Older Americans Month Unleash the Power of Age
Every year since 1963, May has been a month to appreciate and celebrate the vitality and aspirations of older adults and their contributions to our communities. The theme for Older Americans Month 2013, Unleash the Power of Age, has never been more fitting. Older Americans are productive, active, and influential members of society, sharing essential talents, wisdom, and life experience with their families, friends, and neighbors.
In the United States, there has been a notable increase in the number of Americans over the age of sixty-five (65) and this trend is expected to continue. Research data indicates that there has been an increase of 4.3 million person increase in the number of Americans over the age of sixty-five (65) from 1999-2009. In recognition of the contributions that older Americans have made and continue to make in their families and communities, on April 29th, 2011, May was declared Older Americans Month by President Barack Obama. Let’s take a look at a profile of older Americans created by the United States Administration on Aging (AoA) from the most recent research data. The Administration on Aging’s profile on older Americans includes but is not limited to a breakdown of their: gender, average life expectancy, marital status, and income.
A Profile of Older Americans: 2010
Highlights*
• The older population (65+) numbered 39.6 million in 2009, an increase of 4.3 million or 12.5% since 1999.
• The number of Americans aged 45-64 – who will reach 65 over the next two decades – increased by 26% during this decade.
• Over one in every eight, or 12.9%, of the population is an older American.
• Persons reaching age 65 have an average life expectancy of an additional 18.6 years (19.9 years for females and 17.2 years for males).
• Older women outnumber older men at 22.7 million older women to 16.8 million older men.
• In 2009, 19.9% of persons 65+ were minorities–8.3% were African-Americans.** Persons of Hispanic origin (who may be of any race) represented 7.0% of the older population. About 3.4% were Asian or Pacific Islander,** and less than 1% were American Indian or Native Alaskan.** In addition, 0.6% of persons 65+ identified themselves as being of two or more races.
• Older men were much more likely to be married than older women–72% of men vs. 42% of women (Figure 2). 42% older women in 2009 were widows.
• About 30% (11.3 million) of noninstitutionalized older persons live alone (8.3 million women, 3.0 million men).
• Half of older women (49%) age 75+ live alone.
• About 475,000 grandparents aged 65 or more had the primary responsibility for their grandchildren who lived with them.
• The population 65 and over will increase from 35 million in 2000 to 40 million in 2010 (a 15% increase) and then to 55 million in 2020 (a 36% increase for that decade).
• The 85+ population is projected to increase from 4.2 million in 2000 to 5.7 million in 2010 (a 36% increase) and then to 6.6 million in 2020 (a 15% increase for that decade).
• Minority populations are projected to increase from 5.7 million in 2000 (16.3% of the elderly population) to 8.0 million in 2010 (20.1% of the elderly) and then to 12.9 million in 2020 (23.6% of the elderly).
• The median income of older persons in 2009 was $25,877 for males and $15,282 for females. Median money income (after adjusting for inflation) of all households headed by older people rose 5.8% (statistically significant) from 2008 to 2009. Households containing families headed by persons 65+ reported a median income in 2009 of $43,702.
• The major sources of income as reported by older persons in 2008 were Social Security (reported by 87% of older persons), income from assets (reported by 54%), private pensions (reported by 28%), government employee pensions (reported by 14%), and earnings (reported by 25%).
• Social Security constituted 90% or more of the income received by 34% of beneficiaries in 2008 (21% of married couples and 43% of non-married beneficiaries).
• Almost 3.4 million elderly persons (8.9%) were below the poverty level in 2009. This poverty rate is statistically different from the poverty rate in 2008 (9.7%).
• About 11% (3.7 million) of older Medicare enrollees received personal care from a paid or unpaid source in 1999.
Sources: United States Administration on Aging which obtained its data for the profile from the U.S. Census Bureau, the National Center for Health Statistics, and the Bureau of Labor Statistics. According to the Administration on Aging, the data included in the profile incorporates the latest data available but not all items are updated on an annual basis.
Photo credit: Microsoft Clip Art
Silent Saviours
Given their sacrifices for our nation, the number of veterans that are either homeless or at risk of homelessness is as my grandmother would say “a sin and a shame”. Here in the United Sates there approximately 1.5 million veterans that are at risk of homelessness due to poverty, lack of support networks, and dismal living conditions in overcrowded or substandard housing. According to the Departments of Housing and Urban Development (HUD) and Veterans Affairs (VA) there are over 67,000 homeless veterans on any given night.[i] Over the course of a year, approximately twice that many experience homelessness.[ii] Only eight percent of the general population can claim veteran status, but nearly one-fifth of the homeless population are veterans.[iii]
Why are veterans homeless?
