Gender and the Law Blog

Women in Iceland Go on Strike Against Gender Inequality

NYT, Women in Iceland Go on Strike Against Gender Inequality

Tens of thousands of women and nonbinary people in Iceland were expected to join a one-day strike on Tuesday, which organizers called the country’s largest effort to protest workplace inequality in nearly five decades.

Iceland is a global leader in gender equality but still has a long way to go, said Freyja Steingrímsdóttir, a spokeswoman for the Icelandic Federation of Public Workers, the country’s largest federation of public worker unions.

“Iceland is often viewed as some sort of equality paradise,” Ms. Steingrímsdóttir, an organizer of the strike, said. “If we’re going to live up to that name, we need to move forward and really be the best we can be — and we’re not stopping until full gender equality is reached.”

Organizers urged women and nonbinary people to stop all work on Tuesday, including household errands and child care. Even Prime Minister Katrín Jakobsdóttir said she would take part, telling local news media that she would not call a cabinet meeting and that she expected other women in the cabinet to strike.

Nobel Prize in Economics Awarded to Claudia Goldin for Work on the Gender Pay Gap

The Nobel Prize explains the relevance of her research:

Historically, much of the gender gap in earnings could be explained by differences in education and occupational choices. However, this year’s economic sciences laureate Claudia Goldin has shown that the bulk of this earnings difference is now between men and women in the same occupation, and that it largely arises with the birth of the first child. 

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By trawling through the archives and compiling and correcting historical data, this year’s economic sciences laureate Claudia Goldin has been able to present new and often surprising facts. She has also given us a deeper understanding of the factors that affect women’s opportunities in the labour market and how much their work has been in demand. The fact that women’s choices have often been, and remain, limited by marriage and responsibility for the home and family is at the heart of her analyses and explanatory models. Goldin’s studies have also taught us that change takes time, because choices that affect entire careers are based on expectations that may later prove to be false. Her insights reach far outside the borders of the US and similar patterns have been observed in many other countries. Her research brings us a better understanding of the labour markets of yesterday, today and tomorrow.

UChicago Alum Claudia Goldin Wins Nobel Prize for Research on Gender and Labor

        Detailing Goldin's work and books.

Podcast, Claudia Goldin: Why do Women Still Make Less Than Men?, Harvard Magazine.

 

Exploring the Pay Gap in Large Law Firms and the Role of High-Profile Litigation in Facilitating Pay Equity

Rachel S. Arnow-Richman, Beyond the Glass Ceiling: Panes of Equity Partnership, Fla. Int'l U. L. Rev. (2023 Forthcoming)

This Article, prepared for a “micro-symposium” on Professor Kerri Stone’s monograph Panes of the Glass Ceiling (2022), explores the partnership pay gap in large law firms and the role of high-profile litigation in facilitating pay equity. There is a rich literature and extensive data on the gender attainment gap in elite law practice, particularly with regard to women’s attrition from practice and poor representation within the partnership ranks. Less attention has been paid to the way in which the exceptional women who achieve equity partner status continue to lag behind their male peers. This Article explores “Women v. BigLaw,” a cluster of equal pay cases brought by women partners late 2010s against elite firms. Using Stone’s work as a lens, it reveals how the same unspoken beliefs that underlie the law firm glass ceiling operate above it, placing women partners at the bottom of a new compensation hierarchy centered on origination credit. Due to historical allocations, a culture of deference toward male rainmakers, and implicitly biased attorney development and evaluation practices, origination operates as a form of “legacy credit” that locks in preexisting entitlements favoring male partners. Despite this, gender equity in law practice has been framed principally as a professional value, not a legal imperative. Women v. BigLaw and the unprecedented use of the court system by women lawyers reveals, however, that partnership pay practices pose a liability risk to firms. This new reality may incent structural change in ways that attention to gender equity as a managerial and professional goal could not.

