The post Women Ri$ing: Financial Journey with Women’s Foundation of Greater St. Louis & Merrill Lynch (Part 1) first appeared on WFSTL.

Last year, we awarded a grant to the Migrant and Immigrant Community Action Project (MICA Project). The MICA Project utilizes a combination of community outreach and legal services to promote the voice and dignity of immigrant communities. Their combined approach addresses the surplus need for immigration legal services in immigrant communities by taking a proactive approach, providing immigrants with the information and resources they need before legal issues arise.

We wanted to know more about how the MICA Project is supporting women, so we decided to interview one of their staff who leads efforts to support their clients.

WFSTL: Hi, Maria! We’re so excited to learn more about what you do. To start, can you tell me about yourself and your role at the MICA Project?

Maria: My name is Maria Torres Wedding and I am the Director of Client Support Services. As a child I moved to the United States from Mexico with my family. I feel very passionate about the health and wellbeing of immigrant communities because I know from personal experience how the language barrier, documentation status, and xenophobia can have such a great impact on health. My goal is to foster interdisciplinary work that centers immigrants and raises the standard of care.

The Client Support Services Department works alongside the legal team to ensure clients can actively engage in their legal case. Our department has developed tools to walk clients through a trauma-informed process of writing their trauma narratives for their legal case. Additionally, we provide clients with external referrals to therapy services, primary medical homes, and appropriate programming at partner non-profit agencies. We also help clients connect to tangible resources such as food, clothing, and financial assistance, whenever possible. 

WFSTL: You mentioned clients; who does the MICA Project serve?

Maria: The MICA Project provides legal representation to immigrants seeking a more stable form of documentation status. Most undocumented immigrants are ineligible to apply for status. However, exceptions are made when extreme trauma is suffered in the home country or in the US, as is the case with asylum and U Visas. Currently 60% of the organization’s 719 active cases fall into this category. The rest of the clients are fighting to prevent family separation from their loved ones through family-based petitions or DACA applications. The majority of our clients come from Mexico, El Salvador, Guatemala, and Honduras. 

WFSTL: What are some of the barriers migrant women in St. Louis are facing that most people don’t know about?

Maria: The asylum seeking process can last anywhere between one to five years. During this time, asylum seekers must report to a private company called Intensive Supervision Appearance Program (ISAP). This company is contracted by ICE to surveil clients and ensure they attend their final hearing. The methods of surveillance range from paternalistic to abusive. Asylum seekers must stay home one full day a week in home arrest for a home visit from ISAP staff and they must have a monthly check-in at the ISAP office. Asylum seekers are forbidden to bring their legal counsel to these monthly interviews. Worst of all, asylum seekers are placed on ankle monitors with GPS for extended periods of time. Most commonly, they are on these monitors for at least a year, but we have seen many clients forced to wear them for over two and a half years. 

WFSTL: I never knew that was happening! What is the impact on women who are forced to wear ankle monitors?

Maria: These GPS monitors have economic, physical, psychological and social consequences for the person.  

The monitors are extremely stigmatizing and create yet another opportunity for discrimination. It leads to the loss of employment opportunities even when they have work authorization (some asylum seekers are eligible for work authorization while their case is in progress). They must also be charged regularly which means that they are constantly organizing their day in a way where they can have access to an outlet. 

They cut into their skin, cause rashes and swelling in their ankles and feet. After being worn for so long, they alter a person’s gait, leading to back pain. Many clients have reported that the monitors cause them to be shocked whenever they touch metal.

The monitors also emit random sounds throughout the day signaling that something is wrong – such as low battery. These sounds are so loud and annoying that they cause a lot of embarrassment if they are out in public, or they disturb their sleep. For women who have experienced a loss of agency in their home country and sexual abuse, being forced to wear a foreign object on their body creates a lot of anxiety and symptoms of depression. 

Lastly, it is common for asylum seekers to have a support system comprised of individuals who are undocumented or have mixed-status families. The presence of a GPS monitor surveilled by ICE leads to very difficult conversations and decisions about how they can share space. For example, a woman who recently arrived in the region may be told by family members that she cannot live with them for fear that the GPS monitor will lead to an ICE raid in the home of individuals without status. The monitors instill fear in homes. It makes home an unsafe space for loved ones. 

WFSTL: How is the MICA Project helping?

