Tuesday, August 19, 2014
Tracy had posted about three female professors at Northeastern who had been denied tenure recently. On a related note, there is an article in Inside Higher Ed which takes note that more men than women have gained and are likely to gain tenure. The question, of course, is why.
In discussions about the gender gap among tenured professors at research universities, there is little dispute that there are far more men than women with tenure in most disciplines. But why? Many have speculated that men are outperforming women in research, which is particularly valued over teaching and service at research universities. With women (of those with children) shouldering a disproportionate share of child care, the theory goes, they may not be able to keep up with publishing and research to the same extent as their male counterparts.
Not only are men more likely than women to earn tenure, but in computer science and sociology, they are significantly more likely to earn tenure than are women who have the same research productivity. In English men are slightly (but not in a statistically significant way) more likely than women to earn tenure.
“It’s not that we need to make women more productive. It’s that we need to change the processes," said Kate Weisshaar, a graduate student at Stanford University who did the study.
Check out IHE article for Weisshaar's study.
Monday, August 18, 2014
Good luck getting a teaching job in São Paulo if you’re a woman who doesn’t want to undergo a pap smear or have a doctor certify your virginity in a written note. As outlined by a 2012 law that might well have been written decades (or even centuries) earlier, women who wish to become teachers in Brazil’s most populous state must undergo invasive gynecological exams to test for a variety of cancers, ostensibly to determine if the candidates pose a risk of taking extended absences to cope with an illness.
Sunday, August 17, 2014
Thursday, August 14, 2014
Last week a Council on Contemporary Families online symposium provided new data suggesting that the stall in progress on gender egalitarian attitudes and behaviors has ended. Evidence has accumulated, and a stall in attitudes that started around 1994 may have turned around after 2004.
Sunday, August 3, 2014
On the one hand, there is the good news:
The new data presented by David Cotter and his co-authors suggest that support for gender equality and respect for women’s ability to combine work and family have resumed their upward progress. Other evidence reveals that millennial men express greater interest in more involved fatherhood and want more balance between work and family than previous generations.
....it remains to be seen whether these ideological changes will substantively reduce such structural inequalities as men’s continuing earnings advantage over women and women’s underrepresentation in highly paid occupations.
It’s not just younger Millennials who are embracing gender equality. David Cotter, a sociologist at Union College, and his co-authors foundthat support has been rising since 2006 among all age groups, among both men and women and among conservatives and liberals. Conservatives, actually, though their total numbers are lower than liberals, show the greatest increase in support.
But there's this:
Good news for Hillary: More than three-fourths of Americans now say that men and women are equally suited to politics, up from just 48 percent in 1977.
Tuesday, July 15, 2014
Parliament's art should be subject to a "gender-audit" amid concerns that the paintings and sculptures are too "white and male", a report endorsed by all three party leaders has found.
The All Party Parliamentary Group for Women said that the art in Westminster is "off-putting" for female MPs and warns that the language, culture and ceremonies of Parliament are too "masculine".
The Houses of Commons is ranked 65th in the world for female representatives behind Rwanda, Cuba, Angola and the majority of Latin American and Scandinavian nations.
The report recommends a series of radical steps to redress the balance, including gender quotas and a zero-tolerance approach to "raucous, ill-mannered" and "testosterone-fuelled" behaviour.
Thursday, July 10, 2014
“I believe that Goldman Sachs maintains a culture of bias against women. I have witnessed firsthand Goldman Sachs’ pervasive boys’ club culture. I also believe that having children has negatively affected my opportunities for advancement,” wrote one Lisa Albanese, a former vice president in the equities division who says that she was never promoted to the managing director level despite her status as a top performer. “In order to be successful at Goldman Sachs, I had to tolerate offensive language from male co-workers and a boys’ club atmosphere.”
Chen-Oster reports that she was sexually assaulted by a male co-worker at a staff dinner in 1997 and then discouraged from reporting it to human resources. Years later, after taking maternity leave, she says she found all her juiciest assignments handed off to male colleagues. “If Goldman Sachs were a better place for women to work and I thought that I would not be treated differently from men, I would seek a career there,” she writes.