In addition to the complex set of factors influencing all homelessness – extreme shortage of affordable housing, livable income and access to health care – a large number of displaced and at-risk veterans live with lingering effects of post-traumatic stress disorder (PTSD) and substance abuse, which are compounded by a lack of family and social support networks.[iv]
A top priority for homeless veterans is secure, safe, clean housing that offers a supportive environment free of drugs and alcohol. Although “most homeless people are single, unaffiliated men… most housing money in existing federal homelessness programs, in contrast, is devoted to helping homeless families or homeless women with dependent children,” as is stated in the study “Is Homelessness a Housing Problem?”[v] (Understanding Homelessness: New Policy and Research Perspectives, Fannie Mae Foundation, 1997).
What services do veterans need?
Like most homeless persons, veterans need a coordinated effort that provides secure housing, nutritional meals, basic physical health care, substance abuse care and aftercare, mental health counseling, personal development and empowerment. Additionally, veterans need job assessment, training and placement assistance. Service providers assert that all programs to assist homeless veterans must focus on helping them obtain and sustain employment.
What can you do to help homeless veterans?•
Determine the need in your community. Visit with homeless veteran providers. Contact your mayor’s office for a list of providers, or search the National Coalition for the Homeless.
•Engage Friends/Family: Involve others. If you are not already part of an organization, align yourself with a few other people who are interested in attacking this issue.
•Help: Participate in local homeless coalitions. Chances are, there is one in your community. If not, this could be the time to bring people together around this critical need.
•Donate: Make a donation to your local homeless veteran provider.
•Advocate: Contact your elected officials. Discuss what is being done in your community for homeless veterans.
Relevant Legislation in Congress:
United States House of Representatives
H.R. 136 – To amend the Internal Revenue Code of 1986 to allow taxpayers to designate a portion of their income tax payment to provide assistance to homeless veterans, and for other purposes.
Sponsor: Rep. Steve Israel (D-NY)
Status: Referred to the Committee on Ways and Means, in addition to the Committee on Veterans’ Affairs (Jan. 1, 2011)
•Amends the Internal Revenue Code to allow individual taxpayers to designate on their tax returns $3 of income taxes ($6 in the case of joint returns) to provide assistance to homeless veterans.
H.R. 287 – Homes for Heroes Act of 2011
Sponsor: Rep. Al Green (D-TX)
Status: Referred to the Committee on Financial Services, in addition to the Committee on Ways and Means (Jan. 12, 2011)
•Expands the supply of supportive housing for very low-income veteran families.
•Authorizes an annual budget increase needed to provide 20,000 additional rental vouchers each fiscal year.
•Extends VA-supported housing, which is currently limited to homeless veterans with chronic mental illness or chronic substance use disorders, to all homeless veterans.
H.R. 806 – End Veteran Homelessness Act of 2011
Sponsor: Rep. Bob Filner (D-CA)
Status: Referred to the Committee on Veterans’ Affairs (Feb. 18, 2011)
•Increases GPD authorization to $200 million in FY 2011.
•Changes GPD reimbursement from a “per diem” to an annual cost of providing services.
•Requires each VA medical center providing case management services through the HUD-VASH program to hire a specialist to handle housing issues, including: ◦Outreach to landlords.
◦Mediation of veteran/landlord disputes.
◦Establishing and maintaining a list of available rental units.
•Authorizes $100 million by FY 2014 for supportive services for very low-income veteran families in permanent housing.
•Promotes awareness of VA programs to assist homeless women veterans and homeless veterans with children.
H.R. 1133 – Helping Our Homeless Veterans Act of 2011
Sponsor: Rep. Bob Filner (D-CA)
Status: Referred to the Committee on Veterans’ Affairs, Subcommittee on Health (April 1, 2011), as well as the Committee on Financial Services, Subcommittee on Insurance, Housing and Community Opportunity (April 4, 2011)
•Authorizes VA to enter into agreements with organizations to collaborate in the provision of case management services to veterans in the HUD-VASH program.
H.R. 4287 – To expand the definition of homeless veteran for purposes of benefits under the laws administered by the Secretary of Veterans Affairs
Sponsor: Rep. Janice Hahn (D-CA)
Action: Referred to the Committee on Veterans’ Affairs (March 28, 2012)
•Expands VA’s definition of “homeless veteran” – for the purpose of benefits eligibility – to include a veteran of veteran’s family fleeing domestic or dating violence, sexual assault, stalking, or other dangerous or life-threatening conditions in the current housing situation, including where the health and safety of children are jeopardized, there is no other residence, and there is a lack of resources or support networks to obtain other permanent housing.