Maria: We are working to advocate for the monitors to be removed as soon as possible. We write letters of support and refer clients to a partner agency, Interfaith Committee on Latin America (IFCLA), that provides accompaniment services to the ICE office. We write letters explaining why the monitors should be removed and IFCLA provides interpretation and volunteers to accompany our clients so they don’t have to go alone. This process has forced ICE to review individual cases and assess them for “de-escalation.” While it is not always immediately effective, I do believe it has reduced the average time worn. It is also important that our clients be heard when they identify this as a major challenge in their life. While we don’t have the power to stop this abuse overnight, we are doing the best we can to raise awareness of the issue and to walk with clients as they advocate for themselves. 

MICA has also partnered with University of Missouri – St. Louis and IFCLA to create a virtual space for anyone with present or past experience with an ankle monitor to receive and provide support. This creates the opportunity to exchange information and experiences with the monitor, and also fosters space for the group to engage in creative decision making. 

WFSTL: Wow, I love that. How have these support groups empowered women in St. Louis to create change?

Maria: We start our support group meetings by reminding them that while MICA, IFCLA, and UMSL want to do everything in their power to help, we just don’t have the answers. Asylum seekers are forced to wear ankle monitors and have conversations with ISAP staff in spaces where legal counsel is forbidden. All of our knowledge about ISAP and ankle monitors comes from our interactions with our clients. Therefore, they are not “participants,” they are our experts in this topic. We see them as experts and as leaders in the fight against abusive use of ankle monitors. I think this language was a little weird for them at first, but now, six months later, I can see how much more confident they are in the groups. They are starting to believe us when we say they know more than us, which is the truth. 

WFSTL: Thanks so much for taking the time to speak with us! How can people support your efforts or get involved?  

Maria: Reach out to IFCLA or MICA for volunteer opportunities. Or donate to our agencies to support our cause – IFCLA or MICA .

The post Grantee Highlight: How the MICA Project is Empowering Immigrant Women in St. Louis first appeared on WFSTL.

In 2020, we funded a program called the Elevate/Elevar Accelerator, an initiative of WEPOWER. WEPOWER is a local nonprofit committed to solving our region’s biggest systemic challenges. They activate community power to re-design education, economic, health, and justice systems to be just and equitable for all. WEPOWER’s Elevate/Elevar Accelerator program is a 6-month program that provides for-profit companies the funding, training, and connections to support business growth. The program aims to spark economic development and work to develop living wage jobs in North St. Louis City through entrepreneurship. Elevate/Elevar is the only business accelerator exclusively for Black and Latinx founders in St. Louis. 

WEPOWER is passionate about developing intentional relationships. At its core, Elevate/Elevar emphasizes curriculum, capital, and connections for entrepreneurs. The connections piece is where we find mentorship. The connections to accomplished mentors provides the investment (i.e social, emotional, and intellectual capital) required to accelerate their journey. From passing down lessons learned, to sharing common industry obstacles, and encouraging entrepreneurs when the going gets tough, this investment is foundational.

The mentor/mentee dynamic is a snapshot of coalescing potential (mentees) and accelerators (mentors) mapping out a trajectory that grounds St. Louis as a model. The ground is fertile for sprouting relationships. Many of your favorite local businesses have blazed a trail for today’s entrepreneurs, seeking guidance from colleagues and others who shared their creative vision. Mentorship provides an opportunity to pay it forward. In your own journey as an entrepreneur and/or industry expert, whose input changed your trajectory and why? We are looking for those moments in this partnership. 

Join WEPOWER by being a mentor! WEPOWER is seeking volunteers of all identities to serve as mentors, and you may be just the right fit. WEPOWER is intentional about the time commitment: meet with your entrepreneur and the Elevate/Elevar team once a month for the duration of the program, which comes out to less than 20 hours across 6 months. As a mentor you will:

• Provide critical feedback and thought partnership on strategic challenges & urgent challenges,

• Affirm, activate, and encourage entrepreneurs,

• Make key connections that support them and their company.

While WEPOWER’s greatest need is for mentors, they understand that it isn’t for everyone. To contribute in other ways, consider getting involved as a Guest Expert, a one time commitment where you’ll provide feedback and collaborate with entrepreneurs on a specific topic/activity (e.g. go-to-market strategy).

WFSTL and WEPOWER understand the power of “we”. When we commit to supporting entrepreneurs and the larger community, amazing things can happen.

Sign up to become a mentor here: http://bit.ly/EEmentor21

Sign up to become a guest expert here: http://bit.ly/EEguestexpert

If you have any questions about the role, please reach out to Edgar at edgar@wepowerstl.org

The post Grantee Highlight: WEPOWER’s Innovative Elevate/Elevar Accelerator Program (and How You Can Get Involved!) first appeared on WFSTL.