“In my experience, entertaining clients at strip clubs was considered routine for Goldman in the U.S.,” writes Katalin Tischhauser, who worked on the convertible bond desk in London. She describes a visit to a conference in New Orleans in 2001 where her American colleagues took clients to a strip club and paid the strippers to entertain them. According to the complaint, the firm began discouraging new associates from taking clients to strip clubs in 2005 but did so with a nod and a wink, telling them that if they went, they should simply not expense it.
Tuesday, June 24, 2014
From the WSJ, Obama Calls for Family-Friendly Workplace Policies
President Barack Obama on Monday called for paid parental leave and other family-friendly policies, part of a broader effort to win more flexibility for workers.
"There is only one developed country in the world that does not offer paid maternity leave," Mr. Obama told a summit on working families hosted by the White House. "And that is us. And that is not the list you want to be on by your lonesome."
Mr. Obama stopped short of offering a federal plan that would grant paid leave, instead offering modest steps such as directing federal agencies to implement existing flexible workplace policies, urging Congress to enact a law mandating "reasonable accommodations" for pregnant women and releasing funds to help workers access child care while in training.
Monday, June 16, 2014
I've blogged about Gianmarco Monsellato's admirable initiative to ensure that women lawyers in his large French law firm get equal pay and equal assignments as do their male counterparts.
Monsellato believes that the popular American approach to form "diversity committees" and to "lean in" are absurd because the partners themselves have all the power and that genuine fairness must be initiated by them.
A female CEO blogger for the Harvard Business Review Blog notes that those partners like Monsellato are themselves "outsiders" to their firms and that it might very well take such an outsider to implement serious changes:
Interestingly, in my experience, most of the leaders who’ve pushed hardest for gender balance are themselves not fully members of their companies’ dominant majority. They are often a different nationality than most of their colleagues, or the first non-home- country CEO. So, for example, the Peruvian-born Carlos Ghosn at Nissan in Japan, the Dutch Marijn Dekkers at BAYER (disclosure: they are a client) in Germany, or the Italian Monsellato at TAJ in France.
There is nothing better than being a bit of an outsider to understand the particular stickiness of the in-group’s hold on power. These are some of the more enlightened leaders on gender balance. They build true meritocracies, they get the best of 100% of the global talent pool – and they will win a huge competitive edge in this century of globalization.
Friday, June 13, 2014
Sure, Clinton jokes in the book about scrunchies and outfits and nail polish to make her point that woman in public life are forced under a microscope. "There is a persistent double standard applied to women in politics," she writes, "regarding clothes, body types, and of course hairstyles."
But Clinton is still not ready to talk – at least not in a substantive way – about what it meant to be the first woman to go so far, yet still fall short, in the race for the 2008 Democratic nomination. And she is certainly not saying, in Hard Choices or in the rounds of interviews and appearances surrounding its release, how she would overcome biases on women seeking power when and if she decides to run in 2016.
It's about time she did.
Tuesday, June 10, 2014
From WashPost, Women and Work: Opt out or pushed out? The data.
In recent weeks, four law firms announced the first-ever, one-year “On Ramp” fellowships designed to help people — primarily women — who left the workforce to start families, care for aging parents or pursue other opportunities get back into the legal profession.
Baker Botts, Cooley, Hogan Lovells and Sidley Austin have chosen nine women out of a pool of 170. The women had been out of the workforce for between three and 20 years. Other “returnship” programs for women who’ve been sidelined have been offered at Goldman Sachs, Sara Lee, Credit Suisse and others. The BBC just ran a piece on the Credit Suisse program.
Some call women leaving the workforce in order to balance work and family life “opting out.” Social scientists who study workplace culture say it’s more like they were “pushed out” because workplaces require long, demanding hours of face time and see flexible or part-time work as almost a sign of weakness. And, unlike in other advanced economies, there are no policies or laws that give real support to working families.
