Category Archives: News & Views

EXPLORING WOMEN’S LEADERSHIP: AN INTERVIEW WITH tammy wolf ’94

By Madison Perrotti ’23

Tammy Cardillo Wolf

Tammy Cardillo Wolf ’94, is a services sales representative at Hewlett-Packard Enterprise, where she started working at the age of 16. Working diligently throughout high school and college, Tammy always aspired to be in a leadership position in her career.

In the sales field, she reflects on the importance of gender parity and diversity, stating, “Everyone learns from one another, and having different perspectives balances the traits that are important in sales. You pick up and learn from other people along the way. Overall, to stay at a competitive level, I think diversity is key.”

She mentions that “Nichols gave me the foundation, that baseline that I needed to get out there and be who I am and be a leader in the market. When I think of the academics – whether that was study groups, marketing research, my professors — everyone was top-notch amazing.”

Looking back at her time on the Hill, “I was VP of the management club and because I worked remotely while at Nichols, I also stayed involved in corporate America. I worked in corporate legal, I worked in corporate security, I went into different positions that allowed me to really get a flavor of the environment and how to run a business.” She recalls that she was also, “a part of the work-study program, and worked in the business office all at the same time. I think the more you can be involved while on campus, the more you feel you truly make a difference and pave the way for the next round of students coming through.”

Now a member of the Nichols College Board of Trustees, Tammy advises young women striving for their goals to, “Challenge yourself. Learn something new every day. Find your passion. Have a 5- and 10-year plan, focus, and identify the steps to achieve that plan. Be quick to adapt, should the market change, should your company have an opening that you never thought you could consider — don’t stay in your comfort zone,” She concludes by saying, “Sometimes getting out of your comfort zone really pulls out the best of you.”

This interview is part of a series focused on women’s leadership, conducted by Research Associate Interns Victoria Palkon ’24 and Madison Perrotti ’23. As part of their Spring 2021 internship, the students assisted Prof. Jean Beaupre research and develop the 2021 Massachusetts Women’s Leadership Index.

 

Madison is a rising junior concentrating in International Business. In addition to being a panelist for the Institute for Women’s Leadership, she also serves on SGA (Student Government Association), is co-founder and President of the It’s On Us chapter, plays on the varsity volleyball team, and is an Admissions Ambassador at Nichols College.

RELEASING THE 2021 MASSACHUSETTS WOMEN’S LEADERSHIP INDEX

We are proud to release the fourth biennial Massachusetts Women’s Leadership Index, which can be viewed here.  The purpose of the index, first calculated in 2015, is to assess and monitor the status of women in power in the Commonwealth.

The aggregate score is calculated based on women’s representation in  political, corporate, and nonprofit leadership as compared to the goal of gender parity. The scores in each category are then adjusted based on whether Massachusetts is ahead or behind rest of the United States. A comparison of the total scores is listed below. A score of 100 would mean Massachusetts has either achieved gender parity in leadership, or has come close and is ahead of the national averages.

MWLI Year Total Score (out of 100)
2015 36
2017 39
2019 40
2021 45

This year, lead author and Associate Professor Jean Beaupre was assisted by two Nichols College students and members of the Institute for Women’s Leadership, Victoria Palkon ’24 and Madison Perrotti ’23.

For more information and our perspectives on the results, we invite you to read the 2021 release. With any questions or feedback, please contact us at iwl@nichols.edu.

Equal Pay Day 2020

March 31st, 2020 is National Equal Pay Day. It marks the day up until which women would have to work to earn what a white man did in 2019. Although women are almost half of the workforce, the pay gap currently sits at roughly 80%, meaning that women are earning 80cents to the dollar compared to men. This gap ranges based on many factors including race, education, parenthood, and industry. Fifteen years ago the wage gap was just 49 percent. It is certainly closing, but there is still significant change needed. To raise awareness about how significant the pay gap still is, we ran a social media project where we shared 20 facts about the wage gap in honor of the 20 cents that women are still deprived of.

Equal Pay Day Social Media Campaign
Equal Pay Day Social Media Campaign

The facts shared on our social media are below:

  1. In 2018, the state with the largest gender pay gap was Louisiana, which had a pay ratio of 70%.
  2. In 2018, the state with the smallest gender pay gap was California, which had a pay ratio of 88%.
  3. The gender pay gap is the result of many situational factors, including race and ethnicity.
  4. Asian women experience the smallest gender pay gap, with a pay ratio of 90% compared to a white man’s earnings.
  5. Hispanic women face the largest gender pay gap with a pay ratio of just 54 cents to every dollar earned by a white man.
  6. The pay gap ratio breakdown for all other races/ethnicities is:
    1. White women- 79%
    2. Black Women- 62%
    3. Native Hawaiian or Other Pacific Islander Women- 61%
    4. American Indian or Alaska Native Women- 57%
  7. At the current rate of change, women will not reach pay parity until 2059.
  8. This rate of change is even slower for women of color. Black women will not see parity until 2130 and Hispanic women will not see parity until 2224.
  9. The gender pay gap occurs across almost all occupations and industries.
  10. Male dominated industries tend to have higher wages than industries and occupations that are mostly made of female workers.
  11. There are more than 5x as many women as men working in occupations with poverty-level wages.
  12. The largest pay gap ratio occurs in legal occupations, in which men earn an average of $126, 800 to a woman’s $69,361.
  13. Few occupational fields have a pay gap that favors women, including receptionist and office clerk positions and food preparation services.
  14. Wage gaps tend to be greater for those with more advanced degrees. Women with MBAs face the largest uncontrolled pay gaps.
  15. By late career, 8% of men rise to executive level positions, compared to 3% of women. This is called the opportunity gap.
  16. Mothers working full time are paid 71% as much as fathers. This is known as the “motherhood penalty.”
  17. The motherhood penalty often increasers per child.
  18. Fathers, in contrast, often receive higher wages after having a child. This is known as the “fatherhood bonus.”
  19. Women who learn to negotiate their salaries can earn thousands in wages that they would have missed out, closing the gap for themselves.
  20. Closing the wage gap is not just a women’s issue. It takes all genders to promote equal pay for equal work.