• Rasheen Aldridge – Missouri State Representative, Sponsor of House Bill 406 

• Ingrid Burnett – Missouri State Representative, Sponsor of House Bill 225 

• Jo Doll – Missouri State Representative, Sponsor of House Bill 699 

• Barbara Phifer – Missouri State Representative, Sponsor of House Bill 899 

• Charlin Hughes – Director of Outreach and Community Engagement, St. Louis Area Diaper Bank/St. Louis Alliance for Period Supplies 

• Leslie Greenman – WFSTL Advocacy Committee Chair, Moderator 

During the webinar Charlin shared that in St Louis, one in three menstruating people will experience period poverty yearly, and of those three people, two will experience period poverty monthly. This data highlights the importance of these pieces of legislation, as thousands of people are unable to access period or diaper products. Representative Aldridge shared that HB-406, which will lower the tax rate of period hygiene products to the same rate as food, was inspired by two previous Bills brought forward (HB-2065, 2020 and HB-741, 2019). Representative Aldridge is also co-sponsoring HB-318 which allows inmates to access free period hygiene products while incarcerated. When asked what inspired Representative Aldridge to sponsor and co-sponsor these Bills, he shared: 

“The fact that there was this additional tax for these, I don’t want to just say women products because I know we have our trans community, these hygiene products just blew my mind… For me, my biggest thing is that I’m a legislator, I feel like I’m here to make sure systems that are oppressing people are being reversed no matter if you are a person of color or a woman… There is no additional tax on any male products, so why should there be an additional tax on hygiene products that people can use.”  

Representative Doll shared that her Bill is also inspired by a previous Bill that would also lower the tax rate for period products. Representative Doll shared that the current tax rate is 4% and HB-699 would lower the tax rate to just over 1%. This lower tax rate would save $11 million each year just through taxes. Representative Phifer’s Bill, HB-899, would also lower tax rates for period products and would also lower the tax for diaper products. The Bill brought forward by Representative Burnett, HB-225, requires public and charter schools to provide period products for six to 12 grade students, free of charge. 

Period Poverty impacts menstruating people in a variety of ways – those who are experiencing economic insecurity are often left to make the difficult decision of paying for food or menstrual products.  These products are also often not recognized as necessities, which means government-assistance programs do not cover the costs for them.  The cost often leaves many menstruating people with no choice but to use alternatives such as paper towels and rags in place of commercial products, and even miss days of work at a time when those alternatives are inadequate. 

How You Can Help End Period Poverty in St Louis 

• Reach out to your Representatives and urge them to support these Bills, and future Bills that strive to bring an end to period poverty. 

• Reach directly out to Speaker Rob Vescovo and urge him to refer these Bills and future Bills to committees. 

• Draw attention to the issue of period poverty – Share information with your friends and family, speak out against oppressive systems. 

• Normalize period conversations. 

• Donate period products, make a financial contribution, or volunteer with the St. Louis Area Diaper Bank / Alliance for Period Supplies. 

Learn More about Missouri Bills that Address Period Poverty 

Reduce Tax on Period Products: 

• HB 406: Beginning October 1, 2021, this bill reduces the state sales and use tax rate on retail sales of feminine hygiene products and diapers to equal the reduced state sales tax rate imposed on the retail sale of food. 

• HB 699: Beginning October 1, 2021, this bill reduces the state sales and use tax rate on retail sales of feminine hygiene products and diapers to equal the reduced state sales tax rate imposed on the retail sale of food. 

• HB 899: Beginning October 1, 2021, this bill reduces the state sales and use tax rate on retail sales of feminine hygiene products and diapers to equal the reduced state sales tax rate imposed on the retail sale of food. 

• HB 793: Beginning October 1, 2021, this bill reduces the state sales and use tax rate on retail sales of feminine hygiene products and diapers to equal the reduced state sales tax rate imposed on the retail sale of food. 

Access in Schools: 

• HB 225: Beginning on July 1, 2022, this bill requires every public school and charter school to provide period products in the restrooms for all middle school, junior high, and high school buildings in which there are students in grades six through 12 at no charge to the students. “Period Products” are defined as tampons and sanitary napkins for use in connection with the menstrual cycle. 

• HB 653: Beginning on July 1, 2022, this bill requires every public school and charter school to provide period products in the restrooms for all middle school, junior high, and high school buildings in which there are students in grades six through 12 at no charge to the students. 

Access in Prisons: 

• HB 318: This bill specifies that the Director of the Department of Corrections must ensure that tampons and sanitary napkins are available for free to offenders while they are confined in any of the Department’s correctional centers. 

