The Olympics have not even started, yet their faces are already inescapable. Step on to the London Underground, open a newspaper, turn on the television, and the women of 2012 are staring out at you.
Jessica Ennis, Rebecca Adlington, Victoria Pendleton: their names are becoming as familiar as those of Premiership footballers. The queen is Ennis, the heptathlete who is already the unofficial face of the Games, and whose lucrative sponsorship deals are expected to bring her riches of close to £1m before she even steps on to the track.
It is already being whispered about by sports pundits and Olympic officials alike: our female competitors look set to do the unthinkable and claim more medals than our male athletes for the first time, toppling them from the top of the British podium.
For months there's been intriguing talk that presumptive GOP presidential nominee Mitt Romney might pick a prominent woman as his running mate to help give his campaign a kick – and layer on some luster to a plain vanilla, hyper-cautious and meticulously run campaign.
Among the potential picks, four women, more than any others, have consistently been mentioned as possibilities in the Republican vice presidential sweepstakes:
Sen. Kelly Ayotte of New Hampshire, 44, the former state attorney general and relative political newcomer, who just spent a sweltering July 4 campaigning with Romney.
South Carolina Gov. Nikki Haley, 40, a Tea Party favorite and one of Romney's early supporters, who recently ducked ethics violations charges related to campaign lobbying.
Gov. Susana Martinez of New Mexico, 52, the first female Hispanic governor in the U.S., who could potentially give Romney a boost with a constituency he sorely needs.
Former Secretary of State Condoleeza Rice, 57, who served in the Bush administration and would bring the foreign policy bona fides that Romney lacks.
Just this week, Romney's wife, Ann, said that her husband is thinking about picking a woman to be on his ticket this fall. "We've been looking at that and I love that option as well," Ann Romney told CBS News, as he looked on beside her. She said the person selected for the No. 2 spot on the ticket should be "someone that obviously can do the job but will be able to carry through with some of the other responsibilities."
Since 2007, McKinsey’s Women Matter research has explored the role women play in the global workplace, their experiences and impact in senior-executive roles, and the performance benefits that companies gain from gender diversity. In this video, McKinsey partners Joanna Barsh, Sandrine Devillard, Emily Lawson, and Jin Wang recount the progress women have made in reaching the executive suite.
Many companies are making serious efforts to improve the number of women in top jobs. Some detect progress. But others say change is frustratingly slow. This report looks at what companies can do to make a breakthrough.
First, thanks to Anne-Marie Slaughter for peeling the band-aid off an open wound of American womanhood. It’s our dirty little secret: balancing work and family is still impossible for elite American women because of the way we structure work, family, love, marriage, careers, masculinity, and dignity.
Yes. It’s that bad. Fifteen years ago, when I began to write Unbending Gender: Why Family and Work Conflicts and What To Do About It, I thought that all we needed to do was to reshape work and careers. The key problem for women, I pointed out, is that workplaces still are designed around an ideal worker who starts to work in early adulthood and works, full time and full force, for forty years without a break, taking no time off for childbearing, childrearing, or anything else. The result is a clash of social ideals. The ideal worker norm clashes with the norm of parental care: the widespread and uncontroversial sense that children need and deserve time with their parents.
The solution is to reshape workplaces around the values we hold in family life. Careers need to be more flexible, such that career breaks do not spell career doom. Hours expectations need to be more flexible, such that a failure to work “full time” does not derail one’s career. Face time needs to end, allowing people to work when and where they need to, so long as the work gets done. Each of these ideas has subsequently been further developed. Here are twogood examples.
Coaching my daughter Sasha’s basketball team is one of those times when I just get to be “Dad.” I snag rebounds, run drills, and have a little fun. More importantly, I get to watch Sasha and her teammates improve together, start thinking like a team, and develop self-confidence.
Any parent knows there are few things more fulfilling than watching your child discover a passion for something. And as a parent, you’ll do anything to make sure he or she grows up believing she can take that ambition as far as she wants; that your child will embrace that quintessentially American idea that she can go as far as her talents will take her.
But it wasn’t so long ago that something like pursuing varsity sports was an unlikely dream for young women in America. Their teams often made do with second-rate facilities, hand-me-down uniforms, and next to no funding.
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.
YouGov and Bayt.com conducted a survey online amongst the working women in the MENA region with the objective of understanding the perceptions and attitudes of working women pertaining to their role and experience in the work place. This study also delves into the motivations for employment.
The survey was conducted online with a sample of 2,185 respondents between the 17th and the 30th of May, 2012.
Human rights groups had called on the International Olympic Committee to bar Saudi Arabia from competing in London, citing its failure ever to send a woman athlete to a Games and its ban on sports in girls' state schools.
Powerful Muslim clerics in the ultra-conservative state have repeatedly spoken out against the participation of girls and women in sports.
In Saudi Arabia women hold a lower legal status to men, are banned from driving and need a male guardian's permission to work, travel or open a bank account.
Under King Abdullah, however, the government has pushed for them to have better education and work opportunities and allowed them to vote in future municipal elections, the only public polls held in the kingdom.
"The kingdom of Saudi Arabia is looking forward to its complete participation in the London 2012 Olympic Games through the Saudi Arabian Olympic Committee, which will oversee the participation of women athletes who can qualify for the games," said a statement published on the embassy website.