New Study Disputes Conventional Wisdom on Gender Gap in Negotiations

Michael Conklin, Is It Really a Man's World? Using Real-Life Negotiations to Reframe the Negotiation Gender, S.L.U L. J. (forthcoming)

Abstract:

This first-of-its-kind study utilizes a dataset of over 1,000 negotiations from the television show Pawn Stars to analyze the role gender plays in negotiations. The results call into question commonly accepted beliefs about the negotiation gender gap. For example, most studies on the negotiation gender gap consist of hypothetical negotiations in which participants do not experience the real-life consequences of their negotiated outcomes. As the findings of this study attest, drawing conclusions about real-world negotiations from such hypothetical negotiations is problematic. By using a dataset of real-world negotiations, this study provides a valuable framework from which to analyze negotiations and gender bias. The far-reaching ramifications of this study call into question the use of hypotheticals in negotiation studies, proposed solutions to the gender pay gap, how people negotiate differently depending on the gender of their opponents, and negotiation advice specifically offered to women. The methodology for this study allows for further analysis into how men and women negotiate in a real-world setting, such as willingness to walk away from the negotiation, use of a counteroffer rather than accepting a first offer, use of objective language, and implementing cognitive anchoring through an extreme initial offer. Additionally, this study analyzes an aspect of gender discrimination research that is often overlooked—the possibility of counterbalancing gender biases that produce seemingly gender-neutral results. Finally, the findings of this study help rebut the notion that the gender pay gap is simply the result of men’s superior negotiation ability and proclivity to engage in the practice.

Conclusion:

The primary finding of this research—that seller gender was not a factor in negotiated outcome—elicits discussion predominantly for how counterintuitive it was. The existing literature on negotiations and gender strongly support the conclusion that, on average, women receive worse outcomes than men.***

While not always approaching statistical significance, it is a notable finding of the present research that men acted in accordance with negotiation best practices better than women in every metric measured. They were more willing to walk away from the negotiation, more likely to use objective language in their offer, more likely to counteroffer, and more likely to implement an extreme initial offer. Nevertheless, the men did not receive any better negotiated outcomes than the women.***

The gender negotiation gap is widely cited as a leading cause for the gender pay gap. But unfortunately for women, explanations for the gender pay gap likely go beyond just differences in negotiation propensity and ability. Even if female new hires did negotiate with the same frequency and techniques as men, there is evidence to suggest they would nevertheless receive disproportionately unequal outcomes. As previously discussed, women find themselves in a double bind when negotiating because female traits can be viewed as poor negotiation strategy but adopting masculine traits can result in being punished for violating gender norms. Also previously discussed, just the expectation that women are not skilled negotiators may result in more of an unwillingness to offer concessions to them during a negotiation, thus resulting in suboptimal negotiating results compared to their male counterparts.

 

New Book, Mother Tongue: The Surprising History of Women's Words

Jenni Nuttall, Mother Tongue: The Surprising History of Women's Words (Viking 2023)

An enlightening linguistic journey through a thousand years of feminist language--and what we can learn from the vivid vocabulary that English once had for women's bodies, experiences, and sexuality

So many of the words that we use to chronicle women's lives feel awkward or alien. Medical terms are scrupulously accurate but antiseptic. Slang and obscenities have shock value, yet they perpetuate taboos. Where are the plain, honest words for women's daily lives?Mother Tongue is a historical investigation of feminist language and thought, from the dawn of Old English to the present day. Dr. Jenni Nuttall guides readers through the evolution of words that we have used to describe female bodies, menstruation, women's sexuality, the consequences of male violence, childbirth, women's paid and unpaid work, and gender. Along the way, she challenges our modern language's ability to insightfully articulate women's shared experiences by examining the long-forgotten words once used in English for female sexual and reproductive organs. Nuttall also tells the story of words like womb and breast, whose meanings have changed over time, as well as how anatomical words such as hysteria and hysterical came to have such loaded legacies. Inspired by today's heated debates about words like womxn and menstruators--and by more personal conversations with her teenage daughter--Nuttall describes the profound transformations of the English language. In the process, she unearths some surprisingly progressive thinking that challenges our assumptions about the past--and, in some cases, puts our twenty-first-century society to shame. Mother Tongue is a rich, provocative book for anyone who loves language--and for feminists who want to look to the past in order to move forward.