• Contact Representative Andrew McDaniel, Chairmen, Corrections and Public Institutions 

• HB 318: St. Louis Public Radio & St. Louis Post-Dispatch 

The Women’s Foundation of Greater St Louis would like to thank all our amazing panelists and sponsor, The Women Lawyer’s Association of Greater St Louis, for participating in this webinar. To learn more about the Women’s Foundation work to address period poverty, be sure to check out our Seeking Solutions Symposium Follow Up Report on Period Poverty in St Louis from 2019. To watch the “Food or Period Hygiene: It Doesn’t Have to be a Choice!” webinar, click this link. 

The post Period Poverty in St. Louis: What You Can Do first appeared on WFSTL.

 “The pandemic and resulting recession have truly highlighted the importance of advancing policies and practices that benefit working women and families. Otherwise, we are at risk of eliminating the significant gains women have earned in the workplace over the last decade,” said Keri Koehler, executive director of WFSTL. “Our St. Louis honorees, recognized for their efforts throughout 2020, have demonstrated a strong commitment to women in the workplace, especially during these challenging times.”

Due to historic job losses for women and the additional family care burden during the pandemic, some economists predict the gender wage gap will widen by five percentage points, meaning the average female worker will earn 76 cents for every dollar the average male worker makes. It could take 10 years to close the gender wage gap to where it was prior to the pandemic. However, because of the increase in remote work during the pandemic, there could be a long-term effect that provides more employment opportunities with greater flexibility, thereby reducing the gender wage gap.

The Women in the Workplace Scorecard recognizes 21 small, medium, and large companies in the St. Louis region who showed a strong commitment to women in the workplace through measurable outcomes, key policies, and best practices. Criteria includes demonstrating results with women in a minimum of 28 percent of top leadership roles; a minimum of 25 percent of women in the top 10 percent of the most highly compensated employees; a starting wage higher than the Missouri minimum wage; family-friendly flexible work policies; and recruitment and retention programs targeted at advancing women. 

The 2020 Honorees include:

Small Organizations (less than 50 employees)

Kaskaskia Engineering Group, LLC

Lathrop GPM, LLP

NARAL Pro-Choice Missouri

National Council of Jewish Women St. Louis

Operation Food Search

Rung for Women

Spry Digital

Tueth, Keeney, Cooper, Mohan & Jackstadt, P.C.

The Simon Law Firm, P.C.

Wyman Center

Medium Organizations (50-499 employees)

Brown Smith Wallace

LaunchCode

Missouri Foundation for Health

Nine PBS

PreventEd

Sapper Consulting

S. M. Wilson & Co.

Stinson, LLP

Large Organizations (500 or more employees)

Enterprise Bank & Trust

Saint Louis University

Washington University in St. Louis

Unlike many “Best Places to Work” reports that rely on employee opinion surveys, the Women in the Workplace: Employment Scorecard looks at objective criteria and outcomes. Through a blind data review process by a seven-person panel, the Scorecard evaluates company employment practices and their impact on gender diversity. Designated organizational representatives were asked to answer specific questions based on existing policies, practices, or employee data.

This year, the Scorecard also included questions for local companies about their pandemic response. Their answers showed most employers either started or expanded flexible work policies, including flex time, flexible work schedules and telecommuting. In addition, nearly half of the employers started or expanded parenting and homeschooling resources. Half of the employers changed their performance review process or revised productivity expectations, and many employers stressed the importance of employee communication during the crisis. Companies also reported an increase in mental health resources and well-being programs.

Over 100 local employers have participated in the Scorecard since its inception, with 80 percent reporting that after taking the survey, they plan to advocate for or implement a new policy or best practice to recruit and/or retain female workers.

For access to the full report, visit https://wfstl.org/women-in-the-workplace-initiative.

The post Presenting Our “Women in the Workplace” Honorees and Report first appeared on WFSTL.

Under these circumstances, it is more important than ever for our local leaders to support women. We asked a series of questions to each St. Louis City Mayoral candidate to find out how they plan to address this crisis. Below are responses from the following candidates, listed alphabetically: 

• Tishaura Jones, Treasurer of St. Louis City

• Lewis Reed, President of the St. Louis Board of Aldermen 

• Cara Spencer, St. Louis Alderwoman 

Candidate Andrew Jones did not respond to our attempts to contact him. 

1. Question: How will you help women remain in or reenter the workforce to ensure an equitable economic recovery and to prevent women, especially women of color, from experiencing increased gender/race wage gap?  

