Released: August 2016
In 2016, RepresentWomen (then known as Representation 2020) studied the impact of single-winner ranked choice voting in the California Bay Area (Berkeley, Oakland, San Francisco, and San Leandro), a "hotbed of RCV implementation," where over 100 ranked choice elections had taken place between 2004 and 2014 to decide local leadership in 53 offices. The study found that more women (42%) and people of color (60%) ran in and won these elections since ranked choice voting was introduced. By the start of 2016, women held 59% and people of color held 60% of these offices.Sign up
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Want to know more about our Gender Parity Index and other research? Looking for more resources? Are you a community leader or elected official hoping to connect? Call us at (301) 270-4616 or let us know below. For media inquiries, please contact [email protected]Submit
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RepresentWomen offers part-time paid internships and for-credit opportunities to college students and recent graduates every spring, summer, and fall. Interested applicants should submit a cover letter, resume, and writing sample to the team. Please see the instructions below for additional instructions for the team you are applying to join.
We are no longer accepting new applicants for summer internships. All applications are currently under review by our hiring leads.
Applications for research and development interns are currently closed for the summer session.
Updated: 5/8/23 10:20 AM ET
RepresentWomen's internship program is open to undergraduate and graduate students, as well as recent grads. Our program is open to remote interns, as well as students in the DMV area who are interested in commuting to our office in Takoma Park, MD, on occasion. Ideal candidates:
Effective January 2023, the rate for paid interns is $15 per hour for undergraduate students and $18 per hour for graduate students who are not also receiving academic credit. Credit-seeking applicants are welcome and should be prepared to discuss the specifics of their school's program in their application.
Depending on the volume of applicants, we may only contact candidates selected for interviews. All interviewed candidates should hear from our team within a week of their interview with an update on the status of their application. Applications are accepted on a rolling basis until all positions are filled, but preference is given to those who apply during the application window.
RepresentWomen is a 501 c3 nonpartisan nonprofit working to change the system to provide women equal access to appointed and elected offices. We advocate for systemic change so more women can RUN, WIN, SERVE & LEAD. We champion and advance the adoption of evidence-based solutions that break down structural barriers to women’s political leadership. We mobilize changemakers to support these reforms.
RepresentWomen is a national organization located in Silver Spring, MD. Our team is on a fast growth trajectory but currently consists of five full-time and four part-time staff who work virtually all over the country and the world. As an organization we:
RepresentWomen is an Equal Opportunity Employer. We will consider applicants for positions without regard to any category protected by applicable federal, state, or local law, including but not limited to: race, color, religion, sex, national origin, age, physical or mental disability, genetic information, veteran status or uniformed service member status.
Not your dream role? Try democracyjobs.org or theascendfund.org/jobs where our partners are recruiting!
Candidate training organizations are active in advancing women’s representation at all levels by motivating, recruiting, training, and connecting potential candidates to a network of women in politics. In light of the “twin track” approach, these organizations make up the empowerment track.
RepresentWomen can provide candidate training organizations with tailored resources and tools, collaboration on research projects, access to RepresentWomen’s networks and media outlets, collaboration on trainings, etc.
Training sessions, InstaLives, webinars, etc.
Network and community building
Research and resources
Communications and outreach
Partners can be distinguished from Allies in that Partners are seeking a deeper, more formal partnership (e.g., an MOU) with RepresentWomen. Partners are organizations or individuals who are active in improving representation and advancing democracy reform, particularly ranked choice voting and/or Fair Representation Voting, in their localities.
RepresentWomen can provide Partners with tailored resources and tools, collaboration on research projects, access to RepresentWomen’s networks and media outlets, collaboration on events, etc.
Research and Resources
Outreach and Relationship-building
Allies can be distinguished from Partners in that allies are not seeking an MOU with RepresentWomen and aren’t necessarily working on one of RepresentWomen's Signature Solutions. Allies are organizations or individuals who are active in improving representation and/or advancing democracy reform in their localities.