Saturday, June 7, 2014
The Women’s Economic Security Act includes 9 pieces of legislation that address a variety of issues women face in the workplace. The act will work to narrow the compensation gap between men and women in Minnesota by requiring larger-sized businesses that contract with the state at a certain amount to undergo a pay equity analysis and earn an “equal pay certificate.” The act also bans salary secrecy, doubles unpaid maternity leave time from 6 weeks to 12 weeks, creates more employment protections for nursing and pregnant women, and creates “safety leave” for those who need time off due to sexual assault, domestic violence, or stalking, among several other changes.
Friday, June 6, 2014
From the WSJ:
And the accompanying text:
One of the nation's top-ranked business schools is "inhospitable to women faculty," according to an internal academic review.
Faculty of the Anderson Graduate School of Management at University of California, Los Angeles, received a confidential copy of the review, conducted by a group of university professors and outside business-school deans, in April. The next day, the institution's first female dean, Judy Olian, met with the heads of several other elite business schools at the White House, where the group discussed business schools' roles in making workplaces friendlier to women and working families.
Monday, June 2, 2014
Barnali Choudhury, Queen Mary University, London, has uploded Gender Diversity on Boards: Beyond Quotas. The abstract reads:
Worldwide there is a growing interest in increasing the number of women on boards. While quotas have been proposed in many countries as a way to address this problem, several countries, including, Germany have rejected this approach. Nevertheless, it is apparent that change is needed as women continue to represent minorities on boards of some of the largest companies.
Moreover, increasing the number of women on boards can be beneficial to firms. While it is not clear whether there is a positive relationship between increasing the number of women on boards and firm profitability, it is clearer that women make positive contributions to the board decision-making process. As a result, increasing the number of women on boards improves the quality of decisions made by the board.
Given the benefits increased numbers of women on boards can produce for companies and countries’ lacklustre interest in quotas, this article canvasses methods by which boards can increase female representation without relying on quotas. As such, it looks to practices adopted by American football teams, Australian mentoring programs, and U.K. disclosure rules. It also examines existing workplace norms and practices which inhibit female labour participation. In doing so, it proposes alternative approaches by which Germany, and other countries can increase gender diversity on boards.
Tuesday, May 20, 2014
2013 Legis. Bill Hist. CA A.B. 2350 (May 14, 2014)
This bill prohibits postsecondary education institutions from requiring a graduate student to take a leave of absence, withdraw from a graduate program, or limit his or her studies due to pregnancy or pregnancy-related issues. Specifically, this bill:
1) Requires institutions to reasonably accommodate pregnant graduate students so they may complete their graduate education programs.
2) Stipulates that an enrolled graduate student in good academic standing who chooses a leave of absence due to pregnancy, or who has recently given birth, shall return to her program in good academic standing following a leave period determined by the institution of up to two academic semesters, whichever is longer. A longer absence may be authorized for medical reasons.
3) Stipulates that a graduate student per (2) shall be allowed a period consistent with the institution's policies or 12 additional months, whichever is longer, to prepare for and take preliminary and qualifying examinations, and a 12-month extension toward the normative time to degree, unless a longer extension is medically necessary.
4) Requires every institution to have a written policy on pregnancy discrimination and procedures for Title IX pregnancy discrimination complaints and the name and contact information of the institution's Title IX compliance officer, and requires the policy to be made available to all students attending orientation sessions.
Basis for the proposed law?
1. Because Title IX says so.
2. To help get more women in STEM careers.
According to the University of California at Berkeley Law Earl Warren Institute on Law and Social Policy (Institute), in the STEM fields (science, technology, engineering, and mathematics), preventing pregnancy discrimination is of utmost importance because women are not advancing in the field at the same rates as men, largely because of pregnancy and family concerns. The Institute finds that women now represent a large part of the talent pool for research science, but many data sources indicate that they are more likely than men to "leak" out of the pipeline in the sciences before obtaining tenure at a college or university. The Institute opines that Title IX protection is particularly vital for working students because Title IX also requires pregnancy leave for educational programs as well as the workplace.
