Sunday, October 12, 2014
Slightly old news now, but from the NYT:
If you are a man speaking at a conference celebrating women in computing, it is probably all right to flatter the largely female audience members by telling them they possess “superpowers.”
It is probably unwise, though, to imply that they should avoid asking for a pay raise.
Just ask Satya Nadella.
Mr. Nadella, the chief executive of Microsoft, suggested on Thursday that women who do not ask for more money from their employers would be rewarded in the long run when their good work was recognized. The comments, made at the Grace Hopper Celebration of Women in Computing in Phoenix, drew swift and negative responses on Twitter.
And some commentary from Forbes magazine:
Lots of men don’t “get it.” Lots of men don’t want to. And many men “get it” only imperfectly, but are open to course correction.
What we need now – all of us who have been working for gender equality in leadership, position and compensation – is a nuanced conversation focused on swift and effective action – not soapbox slogans. Women can not do this alone, and we can recruit those who are willing to our side…not alienate them for life. I for one think that Satya Nadella is the perfect candidate for an activist ally. Why not concentrate on that?
Saturday, September 27, 2014
The Atlantic, The Economic Case for Paternity Leave
All over the globe, paid maternity leave policies have proven vital in boosting the likelihood that a new mother will return to work, and will put in more hours after she returns. Along with tax reform, these policies powered the surge in Europe’s female labor-force participation in the 1980s and ’90s. The U.S., however, stagnated. Whereas in 1990 the U.S. had the sixth-highest rate of female labor participation in the OECD in 1990, within two decades it had plunged to 17th place. The U.S.’s lack of paid parental leave and flexible work policies were responsible for nearly three-tenths of that drop, according to an oft-cited study by Francine Blau and Lawrence Kahn of Cornell University.
But on its own, paid maternity leave works only up to a point. Even in euro-zone countries and others that have boosted the share of women in the workforce by offering lavish maternity leave and cheap childcare, the gap between male and female labor participation still yawns.
For the vast majority of women who don’t return to work after giving birth, this is because the costs of returning—both financial and psychological—outweigh the benefits.
Wednesday, September 24, 2014
A new studey mentioned in the WSJ Blog:
Here’s another sign why too much testosterone at the top might not be good for business.
Research has shown that, by nature or nurture, facial masculinity is associated with a slew of behaviors in men that range from increased aggression to a penchant for risk taking. Some economists decided to see what having a masculine-looking man at the helm of a company might mean.
Yuping Jia at the Frankfurt School of Finance & Management, with Laurence van Lent and Yachang Zeng at Tilburg University, collected pictures of 1,136 male chief executives at companies in the S&P 1500, and used a facial-structure metric to gauge how masculine each one’s face was.
Check out the results.
Friday, September 19, 2014
ACTIVISTS on warring sides of the abortion debate rarely take the same position when it comes to Supreme Court cases involving women’s rights. But pro-choicers and pro-lifers have found common cause in Young v United Parcel Service, a pregnancy discrimination case the justices will take up on December 3rd. Yet the ideological overlap, while intriguing, is no guarantee that justices will reach consensus.
And the case facts:
Peggy Young was working part-time as the driver of a delivery truck for UPS when she became pregnant in 2006. Ms Young’s midwife, frowning on the requirement in her job description that she haul 70lb boxes, wrote a note to UPS recommending that “she not lift more than 20 pounds." On this basis, Ms Young requested a few months of a lightened load. Other UPS employees were eligible for such an accommodation, she reasoned, so she wasn’t asking for anything out of the ordinary. Workers who were injured on the job, who were disabled under the terms of the Americans With Disabilities Act, or who lost their driving credentials were all eligible (under the collective-bargaining agreement) for “light duty” assignments. But Carolyn Martin, the company’s occupational health manager, rejected Ms Young’s request. Since pregnancy did not fall into any of the three categories of workers eligible for alternate assignments, UPS would not switch her to a less physically onerous job. Ms Martin "empathise[d] with [Ms Young's] situation and would have loved to help her," but sent her packing on an unpaid leave.
Monday, September 15, 2014
....or, so argues a writer featured in the NYT. More:
The first book, “Why Gender Matters in Economics” (Princeton University Press, 2014) by Mukesh Eswaran, an economics professor at the University of British Columbia, draws on data from past economic studies conducted under laboratory conditions to show how gender influences financial actions and relationships.
In one set of these experiments, called the dictator game, women were found to be more generous than men. Players were given $10 and allowed but not required to hand out some of it to a hidden and anonymous partner.Women, on average, gave away $1.61 of the $10, whereas men gave away only 82 cents.
Sunday, September 14, 2014
[T]he National Women’s Law Center and law firm Jenner & Block submitted an amicus brief on behalf of 123 Members of Congress in the Supreme Court pregnancy discrimination case, Young v. United Parcel Service, Inc.; the brief highlights the plain language, legislative history and intent of the Pregnancy Discrimination Act (PDA), which Congress passed in 1978. In Young, the Supreme Court will decide for the first time whether the PDA requires an employer to provide light duty to a worker if she needs it because of pregnancy, when the employer provides light duty to workers with similar limitations in ability to work arising out of disability or on-the-job injury. The brief argues that the plain language and legislative history of the PDA demonstrate that an employer may not deny accommodations for medical needs arising out of pregnancy that it provides to other workers based on a similar inability to work.
