Re:Gender works to end gender inequity and discrimination against girls and women by exposing root causes and advancing research-informed action. Working with multiple sectors and disciplines, we are shaping a world that demands fairness across difference.
Data collected from The National Law Journal's NLJ 250 survey, which ranks the largest firms in the United States by headcount, show that women represent 15.1 percent of equity partners. Among all partners — equity and nonequity — the figure is 18.8 percent.
We probed that question by compiling partnership data as part of The National Law Journal's NLJ 250 survey, which ranks the largest firms in the United States by headcount. Data collected from 221 firms show that women represent 15.1 percent of equity partners. Among all partners — equity and nonequity — the figure is 18.8 percent.
That's progress since 2003, when NLJ affiliate The American Lawyer compiled similar data, though the pace of change has been slow and tenuous. The overall percentage of women in equity and nonequity partner positions then was 16 percent. As for equity partners, the National Association of Women Lawyers said in a 2011 report that women have been "fixed" at 15 percent of the equity slots for the past 20 years.
At just five firms surveyed, women make up more than 25 percent of equity partners. These firms are Fragomen, Del Rey, Bernsen & Loewy (42 percent female equity partners); Jackson Kelly (28.4 percent); Ice Miller (26.9 percent); Best Best & Krieger (26.7 percent); and Ford & Harrison (26.1 percent).
The ascent of Ms. Mayer and women like Meg Whitman at Hewlett-Packard, Virginia Rometty at I.B.M. and Sheryl Sandberg at Facebook contrasts sharply with the continuing misfortunes of many women on Wall Street.
In the spring, when JPMorgan Chase disclosed a $3 billion trading loss (which has since climbed to an estimated $5.8 billion), Ina R. Drew, the head of the bank’s chief investment office, became the first casualty. Ms. Drew resigned immediately and is now expected to lose the equivalent of two years’ compensation, an estimated $30 million, for her involvement in the fiasco.
Her departure followed unceremonious exits last year by female executives on Wall Street, where the scarcity of women in top positions has become a bitter symbol of the low status women hold in U.S. corporate life. JPMorgan Chase lost Heidi Miller, the former head of the bank’s international operations, and at Bank of America, Sallie Krawcheck, who ran the company’s wealth management division, also left. Zoe Cruz, another high-profile Wall Street executive and former co-head of Morgan Stanley, was ousted in 2007.
The figures tell an alarming story. Women make up more than half of the work force in the financial industry but are chief executives at fewer than 3 percent of U.S. financial companies, according to Catalyst, a New York-based global research and consulting nonprofit focused on women’s career advancement.
Japan's world champion women's football team took exception to flying economy while their male counterparts sat in business class on a flight to Europe for the Olympics. The Japan Football Association said the men flew in business because they are professionals.
The women's team was assigned seats in premium economy for the 13-hour flight to Paris while the nation's under-23 men's team was up front on the same flight.
"It should have been the other way around," 2011 FIFA women's world player of the year Homare Sawa told Japanese media after arriving in the French capital. "Even just in terms of age we are senior."
Basketball Australia says it will review its travel policy for national teams after complaints that the men flew business class to the Olympics while most of the women sat in premium economy.
The women's team is by far the most successful of the two, having won silver medals at the last three Olympics. The men, who will be led in London by San Antonio Spurs point guard Patty Mills, have never won an Olympic medal.
A study published in the journal Organization Science finds that when managers have to explain their pay-raise decisions to employees, they tend to give more money to men than they do to women -- even if the workers' performance is equal.
A new study in the journal Organization Science finds that when managers have to explain their pay-raise decisions to employees, they give more money to men than they do to women -- even if the workers' performance is equal.
In the study, originally done for Emory University, 184 managers were given a set amount of money that they needed to distribute among employees with identical skills and responsibilities. Half of the managers were told they would need to justify their decisions to their employees, and half were told there would be no discussion afterwards.
Unfortunately, women can't overcome an initially low raise by negotiating because the corporate budget has already been spent. In many companies, each manager receives a budget for raises that is then divided among employees. All workers are notified at the same time (or over a very short time period) of their increases. Because every penny has already been allotted, there is no money left to give to someone who questions a small raise. Managers won't typically go to an employee with a higher raise and say, "Oops! Jane needs a few more bucks, so we're taking a percent off your raise and giving it to her!"
The only way a raise can go through at this point is for an exception to be granted. And that requires a lot of hard work on the part of the manager and (most likely) the manager's manager. HR and senior management must be convinced that this additional raise, outside of the spent budget, is worth the money. And managers, who are cognizant of their own reputation, will try to do this without stating that they made a mistake in allocating raise money.
When the comedian Daniel Tosh reportedly singled out a woman in his audience and suggested, according to a blog post that recounted the incident, it would be "funny" if she "got raped by, like, five guys, right now," the online reaction was swift, heated and often split down gender lines. Many men wanted to explain free speech or heckling etiquette. Many women (and virtually all feminists) said these topics were distractions, at best, from the sheer offensiveness of Tosh's attack.
Quite a few of the women who shared our post said they were doing so in hopes that a husband or boyfriend would "finally understand why I won't watch Tosh's show with him." Some even tagged their husbands or boyfriends, to be sure the message would reach its destination.
Issue brief from the Center for American Progress:
This issue brief examines the state of women of color in the United States at large in regards to four key areas: the workplace wage gap, health, educational attainment, and political leadership. While conversations in the mainstream media would suggest that women of color are a monolithic entity, it is important to note that women of color are a diverse group with a variety of experiences. We offer specific data points on various racial and ethnic groups where available as we present the issues of greatest importance to women of color today, but remember that data are not always available for direct comparisons of different groups of women of color compared to their white counterparts.
Even as women have moved up the economic ladder and outpaced men in earnings growth over the last decade, they are lagging behind in a crucial area — getting new jobs.
Since the recession ended in June 2009, men have landed 80% of the 2.6 million net jobs created, including 61% in the last year.
One reason: Male-dominated manufacturing, which experienced sharp layoffs during the recession, has rebounded in recent years, while government, where women hold the majority of jobs, has continued to be hit hard.
But there's something else at work. Men are grabbing a bigger share of jobs in areas, such as retail sales, that typically have been the province of women, federal data show.
That's not necessarily good news for women or men. So-called women's work often pays less and offers skimpier benefits and less opportunity for advancement than the jobs men previously held.
According to IWPR analysis of the June employment report from the U.S. Bureau of Labor Statistics (BLS), job growth continued in June with 80,000 jobs added to nonfarm payrolls. In June women gained 32,000 jobs and men gained 48,000 jobs.