Kirkus Book Review here. 

Gender Inequality and Representations of Women in the Contracts Curriculum

Deborah Zalesne, Gender Inequality in Contracts Casebooks: Representations of Women in the Contracts Curriculum, 17 FIU Law Rev. 139 (2023).

Gender has always explicitly or implicitly played a critical role in contracting and in contracts opinions—from the early nineteenth century, when married women lacked the legal capacity altogether to contract, through the next century, when women gained the right to contract but continued to lack bargaining power and to be disadvantaged in the bargaining process in many cases, to today, when women are present in greater numbers in business and commerce, but face continued, yet less overt, obstacles. Typical casebooks provide ample offerings for discussions of the ways in which parties can be and have been disadvantaged because of their gender and gender identity. At the core, gender inequity often stems from long-held stereotypes about women in contracting, which are often on full display in the cases. The vast majority of cases in the typical Contracts casebook are drawn primarily from the commercial context; sales, franchise, employment, and transfer of property cases predominate most Contracts casebooks, with many fewer cases in the family context. In the commercial cases, women and other people who do not identify as men, rarely seen as the businessperson, seller, or landowner, are sorely underrepresented, and the “non-male” perspective tends to be obscured. Casebook offerings involving non-male parties still tend to be clustered in certain areas—namely contract defenses, promissory estoppel, and family cases. The result is a Contracts curriculum that typically confines women to certain traditional roles and relegates women’s issues to a secondary status, privileging rational, arms-length market promises at the expense of family-based promises. The overall gender allocation in cases may or may not be reflective of the actual presence of women in the universe of American contracts cases. But either way, it raises some issues regarding how the typical casebook presents women in the realm of contracts cases, and overall, the role of women in contracting. There is, of course, a diversity of viewpoints and a multiplicity of voices among women and feminists, who are divided by age, race, religion, sexual orientation, gender identity, ethnicity, and class, among other things. There are divisions among feminists over the nature and source of gender injustice, as well as over solutions.2 Feminists differ, for example, over the roles of men and women (such as biological differences and cultural frameworks that land women as the primary caretakers most of the time), and whether and how the law should account for those differences.3 When it comes to contract law, some feminists embrace contracting as a means of empowerment,4 while others express concern over whether most women have the bargaining power necessary to protect themselves in the bargaining process. 5 The goal of the Article is not to set out in any detail the contours and fine points of feminist legal theory. Rather, the Article will simply highlight gender-based deficiencies in the ways in which women are portrayed in traditional contracts cases and casebooks, often as either victims, overly-aggressive commercial actors, or in other specific gendered roles such as bride, princess, nurturer, mother, spouse, or mistress. In doing so, the Article will highlight feminist themes and conflicts in contract law and the ways in which reliance on gender-based stereotypes can negatively affect legal analysis in Contracts cases.

Goldman Sachs to Pay $215 Million to Settle Gender Bias Suit of Hindering Women's Career Advancement and Paying Them Less Than Male Colleagues

Goldman Sachs to Pay $215M to Settle Gender Bias Suit

Goldman Sachs said on Monday that it would pay $215 million to settle a lawsuit that accused the bank of systematically discriminating against thousands of female employees. The money will be divided among about 2,800 women, and the bank agreed to change some of its practices.

The individual payout amount itself is less than it might appear: Subtracting legal fees, it comes to roughly $47,000 per plaintiff. Still, the settlement is the latest effort to make Wall Street address what critics say are years of unequal and unfair treatment of female workers.

The lawsuit accused Goldman of hindering women’s career advancement and paying them less than their male colleagues. It took particular aim at the firm’s performance review process, which they said favored men, setting them up for promotions and higher pay.

