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.
Human rights groups had called on the International Olympic Committee to bar Saudi Arabia from competing in London, citing its failure ever to send a woman athlete to a Games and its ban on sports in girls' state schools.
Powerful Muslim clerics in the ultra-conservative state have repeatedly spoken out against the participation of girls and women in sports.
In Saudi Arabia women hold a lower legal status to men, are banned from driving and need a male guardian's permission to work, travel or open a bank account.
Under King Abdullah, however, the government has pushed for them to have better education and work opportunities and allowed them to vote in future municipal elections, the only public polls held in the kingdom.
"The kingdom of Saudi Arabia is looking forward to its complete participation in the London 2012 Olympic Games through the Saudi Arabian Olympic Committee, which will oversee the participation of women athletes who can qualify for the games," said a statement published on the embassy website.
What does birth control have anything to do with reducing global emissions?
Everything, women around the world would say, because they know how closely linked reproductive health is to issues ranging from poverty and food security to climate change and beyond. This message was precisely what female leaders brought to the Rio+20 conference on sustainable development, but not many were listening, least of all the Vatican.
“The only way to respond to increasing human numbers and dwindling resources is through the empowerment of women,” said Dr. Gro Harlem Brundtland, former prime minister of Norway and former director-general of the World Health Organisation.
“It is through giving women access to education, knowledge, to paid income, independence and of course access to reproductive health services, reproductive rights, access to family planning,” she elaborated, adding that no other way existed to change the current “pattern of human consumption”.
Female leaders have long been trying to tell the world that sustainable development is not just about deforestation, climate change and carbon emissions. Equally as important to sustainable development are gender equality and human rights, which include sexual and reproductive rights.
But the reality is that globally, 215 million women who want to avoid pregnancy are not using effective methods of contraception. More than two and five pregnancies are unplanned, and approximately 287,000 girls and women die each year from pregnancy-related causes. The world has a ways to go to ensure that women have access to full reproductive rights and health.
EIGHTEEN MONTHS INTO my job as the first woman director of policy planning at the State Department, a foreign-policy dream job that traces its origins back to George Kennan, I found myself in New York, at the United Nations’ annual assemblage of every foreign minister and head of state in the world. On a Wednesday evening, President and Mrs. Obama hosted a glamorous reception at the American Museum of Natural History. I sipped champagne, greeted foreign dignitaries, and mingled. But I could not stop thinking about my 14-year-old son, who had started eighth grade three weeks earlier and was already resuming what had become his pattern of skipping homework, disrupting classes, failing math, and tuning out any adult who tried to reach him. Over the summer, we had barely spoken to each other—or, more accurately, he had barely spoken to me. And the previous spring I had received several urgent phone calls—invariably on the day of an important meeting—that required me to take the first train from Washington, D.C., where I worked, back to Princeton, New Jersey, where he lived. My husband, who has always done everything possible to support my career, took care of him and his 12-year-old brother during the week; outside of those midweek emergencies, I came home only on weekends.
As the evening wore on, I ran into a colleague who held a senior position in the White House. She has two sons exactly my sons’ ages, but she had chosen to move them from California to D.C. when she got her job, which meant her husband commuted back to California regularly. I told her how difficult I was finding it to be away from my son when he clearly needed me. Then I said, “When this is over, I’m going to write an op-ed titled ‘Women Can’t Have It All.’”
She was horrified. “You can’t write that,” she said. “You, of all people.” What she meant was that such a statement, coming from a high-profile career woman—a role model—would be a terrible signal to younger generations of women. By the end of the evening, she had talked me out of it, but for the remainder of my stint in Washington, I was increasingly aware that the feminist beliefs on which I had built my entire career were shifting under my feet. I had always assumed that if I could get a foreign-policy job in the State Department or the White House while my party was in power, I would stay the course as long as I had the opportunity to do work I loved. But in January 2011, when my two-year public-service leave from Princeton University was up, I hurried home as fast as I could.