United States Senate
S. 411 – Helping Our Homeless Veterans Act of 2011
Sponsor: Sen. Amy Klobuchar (D-MN)
Status: Referred to the Committee on Veterans’ Affairs (Feb. 17, 2011)
•Authorizes VA to enter into agreements with organizations to collaborate in the provision of case management services to veterans in the HUD-VASH program.
S. 1060 – Honoring All Veterans Act of 2011
Sponsor: Sen. Richard Blumenthal (D-CT)
Action: Hearing held by Senate Committee on Veterans’ Affairs (June 8, 2011)
•Changes GPD reimbursement from a “per diem” to an annual cost of providing services.
•Extends enhanced protections for service members relating to mortgages and mortgage foreclosure.
S. 1148 – Veterans Programs Improvement Act of 2011
Sponsor: Sen. Patty Murray (D-WA)
Action: Hearing held by Senate Committee on Veterans’ Affairs (June 8, 2011)
Reauthorizes critical programs such as the following:
◦DOL-VETS Homeless Veterans Reintegration Program (HVRP).
◦VA Homeless Providers Grant and Per Diem Program (GPD), as well as the related Special Needs grant program.
◦VA Supportive Services for Veteran Families (SSVF) Program.
•Orders VA to study and restructure the GPD reimbursement rate.
•Expands the VA Special Needs grant program to include male homeless veterans with minor dependents, as well as allowing dependents of all veterans in those programs to receive services directly.
S. 3049 – To expand the definition of homeless veteran for purposes of benefits under the laws administered by the Secretary of Veterans Affairs
Sponsor: Sen. Mark Begich (D-AK)
Action: Referred to the Committee on Veterans’ Affairs (May 9, 2012)
•Expands VA’s definition of “homeless veteran” – for the purpose of benefits eligibility – to include a veteran of veteran’s family fleeing domestic or dating violence, sexual assault, stalking, or other dangerous or life-threatening conditions in the current housing situation, including where the health and safety of children are jeopardized, there is no other residence, and there is a lack of resources or support networks to obtain other permanent housing.
Source(s): http://www.govtrack.us. http://www.congress.org. U.S. Department of Veterans Affairs (VA), U.S. Department of Housing and Urban Development (HUD), U.S. Department of Labor (DOL), National Coalition for Homeless Veterans. Understanding Homelessness: New Policy and Research Perspectives, Fannie Mae Foundation, 1997).
Photo Credit: Microsoft Clip Art
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[i] National Coalition for the Homeless
[ii] National Coalition for the Homeless
[iii] National Coalition for the Homeless
[iv] National Coalition for the Homeless
[v] Understanding Homelessness: New Policy and Research Perspectives, Fannie Mae Foundation, 1997).
House Blocked Paycheck Fairness Act Vote
Late last week, the United States House of Representatives blocked a vote on the Paycheck Fairness Act. This was a blow to all of people who have worked so hard on policies to help close the wage gap in pay for men and women.
But it’s not over yet. There is a way to FORCE a vote on the Paycheck Fairness Act. Congresswoman Rosa DeLauro put forward what’s called a “discharge petition” and all we need to do is get 218 Representatives to sign it in order to release the bill for a vote.
Data indicates that working women in the United States are paid an average of eighty (80) cents for every dollar paid to men. Because women earn less, on average, than men, they must work longer for the same amount of pay. The pay gap is even larger for most women of color; on average, black women earn about seventy (70) cents, and Latinas about sixty (60) cents, of every dollar paid to all men.
In 1996, Equal Pay Day was established by the National Committee on Pay Equity (NCPE) as a public awareness event to illustrate the gap between men’s and women’s wages. For the past thirty-one (31) years, the National Committee on Pay Equity has been working diligently to eliminate sex-and race-based wage discrimination and to achieve pay equity.
In 1979, the National Committee on Pay Equity was founded as a coalition of women’s and civil rights organizations; labor unions; religious, professional, legal, and educational associations, commissions on women, state and local pay equity coalitions and individuals working to eliminate sex- and race-based wage discrimination and to achieve pay equity.
9 to 5 shared that a woman has had to work an extra three months this year to match a man’s income in 2010. As we think about the work women have done for equal wages, help is needed in the fight for the next step toward pay equity. It reminds us of the continuing problem of sex- and race-based wage discrimination and the need to achieve pay equity. The alert reads as follows:
When the Equal Pay Act passed nearly 50 years ago, a woman earned an average of 59 cents for every dollar a man made. Today, she makes 77 cents. The annual gap between men and women’s median annual wages is a staggering $10,849. With more and more families relying on women’s wages to support them in an ailing economy, shortchanging women nearly $11,000 a year is inexcusable.