Gender Equality Provisions in Trade Agreements

Katrin Kuhlmann & Amrita Bahri, Gender Mainstreaming in Trade Agreements: ‘A Potemkin Façade’? in Making Trade Work for Women: Key Learnings from the World Trade Congress on Gender, Forthcoming (forthcoming September 2023)

The distributional outcomes of trade agreements have historically been uneven, creating both “losers” as well as “winners” and benefitting certain stakeholders while leaving others without benefits or even with negative repercussions. In particular, distributional outcomes can vary between women and men, since they play different roles in society, markets, and economies, and they enjoy different opportunities as well. At times, and sometimes by their very nature, trade agreements can restrict opportunities for women and further increase the gender divide. But in recent years, there has been a drastic upsurge in the number of countries that are incorporating commitments on gender equality in their trade agreements.

Currently, of all free trade agreements in force, around one-third have at least one explicit provision relating to gender equality. Yet almost no trade agreement so far contemplates how gender-related commitments could be implemented or enforced, and no trade agreement approaches gender on a holistic level that can meaningfully address distributional issues. Most legal provisions incorporated in trade agreements so far have been drafted in the spirit of best endeavor cooperation and are often blamed for being mere “Cinderella” provisions. In order to reverse the distributional inequities, a more comprehensive approach based on women’s roles and economic realities is needed, as is further research on what would improve distribution of opportunities for women. With more and more countries considering gender mainstreaming, this raises an important question: Is “gender mainstreaming” in trade agreements used as a “Potemkin Facade” to hide larger distributional issues? This paper will not fully answer this question, but it will expand upon possibilities and offer reflections to spark debate and discussions on this concern.

Ninth Circuit Says Playing Offensive Music of Gender Violence in the Workplace Can Constitute a Hostile Environment

Wash Post, Court Says Playing Offensive Music Can Constitute Workplace Harassment 

Inside a Nevada clothing warehouse, a song describing a woman’s murder blasted from commercial-strength speakers, as did other musical selections glorifying abuse and denigrating women, a lawsuit alleged.

The rap music would often overpower the 700,000-square-foot S&S Activewear facility in Reno — and helped foster an environment rife with discrimination and harassment, according to the suit, which was filed in 2020 by eight former employees, including seven women and one man.

That lawsuit was initially tossed out in December 2021 by a lower court, which argued that, since the music offended both men and women, it “did not constitute discrimination because of sex.” Last week, the U.S. Court of Appeals for the Ninth Circuit rejected that notion — ruling that “an employer cannot find safe haven by embracing intolerable, harassing conduct that pervades the workplace,” Judge M. Margaret McKeown wrote in a court opinion.***

According to the lawsuit, the blaring music was “inescapable” inside the Reno warehouse, where at least five speakers were often driven around on forklifts. The employees alleged that they were subjected to songs by Eminem and Too Short that they said glorified violence against women, for instance describing a young girl dying after a graphic instance of sexual violence.***

But it wasn’t just the music that was offensive, the suit alleged — it was also the behavior it inspired in male employees, who allegedly shared pornographic videos, made sexual remarks, yelled obscenities and pantomimed sexual intercourse while the songs played.

Book Feminist Judgments Rewriting Decisions of Corporate Law

Anne M. Choike, Usha R. Rodrigues, Kelli Alces Williams, eds., Feminist Judgments: Corporate Law Rewritten (Cambridge U. Press 2023)

Corporate law has traditionally assumed that men organize business, men profit from it, and men bring cases in front of male judges when disputes arise. It overlooks or forgets that women are dealmakers, shareholders, stakeholders, and businesspeople too. This lack of inclusivity in corporate law has profound effects on all of society, not only on women's lives and livelihoods. This volume takes up the challenge to imagine how corporate law might look if we valued not only women and other marginalized groups, but also a feminist perspective emphasizing the importance of power dynamics, equity, community, and diversity in corporate law. Prominent lawyers and legal scholars rewrite foundational corporate law cases, and also provide accompanying commentary that situates each opinion in context, explains the feminist theories applied, and explores the impact the rewritten opinion might have had on the development of corporate law, business, and society.

