Tuesday, October 6, 2015
The US Feminist Judgments Project is featured in Time, with editors Linda Berger, Bridget Crawford, and Kathy Stanchi.
The book is expected out next August.
The conference, building on the book and the broader question of the difference women make as judges will be next year, October 20 & 21, 2016 at the Constitutional Law Center @ Akron sponsored by Akron Law and UNLV Law.
Monday, October 5, 2015
Firstly, to hire women at junior levels and invest in them only to lose them before they can take on the senior roles is a poor outcome business-wise, returns-wise and image-wise.
Secondly, women are increasingly becoming the decision-making consumer. Not having a proper representation of women at senior levels would mean firms are losing out on an opportunity to have leaders who have a better understanding of the needs and psyche of their target consumers. That is a bad business decision.
Thirdly, women will increasingly be the decision-maker and enterprise-buyer on the corporate side as well. Not having top leaders who can easily relate to the situation of senior female executives across the table can have adverse consequences.
Saturday, October 3, 2015
Cynthia Goode (Brooklyn), Punishment as Protection, Houston Law Review, forthcoming
A former UPS driver who sued the company for putting her on unpaid leave while she was pregnant has reached a settlement with the company after her case went all the way to the Supreme Court.
An attorney for Peggy Young announced the resolution Thursday but didn't specify the terms. UPS said the parties had reached an agreement -- and said in a statement that a new UPS pregnancy accommodation policy implemented in January had helped the two sides settle.
For previous blog coverage on the Young case, see
Friday, October 2, 2015
Glenn Reynolds, a law professor at Tennessee, has an op-ed in USA Today. Here are some excerpts:
It appears to many — including me — as if theObama administration is engaged in a war on college men. Using debunked statistics, the president, the vice president and various other political officials have falsely claimed that there’s an epidemic of rape on college campuses, even though campus rape is, in fact, falling, just as off-campus rape is. (And, in fact, rape is less common on campus than off).
And, ever since the Department of Education issued a ”Dear Colleague" letter to universities in 2011, in essence ordering them to adopt new and draconian campus “sexual assault” rules that treat accusations as presumptively true and force the accused — almost always men — to prove their innocence, sometimes even very strong evidence of innocence is ignored.
Since the American press largely ignored or downplayed the Pope's January 2015 Vatican visit with a transgender man from Spain, many Americans have nothing to counterbalance off the Pope's Kim Davis visit to understand that the pontiff's visit is not meant to signal he has taken Davis' side, or joins in condemning gay culture. Rather it is the Pope's demonstration of compassion for all people.
While those eager to criticize and even hate the Pope for his visit with Davis, those with open minds can consider the Vatican visit with Diego Neria Lejarraga and his fiancee as a refutation of the hatred that the Davis camp is spreading. The public following the Pope is due more comprehensive exposure to Pope Francis' inclusion of the different voices and lifestyles he embraces in his spiritual vision of the Church in the future, and the vist with Neira represents the Pope's boldest departure from Catholic doctrine to date.
Thursday, October 1, 2015
Joan Williams and Jessica Lee, It's Illegal, Yet It Happens All the Time, Chronicle of Higher Ed.
Why don’t we have more women in STEM fields? One reason is that students get hounded out of their college or graduate-school programs when they become pregnant. It’s against federal law, but it happens all the time.
One student told us she had a pregnancy-related disability that required her to go to the hospital at least twice a week. Exhausted but driven, she continued to produce quality work. Late in her pregnancy, the publishing deadline she was struggling to meet was accelerated by her department — it now fell right after her due date. Just months prior she had been celebrated as a rising star in her department, but now, she said, "I had to prove I was still worthy to even be in their program." If she didn’t meet the new deadline, she would lose the funding her family relied upon. After her baby was born, she was intimidated into finishing her degree in significantly less time than the average student in her department. The hostility and bias the student faced "traumatized me in so many ways," she said. "I wasn’t asking for accommodations, I wanted to be treated like everybody else, but I was the one who was punished."
A graduate student with a disability caused by childbirth was pursuing her degree full force after a lengthy struggle, only to be told by a faculty mentor, "You don’t have a disability, you just need to go home and be with your baby." Professors frequently make off-the-cuff statements — often written off as harmless — telling pregnant women or new mothers to stay home instead of pursuing their education. Plaintiffs’ lawyers love such direct evidence of gender discrimination.
And it’s not just professors who open their institutions to legal liability. Administrators do, too. A graduate student said she anticipated the birth of her child at the start of the academic year, so she asked to be able to record classes for the first week or two of the semester. The student-affairs dean told the student to withdraw for at least a semester, with no guarantee of readmission, informing her that all of the pregnant students at the institution in the past six years withdrew from the program — except one, who regretted her decision. This student, like many others, didn’t want to take leave at all.
