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.
MEN invented the Internet. And not just any men. Men with pocket protectors. Men who idolized Mr. Spock and cried when Steve Jobs died. Nerds. Geeks. Give them their due. Without men, we would never know what our friends were doing five minutes ago.
You guys, ladies suck at technology and the New York Times is ON IT.
Men are more likely than ever to join female-dominated professions--and they're also more likely to out-earn their female colleagues.
From Women's eNews:
But attitudes are shifting fast in our hard-pressed economy. Men are now gravitating toward female-dominated occupations, according to a recent analysis of census data by the New York Times.
The Times analysis showed that from 2000 to 2010, occupations that are more than 70 percent female accounted for almost a third of all job growth for men, double the share of the previous decade.
And as men move into what used to be female territory, they are doing very well; better than women in fact. In the 20 most common occupations for women, according to the Washington, D.C.-based Institute for Women’s Policy Research, men out-earn women in all but two. For example, the median weekly earnings for female social workers is $798, while for men it is $902.
White men in these fields are climbing aboard what’s coming to be called the "Glass Escalator." They get a double boost from being white and being male and rise more quickly than equally qualified women in position, pay and benefits.
This is in stark contrast to what happens to women who move into male-dominated fields. Historically, “token women” have faced discrimination and marginalization and were often overlooked for a promotion, even when their work was stellar.
Since 2007, McKinsey has been researching intensively the advancement of women in the workplace. The business benefits are clear: a wider, deeper swath of talent to solve problems, spark innovation, and, in many cases, mirror a company’s own customer base.
In 2011, females remained dramatically under-represented as characters in film when compared with their representation in the U.S. population. Last year, females accounted for 33% of all characters in the top 100 domestic grossing films. This represents an increase of 5 percentage points since 2002 when females comprised 28% of characters. While the percentage of female characters has increased over the last decade, the percentage of female protagonists has declined. In 2002, female characters accounted for 16% of protagonists. In 2011, females comprised only 11% of protagonists.
For the last three years, the OpEd Project has conducted a Byline Survey to get a sense of who is getting heard in public discourse. The following are the results of our most recent effort, which evaluated over 7,000 articles in 10 media outlets over a 12 week period from 9/15/11 to 12/7/11. We categorized articles by media type (New, Legacy, College), publication, the author’s status as staff or not staff, and subject. After all of that hard work, I’m glad to say that we have some fascinating results to share with you.
The table below shows the proportion of total articles written by women in New Media (The Huffington Post and Salon), Legacy Media (NY Times, Washington Post, LA Times, and the Wall Street Journal), and College Media (Columbia, Harvard, Princeton, and Yale). As you can see, women were far more active in New Media than in Legacy Media (33% vs 20%). This was expected because, in general, women are more active online than men are. If these numbers are depressing, be heartened by the 38% contribution of articles by women in College Media.
Despite more than a decade of concerted advocacy and good intentions by the industry, women continue to struggle to break through the senior leadership ranks in Canadian Capital Markets- and into the industry. According to Women and Men in Canadian Capital Markets: An Action Plan for Gender Diversity, released at a Women in Capital Markets luncheon, Catalyst found the informality of male-dominated networks, the fact that poor managerial skills are too easily overlooked and the persistent stigma around work-life balance continue to impact women's advancement.
The move to drop the “golden skirt” policy is a sign of ministers’ commitment to strip red tape from companies to get the economy moving.
Ministers said they were “standing up for British business” and were opposing the plans to impose more “burdensome regulation” on companies.
The European Commission launched a consultation in March proposing forcing companies by law to bring in the quotas.
The suggestion for quotas was praised by Prime Minister David Cameron at a summit in Stockholm in March.
However ministers will say the Government is not going to implement the quotas, and instead will merely encourage firms to hire more women in executive positions.
Figures show that nearly 16 per cent of senior positions are now held by women, up from 12.5 per cent last year. If the momentum continues, the number of women on boards will exceed 25 per cent by 2015.
Theresa May, the Home Secretary and Women’s minister, said: “We are encouraging firms to use women’s talents by helping them see the business benefits. But we must allow them to get on with their job.
“Our voluntary approach is reaping rewards. The past year has seen the biggest ever jump in the number of women on boards, and some of the UK's leading companies are now reporting on gender diversity, which will help more women rise to the top.”
A roundup of the highest-paid bosses from 2011 in an earlier Wall Street Journal article is a reminder that women are still a rarity in the corner office. And those that do make it to the corner office are earning far less than their male counterparts.
Kraft Foods CEO Irene Rosenfeld, the top-paid woman last year, ranked 62nd on the list of more than 300 chief executives compiled by Hay Group. With a total direct compensation of $15.5 million, she earned just 1/24th of what top-paid Apple CEO Tim Cook received. (Even considering Cook’s abnormally high pay compared to the rest of the list, Rosenfeld got just one-fifth of what No. 2 Oracle CEO Larry Ellison earned.)
Research suggests the pay disparity between the two genders begins forming early on. New female M.B.A. graduates earn on average $4,600 less than their male counterparts, according to a Catalyst study of graduates from 26 top M.B.A. programs around the world. By mid-career, that pay gap grows to $31,000.
Unmarried women were among Barack Obama’s most loyal supporters in 2008, turning out in droves and delivering 70 percent of their votes to him. When many of them stayed home in the 2010 midterm election, Democrats lost the House and had their Senate majority trimmed.
Now, determined to get single women back, Senate leaders are reshaping their legislative agenda, advancing a bill to bolster workers’ ability to win pay discrimination lawsuits. A similar measure was blocked by Republicans two years ago, and proponents expect it to be rejected again, setting up a contrast between the parties over an issue that especially touches unmarried women.
It will be the third time this year that Senate Democrats will push for votes on policies affecting women, with the other measures focused on insurance coverage for contraceptives and programs for domestic violence victims.
They are aiming to fire up the 55 million single, divorced, separated or widowed U.S. women eligible to vote this year. While 60 percent of all unmarried women cast ballots in 2008, just 38 percent turned out in 2010, said Democratic pollster Celinda Lake. Democratic strategists see these voters as critical to helping return Obama to the White House and to retain Senate seats in Ohio, Virginia and other states.
“What is really at issue is their turnout rate,” Lake said in an interview. “Unmarried younger women plummeted in the turnout in 2010, and they came into this election cycle not very interested in the election.”
A gender discrimination suit filed by a female employee of Kleiner Perkins Caulfield and Byers has exposed a system to view that allegedly boosted male positions and compensation while excluding the company's female employees, reports ABC News.
Ellen Pao, 42, an investment partner with the firm, filed a lawsuit on May 10 alleging the firm engaged in gender discrimination against her and other female employees. She said she faced retaliation when she complained of multiple instances of sexual harassment, which included being pressured by a junior partner to have a sexual relationship and being given a book that had "sexual drawings" and poems with "strong sexual content."
Kleiner Perkins, the esteemed venture capital firm based in Menlo Park, Calif., is seven miles away from the headquarters of Facebook, one of the many tech firms in which it has invested in its 40-year history. Google, Zynga and Groupon are among other beneficiaries of Kleiner Perkins' investments, which can range from $100,000 to $50 million.
In this elite world, women represented fewer than 10 percent of high-level venture capitalists, and left the industry at twice the rate as that of men, according to an estimate from the Kauffman Foundation in 2004.
Teresa Nelson, a professor at Simmons School of Management in Boston and faculty affiliate at the Center for Gender in Organizations, said she has no knowledge that the situation has changed.