This Study of Rabbinic Compensation by Gender is undertaken by the Central Conference of American Rabbis (“CCAR”) as a service to CCAR rabbis and all the congregations, organizations and communities which they serve and in furtherance of the Reform Movement’s long-standing commitment to economic justice.
This study relies upon the data collected in the 2010-2011 Study of Rabbinic Compensation. That study was conducted by an independent actuarial firm, Buck Consulting, LLC, a Xerox Company (“Buck”), with the assistance of the Reform Pension Board (“RPB”), for the CCAR in partnership with the Union for Reform Judaism (“URJ”). Gender material for this study was computed and analyzed by Mayeri Research/The Internet Poll (New York).
"We’d love to have a gender lens, but we’d have nothing to invest in.” I rocked back on my heels, absorbing this statement from the head of the Africa division of a large social investment fund.
Yet he is not alone. Two years ago, when I first talked with the head of a domestic fund investing in women entrepreneurs, she said, “Jackie I don’t have a gender lens.” Her concern was that a “gender lens” made her appear soft, not return-focused.
For the last two years, I’ve led Women Effect Investments, a field building initiative for gender lens investing. In the process I’ve discovered multiple challenges talking about gender in the investment world. It surfaces concerns about quotas and quality, culture and stereotypes. It is seen as soft, unnecessarily feminist, or limiting. I see a huge opportunity in transcending these concerns. Given women’s centrality worldwide to economic development, health, education, and a strong civil society, investing with a gender lens illuminates opportunities and highlights risks. Take, for instance, the need for electricity in maternity clinics or the challenges that emerge when loan officers are all men. If more investment vehicles employed a gender lens, we could accelerate change for everyone.
To clarify what I by lens—I mean the point(s) of view by which we can analyze investments. There are at least three different lenses that highlight investment opportunities, and they can and often do overlap.
If, as many maintain, women could have such a tonic influence on the markets, why are there so few women traders? Why are women not pushing their way onto the trading floors, and why are banks and hedge funds not waving them in? Women make up at most 5 percent of the traders in the financial world, and even that low number includes the results of diversity pushes at many of the large banks. The most common explanations ventured for these numbers are that women do not want to work in such a macho environment, or that they are too risk averse for the job.
There may well be a kernel of truth to these explanations, but I do not place much stock in them. To begin with, women may not like the atmosphere on a trading floor, but I am sure they like the money. There are few jobs that pay more than a trader in the financial world. Besides, women are already on the trading floor: they make up about 50 percent of the sales force, and the sales force sits right next to the trading desks. So women are already immersed in the macho environment and are dealing with the high jinks; they are just not trading. Also, I am not convinced women are as easily put off by a male environment as this explanation assumes.
There are plenty of worlds once dominated by men that have come to employ more women: law and medicine, for example, were once considered male preserves but now have a more even balance between men and women (although admittedly not at the top echelons of management). So I am not convinced by the macho environment argument.
What about the second-mentioned explanation, that men and women differ in their appetite for risk? There have been some studies conducted in behavioral finance that suggest that on computerized monetary choice tasks women are more risk averse than men. But here again, I am not entirely convinced, because other studies, of real investment behavior, show that women often outperform men over the long haul, and such outperformance is, according to formal finance theory, a sign of greater risk taking. In an important paper called “Boys Will Be Boys,” two economists at the University of California, Brad Barber and Terrance Odean, analyzed the brokerage records of 35,000 personal investors over the period 1991–1997 and found that single women outperformed single men by 1.44 percent. A similar result was announced in 2009 by Chicago-based Hedge Fund Research, which found that over the previous nine years hedge funds run by women had significantly outperformed those run by men.
Alyssa Rosenberg highlights the fifteen most offensive listings in Thomas Delatte’s “100 Hottest Olympians” post for Bleacher Report.