The consequences of being forced out of your program can be grim. Many women need to keep working in their university-sponsored jobs to make ends meet. Yet those jobs are often unavailable to students while they are on leave, or aren’t offered back to them upon their return. On many campuses, being on leave or withdrawn status means losing that income, along with health insurance, loan deferment status, and even your university email address. Sometimes it means losing your housing, too.
Federal law requires that pregnant students must be reinstated following leave to their prior status, without penalty. Yet we hear over and over about women are penalized for their absence, or forced to reapply to their programs as if they had never been accepted.
Kathleen Darcy (Michigan State), Medicalizing Gender: How the Legal and Medical Professions Shaped Women's Experience as Lawyers, 4 Tennessee J. Race, Gender & Social Justice 31 (2015)
Abstract:Despite significant progress, women in the legal profession still have not advanced into positions of power at near the rate in which they saturate the legal market. Scholars agree that simply waiting for parity is not sufficient, and, thus, they have identified many of the barriers that contribute to women’s difficulties. To date, however, the role that scientific and medical understandings play on the evolution of law, and on women as lawyers, has not received examination until now. To this end, I posit that medicine played a significant role in shaping societal expectations and assumptions about gender, and was similarly influenced by already-existing societal assumptions about gender. This created a complex and substantial barrier that kept women from exploring options outside the “spheres” of society they traditionally occupied. This article explores how medically-supported gender theories, in practice, have actually operated to limit women’s professional progress, relegating them to traditional gender roles and halting their ascension in the ranks of the legal profession. I examine how this barrier operates in three ways: how early women lawyers adopted these medical theories into views about their own gender; how society and those around these early women lawyers adopted these views to shape expectations about women as lawyers; and how the court explicitly and implicitly relied on these assumptions about gender to keep women out of the legal profession. An examination of how these medical and scientific theories about gender have shaped the ways society views gender, and vice versa, can help illuminate the discussion on the barriers that impede modern women lawyers.
Wednesday, September 30, 2015
If companies are looking for gender bias in their workplace, here’s one place they may want to start: feedback.
Research suggests that men and women are assessed very differently at work. Specifically, managers are significantly more likely to critique female employees for coming on too strong, and their accomplishments are more likely than men’s to be seen as the result of team, rather than individual efforts, finds new research from Stanford University’s Clayman Institute for Gender Research. Those trends appear to hold up whether the boss making the assessments is male or female.
Tuesday, September 29, 2015
I just published the 2015 edition of Women and the Law for West.
This is an annual collection of what I call the "greatest hits" in legal scholarship from the past year on women's rights. It includes sections on reproductive rights, family, employment, domestic violence, feminist theory, and sometimes education.
Here's this year's awesome lineup.
Introduction and Summary, Tracy Thomas
Abortion Distortions, Caroline Mala Corbin
Fetal Protection Laws: Moral Panic and the New Constitutional Battlefront, Michele Goodwin
Abortion and the Constitutional Right (Not) to Procreate, Mary Ziegler
Bearing Children, Bearing Risks: Feminist Leadership for Progressive Regulation of Compensated Surrogacy in the United States, Sara L. Ainsworth
Feminism and the Family Law
Unprotected Sex: The Pregnancy Discrimination Act at 35, Deborah L. Brake & Joanna L. Grossman
Reframing the Work-Family Conflict Debate by Rejecting the Ideal Parent Norm, Jennifer H. Sperling
Spousal Support in the 21st Century, Judith G. McMullen
Digging Beneath the Equality Language: The Influence of the Fathers' Rights Movement on Intimate Partner Violence Public Policy Debates and Family Law Reform, Kelly Alison Behre
Violence Against Women
Real Men Advance, Real Women Retreat: Stand Your Ground, Battered Women's Syndrome, and Violence as Male Privilege,Mary Anne Franks
Enjoining Abuse: The Case for Indefinite Domestic Violence Protection Orders, Jane K. Stoever
Love Matters, Tamara L. Kuennen
Financial Freedom: Women, Money, and Domestic Abuse, Dana Harrington Conner
A Home with Dignity: Domestic Violence and Property Rights, Margaret E. Johnson
Women in the Workplace
Twenty Years of Compromise: How the Caps on Damages in the Civil Rights Act of 1991 Codified Sex Discrimination, Lynn Ridgeway Zehrt
Two Very Different Stories: Vicarious Liability Under Tort and Title VII Law, Martha Chamallas
It's Complicated: Age, Gender, and Lifetime Discrimination Against Working Women—The United States and the U.K. as Examples, Susan Bisom-Rapp and Malcolm Sargeant
Feminist Legal Theory
State Responsibility for Gender Stereotyping, Barbara Stark
Rights of Belonging for Women, Rebecca E. Zietlow
The New Sex Discrimination, Zachary A. Kramer
Monday, September 28, 2015
When the novelist Jennifer Weiner watched the second Republican presidential debate with her two daughters on Sept. 16, she felt a sense of pride at seeing the lone woman on stage,Carly Fiorina, hold her own against Donald J. Trump.