Tishaura  Jones:  I fully understand the difficulty of being a working mother during this pandemic. Managing my son being at home and the office of the Treasurer has been a difficult task. The most important thing the next Mayor must do to assist working mothers and mothers who want to begin working again is handle our pandemic response. We have to have clear guidelines and enforcement, as well as a robust vaccination program in operation. After we have the pandemic under control in the city, we can move to expanding paid family leave, pre-kindergarten options, and investment in women-owned businesses and projects. I’ve always been a leader in women’s causes, and that’s why I am the only candidate with the support of both NARAL and Planned Parenthood. My advocacy and leadership for women will not stop once I am in the Mayor’s office. 

Lewis Reed: In 2018, I sponsored and passed ordinance 70748 which creates an Equitable Economic Growth Framework. This framework took 18 months to build. It lays out the path to an equitable economic future for our City that I will implement as Mayor. It will lead us to increase the City’s population by 30,000 residents by 2030 and exceed the national growth rate in jobs and payrolls among our key industries. It will also close existing opportunity, employment, wage, entrepreneurship, and wealth gaps for women and people of color; achieve sustainable long-term tax revenue growth for the city; and address environmental inequality.  As Mayor, I will make sure this plan is fully implemented and helps women remain in an reenter the workforce. 

Cara Spencer: Lack of access to quality, affordable childcare is one of the biggest hurdles for women re-entering the workforce. One of my first responsibilities as mayor will be to seek and lead the distribution of resources available from the city, state and federal government to compensate losses people have suffered because of the pandemic. I will prioritize funding for childcare and after school programs to help empower women to get back in the workforce.  

Women will be at the top of my list of those who must be involved in advising in the distribution of federal aid and in receiving compensation in the form of cash and other available resources and advantages in COVID relief efforts. My goal would be for this experience to guide the city in new policies and examples to set on how to raise women out of such vulnerable positions.  

2. Question: Childcare is an essential workforce support that is a driver for economic development. While childcare is extensively utilized by families in Missouri, the availability of quality care and the rising cost of childcare, can be large barriers to families. The issue of childcare access has only been exacerbated during the pandemic as schools and daycares have closed. How do you plan to ensure access to affordable, quality childcare for all families in St. Louis?  

Tishaura Jones: Our city isn’t a poor city, we’re a cheap city. Over the last 20 years, we have given 700 million dollars away in TIFs and tax abatements. Nearly 60% of that money would’ve been for our public schools. We have the money to vastly expand our pre-kindergarten options. So, my answer is simple. We make our budget reflect the fact that we value childcare and early childhood education. I’m hopeful that with the recent passage of Proposition R, we’ll be able to see more quality options available for families. 

Lewis Reed: I supported the passage of Prop R which helps to fund $2.3 million each year dedicated to early childhood programs and services in St. Louis City. The funds are being prioritized for programs serving high-needs children and families. I believe early childhood education is key. As Mayor, I would lobby the State for more funding for childhood education. 

Cara Spencer: I am committed to supporting working families and promoting the healthy development and well-being of children. Access to high quality care and learning opportunities lays the foundation for children’s development and, ultimately, their success in school and in life. Unfortunately, many families do not have access to the affordable, high-quality childcare their children need. 

As mayor I will prioritize federal funding to help supplement the cost of childcare as families go back to work.  

This past week I announced my child-centered education platform. As mayor, I will make educating all our city’s children a priority. Children are the future of our city. I will work to fulfill their fundamental right to an excellent education. My platform includes developing a citywide plan for schools, prioritizing and repurposing vacant school buildings, and supporting a Special School District and universal early childhood programs, among other concrete plans. I will also implement a moratorium on the opening of new schools in the city until we address the pressing issue of the 11 schools that closed their doors this year. 

3. Question: Workers need time off to care for themselves and their loved ones. But many workers find that taking unpaid time off to meet their family duties places a severe economic burden on their families that is unmanageable. The current pandemic and economic crisis have made this challenge even more evident. How will you implement and expand family-friendly policies, such as paid leave?  

Tishaura Jones: Paid family leave should be available for every worker in the City, but as Mayor, I only have purview over city employees. As Mayor, I would use an executive order to expand the city employee’s paid family leave program. Furthermore, I would push our partners and private employers throughout the city to have paid family leave programs or expand their current paid family leave programs. When our workers and our family do better, our city does better, and I will do everything in my power to support the working families of St. Louis. Last but not least, as Treasurer, I implemented a new family leave policy to allow parents to take up to two hours off to attend school functions for their children. 

Lewis Reed: I support expanding family and maternity leave for city employees. No one should have to choose between losing their job or taking care of their family. 

