more aggressive risk-taking (associated with higher mortality risk, and worse mental health.) And finally, adherence to traditional masculinity is associated with higher support for populism (sound familiar?) It's a fascinating paper - link below. Check it out!