Analyzing the Privatization of Family Leave Through Insurance

Deborah A. Widiss, Privatizing Family Leave Policy: Assessing the New Opt-in Insurance Model, Seton Hall L. Review (forthcoming)

Federal law fails to guarantee new parents or family caregivers paid time off from work. A growing number of blue-leaning states have addressed this gap by enacting comprehensive, paid family and medical leave laws, typically funded by a small payroll tax. A new—and quite different—approach is expanding rapidly in red-leaning states: authorization of commercial “Family Leave Insurance” to be marketed to employers. In other words, this is an opt-in privatized approach to family leave policy.

This Article, written for a symposium held by the Seton Hall Law Review, offers the first analysis in the legal literature of opt-in Family Leave Insurance laws. These laws anticipate that insurance companies will likely add “family leave” to group short-term disability policies (an existing insurance product that provides partial salary reimbursement to employees who take time off work for medical needs). However, only about 40% of American workers, and just 22% of low-wage workers, receive short-term disability benefits from their employers—and most policies replace only 50-60% of regular wages. Providing paid leave at the low reimbursement rate typical of short-term disability policies can actually exacerbate inequality by making it easier for relatively affluent workers to take extended time off but still failing to provide sufficient support for low-wage workers to do so. By contrast, states that have enacted comprehensive paid leave laws, funded by a payroll tax, typically cover virtually all workers, and most replace 80-95% of regular wages, up to a cap set around the median wage.

This Article analyzes the new privatized Family Leave Insurance model, then suggests provisions that would help opt-in policies actually meet the needs of new parents and family caregivers. These include specifying a reasonably ample period of benefits and level of wage replacement, and ensuring that definitions of “family” reflect the diversity of contemporary families. The Article also explores potential adverse selection challenges—both within workplaces and across workplaces—that may arise under an opt-in approach. Because the risk pool will almost certainly be less varied than under a public program, private Family Leave Insurance may well provide less generous benefits at a higher per-person cost than fully-public policies. Authorization of opt-in insurance is better than nothing, but, as this Article demonstrates, it is likely that both workers and businesses are better served by comprehensive paid leave laws.

Federal PUMP Act for Nursing Parents Goes Into Effect

The 19th, The Full Pump Act is Now in Effect. Here's What it Does for Lactating Parents

The PUMP Act, a bill designed to extend workplace protections to an additional 9 million nursing parents, goes into full effect on Friday. 

Now, workers will be able to sue their employers if they are not compliant with the law, which requires businesses to provide a private space that’s not a bathroom and adequate break time for workers to express breastmilk. The bill passed Congress with bipartisan support in December.

The PUMP Act will close loopholes and “unintentional” mistakes in a 2010 bill, the Break Time for Nursing Mothers Act, said Liz Morris, the deputy director of the Center for WorkLife Law, which helped draft the model legislation the PUMP Act is based on. Previously, protections only extended to hourly workers who qualified for overtime, but even then, it restricted any restitution workers could seek. If workers wanted to sue their employer, there was no legal mechanism to do so. Now, the majority of those covered has expanded to also include salaried workers, such as teachers and nurses, most of whom are women. 

Gender, Marketplace Deception, and Morality in Contracts

Hila Keren, Gender and Marketplace Morality, JOTWELL, reviewing Gregory Klass & Tess Wilkinson-Ryan,  Gender and Deception: Moral Perceptions and Legal Responses, Northwestern U. L. Rev. (forthcoming). 

Is caveat emptor indeed “a rule for he and not for she”? This is only one of the excellent questions raised by co-authors Gregory Klass and Tess Wilkinson-Ryan in their recent symposium contribution Gender and Deception. The question is induced by classical casebook entries that seem to reflect an increased judicial willingness to protect women from market deception. Recall, for example, the many “Arthur Murray cases” in which franchised dance studios around the country made exuberant profits from making elderly women with no dancing experience believe that they are only a few more lessons away from becoming professional dancers. However, to the extent such a gender-based approach exists (which is unclear at best), it often comes with a price not only for male buyers. Too often, as the co-authors importantly remind readers, intervention on behalf of deceived women seems to reflect and perpetuate gender biases regarding their capabilities—disrespectfully portraying them as gullible.

