UWLP Blog - Research Brief

A newly released 2024 research report by UWLP examines the progress the state has made in having more women in leadership positions in Utah's 29 counties.

This research snapshot includes the best practices of the 100 Utah Companies Championing Women in 2024. The companies include finance, higher education, healthcare, insurance, law, manufacturing, marketing, nonprofit, technology, and retail.

Two Brigham Young University professors recently conducted the largest study ever done regarding the potential connection between Latter-day Saint religion's doctrine, culture, and body image.

A recently released 2024 report by UWLP examines unpaid care work in Utah in an effort to recognize its value and encourage a more balanced distribution of unpaid care between men and women.

A 2024 report was recently released by UWLP to update its 2020 research on women leaders working in Utah's public sector. Similar upcoming research will measure county and municipal levels.

As part of the UWLP fall survey, participants answered an open-ended question to share their perceptions of the top opportunities available to Utah girls and women. The most cited opportunity was related to work and employment.

As part of the UWLP fall survey, participants answered an open-ended question to share their perceptions of the most significant challenges facing Utah women. More than 40% cited lack of recognition and feeling undervalued.

To continue increasing women’s representation in positions of influence within Utah, it is vital to understand the status of women in various contexts, and this includes Utah’s state boards and commissions.

This research analyzes the best practices of the 2023 100 Companies Championing Women in Utah.

This research highlights that Utah women experience elements of gender bias in the workplace that are not perceived to the same degree by Utah men.

The last few years have been record-setting years for women running for office across the country, and we are seeing some slight progress in Utah as well. When more women run, more women win.

Structured gap time experiences for full-time missionary service are increasingly common for women attending Utah colleges and universities. This brief describes both costs and benefits of gap time experiences.

As we understand more about women’s decisions and broaden awareness about the benefits of higher education, we can foster a supportive environment for women’s education within families and communities, then translate that support into higher graduation rates among women.

Results from the recent Utah study of secondary students show gender differences in the educational experiences and aspirations of Utah’s youth. In this article, we draw attention to the barriers they face and we offer suggestions for overcoming the gender gap.

Taking vital steps will not only mitigate gender disparity observed at the level of advanced education in Utah but will move the needle in other areas of gender inequity in the state, such as the gender wage gap.

Schools continue to struggle more than ever to find qualified, effective leaders. Hence, finding, preparing, and supporting future educational leaders – women and men—is imperative for the future of Utah.

Speaking up against sexism can be a powerful force for reducing gender inequity. Further, being prepared about how to respond to everyday sexism can help women feel more confident in their interactions with others.

The last few years have been record-setting years for women running for office across the country, and we are seeing similar trends in Utah. When more women run, more women win.

In this study, the “Objectification” theme included comments in which women were viewed or treated more as objects than as human beings. Speaking up against sexism can be a powerful tool for reducing gender inequity.

Speaking up against sexism can be a powerful force for reducing gender inequity, as it can help others challenge their own biases and model more equitable forms of communication. Further, being prepared to respond to everyday sexism can help women feel more confident in their interactions with others.

As sexist comments are pervasive, and appropriate responses elusive, this research study was designed with the intent of collecting and analyzing a wide variety of sexist comments experienced by women across the state of Utah, in addition to the responses women made (or wish they had made) to such comments.

This research brief sheds light on the health effects of COVID-19 on working women. The pandemic affected every aspect of life, especially physical and mental health. Learn about important actions that can support the mental and physical health of Utah women in the workforce.

There are many factors that previous research briefs have found can impact the wellbeing of women in the workplace during the pandemic. This research brief investigates the impact of maintaining a resilient mindset, which has been shown to help individuals better overcome challenges they may face. In doing so, we hope to share proven tools that could help Utahns cope and rebound stronger.

The COVID-19 pandemic has affected workers across the globe, and women in the workforce have been disproportionately impacted. In this brief, we focus on qualitative findings regarding care work experiences—including caring for people other than one’s own children—during the pandemic.

As women’s political presence and influence have slowly continued to increase, the way they have been represented in the media has also evolved. The purpose of this brief is to bring to light how the media portrays female political figures in Utah.

This research and policy brief sheds light on some of the nonwork-related effects of COVID-19 on women in Utah’s labor force, particularly those with children in the home. Learn about how COVID-19 has had an impact on childcare and homeschooling.

The COVID-19 pandemic of 2020–2021 has impacted every Utahn in significant ways. Yet, research has found that women have been even more negatively impacted than men. For example, nearly 3 million American women have left the labor force over the past year and not returned.

This brief provides an update for 2021, focused only on the higher education portion of the previous related briefs. The purpose of this brief is to determine what, if any, progress has been made in women’s leadership within Utah’s higher education sector.

National and global reports have argued that women's employment and careers have been disproportionately impacted during the COVID-19 pandemic. Learn about how this has impacted the women of Utah.

This report updates the 2017 brief titled “The Status of Women in Utah Politics” and provides both Utah and national data for the following seven areas: Congress, statewide executive offices, state legislatures, counties, mayors, city councils, and boards of education.

