Tuesday, May 5, 2015
One reason Ms. Simon and Ms. Geller don’t feel they have to sneak out of the office is that there are no offices. The firm shuns a permanent home in favor of a shared work space managed by a company called Metro Offices, where it rents a conference room for an hour, an office for a day, as needed. Ms. Geller typically appears there once a week; Ms. Simon two or three times.
They did this partly to encourage their employees to work from home and on their own schedules. “My old firm would drive me bonkers,” Ms. Geller said. “If I have a slow week, why can’t I take a day, run errands? You’d better believe, when something urgent comes in, I’m going to work an all-nighter.” Four of the six employees have young children, and two set aside standing blocks of time to spend with them each week.
The other advantage is to hold down expenses, of course, which allows the Geller Law Group to maintain reasonable profit margins while charging less than competitors with higher overhead. (Ms. Simon and Ms. Geller, who bill themselves out at $280 an hour, conducted market research. Ms. Simon was determined to stay under $300 for the same psychological reason that “real estate agents price things at $999,000.”) To keep track of one another, the lawyers and a paralegal meticulously update their shared Google calendars and communicate constantly through Gchat.
Ms. Simon delights in the guerrilla-style logistics of a mostly virtual firm. She says clients generally don’t know that the firm doesn’t have its own space, though she tells them if they ask. If clients call the firm’s main number, they are greeted by an automated switchboard.
Monday, May 4, 2015
From the WSJ:
Men and women have different experiences when it comes to Wall Street careers. And those differences fascinate Lily Fang.
Dr. Fang, an associate professor of finance on the Singapore campus of the business school Insead, has spent the past five years or so delving into how gender affects the career-development paths of stock-research analysts on Wall Street. What she and co-author Sterling Huang of Singapore Management University found was that the networking and personal connections that male analysts rely on so heavily to get ahead are much less useful for women in similar jobs.
Wednesday, April 15, 2015
Statistical analysis from Fivethirtyeight.com about Equal Pay Day:
5:31 PMAPR 14, 2015 By ALLISON MCCANN
Tuesday, April 14, is the 19th annual Equal Pay Day. The day is a symbolic representation of the gender pay gap: The average woman would have had to work all last year and into April this year to earn as much as the average man did in 2014 alone. But speaking in averages isn’t always the best way to understand the wage gap. Factors such as race, education and workweek hours can drastically widen (and narrow) the difference between men’s and women’s pay.
For example, the Economic Policy Institute, a left-leaning nonprofit think tank, looked at the hourly wages for men and women across income percentiles and found that at every decile, men outearned women in 2014. The gap is largest at the 95th percentile, with women earning only 79 percent of what men earn in the same income level.1 The narrowing of the wage gap for low-income earners is largely due to the minimum wage, which is the same for men and women. But the lowest-wage occupations remain disproportionately female.
Happy Unequal Pay Day, ladies.
Monday, April 13, 2015
As Clinton takes another shot at becoming the country’s first female president, it is already clear that this time around, she plans to put women’s issues front and center in an attempt to appeal to female voters. Among the many Americans profiled in the video, the majority are women, from working mothers to expectant ones, signaling that Clinton plans to make issues of gender inequality, which she has been working on since stepping down as Secretary of State in 2013, key to her campaign.
Friday, April 3, 2015
The Justice Department filed suit on Monday against an Oklahoma university alleging the school discriminated against a transgender professor. “Rachel Tudor was hired as a tenure-track assistant professor in the English department at Southeastern Oklahoma State University in 2004, after applying as a man with a traditionally male name, according to the lawsuit filed Monday,” the Washington Post reports. “Then in 2007, Tudor told school officials that he would become a woman during that academic year, took the name Rachel, and began wearing women’s clothes and a traditionally female hairstyle.”