So, is caveat emptor indeed “a rule for he and not for she”? Not so much, according to the three original studies reported by Klass and Wilkinson-Ryan, which supported a narrow positive answer: when the buyer is a woman deceived by a man in the context of buying used furniture. Perhaps the modern retraction from caveat emptor is less influenced by the entry of vulnerable buyers into the market, as the authors at some point propose, and is more related to the increased diversity of market actors’ moral views. Might it be that the driving force behind less tolerance of market deception is women’s enhanced active participation in the market and growing role in business and legal decision-making? This alternative is tempting because it presents a less victimizing or paternalistic view of the evolution of legal rules—one that a feminist approach to contracts would more easily embrace.

While the authors do not suggest such an explanation, I was enthused to learn that their most significant finding might support the above feminist hypothesis. In their first study on moral judgments of deceptions, the authors found “robust support for the proposition that women are more likely than men to regard deception in the marketplace as an ethical wrong.”  It turns out that victims’ gender notwithstanding, male respondents ranked deceitful behaviors as more ethical than female and nonbinary respondents. Klass and Wilkinson-Ryan do not elaborate much about the broader meaning of their salient finding. Indeed, they are cautious enough to stress that, at this stage of their work, they have little to say about whether or not men are more predisposed than women to engage in deceptions. They do allude, however, to a correlation they describe as both probable and desirable between believing that conduct is wrongful and refraining from engaging in it. They also mention others who had claimed and provided evidence that women are less inclined to deceive. Additional works similarly demonstrate an over-representation of men in fraud, including in scientific research, fraud cases in 2020-2021, corporate crime, and white-collar crimes.

Sexual Harassment Reconceived as Misappropriation and Waste of Corporate Human and Financial Assets

Jennifer Ann Drobac, The Misappropriation, Embezzlement, Theft, and Waste of Corporate Human and Financial Assets: Sexual Harassment Reconceived, 36 ABA J. LAB. & EMP. L. 425-477 (2022).

This article suggests how sexual harassment should be treated by companies as a civil misappropriation, embezzlement, conversion, or theft—as well as a civil rights violation. Additionally, some payment associated with sex-based harassment should be considered corporate waste. The misappropriation approach considers not only how sex-based harassment constitutes a civil misappropriation, embezzlement, conversion, or theft, but it also responds to three anticipated objections to sexual harassment as a civil misappropriation: (1) sexual harassment is a minor corporate expense; (2) identification of sexual harassment as civil misappropriation of corporate human assets commodifies targets; and (3) this new concept will change neither corporate responses nor corporate cultures. First, in response, sexual harassment is not a minor expense but one that costs companies billions of dollars annually. It is, therefore, in a company’s financial interest to treat the problem as a theft of valuable assets. Second, only corporate failure to recognize the market value of female professional talent dehumanizes people. Almost all human beings engage in work, and men, in particular, are valued for their work. Thus, the misappropriation solution puts targets on the same plane as privileged men, valued for their market productivity (as opposed to sexual or reproductive utility). Third, the identification of sexual harassment as a theft, conversion, embezzlement, or misappropriation, as well as a civil rights violation, encourages companies to modify and improve their remedial responses, corporate culture, profitability, and transparency. By making corporations and harassment targets as potential allies, instead of adversaries, the reconception of sex-based harassment as a misappropriation of corporate human assets incentivizes new collaborations for social and economic justice.