As someone who writes about popular culture, I have to shake my head and laugh rather than vigorously bashing it into my desk. Such is the case with Thomas Delatte’s “100 Hottest Olympians” post for Bleacher Report, a piece so sexist, so insulting, so foolishly written, and that reflects so poorly on the writer that it’s astonishing that someone thought it passed muster. The concept is simple: help heterosexual dudes spot attractive women at the Olympic games (God forbid women admire the bodies of any competitors), and remind them that the important thing isn’t that these women have trained their entire lives to prove that they’re preeminent in their fields, but they’re available to be ogled by viewers at home. Along the way, Delatte reveals that he doesn’t know much about a lot of Olympic sports, but that he’s a gold medal contender in the field of condescending grossness. What follows are the fifteen (out of one hundred profiles) most astonishingly awful things Delatte has to say about female Olympians from around the world, in no particular order:
A state lawmaker who says she was barred from speaking in the Michigan House because Republicans objected to her saying "vagina" during debate over anti-abortion legislation performed "The Vagina Monologues" on the Statehouse steps — with a hand from the author.
Eve Ensler, whose groundbreaking play about women's sexuality still packs theaters 16 years after it debuted, oversaw Monday night's performance by Democratic state Rep. Lisa Brown, 10 other lawmakers and several actresses.
Capitol facilities director Steve Benkovsky estimated about 2,500 spectators — women and men — watched the play in downtown Lansing from lawn chairs and blankets. Billed on Facebook as the "Vaginas Take Back the Capitol!" event, the combination play and protest included political signs and chants of "Vagina! Vagina!"
Ensler, who flew in from California, where she's overseeing production of her new play, said she was thrilled to be involved and likened the punishment meted out by the Republican leadership of the state House to "the Dark Ages."
"If we ever knew deep in our hearts that the issue about abortion ... was not really about fetuses and babies, but really men's terror of women's sexuality and power, I think it's fully evidenced here," Ensler told The Associated Press by phone Monday before arriving in Lansing.
"We're talking about the silencing of women, we're talking about censoring people for saying a body part," she said. "Half of these people who are trying to regulate vaginas, they can't even say the word."
Brown made her comments during debate last week on legislation that supporters say would make abortions safer but that opponents say would make it much harder for women to get abortions. While speaking against a bill that would require doctors to ensure abortion-seekers haven't been coerced into ending their pregnancies, Brown told Republicans, "I'm flattered you're all so concerned about my vagina. But no means no."
Brown was barred from speaking in the House during the next day's session. House Republicans say they didn't object to her saying "vagina." They said Brown compared the legislation to rape, violating House decorum. She denies the allegation.
Female Bosses. They’re a type, aren’t they? At least that’s what dueling research findings seem to suggest. You either get the ones who hang with their sisters at some women’s conference and then offload a project to run home to their kids, or some alpha female whose stiletto seems aimed at kicking you back down the career ladder. If they work in a male-dominated industry, they benefit from more slack than guys when it comes to making mistakes, according to research by Christian Thoroughgood of Pennsylvania State University. Linguistics expert Judith Baxter has found they’re not even funny: More than 80 percent of quips from senior women were met with silence in her research, while 90 percent of the men’s jokes got an immediate laugh.
And working for a female boss if you’re a woman? Don’t get the experts started. Women with female bosses report more headaches and anxiety than those who report to men, a University of Toronto study found. German researchers found they suffer higher levels of depression. Maybe that’s because female bosses direct their hostility toward other women more than 70 percent of the time, according to the Workplace Bullying Institute, while men are more inclined to make everyone feel miserable. Then again, consultants Jack Zenger and Joseph Folkman surveyed 7,280 leaders last year and found women notably better at mentoring, motivating, and driving for results (PDF). Put them in charge, the U.S. Bureau of Labor Statistics has found, and other women in the company end up making more money.
Now comes a June 12 study from Catalyst, a nonprofit group that focuses on expanding opportunities for women in business. As part of its ongoing study of 742 MBA grads, it found that women are not only better than men at helping others—women and men—move up the ladder, but those who sponsored others or developed others earned an additional $25,075 in compensation from 2008 to 2010. Moreover, 73 percent of those mentors are especially inclined to help women, while only 30 percent of the men were.