Then Mrs. Fiorina denounced abortion and Planned Parenthood in a graphic monologue that thrilled many conservative Republican voters but left Ms. Weiner appalled.
Saturday, September 26, 2015
The new issue of the Journal of Women's History (Fall 2015).
TABLE OF CONTENTS
"I Wouldn't Be No Woman If I Didn't Hit Him": Race, Patriarchy, and Spousal Homicide in New Orleans, 1921 - 1945
Jeffrey S. Adler
"As Potent a Prince as Any Round About Her": Rethinking Weetamoo of the Pocasset and Native Female Leadership in Early America
Gina M. Martino-Trutor
Dode Akabi: A Reexamination of the Oral and Textual Narrative of a "Wicked" Female King
Harry N.K. Odamtten
From Anne to Hannah: Religious Views of Infertility in Post-Reformation England
Sex Scandals and Papist Plots:The Mid-Nineteenth-Century World of an Irish Nurse in Quebec
Sanitizing the Domestic: Hygiene and Gender in Late Colonial Bengal
Constructing Women's Citizenship: The Local, National, and Global Civic Lessons of Rajkumari Amrit Kaur
Single Girls and Working Women: Gender, Power, and Feminism in American History and Culture
Sexual Labor and the Transnational Sphere
Michelle K. Rhoades
Personal and Political: Love's Revolutions in Recent Historical Research
New Views on Left Feminist Activism Before the 1960s
- Research has found that people view women as less competent than men and lacking in leadership potential, and partly because of these perceptions, women encounter greater challenges to or skepticism of their ideas and abilities at work.
- Research has found that men are more likely than women to engage in dominant or aggressive behaviors, to initiate negotiations, and to self-select into competitive environments— behaviors likely to facilitate professional advancement.
- Women tend to believe they have less time in which to attain a greater number of goals, and they are likely to experience more conflict in deciding which goals to pursue and which to sacrifice or compromise.
- Compared to male participants, female participants expected the promotion to bring more negative outcomes, which led them to view the potential promotion as less desirable than men did and to be less likely than men to pursue it. However, men and women expected the same level of positive outcomes from the promotion.
- It is also possible that women are overestimating the negative consequences associated with power, that men are underestimating them, or both.
- Women believe, unlike men, that assuming high-level positions would require them to compromise other important life goals. This is an assumption that is worth studying further.
The OnRamp Fellowship, which connects women lawyers who have taken a hiatus for at least two years with jobs at law firms and companies, is expanding.
The network of law firms that participate in its fellowship program expanded by six to include Skadden, Arps, Slate, Meagher & Flom, Morrison & Foerster, Loeb & Loeb, Stoel Rives, Wiley Rein and Wilson Elser, OnRamp announced on Thursday.
Both Amazon’s legal department and the compliance division at financial services firm Barclays also joined.
“Everyone realizes we are in a war for talent, and we are fighting for the same talent,” said Caren Ulrich Stacy, founder and CEO of the Onramp Fellowship & Diversity Lab. “Some are looking for new and inventive ways to find people.”
OnRamp launched in January 2014 to provide women lawyers re-entering the profession with an opportunity to update their skills and contacts through a paid-for, one-year fellowship with a major law firm.
Friday, September 25, 2015
For decades, work-life balance at law firms has been a women’s issue—something for working moms to sort out. But there are a growing number of new firms built on flexible schedules that are now attracting men, and slowly shifting the definition of a successful legal career. Though the partner office is still the prototypical legal-career status symbol, the prerequisites of long hours and 24-7 availability are inconsistent with the emphasis many men put on time away from the office.
“Young men today have different values, different aspirations than their fathers,” says Stewart Friedman, a Wharton Practice professor of management and director of the Wharton Work/Life Integration Project. “They want to be available both psychologically and physically for children.” At some of the most competitive white-collar workplaces, such as Netflix and Microsoft, these shifts have led to expanded parental-leave policies.
BEIJING — Chinese leader Xi Jinping will preside this weekend over a U.N. conference on gender equality, which some activists say is galling given China's recent detentions of women's rights activists and its history of stopping people from attending U.N. meetings to discuss such issues.
Scheduled to draw more than 80 national leaders at the United Nations' headquarters in New York on Sunday, the meeting co-hosted by China comes 20 years after Beijing held a groundbreaking U.N. conference on women's rights in which Hillary Clinton equated women's rights with human rights.
China has made some progress in women's rights since then, including the introduction of local-level regulations against domestic violence, but much remains to be done in bringing women into positions of power. Only two women are in the Communist Party's powerful 25-member Politburo.
