Support women fighting for equal pay, paid leave and opportunities to enter high-paying professions.

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The Challenge

A gap remains at all levels of a women's career journey, from entering high-earning fields like technology, to equal pay and earning promotions. Women still earn 78 cents to a man's dollar.

The Solution

There is no single solution for advancing women through their careers. This fund supports women throughout their career journeys from education through promotion and advancement.


1. Access to education

Technology is the fastest growing career field, and fewer women are entering than in the past. We want to encourage more young women to embrace STEM, especially learning to code.

2. Fair workplaces

Unfair hiring policies and parental leave are two significant drivers of the wage gap. These nonprofits advocate for equality in the workplace.

3. Inspiring women

These organization create camaraderie for women in their careers, making sure girls and women find a community, role models and support networks.

Our partners

The 4 Nonprofits

Together, these nonprofits are supporting and advancing women throughout their full career journey.

Nationwide • is best known for its annual Grace Hopper Celebration, the world's largest gathering of women technologists with more than 20,000 attendees.

Equal Rights Advocates

San Francisco • ERA is fighting for laws that prohibit sex-based discrimination.

Girls Who Code

Nationwide • Equipping girls with the computing skills to pursue 21st century opportunities.


Nationwide • On a mission to win high-quality paid family leave for everyone.

Did you know?

In 2017, female full-time, year-round workers made only 80.5 cents for every dollar earned by men.

Latest from Instagram

18 hours ago - @equalrightsadv

Two of our favorite bills just passed their floor votes in CA! 🎉🎉🎉 ✨ AB 9 will extend the statute of limitations for filing sexual harassment & discrimination claims from 1 year to 3 years (@teameloisereyes @assemblymember.friedman) ✨ SB 171 will help ensure #equalpay by requiring CA employers to submit info on what they pay employees based on gender, race, and ethnicity (@senhannahbeth @aauw)

Up next: We keep fighting for these awesome bills! Another floor vote and a governor's signature still stand between them becoming law.

22 hours ago - @girlswhocode

Ladies, time to get in formation and change this. What would you patent if you could? If you've filed for a patent, let us know what for! #WomenInTech #InFormation —— Source: @UNESCO report "I'd Blush If I Could - Closing the Gender Divides in Digital Skills Through Education"

1 day ago - @equalrightsadv

Here’s the ugly truth: Despite enacting the nation’s first Paid Family Leave program 15 years ago, only certain privileged Californians are able to use it. Without job protection, many who pay into the program can’t actually access PFL without risking losing their jobs. Low-paid workers bear the brunt of this, while well-off, 2-parent families disproportionately benefit. Tell your California Senator to support Senate Bill 135 so Californians who pay into the Paid Family Leave Program can use it. Link in our bio ✊🏽✊🏿✊🏼

1 day ago - @girlswhocode

When the world tells you to sit down and be quiet, stand up and speak louder. Your thoughts, your beliefs, and your experiences are important, and we need them because they'll change the world for the better. #sisterhood #changemakers

2 days ago - @paidleaveus

This is how to lead with values: members of Congress are speaking out for their staff and asking for robust #PaidFamilyLeave for their staffers. Congressional staff deserve access to the same policies that these members of Congress are fighting for on behalf of all U.S. families. Thanks @reprokhanna, @repdebhaaland, @ocasio2018, @repayannapressley, @congresswomannorton, @reprashida, @repgwenmoore, and @repadams for speaking up and being advocates for your staff!

#congress #advocacy #liveyourvalues #paidleave #medical #disability #parentalleave #bestpractices #maternityleave #paternityleave

2 days ago - @paidleaveus

Vulnerable children in the foster system deserve love and support, but a lack of federal #PaidFamilyLeave makes it hard for foster parents to be there when they need to be. At the @washingtonpost, @kaleyeggers writes that half of foster parents quit in the first year and 40% say it's because they needed better institutional support. Eggers' difficulty with her first foster placement came with scrambling to find childcare: "We need employers to consider foster parents in their parental leave policies. We need lawmakers to champion legislation ensuring more vulnerable children have a chance at a healthy future because caretakers are properly supported. If we truly care about these kids, our policies have to reflect that." Read more of Kaley's experience at the link in our bio.

#fostercare #fosterparents #fostermom #adoption #parenthood #parenting #support #momlife #parentalleave #paidleave #paidfamilyleave

3 days ago - @girlswhocode

Our founder and CEO @reshmasaujani started Girls Who Code in 2012 to disrupt the ultimate boys club, #SiliconValley. We're changing the face of tech, are you with the #sisterhood? —— #MondayMotivation #WomenInTech

6 days ago - @paidleaveus

Pull up a job description and you might companies describing their maternity leave or medical leave policies as “generous.” But maternity leave isn’t “generous”... it’s necessary. We couldn’t agree more with @emilymccraryruizesparza at @fastcompany: “By referring to maternity leave as generous, we’re doling out a heap of unearned credit to reluctant employers in a country that lags embarrassingly far behind not just other industrialized countries, but the rest of the world.” Link in bio!

#maternityleave #paternityleave #parenthood #motherhood #fatherhood #mothers #parents #familytime #paidfamilyleave #paidleave #motherhoodunplugged




As Protections for Pregnant Workers Falter in Congress, States Step Up

Forty years ago, Congress amended civil rights law to cover pregnant women, giving them federal protection against being fired, reassigned, docked pay or denied benefits based on their condition. The Pregnancy Discrimination Act of 1978 required employers to allow women who are pregnant the same leaves of absence they’d give an employee on leave for sickness or disability.

It was a landmark piece of legislation. But it hasn’t stood up very well in an era when many more women are in the workplace. For one thing, it doesn’t apply to businesses with fewer than 15 employees. It’s also full of loopholes. Employers don’t have to accommodate a pregnant woman’s need to work sitting down, to use the bathroom more frequently or to have a private area to pump milk after the baby’s born. “Even though pregnancy discrimination has been illegal for a generation, it’s still pretty rampant,” says Sarah Fleisch Fink, director of workplace policy at the National Partnership for Women and Families. “It exists across industries, race and ethnicity, although it disproportionately impacts women of color. Women are still fired for being pregnant.”

In some instances, the issue has brought together ideological opposites. “We’ve been seeing some really interesting alliances between pro-life groups and feminist and workers’ rights groups,” says Jennifer Reisch, legal director of Equal Rights Advocates, a California-based legal group.

Did you know?

In the Fortune 500, there are more CEOs named John than there are female CEOs


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