RepresentWomen can provide Allies with resources and tools, access to RepresentWomen’s networks, and with expert testimony for legislation hearings.
Outreach and Relationship-building
Research and Resources
We imagine a democracy that moves past the old boys' club and embraces the value of diversity in party leadership. To achieve this, parties must commit to rules that ensure diverse appointments to executive cabinets, commissions and vacancies.
RepresentWomen is working with a team to advance the Rankin-Chisholm Rule. Among the top congressional staffer positions, women and people of color continue to be underrepresented. The Rankin-Chisholm Rule is a policy initiative designed to correct this systemic problem and increase racial and gender diversity in legislative offices, particularly in leadership roles.
The Rankin-Chisholm Rule
The Rankin-Chisholm Rule states: “The decision-maker for top staff positions in personal offices, on committees, and in caucus leadership offices should conduct an in-person interview with a slate of candidates from diverse perspectives and backgrounds on the basis of gender, race and other factors, including multiple women and people of color.”
The Rankin-Chisholm Rule is modeled after the Rooney Rule, which requires National Football League owners to interview at least one candidate of color for each head coach or general manager vacancy. The initiative is named after pioneering Congresswomen Jeannette Rankin and Shirley Chisholm.
Replacement Mandates and Gender Balanced Appointments
Elected officials have a profound power to increase the gender and racial diversity in leadership positions through gender balanced appointments and replacement mandates. Committing to diverse appointments to executive cabinets, commissions and vacancies is the fastest way to increase the diversity of our decision-making leaders.
Presidential and gubernatorial candidates should commit to naming gender balanced and diverse executive cabinets. Fifteen countries, including the United States have nominated gender balanced cabinets; many in a concerted effort to include women's voices at the leadership level.
As vacancies in elected and appointed positions occur, officials should commit to and uphold replacement mandates, taking gender diversity into consideration when making appointments to fill vacant positions.
The President's Cabinet
After the President and Vice President, members of the President's Cabinet constitute some of the most powerful leaders in the United States. But since Cabinet positions are appointed and not elected, it is up to the President to ensure that their Cabinet is diverse and representative. While 15 countries currently meet or exceed gender parity on their Executive Cabinets, the United States is still far from achieving this goal. Appointing a gender-balanced cabinet is one of the fastest ways that the United States can achieve greater gender-based representation.
Download the 2020 President's Cabinets Report
After the governor, members of the governor's cabinet constitute some of the most powerful leaders at the state level in the United States. In nearly all states, the vast majority, if not all, of the cabinet members are appointed by the governor. In these states, the average state cabinet has a membership of less than 40% women. While 10 states currently meet or exceed gender parity on their cabinets, most states are still far from achieving this goal. Appointing a gender-balanced cabinet is one of the fastest ways that the states can achieve greater gender-based representation.
Download the 2022 State Cabinet Report
Read Next: Best Practices for Advancing Gender Balanced Appointments
Go to our Resources page for more information, tools, and resources on gender balanced appointments and hiring rules.
RepresentWomen imagines a modern governmental workplace where more women office holders can thrive. To achieve this, legislative bodies should enact the following internal process reforms:
Fairer Legislative Practices
RepresentWomen calls on city, state, and national legislators to reform their internal practices and culture so that women legislators can serve and lead effectively. Erratic work schedules, low pay rates, geographic distance, and unfair leadership selection processes make serving a challenge for many women - especially those caring for children and managing households. Although these reforms would benefit men and women, these issues disproportionately affect women.
Read our 2021 case studies on women serve practices in Nevada and Maryland state legislatures.
Go to our Resources page for more information, tools, and resources on fairer legislative practices.
RepresentWomen is building relationships with state legislative women’s caucuses to:
Approximately 20 states have either partisan or bipartisan caucuses which promote legislation that will improve the status of women in their state. They also serve as important networking channels for female legislators and as vehicles for reform that make legislative bodies more women-friendly and representative.