Cara Spencer: As mayor I will find a way for the city to offer paid family leave to all employees. This benefit will cover both parenting and caregiving responsibilities. The first argument opponents make against it is that it costs too much. I believe that a thorough cost-benefit analysis will reveal that the city’s problem with job retention makes turnover more costly than providing a benefit of paid family leave that will help make workers want to keep their city jobs. This benefit is essential for the city to become a preferred workplace for the future for city residents. 

4. Question: Research has demonstrated time and time again that a diverse workforce is good for business, innovation and financial returns. What do you think is needed for St. Louis to recruit and retain a more diverse workforce? How will you support such efforts?  

Tishaura Jones:  One of my first priorities as Mayor will be to re-implement the position of Deputy Mayor of Racial Equity, which I believe will be a key effort to ensure we prioritize diversifying our workforce in the City of St. Louis. In my administration, we will make sure that everyone has a seat at the table so we can make sure we put forward our best effort to be an inclusive and welcoming city.  

Further, as Mayor, I plan to do a full evaluation of our personnel practices. We have way too many open positions, and I’ve heard complaints from St. Louis citizens who apply for jobs but wait months for a response. There has to be a better way to process applications and fill positions in a timely manner, and I plan to make that happen because I am certain that we will discover a diverse group of applicants simply by expediting our processes in a modern and efficient way. 

Lewis Reed: Ordinance 70748 that I sponsored and pushed for creates an Equitable Economic Growth Framework to address these issues head on. I will focus on building up entry level and mid wage jobs; create better workforce and educational programs that meet the need of our job seekers and growing business sectors; and work to move the business community to adopt workplace policies that diversify the workforce, increase worker retention, and provide access to wraparound services so that at least half of all job holders in the city work for employers that have committed to such policies.  We must change the personality of our city to make it more appealing to a diverse workforce and as mayor I will focus on that. 

Cara Spencer: Diversity is a key driver in innovation and studies have shown that diverse teams in companies produce more revenue. The same is true for cities. America’s fastest growing cities are becoming more diverse and St. Louis has a diversity of human capital from which to grow.  

St. Louis’s workforce has slowly declined as crime rates and racial segregation push families out. First and foremost, we have to get violent crime under control. I have a 10-step plan with three main pillars that will reduce violence significantly the first year I am in office. 

If we want to recruit diversity to the city we have to build a city that works for everyone. Trash needs to be picked up, alleys need paving, 911 calls have to be answered, and systemic racism must be broken down. We have to get rid of disparities in critical areas, like health outcomes. I’m committed to effectively addressing issues outlined in the Racial Equity Indicators Report. 

5. Question: Women’s voices and experiences are distinct. Ultimately, the table where decisions are being made should reflect the society it represents. How will you ensure that women’s voices are heard and considered under your leadership?  

Tishaura Jones: Here in St. Louis, we have the opportunity to make our leadership almost entirely led by women of color. It is my belief leadership should always mirror the best of our city. We understand that the people closest to the problem are the solution and Missouri women get things done. We elected Circuit Attorney Gardner and Cori Bush because this city understands the importance of giving everyone a voice. My administration will hold to this standard. We will make sure that everyone in this city is not only seen but also represented by those who resemble their community.   

Lewis Reed: Currently as President of the Board of Aldermen, I work to ensure women’s voices are equally represented on our committees. Also, we have more women elected officials at the Board of Aldermen than ever before! My legislative director is also a woman. I will work to ensure that my cabinet members are diversified, represent all voices and make sure that they are empowered. As mayor of the city, I will set an example to everyone else, that distinct and diverse perspectives give the best opportunity for success. 

Cara Spencer: Bringing voices to the table that have long been silenced and ignored is of utmost importance. I pledge to have a strong program of recruiting women to my cabinet and making sure women are appointed equitably to boards and commissions. I will host town halls routinely and ensure my door is open to the constructive criticism and feedback regarding policy from representatives of our city’s most underserved and underrepresented communities – including, but not limited to, black women, trans women of color and Latinx women. 

The post St. Louis City Mayoral Candidates Weigh in on Important Issues for Women first appeared on WFSTL.

Julia L. Gray is a Mediator/Attorney at Law and has been practicing law in St. Louis since 1988, and mediating with Quest Mediation, LLC since 2016. In addition to serving on the Women’s Foundation of Greater St. Louis board for the last six years, Julia has served and supported several nonprofit organizations over her career, including Matthews Dickey Boys and Girls Club, the Sierra Club, the Humane Society of Missouri, the Boy Scouts of America. Julia graduated cum laude from Rockhurst University with degrees in English and Political Science, and she graduated cum laude from University of Minnesota Law School.