“The complaint said Tudor taught in the English department and was terminatedfrom the university in 2011 after the school denied her tenure,” Reuters reports. “A lawyer for Tudor said it was the first time the university had denied an English professor's application for tenure and promotion after a favorable tenure recommendation from a promotion committee and the department chair.” The DOJ suit alleges that someone in the university’s human resources department told Tudor that the school’s vice president for academic affairs had inquired about whether Tudor could be fired because her gender transition offended his religious beliefs.
Southeastern Oklahoma State University said in a statement: “The University is confident in its legal position and its adherence to all applicable employment laws."
Monday, March 30, 2015
Ellen Pao recently lost her high-profile gender discrimination lawsuit. The case was big news because it brought to public attention the glaring dearth of women in the tech industry, and whether such dearth might be caused by prejudice.
A NYT background story on the case. Some commentary by Fortune magazine. A discussion by CNET of Pao's post-verdict tweets. Some comments by Prof. Tracy Thomas and I in the Daily Princetonian (Pao had graduated from Princeton).
Monday, March 23, 2015
Feb. 24, 2015: Ellen Pao, center, with her attorney, Therese Lawless, left, leaves the Civic Center Courthouse during a lunch break in her trial. (AP)
SAN FRANCISCO – A California trial judge ruled Saturday that a woman suing a Silicon Valley venture capital firm in a high-profile gender bias case may seek punitive damages that could add tens of millions of dollars to the $16 million in lost wages and bonuses she is pursuing.
San Francisco Superior Court Judge Harold Kahn denied a request by lawyers for Kleiner Perkins Caufield & Byers to have Ellen Pao's demand for unspecified punitive damages thrown out. Pao, the interim CEO of the news and social networking site Reddit, claims she was passed over for a promotion at the firm because she is a woman and then fired in 2012 after she complained.
Kahn said there was enough evidence for the jury considering Pao's lawsuit to conclude that Kleiner Perkins acted with malice, oppression or fraud, which in California is the legal threshold for awarding damages that are designed to punish and deter particularly bad behavior.
Monday, March 16, 2015
A trio of economists have uploaded on SSRN a study about executive compensation and gender. The abstract:
We document three new facts about gender differences in executive compensation. First, female executives receive lower share of incentive pay in total compensation relative to males. This difference accounts for 93% of the gender gap in total pay. Second, the compensation of female executives displays lower pay-performance sensitivity. A $1 million dollar increase in firm value generates a $17,150 increase in firm specific wealth for male executives and a $1,670 increase for females. Third, female executives are more exposed to bad firm performance and less exposed to good firm performance relative to male executives. We find no link between firm performance and the gender of top executives. We discuss evidence on differences in preferences and the cost of managerial effort by gender and examine the resulting predictions for the structure of compensation. We consider two paradigms for the pay-setting process, the efficient contracting model and the “managerial power” or skimming view. The efficient contracting model can explain the first two facts. Only the skimming view is consistent with the third fact. This suggests that the gender differentials in executive compensation may be inefficient.
Wednesday, March 4, 2015
Irene Velkova, University College London, has uploaded "Quotas for Women on Corporate Boards: The Challenge for Europe." The abstract reads:
“Bringing more women on boards is not just the right thing to do. More women on boards is the bright thing to do!”, argues Viviane Reding, the Vice-President of the European Commission and Commissioner for Justice, Fundamental Rights and Citizenship in 2009-2014 when promoting European Union quota law. And then she adds: “…I do not like them (quotas) either. But I like the results they bring.”
