Wednesday, September 23, 2015
A view from Britain from the Evening Standard (UK):
One of the country’s most senior judges today warned that rushing to achieve equal representation for women at the top of the legal profession could inflict “appalling consequences” on the quality of British justice.
Lord Sumption, a Supreme Court judge, said he believed that the judiciary was a “terrific public asset” which could be “destroyed very easily” if the selection of candidates was skewed in favour of women.
He added that to avoid inflicting damage, campaigners for equality would have to be “patient” and suggested that it would need up to 50 years before the number of women on the Bench matched the total of men.
The American Bar Foundation has released new data about gender balance in the profession, or more accurately, the lack thereof.
Clearly, more women are entering the law as shown in the chart below.
But even though the number of women entering the law has been steadily increasing in recent years, the percentage of women equity partners at the top 200 law firms has been flat for close to a decade, as the chart below shows:
Gabe Friedman/Source: National Association of Women Lawyers, ABA’s National Lawyer Population Survey
Monday, September 21, 2015
SAN FRANCISCO – Female employees in California are poised to get new tools to challenge gender-based wage gaps and receive protection from discrimination and retaliation if they ask questions about how much other people earn.
A bill recently passed by the Legislature and that Gov. Jerry Brown has indicated he will sign won’t suddenly put all women’s salaries on par with men’s or prod employers to freely disclose what every employee makes, which could make it easier for workers to mount pay discrimination claims.
But the legislation expands what supporters call an outdated state equal pay law and goes further than federal law, placing the burden on the employer to prove a man’s higher pay is based on factors other than gender and allowing workers to sue if they are paid less than someone with a different job title who does “substantially similar” work.
Friday, September 18, 2015
MICROSOFT FACES A class action lawsuit from former employee and noted computer security researcher Katie Moussouris. The suit claims that during Moussouris’s seven years at Microsoft, she and other women were unfairly discriminated against on the basis of their gender, passed over for raises and promotions, and ranked below their male counterparts during bi-annual performance reviews.
Moussouris was instrumental in prompting Microsoft to launch its first bug bounty program in 2013, something the company resisted for years. The program pays researchers who find security vulnerabilities in its software. After resigning from Microsoft in May, Moussouris took a job as chief policy officer at HackerOne, which helps companies manage bug bounty programs and communicate with security researchers.
Tuesday, September 15, 2015
The barrister at the centre of a sexism furore over a complimentary LinkedIn message from a solicitor 30 years her senior has said she is facing a professional backlash over her decision to speak out.
Writing for the Independent, the human rights lawyer Charlotte Proudman said she did not regret her decision to make public a message from Alexander Carter-Silk that commented on her “stunning” photograph, because it had led to an outpouring of similar experiences from other women.
Proudman said she had named Carter-Silk because she believed the public interest in exposing the “eroticisation of women’s physical appearance” by an influential and senior lawyer was greater than his right to privacy.
Wednesday, September 9, 2015
Videoed interviews with Big Law partners are available from Bloomberg News. An excerpt:
“The fact of the matter is, that in the legal profession, racial and gender balance is just behind,” said Jami McKeon, Chair of Morgan, Lewis & Bockius. McKeon and Michele Coleman Mayes, the New York Public Library’s General Counsel, spoke to us at the Big Law Business Summit in July about racial and gender imbalance in big law.
Monday, September 7, 2015
From US News & World Report:
Title VII of the Civil Rights Act of 1964 made it illegal for employers to discriminate against prospective workers based on gender, race or religious preference. But that doesn't mean pay gaps don't exist. An income and poverty report published last year by the U.S. Census Bureau found significant disparities in median household incomes based on race; Asian households brought in $67,065 at the end of 2013, while African-American homes posted $34,598 in annual median income.
Another report from the Economic Policy Institute, drawing in part on Census Bureau data, found that median household incomes for Caucasian male full-time employees hovered around $72,530, significantly higher than African-Americans ($51,610) and Hispanics ($43,240). Female employees' earnings were significantly weaker across the board.
And the Bureau of Labor Statistics estimates women spent more than twice as much time caring for and helping children in the household as men did in 2014.