Solution:
The Paycheck Fairness Act is an important step in the continuing struggle for women’s rights. Blocked in the Senate in 2010, when a minority of Senators prevented the bill from moving forward, the Act was reintroduced by members of Congress in the House where it was blocked.
The Paycheck Fairness Act would take several steps towards closing the wage gap, including: clarifying acceptable reasons for differences in pay between men and women; prohibiting retaliation against workers who inquire about or disclose information about employers’ wage policies and their pay rates; making it easier to file class action lawsuits based on equal pay; and requiring the EEOC to survey current pay data and obliging employers to submit pay data identified by race, sex and national origin of employees.
Action Needed:
Help 9 to 5 and other advocacy organizations to make this very necessary change: Contact your U.S. Senators and U.S. Representative and urge them to support and sign on to the Paycheck Fairness Act ‘s discharge petition. Women have waited too long for equal wages. We, as a nation, cannot afford to wait any longer.
—9 to 5
Official Summary
The following summary was written by the Congressional Research Service, a nonpartisan arm of the Library of Congress, which serves Congress.8
4/13/2011–Introduced.
“Paycheck Fairness Act – Amends the portion of the Fair Labor Standards Act of 1938 (FLSA) known as the Equal Pay Act to revise remedies for, enforcement of, and exceptions to prohibitions against sex discrimination in the payment of wages. Revises the exception to the prohibition for a wage rate differential based on any other factor other than sex. Limits such factors to bona fide factors, such as education, training, or experience. States that the bona fide factor defense shall apply only if the employer demonstrates that such factor: (1) is not based upon or derived from a sex-based differential in compensation, (2) is job-related with respect to the position in question, and (3) is consistent with business necessity. Avers that such defense shall not apply where the employee demonstrates that: (1) an alternative employment practice exists that would serve the same business purpose without producing such differential, and (2) the employer has refused to adopt such alternative practice. Revises the prohibition against employer retaliation for employee complaints. Prohibits retaliation for inquiring about, discussing, or disclosing the wages of the employee or another employee in response to a complaint or charge, or in furtherance of a sex discrimination investigation, proceeding, hearing, or action, or an investigation conducted by the employer. Makes employers who violate sex discrimination prohibitions liable in a civil action for either compensatory or (except for the federal government) punitive damages. States that any action brought to enforce the prohibition against sex discrimination may be maintained as a class action in which individuals may be joined as party plaintiffs without their written consent. Authorizes the Secretary of Labor (Secretary) to seek additional compensatory or punitive damages in a sex discrimination action. Requires the Equal Employment Opportunity Commission (EEOC) and the Office of Federal Contract Compliance Programs to train EEOC employees and affected individuals and entities on matters involving wage discrimination. Authorizes the Secretary to make grants to eligible entities for negotiation skills training programs for girls and women. Directs the Secretary and the Secretary of Education to issue regulations or policy guidance to integrate such training into certain programs under their Departments. Directs the Secretary to conduct studies and provide information to employers, labor organizations, and the general public regarding the means available to eliminate pay disparities between men and women. Establishes the Secretary of Labor’s National Award for Pay Equity in the Workplace for an employer who has made a substantial effort to eliminate pay disparities between men and women. Amends the Civil Rights Act of 1964 to require the EEOC to collect from employers pay information data regarding the sex, race, and national origin of employees for use in the enforcement of federal laws prohibiting pay discrimination. Directs: (1) the Commissioner of Labor Statistics to continue to collect data on woman workers in the Current Employment Statistics survey, (2) the Office of Federal Contract Compliance Programs to use specified types of methods in investigating compensation discrimination and in enforcing pay equity, and (3) the Secretary to make accurate information on compensation discrimination readily available to the public. Directs the Secretary and the Commissioner of the EEOC jointly to develop technical assistance material to assist small businesses to comply with the requirements of this Act.”
Source: GovTrack. 9 to 5. The National Committee on Pay Equity. The Paycheck Fairness Act.
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CHILD ABUSE PREVENTION MONTH 2013
Child abuse is a growing public health issue. The few cases of abuse or neglect which appear in the press are only a small part of this pressing public health issue. Many child abuse cases are not reported to police or social service agencies. What we do know about the prevalence of child abuse is as follows:
• 1,740 children died in the United States in 2008 from abuse and neglect.1
• 772,000 children were found to be victims of maltreatment by child protective services in 2008.1
Recognizing the alarming rate at which children are abused and neglected, the need for innovative programs to prevent child abuse, and the importance of assisting families affected by maltreatment, the month of April was designated at National Child Abuse Prevention Month in 1983 by Presidential Proclamation. Since then, child abuse and neglect awareness activities have been promoted across the country.
