Women

1
Womens Rights

• You don't have to be anti-man to be pro-woman. 
  Jane Galvin Lewis

2

• The emotional, sexual, and psychological
  stereotyping of females begins when the doctor
  says, "It's a girl."  Shirley Chisholm

3

• It was we, the people not we, the white male
  citizens nor yet we, the male citizens but we,
  the whole people, who formed the Union.... Men,
  their rights and nothing more women, their
  rights and nothing less.  Susan B. Anthony

4

• I've yet to be on a campus where most women
  weren't worrying about some aspect of combining
  marriage, children, and a career.  I've yet to
  find one where many men were worrying about the
  same thing.  Gloria Steinem

5

• How good does a female athlete have to be before
  we just call her an athlete?  Author Unknown

6
History and Womens Movements in the United States
7
First Wave (1840-1925)

• 1848 First Womens Rights Convention Seneca
  Falls Convention, New York
• August 26, 1920 19th Amendment Granting women
  the right to vote

8
Second Wave (1960-1995)

• Radical Feminism Womens Liberation Movement
• Reproductive Rights
• Myth of the feminists burned bras in 1968 to
  protest the Miss America pageant

9
Continued

• The Guerilla Girls
• Betty Friedan
• The Feminine Mystique
• 1972 Equal Rights Amendment (ERA) and Title lX

10
Sisters of 77

• Create a national plan of action towards gender
  equality, which would then be given to the
  president and Congress.

11
The Equal Rights Amendment

• Equality of the rights under the law shall not
  be denied or abridged by the United States or by
  any State on account of sex

12

• Section 2 The Congress shall have the power to
  enforce, by appropriate legislation, the
  provisions of this article.
• Section 3 This amendment shall take effect two
  years after the date of ratification.

13
States Yet to Ratify the ERA

• In order for the ERA to pass, it had to be
  ratified by 38 states. Indiana was the 35th and
  final state to ratify the amendment in 1977.

14
As of March 2005, 15 U.S. states have not
ratified the ERA

• AlabamaArizonaArkansasFloridaGeorgiaIllinois
  LouisianaMississippi
• Missouri

• NevadaN.CarolinaOklahomaSouth
  CarolinaUtahVirginia

15
Third Wave (1990s)

• Women of different ethnicities, abilities and
  disabilities, classes, appearances, and sexual
  orientations

16

• Title IX of the Education Amendments of 1972
• in 2002 the Patsy T. Mink Equal Opportunity in
  Education Act in honor of its principal author

17

• United States law enacted on June 23, 1972. The
  law states "No person in the United States
  shall, on the basis of sex, be excluded from
  participation in, be denied the benefits of, or
  be subjected to discrimination under any
  education program or activity receiving Federal
  financial assistance..."1

18

• Although the most prominent aspect of Title IX is
  its impact on high school and collegiate
  athletics, the original statute made no explicit
  mention of athletics.2

19
Women in the Workplace

• Glass Walls Glass Ceilings

20
Gender Stereotypes in the Workplace

• Women
• Sex Object
• Mother
• Child
• Iron Maiden

• Men
• Sturdy Oak
• Fighter
• Bread-winner

21
Sex Object

• Judging based on appearance and actions
• Sexual harassment

22
Mother

• Have or plan to have children perceived as not
  serious professionals
• Emotional labor
• Smile, listen, support, help others

23
Child

• Not taken seriously
• Less mature
• Less competent / capable
• Protecting women
• Combat

24
Iron Maiden

• Independent
• Ambitious
• Competitive
• Tough

25
Gendered Wages

• Equal Pay Act of 1963
• 59 cents for every dollar men earned
• 2000, 72 cents
• 2004 80 cents
• Mothers still paid less than then woman who do
  not have children

26
Obama signs Equal Pay Bill

• January 29, 2009
• Easier for workers to sue for discrimination on
  the job
• Lilly Ledbetter Fair Pay Act
• Extends the period an employee can file a claim
  of discrimination for making less money than
  another worker doing the same job

27

• That there are no second class citizens in our
  workplaces, and that its not just unfair and
  illegalbut bad for businessto pay someone less
  because of their gender, age, race, ethnicity,
  religion or disability

28

• The bill is named for a woman who said she didnt
  become aware of a pay discrepancy until she
  neared the end of her career at a plant owned by
  Ohio- based Goodyear Tire Rubber Co

29
Mean Weekly Salary Men / Women

• Physician 1,364 852
• Attorney 1,340 974
• College Fac. 1,038 859
• Bus Driver 498 384
• Cook 340 300

30

• Weekly earnings of full time working women were
  about ¾ of mens during 2001
• (study of earnings history of over 9,300
  Americans for over 18 years)

31

• Even accounting for factors such as occupation,
  industry, race, marital status and job tenure,
  working women today earn an average of 80 cents
  for every dollar earned by male counterparts

32

• Women are less likely to work a full time
  schedule and are more likely to leave the labor
  force for longer periods of time than men,
  further suppressing womens wages

33

• Working women are penalized for their dual roles
  as wage earners and those who disproportionately
  care for home and family

