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.
The president of Georgetown University cited the importance of Catholic identity in his announcement that student health care plans will not be adjusted to include coverage of birth control.
However, he also indicated that the D.C.-based Jesuit university will continue its practice of offering such coverage to employees.
In an April 26 email to the university community, President John J. DeGioia said that after “thoughtful and careful consideration,” the administration has decided to “continue our current practice for contraceptive coverage in our student health insurance for the coming year.”
DeGioia also said the university will not change its approach to contraceptive coverage for employees in 2013.
Georgetown’s current student health plan does not cover birth control for contraceptive purposes. But according to the National Women’s Law Center, employees of the university can choose between multiple plans, including some that include birth control coverage.
A report issued by the Nebraska Department of Health and Human Services and the Women’s Health Advisory Council shows that while Nebraska is becoming more racially and ethnically diverse, women of color continue to experience disparities in deaths, health outcomes, preventive care, health care access, and social determinants of health.
From 2007-2009, Black women in Nebraska were more likely than women of other racial/ethnic groups to die from cancer, heart disease, and stroke. American Indian women and Hispanic women were more likely to develop diabetes, and American Indian women more likely to die from the disease.
The study, led by The University of Manchester and Monash University, Melbourne, and published in the International Journal of Obesity, examined whether a recently developed measure of anti-fat prejudice, the universal measure of bias (UMB), predicted actual obesity job discrimination. The researchers also assessed whether people's insecurity with their own bodies (body image) and conservative personalities such as, authoritarianism, and social dominance orientation were related to obesity discrimination, as they are related to homophobia and racism.
Psychologist and lead researcher Dr Kerry O'Brien said the nature of the study was initially concealed from the participants to avoid biased results, and simply advertised as a study on whether some people are better at personnel selection than others.
Are women really on track to become “the richer sex” and replace men as primary breadwinners in American families, as recent headlines suggest? Not quite. The notion that women are outpacing men on the job has become a popular media narrative over the past few years. But the data on which it’s based don’t hold up.
Last week, the Bureau of Labor Statistics revealed that, in fact, we’re in the middle of a “mancovery”—while women are slipping backwards. Between June 2009 and June 2011, women lost close to 300,000 jobs, while men gained more than 800,000. “We've never seen a recovery like this,” the National Women's Law Center's Joan Entmacher told NPR, “where two years into the recovery women are doing so much worse than men and are actually losing ground.”
Still, the popular perception is that women are soaring. Much is made of the “fact” that more than 40 percent of American women are their family’s breadwinner. In her recentTime magazine cover piece (adapted fromher new book, The Richer Sex), for example, journalist Liza Mundy cites 2009 Bureau of Labor Statistics data saying that one in four women outearn their spouses. This claim was picked up by scores of media outlets.
But look a bit more closely at the numbers, and the picture doesn’t seem so rosy for women. Which women are advancing? Andwhich men are backsliding? The answers are important if you are going to talk about who’s getting “rich.”
Breast-feeding comes with an often-overlooked cost to new mothers, according to a new study by Phyllis L.F. Rippeyoung, an assistant professor at Acadia University in Nova Scotia, and published in the American Sociological Review.
Breast-feeding comes with a cost to new moms that is often overlooked, according to a new study published in the American Sociological Review. The study looked at data from 1,313 first-time mothers in the U.S. who were in their late 20s or 30s when they gave birth.
Women’s incomes dropped precipitously when they choose to breast-feed for six months or longer -- and they remained low some five years after the babies were born, says the study’s lead author, Phyllis L.F. Rippeyoung, an assistant professor of sociology and coordinator of women’s and gender studies at Acadia University in Nova Scotia.
Rippeyoung’s interest in the hidden costs of breast-feeding was sparked by personal experience. When she became a mom, she was flooded with information about the benefits of breast-feeding -- including the suggestion that it would save her money.
“I thought that it was weird that they were saying it was free,” Rippeyoung remembers. “I was a grad student at the time driving back and forth between teaching and classes, and my milk was drying up since I couldn’t drive and pump at the same time. It was a very difficult thing, but I had to stop breast-feeding. If I’d continued I couldn’t have worked at the same time.”
The data for the new study came from the National Longitudinal Survey of Youth, which included information about the moms’ jobs and incomes, as well as stats on their family life, including the decision to give their babies formula or to breast-feed for a short duration (less than six months) or a long duration (six months or more).
There was a demonstration outside of Facebook’s New York office on Wednesday, organized by the women’s rights group UltraViolet, to protest the social media giant’s decision to appoint an all-white, all-male board ahead of its IPO. The group attempted to deliver a petition, signed by over 53,000 people, demanding that women be added to the board.
“Facebook is going to launch one of the largest IPO’s in history this summer, a success built largely on the participation of women – 58% of their users are women and the vast majority of sharing on the site is done by women – and yet zero people on the board are women.” said UltraViolet co-founder Shaunna Thomas.
Protesters argued that the decision to appoint an all-male board, was bad for the company and for users. Marie Wilson of the White House Project, an non-profit working to advance women in business, stressed the positive effects of women on boards, “We know the difference women make on boards in terms of long-term thinking that’s needed for the future and the value they bring in terms of what they want when they get on boards.” With the involvement of women, the board would better understand and serve its mostly female users, she argued.
Yale School of Management Assistant Professor Victoria Brescoll finds that even women in power purposely curtail how much they speak in a group because they’re aware, whether they like it or not, that being too outspoken can be off-putting.
Now an assistant professor at the Yale School of Management, Brescoll has recently published a paper in the Administrative Science Quarterly that looks at how much men and women who hold powerful positions talk in group settings. Her study found that while men who have high-power positions tend to talk much more than men without very powerful jobs, the difference in how much women in high- and low-power roles talk in group settings, on average, turns out to be insignificant. While that may not be surprising to many, Brescoll wanted to find out both why it happens and illustrate its actual occurrence in the real world.
Her hypothesis? Women — even those in power — purposely curtail how much they speak in a group because they’re aware, whether they like it or not, that being too outspoken can be off-putting. “When men talk a lot and they have power, people are like ‘oh, that’s fantastic, I’d vote for him.’ But when women do it, they are seen as being too domineering, too presumptuous. Women perceive this, and that’s why they temper how much they talk.” Or as Stanford professor Bob Sutton put it in a blog post about Brescoll’s work, “The blabber mouth approach works for guys, but backfires on women.”
To examine this question, Brescoll designed three studies.
Prepared by the FINRA Investor Education Foundation, this study finds that women with low levels of financial literacy were more likely to engage in costly credit card behaviors than men with low financial literacy. The findings suggest that increasing financial literacy can improve credit card management and reduce or eliminate gender-based differences in credit card behavior (released April 2012). The study is based on data from the 2009 National Financial Capability Study.
According to an ongoing study conducted by Black Women’s Blueprint, sixty percent of Black girls have experienced sexual abuse before the age of 18. More than 300 Black women nationwide participated in the research project. A similar study conducted by The Black Women’s Health Imperative seven years ago found the rate of sexual assault was approximately 40%.
The pervasive nature of this trauma could translate into an increased risk for Black women and girls to experience depression, PTSD and addiction, common symptoms experienced by many survivors of rape.
The Department of Justice estimates that for every white woman that reports her rape, at least 5 white women do not report theirs; and yet, for every African-American woman that reports her rape, at least 15 African-American women do not report theirs.
There are many reasons why Black women may choose not to report incidences of sexual assault. Survivors of all races often fear that they will not be believed or will be blamed for their attack, but Black women face unique challenges.