The findings in this brief can be a resource for women in terms of what to expect, and it can also help individuals, groups, and entities improve the ways they encourage and support women as candidates and elected officials.

The COVID-19 pandemic that reached Utah in March of 2020 has had an enormous impact on the way companies do business. Many companies adjusted work practices and policies in other ways to support their employees during a challenging time.

When both men and women work together in leadership roles, organizations thrive. This holds true for government—and democratic governance processes in general—and it supports the call to reflect gender diversity at all levels.

Understanding the relationship between gender and those who are in positions to influence agenda-setting strategies and public policy can translate into behavior-changing actions. Identifying and mitigating persistent challenges and barriers clears the way for enhanced opportunities for women’s equal representation across city agencies and leadership levels. This shift will benefit not only women and government organizations, but also families, communities, and the state as a whole.

Understanding the relationship between gender and those who are in positions to influence agenda-setting strategies and public policy can translate into behavior-changing actions. Identifying and mitigating persistent challenges and barriers clears the way for enhanced opportunities for women’s equal representation across state agencies and leadership levels. This shift will benefit not only women and government organizations, but also families, communities, and the state as a whole.

Understanding the relationship between gender and those who are in positions to influence agenda-setting strategies and public policy can translate into behavior-changing actions. Identifying and mitigating persistent challenges and barriers clears the way for enhanced opportunities for women’s equal representation across state agencies and leadership levels. This shift will benefit not only women and government organizations, but also families, communities, and the state as a whole.

Utah is below the national average in terms of women holding leadership roles within nearly all settings (e.g., state boards and commissions, business, education, government, politics, and religious).

In 2016, the Utah Women & Leadership Project published a research and policy brief titled “The Status of Women on Utah State Boards & Commissions.” It provided useful data to individuals, groups, organizations, and communities working toward improving the equality and impact of girls and women throughout the state.

According to a recent article in Utah Business Magazine, Utah had the strongest job growth in the nation in 2018, with no signs of slowing down. Forbes ranked Utah second in their 2018 Best States for Business scorecard, moving it up from third the previous year. Given the increase in the number of high-tech firms in Utah, it should come as no surprise that many jobs are based in the STEM.

Although Utah research has shown that there has been slight progress in terms of women and leadership in some sectors, national sources continue to rank Utah as one of the worst states for women’s equality. Clearly there is still work to be done to “move the needle” so that more Utah women become leaders.

In 2014, the Utah Women & Leadership Project (UWLP) released a research and policy brief titled “The Status of Women Leaders in Utah Business.” The document was one of four released in 2014 that focused on understanding the status of women’s leadership in politics, education, nonprofits, and business.

Utah’s population is growing and changing. While Utah maintains its signature demographics, it is also trending toward the nation in key metrics. Utah is becoming more ethnically diverse, fertility is decreasing, and migration has become a constant and significant source of population growth.

Over the past several years, Utah men and women have made great strides toward increasing postsecondary educational attainment as an increasing proportion of adults hold a college degree or trade certificate. These efforts have brought the state closer to reaching its goal of 66% of the population holding a postsecondary degree or certificate by 2020.

The nonprofit sector “consists of entities or organizations that are neither part of government nor generate a profit.”2 Nonprofits typically encompass voluntary, charitable, independent, third, or nongovernmental agencies, associations, and foundations. According to the IRS, the U.S. nonprofit sector is the third-largest employing industry after retail trade and manufacturing.

In 2014, the Utah Women & Leadership Project (UWLP) released a research and policy brief titled, “The Status of Women Leaders in Utah Education.” The document was one of four released in 2014 that focused on understanding the status of women’s leadership in politics, education, nonprofits, and business.

It has been three years since the release of the first set of UWLP status briefs. This report updates the 2014 brief titled “The Status of Women in Utah Politics.” Tracking progress through updated status reports is an important way to help decision makers and other influencers clarify what is working and to determine and refine best steps moving forward.

Six primary themes emerged from the qualitative data gathered from the combined survey and dialogue table notes. There is interesting overlap between these data and those listed above. First, the most frequently mentioned solution is to help more women in Utah to attend and complete college.

Growing Up. Over half of the survey participants said that they had their greatest struggles with confidence between 6th and 12th grades. Factors that most negatively affected confidence included unstable or unsafe homes, dysfunctional families (i.e., abuse and neglect), and poor relationship with parents.

Confidence and Related Terms. “Acting” and “doing” build confidence. We need to “act” to make a difference and to be effective leaders. Understanding the differences and relationships among confidence, self-esteem, self-compassion, optimism, and self-efficacy is critical.

In this blog we highlight the results from the first two research questions analyzed: “Why does Utah struggle with getting more women in leadership roles?” and “What do you think about Utah women, leadership, and confidence?” Data on these questions were gathered from the UWLP LinkedIn group.