“Women who have taken some time out of the workforce to do care-giving maybe are not able to come back at the same level. They’ve missed a couple steps on the career ladder,” Robbins says. “Women’s disproportionate representation in the lower paid jobs, and, conversely, their lack of representation in some of the best-paid jobs, really does feed into the wage gap.”
Full-time work more often than not offers greater annual earnings than a part-time job, but a greater percentage of women than men isn't enjoying a standard 40-hour work week. The Labor Department estimates 74 percent of working women were employed full-time in 2013, while 24 percent worked part time. That's compared to 86.9 percent of employed men who work full-time and only 13.1 percent who work part-time.
Wednesday, September 2, 2015
California's new Fair Pay Act, which awaits Gov. Jerry Brown's signature, may be the nation's most aggressive attempt yet to close the salary gap between men and women.
Supporters said the legislation, passed unanimously by the California Senate on Monday, closes loopholes that prevented enforcement of existing anti-discrimination law.
The bill ensures that male and female employees who perform "substantially similar" work receive equal pay, even if their job titles aren't the same or if they work in different offices for the same employer.
Wednesday, August 26, 2015
Are businesses that cater to women inherently anti-male?
Entrepreneur Stephanie Burns would say no. Burns runs Chic CEO, a startup that hosts networking events and provides online resources for female entrepreneurs.
But three men's rights activists didn't see her services as benevolent. They sued her for being denied entry to an event in San Diego.
The lawsuit cites a California law called the Unruh Civil Rights Act,enacted in 1959, which prohibits businesses from discriminating based on factors such as sex, race, religion and disabilities.
Burns told CNNMoney that men are allowed to attend her events, but that particular one was at capacity. But Chic CEO's promotional materials -- which all catered to women -- were fuel for the lawsuit. The event was described as a "fun, relaxed environment to meet up with entrepreneurs, mompreneurs, CEOs, directors, savvy business women."
Thursday, August 13, 2015
HOW serious are we, really, about tackling income equality?
The Securities and Exchange Commission took a shot at it last week, approving a rule that would require companies to disclose their C.E.O. pay gap — comparing how much chief executive officers take home compared with ordinary employees.
That’s a fine idea. But here’s a better one: require companies to publish their gender pay gap.
Claudia Goldin, a labor economist at Harvard, has crunched the numbers and found that the gap persists for identical jobs, even after controlling for hours, education, race and age. Female doctors and surgeons, for example, earn 71 percent of what their male colleagues make, while female financial specialists are paid just 66 percent as much as comparable men. Other researchers have calculated that women one year out of college earn 6.6 percent less than men after controlling for occupation and hours, and that female M.B.A. graduates earn on average $4,600 less than their male classmates for their first jobs.
Friday, July 31, 2015
New research by the Law Society of Scotland shows a 42 per cent gender pay gap among its members, the lawyers’ body has revealed.
The figure was reached by comparing average full-time and full-time equivalent (for part time/flexible hours employees) salaries for women and men at all career stages.
Janet Hood, convenor of the Law Society’s equality and diversity committee said the gap “reflects very badly on what is otherwise a modern and forward-thinking profession”.
She added: “There are many and nuanced reasons why the gender pay gap exists, and the legal profession is certainly not alone – figures from November 2014 show that the overall UK gap was 9.4 percent.
“However we have seen little change in the past decade compared to other professions such as accountancy or dentistry and it is a major concern that such a substantial gap persists 45 years after the UK Equal Pay Act and 10 years of Law Society equality research and promoting good practice within the legal profession.”
Ms Hood said the issue could not be ignored “for either ethical or business reasons” and there should be “no limit” set on the talent and ambition of women in the sector.
The referenced report by the Law Society of Scotland is available here.
Wednesday, July 29, 2015
So reads the headline from an Atlantic article. The contents thereof read:
Gay Americans can now get married in the morning and then, in the afternoon, just for being gay, their employers can fire them. Is doing so legal? Up until last week, the answer was yes for Americans living in the 28 states without explicit bans on workplace sexual-orientation discrimination. But an important rulingfrom the Equal Employment Opportunity Commission (EEOC) means that courts in those states are now more likely to say that such discrimination is illegal, and that gay Americans are already protected from such discrimination under existing law.