New Book Gender, Sex and Tech

Jennifer Jill Fellows & Lisa Smith, Gender, Sex & Tech: An Intersectional Feminist Guide

In this timely collection, gender, sex, and technology are explored through an intersectional and interdisciplinary lens. Gender, Sex, and Tech! provides insight into the ways that technology affects, and is affected by, cultural perceptions of gender and sex. Through an examination of a range of past and present issues, the text highlights our relationships to technology and illustrates how gendered relations are shaped and transformed through social and technological innovations. Contributors bring to the fore feminist, decolonizing, and anti-racist methods to examine our everyday uses of technology, from the mundane to the surreal to the playful to the devastating. Original research and scholarship is skillfully grounded in real-world scenarios like revenge pornography, gender bias in artificial intelligence, menstrual tracking, online dating, and the COVID-19 pandemic, inviting students to take a closer look at technological transformations and their impact on gendered lived experience and to consider how the benefits of technology are inequitably shared within society. Centring Canadian scholars and Canadian perspectives without losing sight of the broader global connection, Gender, Sex, and Tech! is bursting with timely and of-the-moment content, making this collection a must-read for courses focused on gender and technology. 

Artificial Intelligence as a Tool for Reducing Gender Discrimination in Hiring

Elena Pisanelli, A New Turning Point for Women: Artificial Intelligence as a Tool for Reducing Gender Discrimination in Hiring 

This paper studies whether firms’ adoption of artificial intelligence (AI) has a causal effect on their probability of hiring female managers. Using panel data on the 500 largest firms, measured by revenues, in Europe and the US, and a two-stage difference- in-differences I find that firms’ use of AI causes, on average, an increase by 3.5% in the hiring of female managers. Exploiting heterogeneity across different types of AI I find that my result is driven by the use of assessment software, rather than that of predictive algorithms. The use of assessment software increases the share of female managers hired by companies and correlates with a reduction in firms being sued for gender discrimination in hiring. Conversely, my findings show that predictive algorithms do not affect gender inequality in managerial hires.

Research on Gender Stereotypes as to Moral and Legal Culpability for Deception

Gregory Klass & Tess Wilkinson-Ryan, Gender and Deception: Moral Perceptions and Legal Responses, Northwestern University Law Review, Forthcoming

Decades of social science research has shown that the identity of criminal defendants and alleged victims often affects case outcomes. Parties’ race, gender, class, and age affect decisions of prosecutors, judges, juries, and other actors in the criminal system. Less studied has been how identity might affect other forms of legal regulation. This essay begins to explore how parties’ gender might figure into legal decisionmakers’ responses to deceptive behavior. More specifically, we explore the hypothesis that ordinary people tend to perceive deception of women as more wrongful than deception of men, and that such perceptions can affect both case outcomes and decisions to regulate.

The hypothesis is consistent with research into gender stereotypes, which has shown for example that women are perceived as less capable of protecting themselves against deception and that men have special duties to protect women. The hypothesis is also of a piece with recent work on moral typecasting, which explores how attributions of agency and patiency affect perceptions of moral wrongfulness, as there is evidence that men tend to be associated with agency and women with patiency.

We report the results of three studies designed to test the hypothesis. We use simple vignette experiments to elicit subjects’ off-the-cuff intuitions about men and women deceiving and being deceived. We examine the effects of gender by randomly varying party names (Ashley or Josh), by randomly varying the gender associated with a product (e.g., beard trimmer vs. hair dryer), and by randomly varying the gendered noun identifying the victims of a fraud (brothers vs. sisters). We ask subjects to report on their reactions to different deceptive situations by reporting on the ethicality of a behavior, on their support for a regulatory approach, and on their preference for level of punishment. We also explore differential responses of male- and female-identified subjects.

We find preliminary support for the proposition that men deceiving women and firms deceiving women are regarded as somewhat more problematic than men or firms deceiving men. We find suggestive but limited evidence that paternalistic regulation of women’s transactions is more welcome than that of regulation of men’s consumer choices. We find robust support for the proposition that women are more likely than men to regard deception in the marketplace as an ethical wrong, and that corporations are viewed as male. The studies reported here also suggest the challenges of studying how the gender of deceiver and deceived might affect moral and legal judgments. Subjects’ politics, for example, appear to correlate both with the effect of parties’ gender on their judgments and with subjects’ views on the appropriateness of regulation. We suggest how future research might disaggregate these effects and explore the mechanisms behind gender-driven moral and legal judgments regarding deception.