The UWLP has published a number of research and policy briefs to help Utahans understand the status of women in a variety of settings and roles (i.e., politics, education, nonprofits, business, and entrepreneurs). This brief continues that research by exploring the status of women on Utah state boards and commissions.

Is Utah a good place for women to start and run businesses? You may be misled if you rely on what the media has been reporting the past few years about women in Utah. A host of state rankings has continually put Utah as one of the worst states in the nation for women.

Studies continue to report that diverse and inclusive leadership teams produce more creative and innovative results. Diversity enhances creativity. It encourages the search for novel information and perspectives, leading to better decision making and problem solving.

Women tend to exhibit different leadership characteristics and attributes than men. These are not necessarily better or worse, merely different. Sometimes male attributes are needed; sometimes female attributes are preferred, and often both sets of attributes can add value to a situation.

Research clearly shows that CSR activities have a positive impact on an organization’s reputation, and as the authors of one report stated, “Companies viewed as ethical or good corporate citizens were more likely to have more women board directors than companies without those reputations.”

One retail company discovered that when their store employees matched the demographic profile of the community, it had increased sales. Since women constitute the majority of consumers today, companies are finding that it makes sense to have more female employees who better understand the needs of female consumers.

A series of recent studies has shown that organizations that have more women in management and on boards, on average, attain better financial results than do other organizations. Companies with the most women board directors out performed those with the least on return on sales.

Did you know that engaging women in leadership positions provides a host of benefits to companies and organizations? Research points to a variety of benefits and advantages that come to companies and organizations when they include women in leadership.

Wall Street 24/7 recently published an article titled “The 10 Worst States for Women,” using rankings from various sources on gender wage gap, percentage of women in state legislatures, percentage of women in management positions, poverty rate of women, and infant mortality rate.

Women tend to care about developing others around them, which makes them particularly powerful mentors for women and men alike. Many of these traits make women effective in leveraging talent. Women contribute to increased productivity and higher team performance.

Research has shown that most managers and top leadership teams do not fully realize the value of having women in key positions, and this is the case across all sectors, including business, government, political, nonprofit, K-12 and higher education, religious, and community. Depending on the entity, this may include women in both paid and unpaid roles ranging from positions such as supervisor, coordinator, and manager, to school principal, council member, CEO, and board director.

In September 2013, the Center for American Progress released a report titled “The State of Women in America: A 50- State Analysis of How Women Are Faring Across the Nation.” This report ranks Utah last of all 50 states in terms of women being in positions of decision making and leadership.

In September of 2013, the Center for American Progress released a report titled “The State of Women in America: A 50- State Analysis of How Women Are Faring Across the Nation.” The report ranked Utah last of all 50 states in terms of women holding positions of decision making and leadership. Because the focus was solely on the percentage of women in elected office and private sector management positions, we determined that a more detailed look at the status of women and leadership in various sectors within the state would be useful.

In September 2013, the Center for American Progress released a report titled “The State of Women in America: A 50- State Analysis of How Women Are Faring Across the Nation.” This report ranks Utah last of all 50 states in terms of women being in positions of decision making and leadership. Although the focus is solely on the percentage of women in elected office and private sector management positions.

Utah leaders have set a goal of having 66% of the state’s adults earn postsecondary degrees or vocational certificates by the year 2020. The goal is based on data from Georgetown University projecting that to remain competitive, Utah’s economy will need 66% of its population to have some form of postsecondary education by 2018.

In August of 2016, the Utah Women and Leadership Project along with the YWCA of Utah brought a group of experts together to identify current resources/strengths, challenges, and potential interventions that would help increase Utah's female political representation. What follows are their recommendations organized by category.

Utah leaders have set a goal of having 66% of the state’s adults earn postsecondary degrees or vocational certificates by the year 2020. The goal is based on data from Georgetown University projecting that to remain competitive, Utah’s economy will need 66% of its population to have some form of postsecondary education by 2018.

This is the second in the 2013 series of Utah Women and Education Initiative (UWEI) Research and Policy Briefs written to help state leaders, educators, legislators, and community members understand the current state of higher education for women in Utah. The first brief on education attainment of the Utah population included information about Utah’s big goal of having 66% of Utah’s population with postsecondary degrees or vocational certificates by the year 2020.

Utah leaders created a big goal: 66% of Utah’s population will have postsecondary degrees or vocational certificates by the year 2020. Utah’s economy will need 66% of its population with some form of postsecondary education by 2018 to remain competitive.

Since 1940, Utah has consistently been above the national average in the percentage of adults holding bachelor’s degrees or higher. However, in the last two decades Utah has lost its advantage, and this is particularly true for women in the state. According to the Utah Foundation, the educational attainment of Utah women was higher than the national average.

The critical need for college-educated individuals within the state of Utah has become an ongoing discussion in a variety of settings. In fact, a newly released study commissioned by the Utah System of Higher Education (USHE) found that 99 percent of Utahns sampled believe that higher education is important; 82 percent say it is “very important.” Yet, in 2008 only 29 percent of Utahns 25 years and older held bachelor’s degrees or higher.