Tuesday, May 13, 2014
Theresa Beiner (Arkansas-Little Rock) has published Theorizing Billable Hours, 75 Mont. L. Rev. 67 (2014).
This article looks at the ethical and diversity implications of high billable hour requirements. While corporate counsel have increasingly demanded a diverse legal workforce and emphasized the need to lower the costs of outside counsel, law firms have not responded to these concerns in a manner that is producing results. Instead, women continue to drop out of law firm practice at higher rates than their male counterparts and the costs of legal services remain high. High billable hour requirements exacerbate both these problems and have implications as well for ethical lawyering. Using data from a variety of disciplines, the article shows that not only do high billable hour requirements make large law firms difficult places for women to succeed, but they also foster work environments that are inefficient and therefore cost clients more. This has implications on a lawyer’s ethical duty not to discriminate based on sex and not to charge an unreasonable fee, and also increases the potential of lawyers making mistakes. Studies of lawyers suggest that high billable hour requirements exacerbate the difficulties women have in practice, especially for those women who have family responsibilities. This leads to high dropout rates from law firm practice that hurt both law firms and their clients. Lowering billable hours will increase the possibility that women will succeed in these workplaces while making lawyers more efficient. Using studies of sleep deprivation and sleep restriction, this article explores what clients are getting for their money from sleep-deprived high billable hour lawyers. It is clear that both sleep deprivation and chronic sleep restriction impair the average person’s ability to function on many levels—including neurocognitive performance that has important implications for lawyering. In addition, studies of workplace productivity have shown that limiting working hours can actually increase productivity. Thus, limiting hours logically should produce more efficient and ethical lawyering while making law firms more feasible work environments for women.
Thursday, May 1, 2014
A former history professor at the University of Pennsylvania is suing the school, claiming she was denied tenure because she took time off to have and care for her children.
Kristen Stromberg Childers, who taught at the Ivy League college from 2002 until 2010, contends in the federal discrimination lawsuit that her family-leave periods were the "determinative and motivating factors in the decision to deny tenure."
Childers took maternity leave during the 2003-2004 and 2007-2008 academic years for the births of her two children; she also took half-time, half-pay family leave in the 2008-2009 school year due to medical and educational issues her older child was having, the suit says.
She was denied tenure in February 2008 and again after submitting a new application in 2010.
Childers filed a grievance, and a panel in May 2011 found that the review process unfairly considered statements about the assistant professor's child-care leave in making its decision.
According to the lawsuit, the grievance panel found that the chairwoman of Penn's School of Arts and Sciences' personnel committee "inappropriately" wrote to the school's dean that "committee members found it especially hard to judge productivity in light of Dr. Stromberg Childers' family leave time and her junior leave." The dean later said in a letter that it was "difficult to give a balanced assessment" of the professor's productivity "because of the amount of family leave she has had."
Monday, April 14, 2014
Story from Texas:
....a Texas Lawbook study of 40 of the largest firms in the state shows that a serious gender gap continues to plague most law firms in Texas.
Only a small cadre of law firms have experienced extraordinary success promoting women to partner. A large majority of Texas firms continue to lag.
Nearly half of the law firms in the study (18 of 40) promoted no women or just one woman to partner in the last three years.
The number of women promoted to partner this year was up a modest 5 percent from a decade ago.
The rest of the story here.
A blog entry from Payscale:
Women deserve equal pay for equal work. There are laws on the books dating back to 1963 that are designed to protect women from being paid less than men for doing the same work. However, we continue to see complaints, such as the one against the owners of Kay Jewelers and Jared, from allegedly underpaid female employees. Is the answer more laws, or more enforcement?
Employment and labor lawyer Gerald D. Skoning writes in The Palm Beach Post that the plethora of discussions about a "need" for more laws against gender discrimination and pay equity are missing the point. There are plenty of laws on the books designed to protect women from being paid less than men. The problem is that they aren't enforced.
Check out the rest here.