The debate for higher female representation on corporate boards has become particularly intensive during the recent financial crisis. Scholars advocate that women are more risk-averse, more engaged with longer-term issues and tend to draw more attention to governance and ethics. Thus, it is suggested that due to the behavioural differences between men and women, more gender – balanced boards would have prevented a number of financial collapses. This assertion has triggered more detailed analyses of current statistics for women on boards in the European Union. The numbers that are found follow the global pattern. Women are well underrepresented on boards and even less visible as CEOs or chairpersons of companies. In particular, at the end of 2013 women held 17.8% of the seats on boards in Europe, 16.6% in the US, 12.3% in Canada, 12.3% in Australia and 17.1% in South Africa. Women serve as chairpersons on 3.2% of the biggest companies in Europe , 3.1% in the US, 4.2% in Canada, 3% in Australia and 5.5% in South Africa. The country in the world that excels with the highest number of female directors on boards is Norway, which has achieved 42% women on boards by 2013. These strikingly low ratios and the general finding in the empirical literature that women bring positive change to firms’ performance have generated a phenomenal drive for promoting initiatives that strive to increase the number of women on boards.
Monday, March 2, 2015
Sara Bahayi is Afghanistan’s first female taxi driver in recent memory, and she is believed to be the only one actively working in the country. She’s 38, unmarried and outspoken. And in a highly patriarchal society, where women are considered second-class citizens and often abused, Ms Bahayi is brazenly upending gender roles.
Every day, she plies her trade in a business ruled by conservative men. She endures condescending looks, outright jeers, even threats to her life. Most men will not enter her taxi, believing that a woman should never drive for a man.
Yet she earns $10 (£6.50) to $20 a day, enough to provide for her 15 relatives, including her ailing mother. She relies on ferrying women shackled by traditions and fear, who vicariously live their dreams of freedom through her.
Wednesday, February 25, 2015
As she prepares for her presidential bid, Hillary Clinton intends to serve up a different campaign message than last time:
But rather than the assertive feminism associated with her years as first lady, Mrs. Clinton’s campaign message will be subtler. It will involve frequent references to being a mother and grandmother and to how her family has inspired her to embrace policies that she believes would help middle-class families.
As one Democrat close to her put it, voters have learned that she is tough; now she can also present herself as a sensitive candidate capable of nurturing the nation at a difficult time.
Black women have a long history of advocating for fair wages and access to decent employment opportunities for African-American communities. In her recent remarks at the Academy Awards championing the fight against wage inequality, Patricia Arquette seemed wholly unaware of these histories, elaborating backstage that it was now time for all other groups to fight for white women, because they had fought for everybody else.
In 1920 or thereabouts, famed Washington, D.C., educator Nannie Helen Burroughs helped to found the National Association of Wage Earners as both an advocacy group and a training resource for working class black women. Addressing employment inequality and wage inequality for newly freed black women entering the workforce after Emancipation, and later for black women from the South who had migrated North, was a hallmark of black women’s organizing in the late 19th century and the early 20th century. At the Chicago World’s Fair in 1893, Fannie Barrier Williams, a socialite, club woman and budding political theorist told the crowd, “in the item of employment, colored women bear a distressing burden of mean and unreasonable discrimination.” Still, she told them, “we believe this country is large enough and the opportunities for all kinds of success are great enough to afford our women a fair chance to earn a respectable living.” In 1925, Gertrude Elise McDougald, an organizer and teacher in New York City, helped to found the Trade Union Committee for Organizing Negro Workers, in order to encourage African-American solidarity with labor and discourage strike-breaking as the pathway to work.
Monday, February 23, 2015
The woman said she was about to hang up after a telephone interview when she realized the hiring managers on the other end had forgotten to disconnect the call. So the woman, who asked not to be identified because it could hurt her employment prospects, kept listening — and what she heard shocked her.
Her most recent salary was lower than the interviewers expected, which they assumed signaled a problem with her work. They didn’t offer her the job.
A bill recently filed in the Massachusetts Legislature aims to address situations like this by prohibiting employers from seeking job candidates’ salary histories. The bill also would require companies to disclose an advertised position’s minimum pay and permit employees to discuss their salaries openly.
These practices would help reduce the gender wage gap by addressing the problem at the beginning, before a single job candidate is interviewed, the bill’s sponsors say. Because women’s earnings are historically lower than men’s, revealing their salaries puts them at a disadvantage.
It allows employers, when hiring, to offer lower salaries than they might otherwise or, as the example of the woman shows, draw unfair conclusions about women candidates.