34

• Men with children get an earnings boost, women
  lose earnings
• Men with children earn about 2 more on average
  than men without children
• Women earn 2.5 less than women without children

35

• Womens median earnings 638 a week
• Mens 798
• (Department of Labor)

36

• Impact of wage gap is painful during our current
  economics downturn as families struggle to make
  ends meet in face of wages and job losses

37

• Pay gap does not necessarily indicate
  discrimination

38

• Employers pay workers who have taken time out of
  the work force less than those with more
  experience on the job, and many women work less
  for family reasons Hudson Institute

39
Differences between Salaries of Male Faculty and
Female Faculty

• 2005, The Chronicle of Higher Education Highest
  faculty rank to the lowest across all 4-year
  institutions
• Prof. 94,235 82,874
• Ass. Prof 66,291 61,539
• Lecturer 47,008 42,584

40
The Bill for Moms Services

• What would be charged for all of the things
  typical full-time mothers do?

41

• According to Newsweek (Mother Matters, 2005),
  the bill would come to 131,471.00 per year!
• Cost to hire cleaning, day care, cooking,
  nursing, laundry, counseling, chauffeuring, and
  so forth

42

• If paid, Stay at Home Moms would earn 134,121
  annually (up from 2005's salary of 131,471).
  Working Moms would earn 85,876 annually for the
  "mom job" portion of their work, in addition to
  their actual "work job" salary.

43

• Salary.com found the job titles that best matched
  a mom's definition of her work to be (in order of
  hours spent per week) housekeeper, day care
  center teacher, cook, computer operator, laundry
  machine operator, janitor, facilities manager,
  van driver, CEO and psychologist.

44

• New job titles that made the list in 2006 include
  psychologist, laundry machine operator, computer
  operator, and facilities manager. The job title
  of nurse fell out of the top 10 this year.

45

• "We don't want to add fuel to the mommy-war
  fire," said Meredith Hanrahan, senior vice
  president of Salary.com Interactive. "Both moms
  struggle with keeping the house clean and moms of
  both types reported making tremendous sacrifices
  to make their children happy, healthy, and
  successful.

46

• Stay at Home Moms give up the benefits of working
  outside the home, including extra income, title,
  and career advancement. Working Moms give up more
  sleep, time for exercise, and skip lunch to spend
  quality time nurturing and educating their
  children. In the end, both claim it was well
  worth it."

47

• Moms work an average of 90 hours a week
• Working Moms reported spending 44 hours per week
  at their "work job" and 49.8 hours at their "mom
  job," for a total of 93.8 hours per week. The
  Stay-at-Home Mom works 91.6 hours at her mom job.

48

• Working Moms get less sleep
• Working Moms reported getting only 6.4 hours of
  sleep per night, versus 6.7 for the Stay-at-Home
  Moms.

49

• Working Moms work 7.2 hours as housekeeper,
  versus 22.1 for Stay at Home Moms
• Taken together, the three lowest paying roles of
  housekeeper, laundry machine operator, and
  janitor represent 29 percent of the Working Mom's
  "mom job," but as much as 38 percent of the
  Stay-at-Home Mom's job, suggesting that Working
  Moms need assistance with these tasks.

50

• "My house isn't as clean as I would like and I
  want to spend more time with my family"
• Working Moms and Stay at Home Moms both spend
  roughly 4 hours per week nurturing the emotional
  needs of their kids in the "mom job" of
  psychologist. The big difference appears to be in
  the "mom job" of day care center teacher, with
  Stay at Home Moms reporting an average of 15.7
  hours per week and Working Moms reporting 7.2
  hours per week

51

• Approx. 105,000 married American fathers choose
  to be stay-at-home dads- care for about 189,000
  children under the age of 15

52

• 2 million American preschool children are cared
  for by their fathers more hours than by any other
  child care provider while their mothers are at
  work

53

• Number of single fathers has grown to 2 million,
  up from 393,000 in 1970

54
Women in Education

• Clearly, women have made great strides over the
  last two decades in their pursuit of college
  diplomas. Indeed, women account for 56 percent of
  college enrollment in the country, according to
  the U.S. Department of Education.

55

• And studies have shown that women are more likely
  than men to earn bachelors degrees in every
  state, every income bracket and every racial
  group. Women earn 57 percent of all bachelors
  and 58 percent of all masters degrees.

56

• Still, women are clearly underrepresented in
  science and engineering higher education programs
  as well as in MBA programs. Women are earning
  from one-third to half of the science and
  engineering undergraduate and graduate degrees
  and an astonishingly low 30 percent of the MBAs
  that are being awarded.

57

• Sex Stereotypes affects self-confidence
• Example Math and Science
• Price Waterhouse vs Hopkins

58

• In 1989, the U.S. Supreme Court held in Price
  Waterhouse v. Hopkins that Title VII the main
  federal anti-discrimination statute -- prohibits
  employers from penalizing employees for failing
  to conform to the gender stereotypes associated
  with their sex. Yet, two decades later, courts
  continue to show ambivalence in sex-stereotyping
  cases.

