The Defense Department received 3,191 reports of sexual assault last year, Panetta said yesterday. That’s 1 percent more than the 3,158 reported in the previous fiscal year and a 19 percent increase over five years, according to an annual review released in March.
“Because we assume that this is a very underreported crime, the estimate is that the actual number is closer to 19,000,” Panetta told reporters at the Pentagon. “I deeply regret that such crimes occur in the U.S. military, and I will do all that I can to prevent these crimes from occurring.”
Among the new measures to stop what Panetta called an “unacceptable” number of sexual assaults, the military will require its sexual-assault response coordinators and victim advocates to obtain nationally recognized certification and will extend confidential reporting and victim-support services to spouses and dependents.
On December 21, Bank of America settled a Justice Department complaint alleging racial discrimination in mortgage lending by its Countrywide subsidiary. But underlying issues are far from resolved. Longstanding federal inaction in the face of widespread discriminatory mortgage lending practices helped create, and since has perpetuated, racially segregated, impoverished neighborhoods. This history of “law-sanctioned” racial segregation has had many damaging effects, including poor educational outcomes for minority children.
Liberty and justice for all is not yet a reality in America. Despite the election of our nation’s first African American president, black Americans continue to trail behind their white counterparts in education, employment, and overall health and wellbeing. And while some states and the federal government continue to expand protections for lesbian, gay, bisexual, and transgender people, more than half of all states still deny them basic civil rights. Such systemic inequities render people of color who are also gay and transgender among the most vulnerable in our society.
In recent years, Latino and African American consumers with good credit scores of 660* and higher have too often ended up with high interest rate mortgages, mortgages which are supposed to go to risky borrowers.
These higher-rate mortgages increased the likelihood of foreclosure among Latinos and blacks. The higher foreclosure rates of these groups help explain why Latinos and blacks have seen such dramatic declines in wealth.
From 2004 to 2008, only 6.2 percent of white borrowers with credit scores of 660 and above ended up with higher-rate mortgages. Latinos and blacks with good credit scores, however, were three times as likely to end up with higher-rate mortgages.
Borrowers of all races suffered from the anything-goes attitude of the housing boom. The Wall Street Journal has reported that more than half of high interest rate loans during the peak years of the boom went to borrowers who should have qualified for prime mortgages. The data also suggests that Latinos and blacks with good credit were especially at risk for ending up with higher-rate mortgages.
Imagine a time with equal representation of ALL women on boards, at the CEO position and in the c-suite. There'd be no more talk of "breaking the glass ceiling." There would be no glass ceiling. Nor would there be talk of "being the first." The presence of strong female leaders would be the norm.
In 1965, affirmative action was established. It was amended in 1967 to ensure that women and minorities were provided opportunities to be considered for job placement. In theory, it served as the catalyst for creating opportunities. Unfortunately, not everyone was ready to meet the new employee requirements. As a result, even in the 21st century women are still struggling to find their place and voice in corporate America.
According to The Atlantic, in 2010, women became the majority of the workforce for the first time in U.S. history. For every two men that got a college diploma last year, three women did the same. The Bureau of Labor Statistics reports that women now hold 51.4% of managerial and professional jobs -- up from 26.1% in 1980. They make up 54% of all accountants and hold about half of all banking and insurance jobs. About a third of America's physicians are now women, as are 45% of associates in law firms -- and both those percentages are rising quickly.
The pink elephant in the living room that isn't being talked about is this: White women have been the biggest beneficiaries of affirmative action. So much so that their presence at mid- to senior-levels dramatically outpace women of color by 4 to 1. In Fortune 500 companies, 2010 numbers show that white women held 12.7% of board seats as compared to women of color holding 3% of the board seats.
If you are a gay college student, when you apply for jobs, should you let it show on your résumé, or should you hide it? And what if your main achievements have been with an LGBT group? Should you include them on your résumé?
From the Huffington Post:
These are tough questions when you consider this sobering map from Freedom to Work showing that employers in a majority of states can legally refuse to interview you just because you are gay, lesbian, or transgender.
Data from a recent study indicate that if you want the job, then no, you shouldn't be out on your résumé. In what has been dubbed the first major audit study to test the receptiveness of employers to gay male job applicants, Andras Tilcsik, a Harvard researcher, suggests that men who identify as gay on their résumés have less success in getting selected for job interviews.
There is virtue both in being out in the workplace from day one and in changing the system from the inside. But it is crucial to not discount the importance of an LGBT-friendly work environment to making you comfortable and, ultimately, successful.
A recent report from the Center for Work-Life Policy, "The Power of Out," has shown that "for gay and lesbian employees ... a climate that fosters inclusiveness and openness is critical both to the longevity of their tenures and their ability to perform well on the job."
Our findings run counter to media coverage of the so-called phenomenon that “women don’t ask.” Instead the problem may be, as some other research has shown, that people routinely take a tougher stance against women in negotiations than they take against men—for example quoting higher starting prices when trying to sell women cars or making less generous offers when dividing a sum of money. Catalyst research has shown a number of ways that talent-management systems can also be vulnerable to unintentional gender biases and stereotypes.
Our latest findings should help us move past arguments that women themselves are to blame for the gender gap. “Too often the focus is on ‘women’s perceived issues’,” says Shahla Aly, a vice president at Microsoft. “This notion gives false comfort – that with time women will ‘be fixed’ and advance.”
If women are asking, but are still not advancing as quickly, maybe we need to frame things differently. Perhaps it’s not that women don’t ask—but that men don’t have to.
The annual reports on sexual harassment and violence at the three U.S. Military Service Academies provide data on reported sexual assaults involving cadets and/or midshipmen, as well as policies, procedures and processes implemented in response to sexual harassment and violence during the Academic Program Year.
The Defense Department said the nation’s military service academies had received 65 reports of sexual assault during the 2010-2011 academic year, the highest total since the Pentagon began maintaining data in 2004.
On Tuesday, the Defense Department said the nation’s military service academies had received 65 reports of sexual assault during the 2010-2011 academic year, the highest total since the Pentagon began maintaining data in 2004.
The academies reported 41 such assaults in the 2009-2010 academic year.
It’s unclear whether those figures represent a step in the wrong direction, with assaults actually on the rise, or a step in the right direction, with more victims willing to come forward to report assaults. The Defense Department said it “does not have the ability to conclusively identify the reasons for this increase in reporting behavior.”