Related articles include:
Monday, July 27, 2015
The headline is from a New Republic article, whose contents read in part:
Young women have no illusions about how hard it is to be a working mother in America. The New York Times highlights recent evidence that millenial women are less likely than prior generations to expect careers equal to their husbands.
The rest of the world continues to treat mothers better: India’s high court ruled that mothers who use surrogates are entitled to maternity leave. Meanwhile, Ireland’s government is considering extending its paid parental leave policy from six months to one year, which can be shared by both parents.
IBM introduces Uber for breast milk: Nursing mothers who work for IBM will now be able to use an app to ship their breast milk back home while travelling for business.
Day care can now cost more than college tuition. Working parents can expect to pay an average of $11,000 a year for a spot at an infant day care center ($16,549 if you’re unlucky enough to live in Massachusetts), more than average tuition at a four-year public college.
The art of inequality: An art gallery in New York is exhibiting a mural-sized infographic by Portugese painter Rigo 23 depicting the last eight countries on earth without mandated paid maternity leave—the U.S. is right in between Tonga and Nauru.
Wednesday, July 22, 2015
Hillary Clinton was asked during an interview to respond to Mitch McConnell's charge that she plays the "gender card." Her response was apt, it seemed to me:
Clinton’s response — a riposte that the gender card is being played “every time Republicans vote against giving women equal pay, deny families access to affordable child care or family leave, refuse to let women make decisions about their health or have access to free contraception” — was a forthright appeal for women’s votes — and the latest signal that, yes, Clinton’s gender will be front and center in her campaign this time around.
Eight years ago, her first presidential campaign downplayed any focus on running as a woman. But Democrats say gender is not only a plus this time, but also crucial to Clinton’s strategy for winning a general election where she will need to boost the turnout of female voters, who are more likely to vote Democratic.
The campaign followed up on on the Facebook chat Tuesday, releasing a slick video replaying McConnell’s remark and then featuring the records of some of the GOP candidates when it comes to issues that affect women: Sens. Marco Rubio, Rand Paul and Ted Cruz voted against paid sick leave; Gov. Scott Walker repealed an equal pay law in his state; and Jeb Bush made a comment offensive to poor women back in 1994, saying, “women on welfare should get their life together and find a husband.”
“There she goes again with the women’s issues,” Clinton says in a clip featured in the video, pulled from an appearance in Iowa last week. “Well, I’m not going to stop, so get ready for a long campaign.”
Monday, July 20, 2015
......never won the World Cup. Ever. They never even reached the finals.... or quarter finals. For this failure they were paid FOUR TIMES more than the US women's soccer team, which won the World Cup.....three times.
n Sunday, the U.S. Women’s National Team (USWNT) won the World Cup for the third time—more than any other team in women’s soccer history. For their efforts, the team will earn $2 million in prize money, up from $1 million in 2011. The money is awarded to the national federation, which usually distributes it between players and the organization itself. That’s not a bad sum—until it’s put into context. Last year, the U.S. men’s team was knocked out of the Round of 16 at the World Cup in Brazil—and pocketed $9 million for it. Germany, which went on to win the tournament, was awarded $35 million.
Friday, July 17, 2015
Tracy Chou, a young tech professional with Pinterest, started blogging about the dearth of women in the tech world. The story is in the latest issue of Mother Jones. Here are some of her findings:
The numbers were as bad as you might expect: Just 17 of Yelp's 206 engineers (8 percent) were women, for example. Dropbox was barely better, with 26 out of 275 (9 percent). Nextdoor, a social-media tool for neighborhoods, had 29 engineers—all male. Change.org, which bills itself as "the world's platform for change," had less than 13 percent women engineers; it has since changed for the better, with 20 percent.*
Chou's project helped fuel the wave of public criticism that has shamed big companies into coming clean. Seven months after the launch, Google disclosedthat 17 percent of its tech staff is female. (Chou heard that her Medium post had made it all the way to cofounder Larry Page.) Twitter, Facebook, Yahoo, and dozens of other companies coughed up their stats not long after: Most reported between 10 and 20 percent women in "tech" positions—which can be pretty loosely defined. Some household names, like IBM, Netflix, and Zynga, still have yet to produce meaningful diversity data. "The crowdsourced stuff is way better and more reliable than the official party line," notes Silicon Valley diversity consultant Nicole Sanchez, whom Github recently hired as a VP. (The racial diversity numbers are equally cringeworthy; see our related story on Jesse Jackson's efforts in Silicon Valley.)