Julia is also an experienced educator, having taught writing classes and seminars at all levels, including high school, college, MBA and other professional programs. Julia has also taught Business Law and Constitutional Law at local MBA programs. Julia has lived in the St. Louis area with her husband and three sons since 1988.

We are so excited about the experience and passion Julia will bring to our organization as our Board President!

We’re also happy to announce the addition of 4 new Board members:

Sue Adams, EnVision Strategies, LLC, Financial Planning and Solutions: With 20 years in the financial services industry, Sue Adams is passionate about providing her clients with the tools and education they need to navigate life’s financial challenges. She founded the financial planning firm, EnVision Strategies, LLC. Sue holds a Bachelor’s degree from University of Missouri and a Master’s degree from the University of Kansas in Business Administration.

Shalia Ford, Focus St. Louis: Shalia is the Director of Youth Leadership St. Louis and Emerging Leader at FOCUS St. Louis. Her nonprofit career spans more than 20 years with expertise in nonprofit administration, program design, learner-centered curriculum design, and youth development. She holds a Bachelor of Arts degree in African-American Studies as well as a Master of Business Administration.

Kate Morrison, Edward Jones Investments: Kate Morrison works as a Financial Advisor for Edward Jones, helping individuals, small business owners, and families to organize, build, protect, and transfer their wealth. Her practice is powered by talented women, men, families, and small business owners who are driven to reach their most important financial goals. She earned her degree at Webster University and has been with Edward Jones for over 12 years.

Renee Schenk, Bayer CropScience: Renee Schenk is an attorney who has been living and practicing in the St. Louis area for over 20 years. She is currently Senior Assistant General Counsel for Bayer CropScience LP, focused on commercial transactions and support of the US agricultural seeds and traits business. She attended law school at Washington University and received her undergraduate degree in accounting from Bradley University.

We’re grateful for the expertise and passion of these women and can’t wait to see the impact they’ll make on our community through service on our Board. Welcome!

The post Welcome New Board President, Julia Gray, and New Board Members first appeared on WFSTL.

As 2020 (finally!) comes to a close, we at WFSTL can look back proudly at how we adapted to change, pushed forward on our goals, and stayed true to our mission.

We started out the year with a media campaign and community report to recognize the 2019 Women in the Workplace Employment Scorecard Initiative honorees. The following 17 companies were honored for their pro-female work environments:

·       The Simon Law Firm, P.C.

·       National Council of Jewish Women St. Louis

·       LaunchCode

·       Civil Design, Inc.

·       Krilogy LLC

·       Operation Food Search

·       Spry Digital

·       Weber Shandwick

·       Kaskaskia Engineering Group, LLC

·       Tueth, Keeney, Cooper, Mohan & Jackstadt, P.C.

·       Missouri Foundation for Health

·       Brown Smith Wallace

·       Sapper Consulting

·       Wyman Center

·       Large Organizations

·       Saint Louis University

·       St. Louis County Government

·       Washington University in St. Louis

Utilizing information from these honorees, and as part of our 2020 Action Plan, we identified 3 cost-effective strategies that any company can utilize to begin creating a workplace that works for women and families:

1.       Establish paid family/personal leave benefits,

2.       Ban salary history questions during hiring,

3.       Develop a working group focused on creating workplace equity.

The 2020 Women in the Workplace Employment Scorecard is still open for companies to participate until January 11th. Email scorecard@wfstl.org to register and receive your unique survey link!

In addition to our workplace change efforts, we responded to new workplace needs in a COVID-19 economy. In a webinar series titled “COVID-19: A Woman’s Role in the Economic Recovery,” we spoke with local female leaders to address how employers are responding to the pandemic, the impact on entrepreneurs, and challenges for women returning to work. In September alone, the data shows 856,000 women left the workforce, and 1 in 4 are considering either downsizing or leaving their careers due to increased demands, including caring for children or other family members during the pandemic. A new section of the Women in the Workplace Employment Scorecard was added in 2020 to address these changes and measure the employers’ pandemic response efforts.

Because large gatherings were not possible this year, the Making A Difference event went virtual and helped us raise over $150,000 to support women in St. Louis! We hosted a panel discussion with Carolyn Kindle Betz and Ali Hogan and honored the achievements of Laurna Godwin.

We also saw success in our advocacy efforts in 2020. We endorsed Prop R in St. Louis City which was successfully passed, raising $2.3 million in additional annual funding for early childhood services. We also hosted a webinar on “Changing Public Policy: Economic Success for Women,” which highlighted elected officials and legislation that advances the economic success of women.