With the goal of strengthening families, child abuse and neglect awareness activities are promoted across the country during April. In April, communities should seize the opportunity to help keep children safe, provide the requisite support families need to stay together, and raise children and youth to be happy, secure, and stable adults. The Child Welfare League (CWLA) gives guidance on activities that each of us can take to help prevent child abuse and neglect. Here is CWLA’s list of ten actions that we can take to help prevent child abuse.
Ten Things You Can Do to Help Prevent Child Abuse
Volunteer your time. After-school activities, parent education classes, mentoring programs, and respite care are some of the many ways to keep children safe from harm. Be a voice in support of these efforts in your community.
Discipline your children thoughtfully. Remember that discipline is a way to teach your child. Use privileges to encourage good behavior and time-outs to help your child regain control. Both words and actions can inflict deep, lasting wounds.
Support prevention programs. Know what child abuse is, and what the signs are. Physical and sexual abuse clearly constitute maltreatment, but so does neglect, or the failure of parents or other caregivers to provide a child with needed food, clothing, and care. Children can also be emotionally abused when they are rejected, berated, or continuously isolated.
Report abuse. If you witness a child being harmed or see evidence of abuse, or if a child tells you about abuse, make a report to your state’s child protective services department or local police.
Invest in kids. Encourage leaders in the community to be supportive of children and families. Ask employers to provide family-friendly work environments. Ask your local and national lawmakers to support legislation to better protect our children and to improve their lives.
Write, visit, fax, phone, or e-mail your elected officials.
Participate in ceremonies to memorialize children. Read the names of children lost to violence in your state, hold a candlelight vigil, or host an event at your state capital to remember those children who were lost to violence.
Raise public awareness.”—CWLA
To report an instance of child abuse or get help, contact the National Child Abuse Hotline. For further information on child maltreatment, you can visit any of the following websites:
Centers for Disease Control and Prevention:www.cdc.gov/injury.
Children’s Bureau, Administration for Children and Families: http://www.acf.hhs.gov/programs/cb
Child Welfare Information Gateway:www.childwelfare.gov
FRIENDS National Resource Center: http://www.friendsnrc.org
National Scientific Council on the Developing Child: http://www.developingchild.net
1. Department of Health and Human Services, Administration on Children, Youth, and Families. Child Maltreatment 2008 [online]. Washington (DC): Government Printing Office; 2010. [cited 2010 Apr 8]. Available from: http://www.acf.hhs.gov.
Sources: Children’s Bureau, Administration for Children and Families, Child Welfare League of America, Center for Disease Control & Prevention, National Child Abuse Hotline, Child Welfare Information Gateway, FRIENDS National Resource Center, and the National Scientific Council on the Developing Child.
Photo Credit: Microsoft Clip Art
Equal Pay Day 2013
Equal Pay Day 2013 is fast approaching. April 9, 2013 is Equal Pay Day. According to 9 to 5, for the first time in many years, the weekly earnings gap is widening for all women. As a result, this year’s Equal Pay Day is even more important than usual. To make real advances in closing the gap, we must strengthen enforcement of existing anti-discrimination laws and pass new laws that give women the tools they need to get the pay they deserve.
As stated by 9to 5’s executive director, pay discrimination is a real and persistent problem that continues to shortchange American women and their families. Research indicates that progress on closing the gap has slowed significantly since the 1980s and early 1990s. Women are continuing to earn less than men in every state and region of the country. Since 2001, the gender pay gap has narrowed by only about one percentage point. With that said, it will take another forty-five (45) years for women to earn as much as men.
In 2011, women earned seventy-seven (77) cents for every dollar earned by men. For women of color, the pay gap is even wider. According to the Institute for Women’s Policy Research, in 2011, African-American women earned only sixty-nine (69) cents and Latinas just sixty (60) cents for every dollar earned by all men.
Here are several reasons why the pay gap exists:
1. Women and people of color are overrepresented in undervalued and underpaid occupations such as child care and home health care and waiting tables.
2. Discrimination exists and limits access to opportunities for women in particular women of color. Even when working in male-dominated fields that pay more, such as engineering or computer programming, women often still earn less.
3. Many working women are penalized financially for caregiving at home because they lack access to basic policies like paid sick days and family leave.
Pay inequity not only harms individual women but it also harms their families. And since women make three-quarters of family-purchasing decisions, it means less money is spent in our local economies. Over the course of their professional careers, women lose hundreds of thousands of dollars or more. That means less money to make ends meet and achieve economic security for their loved ones.
Relevant Laws that Support Working Families:
The Healthy Families Act
It would give workers the right to earn paid sick days. No one should fear losing their job because they needed to take a day away from work to care for a sick child or an elderly parent. Especially in this unforgiving economy, we, as a nation, need legislation that helps workers and their families to stay healthy.
