Gender Equity Index
Dance Aspen in Danielle Rowe’s “Everyone’s in St. Barth’s”
Photo by Beau Pearson
Courtesy of Dance Aspen
February 7th: Movement Research Parent Residency, February 9th: NEA Arts Project Grant, February 9th: Pew Center for Arts & Heritage Grants & Fellowships, February 10th: MacDowell Colony Residency, February 15th: Princess Grace Awards Program, February 27th: Jacob's Pillow: Ann & Weston Hicks Choreography Fellows Program, March 1st: New England States Touring Grant, March 18th: BalletX Choreographic Fellowship, March 29th: USArtists International, April 14th: Arkansas Arts Council Individual Artist Fellowship, April 30th: Copenhagen International Choreography Competition, May 7th: Atlantic Center for the Arts Mentoring Artist-in-Residence Program, May 22nd: National Performance Network - Creation & Development Fund, May 31st: National Dance Project Travel Fund, June 1st: New York Choreographic Institute Residency, June 1st: Sadie-Rose Residency Program, June 12th: National Dance Project Production Grant - New England Foundation for the Arts, June 30th: South Arts Professional Development & Artistic Planning Grants
×Dance Aspen in Danielle Rowe’s “Everyone’s in St. Barth’s”
Photo by Beau Pearson
Courtesy of Dance Aspen
DDP’s 2023 Gender Equity Index results are currently under construction — be the first to know when results go live by joining our mailing list!
Gender equity: “fairness of treatment for women and men, according to their respective needs. This may include equal treatment or treatment that is different but which is considered equivalent in terms of rights, benefits, obligations and opportunities.” (International Labour Office [ILO], 2000)
A gender equity index is a method of tracking and ranking companies based on their performance as it relates to gender equity. Some examples of Gender Equity Indices include:
Dance Data Project® referenced multiple other examples of Gender Equity Indices to inform the creation and development of this survey. A comprehensive list of this research can be found here.
Research shows that higher corporate transparency increases an organization’s value and trustworthiness (Lang et al, 2012 and Schnackenberg et al, 2020). Alternatively, low corporate transparency leads to poorer business outcomes (Anderson et al, 2009). By simply providing senior managers with data on how their pay decisions compared to others helped managers hold themselves accountable and reduce pay disparities by gender, race, and birth nationality. (University of Massachusetts, Center for Employment Equity).
“Pay transparency doesn’t just help with diversity, it helps all employees in the organization. Openness and honesty about pay and how pay is determined can help employees to set and achieve their goals. By offering clear, objective data on how to advance in their organization, employees are motivated to succeed.” (Forbes)
Legal Momentum argues, pay secrecy has long thwarted pay equity for a number of reasons:
DDP conducted extensive research on the importance of corporate transparency. These findings have been compiled and can be viewed here.