Thursday, September 24, 2015
Dara Purvis (Penn State), The Rules of Maternity, on SSRN.
Abstract:This article examines a diverse body of laws and regulations speaking to reproductive rights, healthcare, criminal punishment of drug use, termination of parental rights, and more in order to unearth the rules of maternity: guidance provided both obliquely and explicitly by the law’s coercive power telling women both how and who should mother. Rule 1 begins in pregnancy, with the message that “your body is your child’s vessel.” Every choice that a pregnant woman makes becomes a source of potential harm to her child, and thus of potential punishment through both civil and criminal law. Rule 2 explains one way women should attempt to avoid such liability, by following the maxim that “doctor knows best.” To question medical authority or have preferences other than following doctor’s orders is to needlessly risk the health of a pregnancy or a child, and is evidence of bad mothering. After the child’s birth, the mother remains responsible for the people who enter a child’s life, leading to rule 3, “the buck stops with you.” Rule 4 provides examples of the tightropes that mothers must walk: be nurturing, but not too nurturing. Breastfeed, but not for too long. Be protective, but not overprotective. “Damned if you do, damned if you don’t.” Finally, the rules of maternity create an aspirational maternity, one that excludes women deemed undesirable as mothers, because of class, race, past actions, and so on. Rule 5 specifies that “only some women need apply” for motherhood; women who have already been judged as bad mothers should not be legally permitted to reproduce.
Toni Lester (Babson), Oprah, Beyonce, and the "Girls Who Run the World": Are Black Female Culture Producers Gaining Ground in Intellectual Property Law? 15 Wake Forest J. IP Law 1 (2015)
Oprah Winfrey and Beyonce Knowles are two of the richest women in the world today. Does this mean that race, gender and class no longer limit the success of America’s black female cultural producers ("BFCPs") as they did in the past? This article will explore this question by looking at how these two women faired as defendants in recent copyright infringement cases, in contrast to the historical experiences of BFCPs. The discussion will be enriched by the examination of equally important contemporary BFCP, Alice Randall, whose parody of white author, Margaret Mitchell's "Gone with the Wind" in the novel, "The Wind Done Gone", invited acclaim by such iconic writers as Toni Morrison and Harper Lee, and a lawsuit for infringement from Mitchell's estate. Disputes like this enable us to check the pulse of the culture in order to identify who gets to own and exploit the tools of intellectual property creation, and in so doing, learn who drives the creation of popular culture itself.
Joint Scholars & Scholarship Workshop on Feminist Jurisprudence
January 6, 2016
Fordham Law School
Sponsored by the Legal Writing Institute (LWI), the Association of Legal Writing Directors (ALWD), and the Legal Writing, Reasoning, and Research Section of the Association of American Law Schools (AALS).
LWI, ALWD, and the AALS Legal Writing Section are excited to collaborate with Fordham Law School in celebration of feminist scholars and scholars of feminist jurisprudence by offering a half-day workshop. The Scholars & Scholarship Workshop will take place at Fordham Law School on January 6, 2016, the day prior to the beginning of the 2016 AALS Annual Meeting in New York City.
The Workshop is focused on scholarly writing and teaching in the field of feminist jurisprudence. Our goal is to encourage and support the work of scholars, including jurists and practitioners, as they challenge patriarchy and other hierarchical structures, critique existing jurisprudence from multicultural feminist perspectives, and share strategies and techniques for bringing a feminist perspective into the classroom. It extends the conversation of the more than 50 scholars involved in the creation of the edited volume, Feminist Judgments: Rewritten Opinions of the United States Supreme Court (Kathryn Stanchi, Linda Berger & Bridget Crawford eds., Cambridge University Press 2016). We hope to more broadly support the work of feminist scholars in the academy, regardless of their subject area of study.
If you are interested in presenting a draft paper to receive feedback from an audience of informed scholars in a safe and supportive environment, please submit an abstract to the Scholars & Scholarship Workshop by October 5, 2015. Abstracts should be no longer than 500 words in length and should be emailed to Professors Nantiya Ruan at firstname.lastname@example.org and Shailini Jandial George at email@example.com. Those submitting abstracts will be informed of whether they were chosen to participate by October 31, 2015, and drafts will be sent to readers in mid-December.
Wednesday, September 23, 2015
More than 1 in 4 female undergraduate students say they have been victimized by nonconsensual sexual contact, according to a survey released Monday of 27 universities across the country.
But the survey for the Assn. of American Universities, one of the most comprehensive ever conducted on college sexual misconduct, found wide variation in the cases depending on campus, gender, age and type of offense.
In California, for instance, 29.7% of female undergraduates at USC and 12.7% at Caltech reported the most serious sexual misconduct — sexual penetration or touching involving force or incapacitation by alcohol or drugs.