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.
We’ve seen this movie before and the ending still stinks.
The sex-discrimination lawsuit by Ellen Pao against the Silicon Valley venture-capital firmKleiner Perkins Caufield & Byers may be the gender and workplace story of the moment. But let’s get one thing straight: This doesn’t describe anything that’s new. It seems to happen routinely. Just yesterday, at a hearing in London, a lawyer for Latifa Bouabdillah, a former Deutsche Bank AG director, said the woman’s male colleagues were paid bonuses “double or triple that of the claimant” for the same work.
Swap out Pao for Pamela Martens, who led the class-action “Boom-Boom Room” lawsuit against Smith Barney in the 1990s, or Allison Schieffelin, who sued Morgan Stanley in 2001, or Carla Ingraham, who sued UBS AG in 2009, and you wind up with some combination of the same old complaints: coworker come-ons, power meetings for guys only, higher pay for men and retaliation against the uppity women who have the nerve to complain.
In the venture-capital world, where you get more than the usual share of people who are prone to thinking their every experience is novel, there is shock over news that a highly qualified woman has filed a suit against a celebrity firm. But sex discrimination isn’t the iPad, folks. It’s more like the electric typewriter.
Here are America's top women financial advisors, as identified by Barron's. The ranking reflects the volume of assets overseen by the advisors and their teams, revenues generated for the firms and the quality of the advisors' practices. The scoring system assigns a top score of 100 and rates the rest by comparing them with the top-ranked advisor. A ranking of "N" indicates the advisor was not ranked in the specified year.
An Accenture survey released as part of our 2012 celebration of International Women’s Day found that despite their current job dissatisfaction, more than two-thirds of all respondents said they do not plan to leave their current employers, with nearly the same number citing flexible work arrangements as the reason for staying put.
Most respondents said they are taking a variety of steps to actively manage their careers—including accepting a different role or responsibility, receiving more education or training, and working longer hours.
MEN invented the Internet. And not just any men. Men with pocket protectors. Men who idolized Mr. Spock and cried when Steve Jobs died. Nerds. Geeks. Give them their due. Without men, we would never know what our friends were doing five minutes ago.
You guys, ladies suck at technology and the New York Times is ON IT.
Since 2007, McKinsey has been researching intensively the advancement of women in the workplace. The business benefits are clear: a wider, deeper swath of talent to solve problems, spark innovation, and, in many cases, mirror a company’s own customer base.
In 2011, females remained dramatically under-represented as characters in film when compared with their representation in the U.S. population. Last year, females accounted for 33% of all characters in the top 100 domestic grossing films. This represents an increase of 5 percentage points since 2002 when females comprised 28% of characters. While the percentage of female characters has increased over the last decade, the percentage of female protagonists has declined. In 2002, female characters accounted for 16% of protagonists. In 2011, females comprised only 11% of protagonists.
For the last three years, the OpEd Project has conducted a Byline Survey to get a sense of who is getting heard in public discourse. The following are the results of our most recent effort, which evaluated over 7,000 articles in 10 media outlets over a 12 week period from 9/15/11 to 12/7/11. We categorized articles by media type (New, Legacy, College), publication, the author’s status as staff or not staff, and subject. After all of that hard work, I’m glad to say that we have some fascinating results to share with you.
The table below shows the proportion of total articles written by women in New Media (The Huffington Post and Salon), Legacy Media (NY Times, Washington Post, LA Times, and the Wall Street Journal), and College Media (Columbia, Harvard, Princeton, and Yale). As you can see, women were far more active in New Media than in Legacy Media (33% vs 20%). This was expected because, in general, women are more active online than men are. If these numbers are depressing, be heartened by the 38% contribution of articles by women in College Media.
Despite more than a decade of concerted advocacy and good intentions by the industry, women continue to struggle to break through the senior leadership ranks in Canadian Capital Markets- and into the industry. According to Women and Men in Canadian Capital Markets: An Action Plan for Gender Diversity, released at a Women in Capital Markets luncheon, Catalyst found the informality of male-dominated networks, the fact that poor managerial skills are too easily overlooked and the persistent stigma around work-life balance continue to impact women's advancement.
The move to drop the “golden skirt” policy is a sign of ministers’ commitment to strip red tape from companies to get the economy moving.
Ministers said they were “standing up for British business” and were opposing the plans to impose more “burdensome regulation” on companies.
The European Commission launched a consultation in March proposing forcing companies by law to bring in the quotas.
The suggestion for quotas was praised by Prime Minister David Cameron at a summit in Stockholm in March.
However ministers will say the Government is not going to implement the quotas, and instead will merely encourage firms to hire more women in executive positions.
Figures show that nearly 16 per cent of senior positions are now held by women, up from 12.5 per cent last year. If the momentum continues, the number of women on boards will exceed 25 per cent by 2015.
Theresa May, the Home Secretary and Women’s minister, said: “We are encouraging firms to use women’s talents by helping them see the business benefits. But we must allow them to get on with their job.
“Our voluntary approach is reaping rewards. The past year has seen the biggest ever jump in the number of women on boards, and some of the UK's leading companies are now reporting on gender diversity, which will help more women rise to the top.”
A roundup of the highest-paid bosses from 2011 in an earlier Wall Street Journal article is a reminder that women are still a rarity in the corner office. And those that do make it to the corner office are earning far less than their male counterparts.
Kraft Foods CEO Irene Rosenfeld, the top-paid woman last year, ranked 62nd on the list of more than 300 chief executives compiled by Hay Group. With a total direct compensation of $15.5 million, she earned just 1/24th of what top-paid Apple CEO Tim Cook received. (Even considering Cook’s abnormally high pay compared to the rest of the list, Rosenfeld got just one-fifth of what No. 2 Oracle CEO Larry Ellison earned.)
Research suggests the pay disparity between the two genders begins forming early on. New female M.B.A. graduates earn on average $4,600 less than their male counterparts, according to a Catalyst study of graduates from 26 top M.B.A. programs around the world. By mid-career, that pay gap grows to $31,000.