“First introduced in 2004 by Congresswoman DeLauro and Senator Edward M. Kennedy, the Healthy Families Act would enable workers to earn up 1 hour of paid sick leave for every 30 hours worked, up to (7) seven days’ worth of paid leave. Currently, 40 million Americans are without paid sick days, meaning they cannot take time off work should they fall ill or need to care for ailing child or elderly relative. Two-thirds of lower-income private sector workers do not have a single paid sick day, and the percentage is even higher amongst workers in certain industries.”
The Paycheck Fairness Act
The Paycheck Fairness Act would take several steps towards closing the wage gap, including: clarifying acceptable reasons for differences in pay between men and women; prohibiting retaliation against workers who inquire about or disclose information about employers’ wage policies and their pay rates; making it easier to file class action lawsuits based on equal pay; and requiring the EEOC to survey current pay data and obliging employers to submit pay data identified by race, sex and national origin of employees and empower women to better negotiate salary and benefit increases.
The afore-referenced legislation was introduced in 2009 and then again in 2010. It was defeated by a minority of senators. It was reintroduced in the current Congress in January.
Action Needed:
Help 9 to 5 and other advocacy organizations to make this very necessary change: Contact your elected officials and urge them to support and sign on to the Paycheck Fairness Act.
Women have waited too long for equal wages. We, as a nation, cannot afford to wait any longer. With that said, as aptly stated by Linda Meric, “this Equal Pay Day, let’s fight for fair public policies that value women’s work, honor their contributions to their families and spur a thriving economy.”
Source(s): govtrack.com “On Equal Pay Day, let’s honor women”, Linda Meric, Anchorage Daily News,
April 8, 2013. http://www.adn.com/2013/04/08/2856327/on-equal-pay-day-lets-honor-women.html#storylink=cpy
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NATIONAL SEXUAL ASSAULT AWARENESS AND PREVENTION MONTH 2013
April is National Sexual Assault Awareness and prevention Month. Every two (2) minutes, in this nation a person is sexually assaulted. Forty-four percent of the victims of sexual assault are under the age of 18. Eighty percent of the victims are under the age of 30.
With the goal of raising awareness and enhance prevention efforts, the month of April has been designated as National Sexual Assault Awareness Month (SAAM). During the month, as recognition of the prevalence of this pressing public health issue, community outreach and education campaigns are run to highlight available resources to prevent sexual abuse. The overarching goals of Sexual Assault Awareness Month are to raise public awareness about the prevalence of sexual violence and to educate communities and people on how to prevent this pressing public health issue.
Each day, people witness a continuum of behaviors that range from being respectful and safe, to sexually abusive and violent. A primary prevention approach helps to create environments where people are safe in their relationships, families, neighborhoods, schools, work places and communities. This year’s, Sexual Assault Awareness Month brings together resources and information, thus offering everyone the opportunity to address behaviors before sexual violence occurs.
Each year, the President of the United States issues the National Sexual Assault Awareness and Prevention Month Proclamation. In 2012, President Obama aptly stated in the Sexual Assault Awareness Month Proclamation that, “It is up to all of us to ensure victims of sexual violence are not left to face these trials alone. Too often, survivors suffer in silence, fearing retribution, lack of support, or that the criminal justice system will fail to bring the perpetrator to justice. We must do more to raise awareness about the realities of sexual assault; confront and change insensitive attitudes wherever they persist; enhance training and education in the criminal justice system; and expand access to critical health, legal, and protection services for survivors. As we fight sexual assault in our communities, so must we combat this crime within our Armed Forces.”
In the 2012 National Sexual Assault Awareness and Prevention Month Proclamation, President Obama went on to say that, “With the leadership of Vice President Joe Biden, my Administration is working to stop sexual violence before it begins and ensure justice for the countless men, women, and children who have already been harmed. Last year, we introduced comprehensive guidance to schools, colleges, and universities to clarify their obligations under existing civil rights law to prevent and respond to campus sexual assault.”
“In January [2012], we issued a revised definition of rape that will improve our understanding of where and how often this crime occurs. And today, we are collaborating with private organizations and agencies at every level of government to bolster advocacy and assistance for victims of sexual violence. All of us share a responsibility to those in need. By standing with survivors of rape and sexual assault and helping them secure the support and services they deserve, we do right by the ideals of compassion and service at the heart of the American character. For additional information and resources, visit: http://www.WhiteHouse.gov/1is2many.”