Friday, February 20, 2015
There is a huge gender disparity in the arrests related to prostitution. According to the Massachusetts State Police’s data, of the 920 arrested on prostitution charges in 2014, 70 percent were women. According to the Seattle Attorney’s Office, 199 women in Washington were prosecuted on prostitution charges, compared to 98 men. This, then, is no longer about the debate on whether or not prostitution should be legal but about the negative stigma that comes with being a female prostitute.
Prostitutes often do not willingly enter the occupation. According to the International Labor Organization, 20.9 million people are victims of human trafficking. Co-founder of the Organization for Prostitution Survivors (OPS) and former prostitute Noel Gomez told The Seattle Times that she was a prostitute for a long time and has “never met one woman in my life who wants to do the work they’re doing. Not one.” She herself was forced into prostitution as a teen and still feels troubled by the experience.
In late January, Washington Sen. Jeanne Kohl-Welles introduced a bill in Seattle that extended the maximum penalty of sex buying from 90 days to a year in jail. Today, sex buying is defined as “patronizing a prostitute,” which is nothing more than a Class A misdemeanor. The goal of the bill is to decrease prostitution rates, as opposed to using resources to arrest prostitutes. This plan needs to be enacted because in the majority of the arrests, prostitutes are reportedly treated worse than their male patrons in a crime in which the latter is equally guilty.
Tuesday, February 10, 2015
Several articles about men and women being treated and perceived differently despite similar performances. Men have the golden halo effect of brilliance and higher appreciation and return on work, while women run twice as fast to get to the same place. If they can.
This is the sad reality in workplaces around the world: Women help more but benefit less from it. In keeping with deeply held gender stereotypes, we expect men to be ambitious and results-oriented, and women to be nurturing and communal. When a man offers to help, we shower him with praise and rewards. But when a woman helps, we feel less indebted. She’s communal, right? She wants to be a team player. The reverse is also true. When a woman declines to help a colleague, people like her less and her career suffers. But when a man says no, he faces no backlash. A man who doesn’t help is “busy”; a woman is “selfish.”
In a study led by the New York University psychologist Madeline Heilman, participants evaluated the performance of a male or female employee who did or did not stay late to help colleagues prepare for an important meeting. For staying late and helping, a man was rated 14 percent more favorably than a woman. When both declined, a woman was rated 12 percent lower than a man. Over and over, after giving identical help, a man was significantly more likely to be recommended for promotions, important projects, raises and bonuses. A woman had to help just to get the same rating as a man who didn’t help.
Male professors are brilliant, awesome and knowledgeable. Women are bossy and annoying, and beautiful or ugly.
These are a few of the results from a new interactive chart that was gaining notice on social media Friday. Benjamin Schmidt, a Northeastern University history professor, says he built the chart using data from 14 million student reviews on theRate My Professors site. It allows you to search for any word to see how often it appeared in reviews and how it broke down by gender and department.
The chart makes vivid unconscious biases. The implications go well beyond professors and college students, to anyone who gives or receives feedback or performance reviews.
It suggests that people tend to think more highly of men than women in professional settings, praise men for the same things they criticize women for, and are more likely to focus on a woman’s appearance or personality and on a man’s skills and intelligence.
Saturday, January 31, 2015
Colleges are investigating the majority of reported cases of sexual assault and are finding less than half of accused students responsible, according to a report released Tuesday by United Educators, a risk management and insurance firm. The study examined 305 reported cases of sexual assault at 104 institutions between 2011 and 2014.
About three-quarters of those cases were investigated, according to the report, and the accused students were found responsible in 45 percent of them. One-quarter of the cases resulted in the accused students not being found responsible, and in 7 percent of the cases, the accused students withdrew before the adjudication process was complete.
