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.
Forbes reports that after a stunning $2 billion trading loss, JPMorgan Chase‘s chief investment officer, Ina Drew, 55, will step down. The 30-year banking veteran oversaw the London unit responsible for the ill-fated trades and was one of three resignations announced so far, including a top London official, Achilles Macris, and a senior trader, Javier Martin-Artaj.
The exit of one of Wall Street’s most powerful women spotlights the dwindling numbers of women at the top. Last year, Sallie Krawcheck left her post as Bank of America‘s president of global wealth management, and Heidi Miller retired as head of JPMorgan’s international operations. This followed the headline-making departures of Lehman Brothers CFO Erin Callan in 2008 and Morgan Stanley president Zoe Cruz in 2007.
“Here we go again. Another woman at the top of Wall Street is toppled,” says Jane Newton, founder of the Wall Street Women Forum and wealth manager and partner at RegentAtlantic Capital. “[Drew] was one of the most experienced, savvy and respected Wall Streeters. This is a blow to other women who want to climb to the top. There’s one less role model and one less female leader to bring diversity, which is sorely needed.”
In this article, we examine a heretofore neglected pocket of resistance to the gender revolution in the workplace: married male employees who have stay-at-home wives. We develop and empirically test the theoretical argument suggesting that such organizational members, compared to male employees in modern marriages, are more likely to exhibit attitudes, beliefs, and behaviors that are harmful to women in the workplace. To assess this hypothesis, we conducted four studies with a total of 718 married, male participants. We found that employed husbands in traditional marriages, compared to those in modern marriages, tend to (a) view the presence of women in the workplace unfavorably, (b) perceive that organizations with higher numbers of female employees are operating less smoothly, (c) find organizations with female leaders as relatively unattractive, and (d) deny, more frequently, qualified female employees opportunities for promotion.
The Washington Post reports that Army leaders have begun to study the prospect of sending female soldiers to the service’s prestigious Ranger school — another step in the effort to broaden opportunities for women in the military.
Gen. Raymond Odierno, Army chief of staff, said Wednesday that he’s asked senior commanders to provide him with recommendations and a plan this summer. And while he stressed that no decisions have been made, he suggested that Ranger school may be a logical next step for women as they move into more jobs closer to the combat lines.
“If we determine that we’re going to allow women to go in the infantry and be successful, they are probably at some time going to have to go through Ranger school,” Odierno told reporters. “If we decide to do this, we want the women to be successful.”
The number of US women in Chief Information Officer (CIO) positions has decreased since 2010, according to a survey (PDF) released by Harvey Nash USA this week. In 2010, 12 percent of CIOs were women. That number dropped to 11 percent in 2011 and is down to 9 percent this year.
The report finds that one third of US CIOs say that within their IT organizations there are no women in management level positions. 52% of US CIOs report that women are underrepresented in their IT organizations, according to the survey.
Everybody, it seems, is talking about women in this campaign — what they should do, how they should act, who they should be in society. But do women see themselves reflected in the dialogue — or is the mirror of political rhetoric distorting their concerns? How, exactly, is all this talk about women playing among women?
You could hear these issues play out on a recent day in this key presidential swing state — first, at the equal pay protest, but later at a hotel near Broncos stadium, where five conservative women led a panel discussion to strategize about reframing the rhetoric and working to woo more women voters to their camp this year. There was passion, but there was also irritation. Some women said talk about contraception was a distracting sideshow; others said the preoccupation of some politicians with abortion showed they were out of touch.
"They really must not know what exactly is going on," said a university student with friends who've had both babies and abortions. "They" are the male politicians who still outnumber women at all levels of elective office, but also the two men running for president who keep trying to one-up each other in reaching out to this vital, but hardly monolithic, voting bloc.
The upshot: Whether seen as real or manufactured, something about the so-called "war" is resonating among American women who could well make the difference on Election Day. Many are acting out and speaking up. Many are, in fact, girding for battle, in one way or another.
It goes to show that no matter how high up in business or politics a woman gets — or how hard she falls — in the end the focus is often about how she looks and not what she does.
