By Candice Georgiadis
30 July 2020
GREENWICH, CT, USA, July 30, 2020 /EINPresswire.com/ — Candice Georgiadis, owner of the blog by her namesake, interviews individuals on the cutting edge of hotel, travel, lifestyle and other similar topics. She expands the marketing footprint of individuals and companies with a combination of branding and imaging across social media and conventional websites.
Two recent interviews by Candice Georgiadis bring a wealth of information while at the same time highlighting two companies and the people behind them. Marketing a brand across social media and conventional websites is at the core of what Candice Georgiadis does. She can lay out a solid game plan to get your company/product noticed by the right people, not just generic SEO but tailored to your specific corporate needs/goals. You can reach out to her and the below contact options. Get started now while your competitors are still trying to figure out if they should #reopen yet.
Elizabeth Yntema, President & Founder of the Dance Data Project®
Can you recommend 5 things that need to be done on a broader societal level to close the gender wage gap. Please share a story or example for each.
This is a complex and multi-faceted issue, best approached from a number of angles and pressure points:
1. Don’t work for free: So many female artists, whether its dancers, singers, or
actors, work for free, their theory being that “it will get me seen.” The problem is that they are seen, as not valuing their own work. I found in a previous career, that when I discounted my services or product, I lost respect, and was paid less and later. Hold firm, be pleasant, but decline to work without adequate compensation.
2. Run for leadership: In the case of classical ballet, the dancers’ union (AGMA) came down firmly on the side of the male dancers at New York City Ballet, which had fired them for degrading comments and passing around sexually explicit photographs without the consent of those filmed.(Dance Magazine Op-Ed “What AGMA Got Wrong”) Unfortunately, this is not unusual. When I first started my legal career, working for a management labor law firm, I often encountered situations where the employer would do the right thing and either terminate or discipline a worker for sexual harassment. Then, his buddies in the union, very often a friend who was a shop steward, would file a grievance. The result: Harassers were empowered and the company was completely frustrated in its attempts to enforce a legitimate policy.
3. Pay transparency leads to pay equity: That is the lesson of the BBC Crown pay scandal where it was discovered that Claire Foy, playing Elizabeth, and on screen virtually the entire time, was being paid substantially less than the actor playing her husband, Prince Phillip. The rationale? “Oh, he’s better known because he starred in Doctor Who.” Following those revelations, Parliament enacted legislation requiring companies to give pay scales. Turns out the BBC was paying senior women producers, editors and reporters, far less than their male counterparts. Of course, now there is push back and efforts to create big loopholes, but overall the legislation has transformed Great Britain. Similar legislation is pending in several states. (Paycor: State Pay Equity Laws). One good example is the recent legislation signed by Governor Pritzker outlawing employer inquiries into candidates past salaries. This practice has been found to adversely impact women. Read the rest of the points here.
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