Of the 23 percent of cases that were never investigated by a college or university, 20 percent of the claims involved students who were unable to identify who had assaulted them. Another 23 percent involved victims who were "uncooperative" and chose not to pursue an investigation. More than 40 percent of the cases that were investigated ended in the accused student's expulsion, the report said, and 25 percent ended in suspensions of more than a year. Disciplinary probation and training accounted for about 9 percent of the sanctions.
Thursday, January 29, 2015
....there are two problems with what President Obama said about paid parental leave in his State of the Union: First, he called it “maternity leave.” And, second, that statement quoted above is all he said.
In the press release from last week, “parental leave” was the chosen phrase. Critically, it was gender-neutral. As President Obama said tonight, "it’s time we stop treating childcare as a side issue, or a women’s issue.” And as the CAP report points out, parental leave isn’t a women’s issue either, “men increasingly want to be caregivers.” It also clarifies, “As family demographics shift, parents of young children are not the only types of workers with significant caregiving responsibilities.” Specifically, the report is referring to the realities of “care for elders” and “same-sex families,” where maternity leave would not apply even if it were guaranteed.
And President Obama should have said more. He could have brought up that men do increasingly want to be caregivers, that paid parental leave should be given equally to men and women, that paid parental leave could have important economic benefits, like reducing employee turn over when men and women seek to change jobs to have children, that paid parental leave isn’t something that only elite workers have earned.
President Obama’s announcement last week may have been a wonderful surprise to federal workers and their families, and even to Americans everywhere eager to see universal paid parental leave become a reality. But the announcement set high expectations for what else President Obama could have said on the topic tonight. A one-liner about “maternity leave,” left us all hanging.
How did that happen? It started during the Great Depression as "a source of 'fiscal stimulus,' if you will," says Arizona State University's Chris Herbst, an associate professor in the school of public affairs.
The Works Project Administration first ran the day cares. The idea was to employ teachers and to also watch kids so that their unemployed parents could look for jobs. When women replaced deployed soldiers in the domestic workforce during World War II, the government funded a major expansion.
That all ended with the war, and though in the early 1970s Congress approved a similar program, Herbst says aides convinced President Nixon to veto it.
Tuesday, January 27, 2015
From the New Yorker: America's Family-Leave Disgrace
What do Papua New Guinea, Oman, and the United States of America have in common? They are the only three countries in the world with no paid-maternity-leave law. When you point out the deficiencies of the United States in this regard, somebody often replies, “This isn’t Scandinavia; we can’t impose cuddly capitalism”—the M.I.T. economist Daron Acemoglu’s phrase—“and still enjoy economic growth.” Granted, we’re not Sweden, but neither are we Romania, Uganda, Bolivia, or any of the hundred and eighty-five other countries that, according to a 2014 report from the U.N.’s Institute of Labor, provide their citizens with paid leave to care for a new child. Ninety-eight of those countries offer paid leave for fourteen weeks or more. In his State of the Union address on Tuesday, President Barack Obama vowed to make family leave and sick days a priority in the final two years of his Presidency. He has work to do. In the United States, where all sorts of powers are commonly attributed to the private sector, many people might imagine that employers take up the slack. But the majority of U.S. employers do not offer paid family leave, for the simple reason that they don’t have to.
Though women lawyers are outnumbered by males in partnerships at large law firms, they made strides at several law firms in Washington, D.C., in recent promotions.
Out of 35 law firms that announced the promotions of partners since October, 14 promoted as many or more females than men in Washington, D.C., theNational Law Journal (sub. req.) reports. In many cases, the proportion of women promoted to partner was greater in a law firm’s D.C. offices than in other locations.
Arent Fox promoted four lawyers nationally and all were women, the story says. Akin Gump Strauss Hauer & Feld promoted five lawyers to partner in Washington, D.C., and four were women.
Leaders of Arent Fox and Akin Gump told the National Law Journal that flexible work schedules help the firms retain and promote women. At Akin Gump, three of the four women lawyers promoted in D.C. have worked reduced hours and will continue to do so as partners.