Wednesday, July 15, 2015
The Government has today launched a consultation on its commitment to introduce regulations to require private and voluntary sector businesses with at least 250 employees in Great Britain to publish gender pay gap information. A gender pay gap shows the difference between the average earnings of men and women as a percentage of men’s earnings. According to the Office for National Statistics, the current overall UK gender pay gap of 19.1% shows that a woman, on average, earns around 80p for every £1 earned by a man.
The thinking behind the proposal is to achieve greater pay parity through (a) requiring employers to think about the topic and (b) sheer embarrassment. Publishing data showing a whopping gender pay gap will still constitute compliance with the new regulations, the “sting” being in the use which may be made of those statistics in individual and collective equal pay claims and on social media. However, the existence of a reported gender discrepancy in pay across an employer does not of itself mean that there is any pay discrimination – it may instead be a function of who holds the more senior roles, who works part-time, etc. The issue will be where there are material gaps within specific roles or grades, hence the enquiry in the consultation as to whether reporting at that level of detail would be feasible for most employers. That would be a material administrative burden for larger employers but a far more useful measure of progress than the very blunt instrument of flat figures across the whole business.
And the government consultation document is here.
Wednesday, July 8, 2015
White Americans make up 95% of elected prosecutors across the US, according to a study that cites the non-indictments of white police officers in the high-profile deaths of unarmed black men as the “shocking” reality of a disproportionate and non-diverse criminal justice system that relies on prosecutorial power.
The study, from the San Francisco-based Women’s Donor Network, also found that that just 17% of elected prosecutors in the US are women – and just 1% are women of color.
The combination of these racial and gender disparities means that white men, who represent 31% of the population, hold 79% of the 2,437 elected prosecutors in the country at a time when growing attention to issues of misrepresentation in the criminal justice system has led to calls for reform.
Friday, June 19, 2015
Nearly a century after gaining national suffrage rights, American women represent a majority of voters, yet women represent less than a quarter of state legislators, a fifth of members of Congress, and an eighth of governors.
A careful examination of the trends at the local and state level reveals that unequal representation is even worse than it looks. My group Representation 2020 seeks parity for women in elected office—meaning that at any given moment a woman would be just as likely as a man to hold elected office—in our lifetimes. Yet, as to be reported in our State of Women’s Representation 2015-2016 report, women in fact are not on the road to achieving that goal.
A report by the Institute for Women’s Policy Research suggested achieving parity would take several generations. But it’s too simplistic to map out trends from the past 20 years in anticipation of steady growth to parity. In the real world, representation of women typically stalls or regresses once it surpasses about a third of seats in a state. Unless both major parties show equal readiness to move to parity—and at this point, the Republican Party shows no such trend—the bottom line is stark: Absent new intervention by our political parties and our lawmakers, we simply won’t achieve gender parity nationally nor in most states. Not in our lifetime. Not in our children’s lifetime. Not ever.
Monday, June 15, 2015
When it comes to gender equity, the technology ecosystem, which prides itself on being a meritocracy in so many other respects, is failing badly.
How else can we explain that women held 34% of software and computing jobs in 1990, but only 27% in 2011? Or that, according to the “Women Entrepreneurs 2014” report from Babson College, the “total number of women partners in venture capital firms declined significantly since 1999 from 10% to 6%.” Or that, as the Babson report also observed, in the three years from 2011 to 2013, “companies with no women on the executive team received almost 90% of the total investments in semiconductors, computers and peripherals/electronics and instrumentation, and media and entertainment.”
So, what is to be done? Five proposals, with the first one being:
- Push companies to publish data about gender diversity
Pushing companies to collect and publicize data on the proportion of women in tech and leadership capacities adds an element of public accountability, and provides an important frame of reference to assess progress. Understanding the state of gender (and other forms of) diversity on a company-specific basis can catalyze greater awareness of diversity in hiring and promotions. And, year-over-year comparisons provide a way to measure progress both within a single company and more broadly.