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Video Game Blasts Gender Wage Gap

Mashable Mar 2, 2018
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Jane Friedhoff is a riot grrrl game developer. What does that mean? She creates power fantasies for women through the joy of unadulterated play.

Her latest title, Lost Wage Rampage, essentially reappropriates the hyper-masculinity of Grand Theft Auto, replacing the aimless male rage of the original driving game with the very real rage women feel after realizing they’re being paid less than their male coworkers.

Practically every woman who’s ever joined the workforce understands the experience of having their work undervalued. So for Freidhoff, “I’d rather make something for them that skips the didactic stuff — something that’s funny, and cheeky, and lets you stomp all over it instead.”

That unadulterated raging against the machine is what defines Friedhoff’s games.

In Lost Wage Rampage, two shop girls take back what’s theirs by stealing and wreaking havoc on the place to reclaim the profits that the store made from underpaying them.

In her previous game, Slam City Oracles, you play as two similar female avatars who destroy environment around them through the sheer force and power of their bodies.

In a world where we feel starved for female power, fantastical or real, Friedhoff’s games don’t just stand out. They bring you joy as you face the most demoralizing truths of our oppression. They offer a virtual space that we can use as a refuge — or at least a shortcut — from the power imbalances of a patriarchal system.

Read the full article about the female empowerment video games by Jess Joho at Mashable.

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Learning and benchmarking are key steps towards becoming an impact giver. If you are interested in giving with impact on Employment take a look at these selections from Giving Compass.

  • This article is deemed a must-read by one or more of our expert collaborators.
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    America’s Got Talent: But Where Is It?

    Giving Compass' Take: • Stanford Social Innovation Review explores the efforts to find creative young talent in today's workforce. It must go beyond traditional means, such as embracing more diverse educational backgrounds and creating advocacy networks. • This piece also explores how nonprofits can jump in, specifically by supporting the development of soft skills (such as social intelligence). Is the sector doing enough to energize talent searches in this way? • Here's how to fix dysfunction in nonprofits and bridge the talent gap. Earlier this year, the United States House Committee on Education and the Workforce convened a roundtable discussion about the business case for hiring opportunity youth — the nearly six million young adults not in school or in work. “Increased employer investment in opportunity youth,” said Representative Bobby Scott, “is a win-win position for youth and businesses.” These young adults, the congressman continued, “who are diverse, creative, and energized, are a high-value asset for employers that wish to improve retention, spur innovation, and fill entry-level positions.” Finding ways to connect opportunity youth with companies that need their talent is not just an American challenge — it’s a global one. The Organization for Economic Cooperation and Development estimates that more than 35 million 16-29-year-olds are neither employed nor in education or training across its 35 member countries. Skills have become the global currency for 21st-century economies, but until we resolve the talent marketplace failure in countries such as the United States, the competitiveness of companies and the standard of living for workers will continue to weaken. But if employers are open to changing their perception of talent, they will need to start changing their legacy hiring practices. Some of those changes could include: getting rid of four year degrees as a proxy for hire, creating competency-based job descriptions, highlighting success of candidates with diverse educational backgrounds, identifying C-suite level leadership to champion youth employment strategies, creating advocacy networks to support candidates who lack traditional training, integrating corporate social responsibility initiatives into a company’s hiring practices, working with internal management teams to identify policies that restrict or prevent youth hiring, and developing partnerships with nonprofits to support ongoing soft skills development. Read the full article about why hiring incentives won't solve America's talent problem by Jonathan Hasak at Stanford Social Innovation Review.


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