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.
Women are nominated for research prizes just as frequently as men, however unconscious bias and men running prize panels seems to be swaying award outcomes, suggests the study in the current Social Studies of Science journal.
Varying widely by discipline, women receiveabout 40% of all doctoratesin science (around 70% of psychology degrees but less in other fields) and engineering (about 10%), and have long suffered from lower odds of becoming full professors or attaining other markers of prestige in those fields.
"A large body of social science research finds that work done by women is perceived as less important or valuable that that done by men," begins the study led by sociologist Anne Lincoln of Southern Methodist University in Dallas. In their research, the study authors looked at award patterns from 13 scientific and medical societies from 1991 (206 awards) to 2010 (296 awards).
Women are bringing a much needed source of emotional intelligence to the top table and as a result improving a board's ability to innovate, make consensual decisions and connect with customers and staff. This is according to a survey by Inspire, the business network for senior board level women supported by Harvey Nash.
The survey, completed by 326 board-level executives across 19 countries and part of Inspire's Return on Diversity report, revealed that almost two-thirds of respondents (64%) believe women are bringing a greater level of emotional intelligence (EI) to the board which in turn brings greater cultural understanding (91% believed better EI boosted the board's ability in this area), better board consensus (80%) and greater creativity and innovation (75%).
About one in three young Arab women between the ages of 23 and 29 participate in their country's labor force versus about eight in 10 young Arab men. This gender gap is generally consistent across the 22 Arab countries and territories Gallup surveyed in 2011, but young women's labor force participation is slightly higher in low-income countries than in higher income countries.
These findings are based on a new Silatech Index report, "Workforce Participation Linked to Wellbeing Differences Among Young Arab Women," which examines how young women's workforce participation is related to their life evaluations, emotional state, and economic optimism.
In many Arab countries, chronic job shortages combined with cultural factors, such as pressure on employers to give young men jobs that enable them to marry and start families, may limit employment opportunities for young women. The World Bank recently reported that the Middle East and North Africa region continues to have the lowest female workforce participation rate of any global region.
These broad gender gaps persist despite impressive strides in many Arab countries toward gender equity in education. In high-income countries, women aged 23 to 29 are just as highly educated as their male counterparts and are more likely than young men to have a tertiary education (22% vs. 16%, respectively). In middle-income and low-income countries, young women are less likely than young men to have more than a primary education.
The report by New York-based GMI Ratings, a corporate governance consulting firm, is based on an analysis of salaries of more than 1,900 CFOs at Russell 3000 Index (RAY) companies with a market value of $100 million to $25 billion in 2010. About 150 of the CFOs were women.
“There is real discrimination, but nobody wants to deal with it," said Eleanor Bloxham, CEO of Value alliance Co. Female CFOs received on average $1.32 million a year in total compensation, compared with $1.54 million for their male counterparts, according to a model based on the analysis. Compensation included base salary, bonuses, grant-date value of stock awards and stock option grants and retirement benefits.
The firm said its model accurately predicted a CFO’s gender. The lower the salary, the more likely the CFO would be female.
Imagine what it is like to be serving your country and less than a quarter of your constituents look like you. That is the reality for African-American women in politics.
Illinois Sen. Kimberly Lightford (D-Chicago) was the youngest African-American woman to be appointed to the Illinois Senate and she said sexism was evident, but being intimidated by others has disappeared.
“There has always been some general disrespect and resistance to treating me as an equal. I overcame most of this, but it has been a process of working hard to gain respect.” Ligthford said. “In focusing on my mission to improve education, I have felt some negative feedback, but I don’t see it as negative anymore. I see it as my job and I have grown in that way.”
Women only make up 17 percent of all members of the U.S. House of Representatives, 16 percent of U.S. senators, 16 percent of all governors and 24 percent of state legislators according to a 2008 Pew Research study.
Even with this reality, in 2012 nearly three quarters of African-American women say right now is a good time to be a black woman in America, according to a 2012 nationwide study from the Washington Post and Kaiser Family Foundation.
As Augusta National Golf Club prepares to host the competition next week, it faces a quandary: The club hasn’t admitted a woman as a member since its founding eight decades ago, yet it has historically invited the chief executive officer of IBM, one of three Masters sponsors. Since the company named Rometty to the post this year, Augusta will have to break tradition either way.
IBM holds a rarefied position at the Augusta, Georgia, course. The company has a hospitality cabin near the 10th hole, beside co-sponsors Exxon Mobil Corp. (XOM) and AT&T Inc. (T) The companies’ male CEOs have been able to don the club’s signature green member blazers while hosting clients. Non-members, who don’t wear the jackets, must be accompanied by a member to visit the course or play a round.
“They have a dilemma on many levels,” said Marcia Chambers, senior research scholar in law and journalist in residence at Yale University Law School. “If there’s been a tradition of certain CEOs, then they should look at this new CEO in the same way. The only thing that makes her any different is her gender.”
Women work longer days and report working more often on vacation than their male counterparts. Yet, women also report greater perceived satisfaction with their compensation, according to new data released today in theFIT’s first Report on Workplace Culture. Fifty- four percent of women report working nine or more hours a day, compared to 41 percent of men. The report includes survey data from over 5,000 U.S. employees.