“We’re still held to a double standard,” said Jennifer Siebel Newsom, who produced the 2011 documentary “Miss Representation” about the underrepresentation of women in powerful positions.
“It’s tragic,” she said. “We have an obsession with women’s looks. Unfortunately our culture has bought into this whole double standard that a women’s value is her beauty not her capacity to lead.”
Women certainly feel the pressure to look good. Nearly half of women don’t feel good about themselves unless they’re wearing makeup, according to a study released this year by the Renfrew Center Foundation, a nonprofit that focuses on eating disorder research and treatment.
According to a recent survey of the American Academy of Matrimonial Lawyers (AAML), over half of the nation's top divorce attorneys say that they have seen an increase in the number of mothers paying child support during the past three years, and 47% also note a rise in women being responsible for alimony throughout the same time period.
This Mother's Day, it appears that an increasing number of moms will be setting aside time to sign child support and alimony checks. Overall, 56% of the nation's top divorce attorneys say that they have seen an increase in the number of mothers paying child support during the past three years, while 47% also note a rise in women being responsible for alimony throughout the same time period, according to a recent survey of the American Academy of Matrimonial Lawyers (AAML).
In all, 56% of AAML members cited an increase in mothers who pay child support, while 44% said no change, and there was not an observed decrease. Additionally, 47% have noticed an increase in the number of women paying alimony, while 53% said no change.
Each year, OWL team members, board members and other volunteers gather together to decide the most pressing issue facing midlife and older women. This issue is then researched and information is gathered to compile the Mother’s Day Report. These reports are free to all and we hope that you enjoy them!
2012 Women and the Workforce: Challenges and Opportunities Facing Women as They Age
This year’s report looks at how factors such as unemployment and underemployment, pay inequality, caregiving, age and gender discrimination, and education, training, and technology are impacting women age 40 and older. The report highlights existing programs that produce real results and offer innovative solutions and policy-driven recommendations to expand economic diversity and accelerate our nation’s productivity.
By industry estimates, about $2 trillion is invested in global hedge funds. And as anyone familiar with Wall Street should know, the lion’s share of that cash is managed by men.
But women are carving out a bigger piece of the hedge fund world. According to The Hedge Fund Journal, women were running about $100 billion of that total in 2011 — and when COOs are included along with researchers and executive teams, that total moves up to $200 billion. True, 10% of the total isn’t a lot to crow about — we are hardly at a place where the industry is truly “equal opportunity.” But considering Wall Street was exclusively a man’s world just several decades ago, it is worth noting that women are indeed on the rise.
So who are the most influential female hedge fund gurus, and just how much money do they manage, directly or indirectly? Here’s a list of five women in leadership positions at some of the most respected hedge funds in the world — some of which they built with their own hands:
Barbara & Shannon Kelley look at women who opt out of the mommy track and instead work for themselves.
From the Huffington Post:
I came across an interesting study the other day that found that when it comes to independent work -- freelancing, consulting, you name it -- those indie workers are more likely to be women. According toMBO Partners' Independent Workforce Index, some 8.5 million women are choosing to fly solo when it comes to work, making up 53 percent of all independent workers.
It's all about work life balance and career satisfaction, the study found, adding that many of the women they surveyed are finding their choice to go it alone more rewarding than traditional work.
Sounds quite dreamy, doesn't it?
But when you look beyond the numbers, you realize there's more involved here than the entrepreneurial spirit or the freedom to go to work in your jammies -- which, when you come right down to it, really isn't all that dreamy. One reason for the growing number of women saying "oh, phooey" to the land of nine-to-five may speak to something beyond career satisfaction, and that's the workplace itself, which still skews a little Mad Men, where, for every Don behind the desk, there's a Betty at home to take care of business. (Okay, Betty's been replaced, but you get my point.)
This is especially true for women with kids. Back when we were doing research and reporting for ourbook, we came across a relevant study by Joan Williams, who's a professor at the University of California Hastings College of the Law and director of the Hastings Center for WorkLife Law. Her report, The Three Faces of Work-Family Conflict, authored with the Center for American Progress, found that women with families were often marginalized or even pushed out when their jobs demanded 24/7 availability or when "full time" meant fifty hours a week or more.