Re:Gender works to end gender inequity 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.
CRB, at the request of CalVet and the Commission on the Status of Women, surveyed California’s women veterans to find out what they currently need, what they needed at the time they transitioned from the military, and what are their sociodemographics. This report presents the findings of that survey. Women veterans told us they need help finding a job when they leave the service and that they currently want physical and mental health care. The needs for women-specific and senior-specific services are growing needs in the women veterans community as well."
Rebecca E. Blanton and Lisa K. Foster (CRB-12-004)
Ultra-orthodox, or haredi, women are joining the Israeli labor force in increasing numbers and many are choosing to work in technology, attracted in part by the industry’s willingness to accommodate their religious lifestyle.
Ultra-orthodox, or haredi, women are joining the Israeli labor force in increasing numbers and many are choosing to work in technology, attracted in part by the industry’s willingness to accommodate their religious lifestyle. While that has helped keep jobs that might otherwise have gone offshore, their husbands’ joblessness is a drag on economic growth, according to the Bank of Israel and the International Monetary Fund.
“A continued increase in the share of the population which does not participate in the workforce cannot continue forever, and so will have to stop,” Bank of Israel Governor Stanley Fischer said earlier this year. The imbalance has to be corrected for the health of the economy, he added. The central bank predicts growth will slow to 3.1 percent this year from 4.8 percent in 2010 and 2011.
While the ultra-Orthodox make up about 8 percent to 10 percent of the population, they will represent 17 percent of working-age Israelis in 20 years because of their high birth rate, according to the bank. By the late 2050s they will account for a quarter of the population, a March 9 IMF report found.
As it has done at least once a decade for the past 40 years, the media seems intent on pitting women against each other in a "Having it All" debate about work inside and outside the home. Author and organizer Ellen Bravo explains why the discussion defies reality.
When Anne Marie Slaughter wrote her article for Atlantic magazine on “Why Women Still Can’t Have It All,” describing her decision to leave a top job for Hilary Clinton at the State Department, she acknowledged that she’s talking about a small sliver of elite women. “Millions of other working women face much more difficult life circumstances,” Slaughter noted.
But neither Atlantic, nor the New York Times, nor any of the other major media outlets that has run or commented on Slaughter’s article, spotlight these working mothers—the majority, in fact—who are struggling with daily hardships because our country does not provide basic policies that help value families in the workplace.
These women are not thinking about “having it all,” they’re worried about losing it all—their jobs, their children’s health, their families’ financial stability—because of the regular conflicts that arise between being a good employee and a responsible parent.
The debate over this proposed legislation reveals serious flaws in reasoning about the impact of public efforts to promote fair pay. Recent academic research suggests that many women are underpaid for the same reason that many chief executives may be overpaid — because the labor market doesn’t work according to the standard textbook model based on impersonal forces of supply and demand.
The Paycheck Fairness Act would have required employers to give a “business” reason for paying men and women different wages for equal work. It would also have prohibited retaliation against employees who revealed wage information.
Criticisms of the proposed legislation took several forms. A common claim was that it would do more harm than good, because pay discrimination is not the most important cause of gender disparities. Conservatives are not the only ones who insist that women are paid less primarily because they choose to devote more time to family responsibilities than men do. The New York Times columnist Eduardo Porter recently articulated a similar argument.
But pay discrimination and choices to take time out of paid employment are complementary rather than competing explanations of gender differences in pay. Women who are paid less — or who anticipate fewer opportunities for promotion — than their male counterparts are more likely to drop out of paid employment. Their choices represent, in part, a response to discrimination.
If a woman does drop out for a while, an employer who pays her less is off the hook. Case law shows that a lower level of experience on the job is typically considered a bona fide “business” reason for paying someone less. In herdiscerning analysis of the impact of the Equal Pay Act passed in 1963, a University of Maryland law professor, Deborah Thompson Eisenberg, points out that the Paycheck Fairness Act would have simply codified majority interpretations of that law.
The Progressive States Network maps states' health care protection laws, including access to birth control.
From the PSN blog:
Forty-eight states and the District of Columbia have separately adopted at least one of the consumer protections in the Affordable Care Act as state law. No matter what the Supreme Court decides about the federal law, consumers in those 48 states continue to have at least some protection from the abusive practices of health insurance companies. These protections include:
Prohibiting plans from dropping patients after they get sick;
Requiring plans to cover preventive care with no co-pays;
Prohibiting plans from refusing to cover children with preexisting conditions;
Requiring plans to allow young adults to buy coverage through their parent’s plan;
Prohibiting plans from imposing annual or lifetime dollar limits on coverage;
Allowing patients to choose their primary care doctor or their child’s pediatrician;
Prohibiting plans from refusing to cover emergency care without prior approval from the plan;
Requiring plans to cover contraception on the same basis that it covers men’s reproductive health care; and
Requiring plans to give women direct access to ob/gyn preventive care without a referral.
Eight politically-diverse states have passed all ten of these consumer protections. This ranged from solidly progressive states (Connecticut, Hawaii, and Vermont), states with split party control (Iowa, New York, North Carolina, andOregon) and a state that is under conservative control (Maine).
Twelve equally diverse states have passed between five and nine of the consumer protections. From states under conservative control (Nebraska, North Dakota, Utah, and Virginia) to solidly progressive states (California, Delaware,Maryland, Massachusetts, and Washington), and states under split party control (Colorado, Minnesota, and New Jersey).
Thirty-eight states have passed between one and four consumer protections Only two states have failed to pass any of these consumer protections: Alaska and Wyoming.
Some of these market reforms were adopted by states prior to the Affordable Care Act, which was modeled in part after successful state policies. In addition to remedying these ten problematic health insurance industry practices, the federal health care reform law expands coverage to 32 million uninsured Americans, makes health insurance and health care more affordable, and improves the quality of our care.
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.
A provision in the 2010 health care law requiring contraceptive coverage for women without copays has gotten most of the press.
But much more is at stake for women if the Supreme Court overturns the health care law. Starting in 2014, the law bars insurance practices such as charging women higher premiums than men, or denying coverage for pre-existing conditions that could include pregnancy, a Caesarean-section birth or a sexual or a domestic violence assault.
Last year, in Wal-Mart Stores, Inc. v. Dukes, a deeply divided Supreme Court voted 5-4 to erect significant barriers to employees’ rights to bring class actions under our nation’s nondiscrimination laws. The Equal Employment Opportunity Restoration Act of 2012 (EEORA) will remove the obstacles the Supreme Court placed in the way of ordinary Americans seeking their day in court and provide a clear avenue for employees subject to company-wide discrimination to come together to seek redress. This fact sheet discusses the EEORA and it's impact on women workers.
"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.
A new paper by researchers at Texas Christian University, the University of Minnesota, the University of Texas at San Antonio and Arizona State University examine the "lipstick effect" and find that the more insecure the economy, the more money women spend on beauty products.
Although consumer spending typically declines in economic recessions, some observers have noted that recessions appear to increase women‘s spending on beauty products—the so-called lipstick effect. Using both historical spending data and rigorous experiments, we examine how and why economic recessions influence women‟s consumer behavior. Findings revealed that recessionary cues – whether naturally occurring or experimentally primed – decreased desire for most products (e.g., electronics, household items). However, these cues consistently increased women‘s desire for products that increase attractiveness to mates —the first experimental demonstration of the lipstick effect. Additional studies show that this effect is driven by women‘s desire to attract mates with resources and depends on the perceived mate attraction function served by these products. In addition to showing how and why economic recessions influence women‘s desire for beauty products, this research provides novel insights into women‘s mating psychology, consumer behavior, and the relationship between the two.