In 2006, Peggy Young, a pregnant UPS delivery driver in Landover, Maryland, was instructed by her medical provider to avoid heavy lifting during her pregnancy. Although UPS routinely accommodates employees who need light duty because they have a disability or an on-the-job injury—and even when they lose their commercial driver’s license because of a D.U.I. conviction—it forced Young to take a leave of absence for the rest of her pregnancy, causing her to lose her wages and her health insurance coverage. Young sued UPS, but two lower courts ruled against her, finding that the company’s refusal to accommodate pregnancy when it accommodated the medical needs of other workers with similar limitations in ability to work did not constitute pregnancy discrimination
More than 120 members of Congress urged the Supreme Court on Thursday to recognize that pregnant workers are entitled to reasonable accommodations such as light duty, saying it's needed to ensure that expecting mothers are not forced out of their jobs.
In a friend-of-the-court brief, the Democratic lawmakers — 99 from the House, including Minority Leader Nancy Pelosi, and 24 senators — said UPS delivery driver Peggy Young of Lorton, Virginia, was unfairly treated by her employer when it asked her to take unpaid maternity leave rather than provide a less strenuous position as her doctors advised.
Friday, September 5, 2014
TOKYO — Prime Minister Shinzo Abe of Japan unveiled a reshuffled cabinet on Wednesday that included five women, an apparent nod toward his promises to raise the status of women in the workplace. The appointments tie the record for the number of women in top political positions in Japan.
Since taking office in December 2012, Mr. Abe has spoken of the need to revive Japan, the world’s third-largest economy, by more fully unleashing the potential of its huge pool of highly educated women, who have long been relegated to relatively low-ranking positions in the work force.
Wednesday, September 3, 2014
Monday, August 25, 2014
CALL FOR PAPERS: "APPLIED FEMINISM AND WORK"
The University of Baltimore School of Law’s Center on Applied Feminism seeks submissions for its Eighth Annual Feminist Legal Theory Conference. This year’s theme is “Applied Feminism and Work.” The conference will be held on March 5 and 6, 2015. For more information about the conference, please visit law.ubalt.edu/caf.
As the nation emerges from the recession, work and economic security are front and center in our national policy debates. Women earn less than men, and the new economic landscape impacts men and women differently. At the same time, women are questioning whether to Lean In or Lean Out, and what it means to “have it all.” The conference will build on these discussions. As always, the Center’s conference will serve as a forum for scholars, practitioners and activists to share ideas about applied feminism, focusing on the intersection of theory and practice to effectuate social change. The conference seeks papers that discuss this year’s theme through the lens of an intersectional approach to feminist legal theory, addressing not only the premise of seeking justice for all people on behalf of their gender but also the interlinked systems of oppression based on race, sexual orientation, gender identity, class, immigration status, disability, and geographical and historical context.
Papers might explore the following questions: What impact has feminist legal theory had on the workplace? How does work impact gender and vice versa? How might feminist legal theory respond to issues such as stalled immigration reform, economic inequality, pregnancy accommodation, the low-wage workforce, women’s access to economic opportunities, family-friendly work environments, paid sick and family leave, decline in unionization, and low minimum wage rates? What sort of support should society and law provide to ensure equal employment opportunities that provide for security for all? How do law and feminist legal theory conceptualize the role of the state and the private sector in relation to work? Are there rights to employment and what are their foundations? How will the recent Supreme Court Burwell v. Hobby Lobby and Harris v. Quinn decisions impact economic opportunities for women? How will the new EEOC guidance on pregnancy accommodation and the Young v. UPS upcoming Supreme Court decision affect rights of female workers?
The conference will provide an opportunity for participants and audience members to exchange ideas about the current state of feminist legal theories. We hope to deepen our understandings of how feminist legal theory relates to work and to move new insights into practice. In addition, the conference is designed to provide presenters with the opportunity to gain feedback on their papers.
The conference will begin the afternoon of Thursday, March 5, 2015, with a workshop. This workshop will continue the annual tradition of involving all attendees as participants in an interactive discussion and reflection. On Friday, March 6, 2015, the conference will continue with a day of presentations regarding current scholarship and/or legal work that explores the application of feminist legal theory to issues involving health. The conference will be open to the public and will feature a keynote speaker. Past keynote speakers have included Nobel Laureate Toni Morrison, Dr. Maya Angelou, Gloria Steinem, Pulitzer Prize winning journalist Sheryl WuDunn, Senators Barbara Mikulski and Amy Klobuchar, and NOW President Terry O’Neill.
To submit a paper proposal, please submit an abstract by Friday, 5 p.m. on October 31, 2014, to firstname.lastname@example.org. It is essential that your abstract contain your full contact information, including an email, phone number, and mailing address where you can be reached. In the “Re” line, please state: CAF Conference 2015. Abstracts should be no longer than one page. We will notify presenters of selected papers in mid-November. We anticipate being able to have twelve paper presenters during the conference on Friday, March 6, 2015. About half the presenter slots will be reserved for authors who commit to publishing in the symposium volume of the University of Baltimore Law Review. Thus, please indicate at the bottom of your abstract whether you are submitting (1) solely to present or (2) to present and publish in the symposium volume. Authors who are interested in publishing in the Law Review will be strongly considered for publication. Regardless of whether or not you are publishing in the symposium volume, all working drafts of symposium-length or article-length papers will be due no later than February 13, 2015. Abstracts will be posted on the Center on Applied Feminism’s conference website to be shared with other participants and attendees. Presenters are responsible for their own travel costs; the conference will provide a discounted hotel rate, as well as meals.
We look forward to your submissions. If you have further questions, please contact Prof. Margaret Johnson at email@example.com.
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.