Study Shows Individual Level Traits of Vocal Masculinity Influence Corporate Executive Status for Women

John Lynch, CEOs, Masculinity, and Language" 

The lack of female CEOs and the persistent gender pay gap, especially at higher income levels, have become popular topics both in academics and society. Most studies focus on the differences between males and females that perpetuate this "glass ceiling," while few look at within-gender traits that can help mitigate its effects. In this paper, I use novel measures of CEO and CFO vocal masculinity and language complexity to gain insight into how these individual-level traits influence executive status and compensation both within and across genders. I find that vocal masculinity, within females, positively impacts their likelihood of becoming a CEO while the opposite is true for males. When it comes to communication, CEOs speak with greater complexity than CFOs while both female CEOs and CFOs use more complex language and speak longer during earnings calls than their male counterparts. Differences in CEO-CFO language complexity are greater at low entrenchment firms while differences in masculinity are greater at high entrenchment firms. Additionally, while boards with greater female representation hire more female CEOs, they surprisingly seem to place a greater emphasis on female masculinity, while male masculinity plays a larger role at firms with male-dominated boards. Finally, for both male and female CEOs, compensation is positively related to masculinity, while increased language complexity only matters for females. These results help provide insight into the determinants of CEO status and compensation and may help explain how boards view and reward perceived competency across genders.

Masterpiece Cakeshop Baker Loses Suit on Cake for Gender Transition

CPR, Colorado Baker Loses Appeal over Birthday Cake for Gender Transition

The Colorado baker who won a partial U.S. Supreme Court victory after refusing to make a gay couple’s wedding cake because of his Christian faith lost an appeal Thursday in his latest legal fight, involving his rejection of a request for a birthday cake celebrating a gender transition.

The Colorado Court of Appeals ruled that that the cake Autumn Scardina requested from Jack Phillips and Masterpiece Cakeshop, which was to be pink with blue frosting, is not a form of speech.

It also found that the state law that makes it illegal to refuse to provide services to people based on protected characteristics like race, religion or sexual orientation does not violate business owners' right to practice or express their religion.

Relying on the findings of a Denver judge in a 2021 trial in the dispute, the appeals court said Phillips' shop initially agreed to make the cake but then refused after Scardina explained that she was going to use it to celebrate her transition from male to female.  ***

“We conclude that creating a pink cake with blue frosting is not inherently expressive and any message or symbolism it provides to an observer would not be attributed to the baker,” said the court, which also rejected procedural arguments from Phillips.

Phillips, who is represented by Alliance Defending Freedom, maintains that the cakes he creates are a form of speech and plans to appeal.

Death by a Thousand Cuts: The Impact of Implicit Gender Bias on Women's Career Progression

Jasmijn C. Bol & Hila Fogel-Yaari,  Death by a Thousand Cuts: The Impact of Gender Bias on Career Progression,
in Diversity, Equity, and Inclusion: Theory, practice, and case histories (Chapter 3A) (forthcoming 2023)

Progress has been made in the last century toward reducing gender bias in society at large and in the workplace specifically. The negative impact gender differentiation has on women’s careers, however, is not gone. Differential treatment and biases have moved from explicit to more implicit. These biases are rooted in decades of modeling and stereotyping women as communal and men as agentic, thereby casting women as caregivers and men as leaders. The stereotyping influences women’s professional lives by tainting both supervisors’ and employees’ decisions. The differentiation starts already in hiring decisions, which include decisions on who to hire, at what rank, and how much to pay. Once women are hired, the bias continues in task allocation and performance evaluation, which determine immediate compensation and subsequent promotions. Thus, women’s career progressions are made more complicated throughout their entire participation in the workforce. The multifaceted nature of the problem suggests that only a holistic approach can significantly reduce gender bias.