Source(s): President Obama’s Proclamation Sexual Assault Awareness month 2012. National Institute of Justice & Centers for Disease Control & Prevention. Prevalence, Incidence and Consequences of Violence Against Women Survey. 1998. U.S. Department of Justice. 2003 National Crime Victimization Survey. 2003. U.S. Department of Justice. 2004 National Crime Victimization Survey. 2004. 1998 Commonwealth Fund Survey of the Health of Adolescent Girls. 1998. U.S. Department of Health & Human Services, Administration for Children and Families. 1995 Child Maltreatment Survey. 1995. U.S. Bureau of Justice Statistics. 2000 Sexual Assault of Young Children as Reported to Law Enforcement. 2000. World Health Organization. 2002. U.S. Department of Justice. 2005 National Crime Victimization Survey. 2005.
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National Women Build Week 2013
National Women Build Week is an initiative of Habitat for Humanity which challenges women to devote at least one day to the effort to eliminate poverty housing. National Women Build Week brings together women from all walks of life to address the housing crisis facing millions of women and children worldwide. This year’s, National Women Build Week is being held from May 4, 2013 to May 12, 2013. Habitat indicates that, women build projects are regularly held across the United States and in more than 30 countries.
Women can and do make a difference in their communities by building homes and raising awareness of local housing needs. According to the Habitat for Humanity’s website, this national annual event is typically held the week leading up to Mother’s Day. These dates are significant to many volunteers, as families with children make up a significant portion number of those in need of adequate housing. According Habitat, this national annual event has helped to construct more than 1,800 houses.
During National Build Week, men may still volunteer. This annual event is not about excluding men, but rather including women in being part of Habitat’s tangible and hands-on solution. Volunteer with your local Habitat affiliate. Your support is vital to helping Habitat achieve its mission. As Habitat reminds us, together, we can make safe, decent, and affordable housing a reality for those in need. For further information on this annual event, please visit Habitat for Humanity’s website.
Photo credit: Microsoft Clip Art
Source(s): Habitat For Humanity website.
You Can Help Change the World
Research indicates that ten million children die before their fifth birthday every year. Malnutrition and hunger-related diseases cause 60 percent of these deaths. CARE works diligently to help people in crisis worldwide to escape hunger and poverty as well as their effects. CARE needs partners in its fight against world wide hunger and poverty.
With your help, CARE can provide: hungry children a warm, nutritious meal at school to improve their energy, attention and performance; mothers with garden kits, including a spade, watering can and other tools, to improve crop production and income for her entire family; and farmers with handbooks on improved techniques to increase and better manage their crop production.
When women are empowered to fulfill their potential, they invest in their families and work for lasting change. These are a few reasons why CARE works side-by-side with women in the fight against hunger and poverty in more than 70 countries around the world every single day of the year. Please don’t wait for another crisis to help people. Make a gift today to CARE to help empower women around the world create a brighter future for all.
Source: CARE. Photo credit Microsoft Clip Art
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Lilly Ledbetter Fair Pay Act
Four years ago, President Barack Obama signed the Lilly Ledbetter Fair Pay Act, with Lilly Ledbetter, who suffered twenty (20) years of pay discrimination. Data indicates that working women in the United States are paid an average of eighty (80) cents for every dollar paid to men. Because women earn less, on average, than men, they must work longer for the same amount of pay. The pay gap is even larger for most women of color; on average, black women earn about seventy (70) cents, and Latinas about sixty (60) cents, of every dollar paid to all men.
In 1996, Equal Pay Day was established by the National Committee on Pay Equity (NCPE) as a public awareness event to illustrate the gap between men’s and women’s wages. For the past thirty-two (32) years, the National Committee on Pay Equity has been working diligently to eliminate sex- and race-based wage discrimination and to achieve pay equity.
In 1979, the National Committee on Pay Equity was founded as a coalition of women’s and civil rights organizations; labor unions; religious, professional, legal, and educational associations, commissions on women, state and local pay equity coalitions and individuals working to eliminate sex- and race-based wage discrimination and to achieve pay equity.
9 to 5 shared that a woman has had to work an extra three months this year to match a man’s income in 2010. As we think about the work women have done for equal wages, help is needed in the fight for the next step toward pay equity. It reminds us of the continuing problem of sex- and race-based wage discrimination and the need to achieve pay equity. The alert reads as follows:
When the Equal Pay Act passed nearly 50 years ago, a woman earned an average of 59 cents for every dollar a man made. Today, she makes 77 cents. The annual gap between men and women’s median annual wages is a staggering $10,849. With more and more families relying on women’s wages to support them in an ailing economy, shortchanging women nearly $11,000 a year is inexcusable.
Solution:
The Lilly Ledbetter Fair Pay Act is an important step in the continuing struggle for women’s rights. The Lilly Ledbetter Fair Pay Actwould take several steps towards closing the wage gap, including: clarifying acceptable reasons for differences in pay between men and women; prohibiting retaliation against workers who inquire about or disclose information about employers’ wage policies and their pay rates; making it easier to file class action lawsuits based on equal pay; and requiring the EEOC to survey current pay data and obliging employers to submit pay data identified by race, sex and national origin of employees.
