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.
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.”
On a sunny afternoon in late March, before an audience of 1,200 students at the Tec de Monterrey’s satellite campus just outside of Mexico City, Josefina Vazquez Mota, the first female presidential candidate in the country’s history, talked about her campaign. “Michelle Bachelet [the former president of Chile] gave me some great advice, she said ‘never put on a mustache to govern, govern as a woman.’”
Over the past 14 years, the number of women-owned businesses has grown at a rate that exceeds the national average—one and a half times the national average to be exact. The release of the latest business statistics in December 2010 by the U.S. Census Bureau allows for an updated analysis of trends. This new investigation reveals a slowdown in this growth of the number of women-owned businesses as well as a lag in employment and revenue growth—but not where you might think. New statistics on firm size, sales, revenue and employment trends can help inform future business planning, public policy development and entrepreneurial support activities. The State of Women-Owned Businesses Report also highlights some of the issues preventing women-owned businesses from reaching their full potential.
Women have moved into top jobs at some of America's biggest and most recognized corporations including IBM, Pepsico and Archer Daniels Midland. But in their shadows, at the second tier of big U.S. companies, it's a different story.
For perhaps the first time in recent history, male reproductive health is at the forefront of political debate.
In at least six states, lawmakers — all women and all Democrats — have proposed bills or amendments in the last few weeks that aim to regulate a man's access to reproductive health care. It's their way of responding to the ongoing debate around contraception and abortion, said Jennifer Lawless, director of the Women & Politics Institute at American University.
Some would prohibit men from getting vasectomies, such as Georgia's House Bill 1116, which states:
"Thousands of children are deprived of birth in this state every year because of the lack of state regulation over vasectomies."
Others, like an amendment proposed by Oklahoma State Sen. Constance Johnson, restrict where a man can ejaculate, effectively outlawing all manner of sexual acts. The amendment says:
"Any action in which a man ejaculates or otherwise deposits semen anywhere but in a woman's vagina shall be interpreted and construed as an action against an unborn child."
And Ohio State Sen. Nina Turner recently put forward legislation that would require men seeking drugs like Viagra to first get a cardiac stress test to ensure their heart is ready for sexual activity. Oh, and they would also have to obtain certification from one of their recent sexual partners that they are indeed experiencing problems with erectile dysfunction. And they would be required to see a sex therapist before getting a prescription.
"The physician shall ensure that the sessions include information on nonpharmaceutical treatments for erectile dysfunction, including sexual counseling and resources for patients to pursue celibacy as a viable lifestyle choice."
Politicians and employers recognise that gender should be no barrier to career progression. Yet women continue to be under-represented at senior levels across the UK, particularly in the banking sector.
Research by the Institute of Leadership & Management, sponsored by RBS, investigates why so few women are promoted to senior management positions in banking and identifies the challenges they face. The report also propose solutions for the future.
That was the parallax view presented last week at an annual summing up by the National Council for Research on Women, a New York-based network of 100 leading U.S. research policy and advocacy centers, which held a panel here at the Federal Reserve Bank of New York.
Linda Basch, president of the National Council for Research on Women, pointed out women's larger share of poverty. "About 1.2 billion people worldwide--70 percent of them women--live in poverty," Basch said. "In the United States, the poverty rate of women rose to 14.5 percent in 2010, the highest in 17 years, so we have a way to go before gender equity is achieved."
Another disparity is domestic violence. While many higher-income countries have enacted laws, some developing nations still condone wife beating if the woman argues with her husband, refuses to have sex, or burns food.
Last week at a stellar gathering of leaders from business, philanthropy, government, and non-profits, the National Council for Research on Women kicked off 30 years of transforming the way the world looks at women and girls at its annual Making a Difference for Women Awards Dinner.
The Council will honor: Beth Brooke of Ernst & Young; Abigail Disney, Pamela Hogan, and Gini Retiker of theWomen, War & Peace series on PBS; Anita Hill of Brandeis University; and Soledad O’Brien of CNN at Cipriani Wall Street in New York City.
“Our honorees reflect the depth and breadth of our network of researchers, policy specialists, and advocates across business, communication, academia, and the arts. We will not only celebrate all that we’ve accomplished but also focus on all that still needs to be done to improve women’s economic security and advance a critical mass of women into leadership positions by 2015,” said Linda Basch, PhD, President of NCRW.
The Council also recognized 30 outstanding leaders for their contributions to changing the way the world looks at women. Immediately preceding the Awards Dinner, the Council will presented expert roundtable: Women 2012: Taking a Worldwide Reading at the Federal Reserve Bank of New York (RSVP details at www.ncrw.org) which featured top experts from the World Bank, the World Economic Forum, the White House Domestic Policy Council, as well as the Harvard Kennedy School.
Among those who were honored were two women of Filipino descent – Analisa Balares, CEO of Womensphere and Stephanie Mehta, Executive Editor of Fortune Magazine.
Since 1999, the annual Female FTSE benchmarking report has provided a regular measure of the number of women executive directors on the corporate boards of the UK's top 100 companies.
The Female FTSE Index is announced each year in November, and attracts considerable press attention in the UK and internationally. The study was hosted at the Chancellor of the Exchequer's offices at No. 11 Downing Street in 2004. Reports are available from 2001 onwards. The Index is incorporated in the Reports.
Only 14.3 percent of Division I coaches are women, the fewest since 1992, according to a national survey by the former Brooklyn College professors R. Vivian Acosta and Linda Jean Carpenter.
Longtime female coaches say that many qualified candidates, especially those who are mothers or plan to be, leave the profession rather than juggle the demands of coaching and motherhood.
Fewer, they say, are willing to uproot their families to pursue jobs, as men routinely do, or toil for 10 years at modest pay for a chance to be a head coach when so few women are hired. Most Division I assistants make $40,000 to $50,000 a year. The median salary for Division I head coaches is $125,100, according to the 2004-10 N.C.A.A. Gender Equity Report.