While everything we do plays an important role in advancing St. Louis women in our economy, we feel especially proud of the organizations we were able to support through grantmaking in 2020, all of which increase access to jobs and fair wages for women and/or increase supports for working families :

·       Center for Women in Transition

·       LaunchCode

·       Migrant and Immigrant Community Action Project

·       WEPOWER

WFSTL funding for Center for Women in Transition supported vocational training to women involved in the justice system to ensure their successful transition back to family and community. Our grant to LaunchCode and their Coder Girl Program helped women prepare for high-demand jobs in the technology sector. We supported Migrant and Immigrant Community Action’s (MICA) efforts to eliminate major barriers to successful employment for immigrants. Finally, WFSTL funding supported WEPOWER and their Elevate/Elevar Program, an accelerator initiative that advances racial and gender equity through entrepreneurship. We’re proud to support these fantastic organizations doing important work to empower women!

In the midst of all of this, WFSTL welcomed a new Executive Director, Keri Koehler, who holds a master’s degree in social work from Washington University in St. Louis, brings over 10 years of nonprofit experience, and extensive leadership in program development to the organization. We also added a new position and hired Sarah Hines as our Community Engagement Manager. Sarah will lead our outreach and communications efforts and work with our partners at Rung for Women to recruit volunteers for their social capital programs.

As we look forward to 2021, we hope to create transformational change through enhanced collaboration. As the 2020 Women in the Workplace Employment Scorecard Initiative wraps up, we will make efforts to support employers beyond the scorecard and provide more educational opportunities. We will continue to advocate for policy change to increase access to jobs, fair wages, and support for working families. We will also build deeper partnerships with our grantees to affect more change and support for women. In a new partnership with Rung for Women, we will support volunteer recruitment and outreach efforts as they welcome their first cohort of members in March 2021.

We thank everyone who has supported us through thick and thin this year! Together we are transforming our region by ensuring all women can reach their full potential.

When she thrives, we thrive.

The post Looking Back on 2020: Socially Distanced but United in Mission first appeared on WFSTL.

“It is truly an honor to join the dynamic team at the Women’s Foundation who work tirelessly to achieve positive change for the lives of women and families across the region,” said Koehler.

Koehler, who holds a master’s degree in social work from Washington University in St. Louis, brings over 10 years of nonprofit experience and extensive leadership in program development to the organization. She spent the last seven years working to advocate for women’s health, most recently as the Director of Program and Evaluation for Gateway to Hope. In this position, she was responsible for the management, delivery and evaluation of client support services, community engagement and education efforts. Prior to Gateway to Hope, she worked at Washington University in St. Louis in various roles in public health and served as senior director of undergraduate admissions.

“The comprehensive and collaborative approach WFSTL takes by addressing the change at the workplace, policy and individual level is incredibly inspiring,” said Koehler. “These are the steps and actions needed to remove obstacles so that women in St. Louis can achieve economic success and thrive.”

With an extensive background in community engagement and partnership building, Koehler is well-prepared to direct WFSTL’s strategic initiatives, which require thoughtful collaboration to achieve transformative change.

“Economic struggles are particularly amplified during this health crisis,” said Koehler. “I look forward to building on the momentum WFSTL has achieved over the years and to advance its mission at such a vital time in our history.”

The post WFSTL Announces new Executive Director first appeared on WFSTL.

In writing this message, I pondered many things.  How will I respond in this moment?  How can I be responsible to the community?  How can I be responsible to the Women’s Foundation?  How can I be responsible to myself?  After a few moments of deep reflection, the answer suddenly became simple:  I must use my voice, and come from behind the politics of silence to move forward the agenda of the Women’s Foundation, moving boulders.
 
Want to join us in moving boulders?  Support Advancing Economic Success for women through Workplace Change, Public Policy Change, and Impacting Individual Lives.  Register for our 3 part series, “A Woman’s Role in the Post-COVID Economic Recovery; meet us in August for our Legislative event, and join us September 24, 2020 for our Making A Difference Event where you will meet three women moving boulders: Ali Kindle Hogan, Carolyn Kindle Betz, and our honoree Laurna Godwin.
 
We are getting there, step by step, conversation by conversation.  We are pushing boulders.  Our organization and its mission were built to lead the community in times like this.  To be a voice for women and girls- and right now black women and black girls need to know that we stand in solidarity with them and are here to provide resources.
 
So how will we lift our collective voices to bring effective change for racial injustices?  What boulders will you help us move?  Policies in the workplace?  Or what about public policies?  Who is the woman’s life you will change for the better?
 
Peacefully, Eulonda Nevels

The post Kicking Pebbles or Moving Boulders first appeared on WFSTL.