Action Needed:
Help 9 to 5 and other advocacy organizations to make this very necessary change: Contact your U.S. Senators and U.S. Representative and urge them to support and sign on to the Lilly Ledbetter Fair Pay Act. Women have waited too long for equal wages. We, as a nation, cannot afford to wait any longer. —9 to 5
Official Summary
The following summary was written by the Congressional Research Service, a nonpartisan arm of the Library of Congress, which serves Congress.
4/13/2011–Introduced.
“Paycheck Fairness Act – Amends the portion of the Fair Labor Standards Act of 1938 (FLSA) known as the Equal Pay Act to revise remedies for, enforcement of, and exceptions to prohibitions against sex discrimination in the payment of wages. Revises the exception to the prohibition for a wage rate differential based on any other factor other than sex. Limits such factors to bona fide factors, such as education, training, or experience. States that the bona fide factor defense shall apply only if the employer demonstrates that such factor: (1) is not based upon or derived from a sex-based differential in compensation, (2) is job-related with respect to the position in question, and (3) is consistent with business necessity. Avers that such defense shall not apply where the employee demonstrates that: (1) an alternative employment practice exists that would serve the same business purpose without producing such differential, and (2) the employer has refused to adopt such alternative practice. Revises the prohibition against employer retaliation for employee complaints. Prohibits retaliation for inquiring about, discussing, or disclosing the wages of the employee or another employee in response to a complaint or charge, or in furtherance of a sex discrimination investigation, proceeding, hearing, or action, or an investigation conducted by the employer. Makes employers who violate sex discrimination prohibitions liable in a civil action for either compensatory or (except for the federal government) punitive damages. States that any action brought to enforce the prohibition against sex discrimination may be maintained as a class action in which individuals may be joined as party plaintiffs without their written consent. Authorizes the Secretary of Labor (Secretary) to seek additional compensatory or punitive damages in a sex discrimination action. Requires the Equal Employment Opportunity Commission (EEOC) and the Office of Federal Contract Compliance Programs to train EEOC employees and affected individuals and entities on matters involving wage discrimination. Authorizes the Secretary to make grants to eligible entities for negotiation skills training programs for girls and women. Directs the Secretary and the Secretary of Education to issue regulations or policy guidance to integrate such training into certain programs under their Departments. Directs the Secretary to conduct studies and provide information to employers, labor organizations, and the general public regarding the means available to eliminate pay disparities between men and women. Establishes the Secretary of Labor’s National Award for Pay Equity in the Workplace for an employer who has made a substantial effort to eliminate pay disparities between men and women. Amends the Civil Rights Act of 1964 to require the EEOC to collect from employers pay information data regarding the sex, race, and national origin of employees for use in the enforcement of federal laws prohibiting pay discrimination. Directs: (1) the Commissioner of Labor Statistics to continue to collect data on woman workers in the Current Employment Statistics survey, (2) the Office of Federal Contract Compliance Programs to use specified types of methods in investigating compensation discrimination and in enforcing pay equity, and (3) the Secretary to make accurate information on compensation discrimination readily available to the public. Directs the Secretary and the Commissioner of the EEOC jointly to develop technical assistance material to assist small businesses to comply with the requirements of this Act.”
Source: GovTrack. 9 to 5. The National Committee on Pay Equity. The Lilly Ledbetter Fair Pay Act.
Photo Credit: Microsoft Clip Art
EQUAL PAY DAY 2013
Data indicates that working women in the United States are paid an average of eighty (80) cents for every dollar paid to men. Because women earn less, on average, than men, they must work longer for the same amount of pay. The pay gap is even larger for most women of color; on average, black women earn about seventy (70) cents, and Latinas about sixty (60) cents, of every dollar paid to all men.
In 1996, Equal Pay Day was established by the National Committee on Pay Equity (NCPE) as a public awareness event to illustrate the gap between men’s and women’s wages. For the past thirty-one (31) years, the National Committee on Pay Equity has been working diligently to eliminate sex- and race-based wage discrimination and to achieve pay equity.
In 1979, the National Committee on Pay Equity was founded as a coalition of women’s and civil rights organizations; labor unions; religious, professional, legal, and educational associations, commissions on women, state and local pay equity coalitions and individuals working to eliminate sex- and race-based wage discrimination and to achieve pay equity. For further information on this matter, you can visit the website for the National Committee on Pay Equity.
Source(s): AFL-CIO. The National Committee on Pay Equity
Photo Credit: Microsoft Clip Art