59

• More specifically, courts continue to uphold
  employers' dress and grooming policies that
  differentiate by sex and, in the course of doing
  so, demand that their employees adhere to the
  stereotypical appearance standards assigned to
  their sex. A recent federal court ruling, in
  Creed v. Family Express Corporation, involving a
  transsexual employee, illustrates and repeats
  the mistake of many other courts that have
  refused to see these policies as a form of
  illegal sex-stereotyping.

60

• In Price Waterhouse, the plaintiff, Ann Hopkins,
  was denied partnership in an accounting firm, at
  least in part because she was too aggressive,
  cursed like a truck driver, and did not walk,
  talk, or dress in a feminine manner. In short,
  she was a woman who acted like a man, and for
  that, she was dealt a career-stunting blow.

61

• Ruling on Hopkins's sex discrimination lawsuit,
  the Court held that Title VII forbids employers
  from discriminating against an employee for
  failing to live up to gender role expectations.
  You can't, in other words, punish a female
  employee for not being feminine enough. That sort
  of gender policing, the Court ruled, violates
  Title VII. In an oft-quoted line, the majority
  observed that "We are beyond the day when an
  employer could evaluate employees by assuming or
  insisting that they matched the stereotype
  associate with their group."

62

• How far does this reasoning reach? Ideally, it
  would reach as far as necessary to serve one of
  the central aims of anti-discrimination law to
  promote equal employment opportunity through the
  eradication of sex-stereotyped decision-making.
  The reach of Price Waterhouse has been tested
  primarily in three types of cases (i) cases of
  gay men or lesbians challenging harassment or
  other discriminatory behavior (ii) cases of
  women challenging sex-differentiated dress or
  grooming codes and (iii) cases of transsexuals
  challenging all varieties of employment policies
  and decisions. Cases in each category, as well as
  cases that involve intersecting categories,
  reveal both the limits and the untested waters of
  the law's protection against sex stereotyping.

63

• To begin, Title VII plainly prohibits employers
  from discriminating on the basis of sex. Other
  than for a very small subset of hiring decisions,
  the statute contains no defenses to a claim of
  facial discrimination -- that is, discrimination
  that is pursuant to a policy that expressly
  differentiates persons based on sex. And it
  contains no exception for dress codes.

64

• Yet courts, in case after case, have upheld the
  right of employers to maintain sex-specific dress
  and grooming codes. Men must wear their hair
  short women can wear theirs long. Men must wear
  business suits women must wear dresses. Women
  can have piercings men cannot. Men cannot wear
  makeup women not only can, but in some cases are
  required to.

65

• Perhaps the most objectionable case in this area
  is Jespersen v. Harrah's, a 2006 case in which an
  en banc panel of the Ninth Circuit upheld by a
  vote of 7-4 the casino's sex-differentiated
  grooming policy under Title VII. The policy was
  startling in the degree to which it required
  women to maintain a highly sexualized feminine
  appearance.

66

• Employees at Harrah's were required to wear the
  same uniform, and all were required to be "well
  groomed, appealing to the eye, be firm and body
  toned, and be comfortable with maintaining this
  look while wearing the specified uniform." In
  addition, men and women had sex-specific grooming
  requirements.

67

• Male employees had to wear their hair short, trim
  their fingernails and refrain from wearing makeup
  or nail polish. Female employees had to wear
  their hair "teased, curled, or styled," as well
  as wear stockings, colored nail polish, and
  specific types of facial makeup outlined by an
  "image consultant." Employees were made up by the
  image consultant, photographed, and held to the
  "personal best" image standard each day at work.

68

• Darlene Jespersen, a longtime, well-regarded
  bartender at the casino, objected to the
  requirements for female employees. She was not in
  the habit of teasing her hair or wearing makeup
  and claimed that being forced to do so interfered
  with her chosen identity and constituted sex
  discrimination.

69

• Jespersen's claim seemed promising, since the
  Ninth Circuit had applied Price Waterhouse
  broadly in two prior cases brought by gay men
  claiming they were harassed for being too
  effeminate. In those cases, which I have written
  about in a previous column, the court correctly
  treated gender policing punishing gay men for
  failing to act according to expectations of
  masculinity -- as a form of unlawful sex
  discrimination.

70

• But Jespersen was foiled in her attempt to take a
  similar stand against forced femininity. The
  court sidestepped Price Waterhouse by simply
  noting that any stereotype being applied did not
  inhibit Jespersen's ability to do the job.

71

• "The only evidence in the record to support the
  stereotyping claim is Jespersen's own subjective
  reaction to the makeup requirement," the court
  claimed. The court ruled, in effect, that
  sex-differentiated grooming and dress codes are
  permissible under Title VII as long as they do
  not impose unequal burdens on men and women.

72

• But even under that standard, it seems puzzling
  why Jespersen did not prevail. It was obvious
  that women, even apart from any identity or
  stereotyping objection, bore more of a burden in
  complying with Harrah's "personal best" policy.
  It is neither expensive nor time-consuming for
  men to keep their hair and nails short and to not
  apply makeup or nail polish.

73

• Women, on the other hand, were burdened with the
  expense and time involved with hair teasing, nail
  polishing and the application of heavy facial
  makeup every single day. The court refused to
  take judicial notice of this difference, however,
  and claimed, unpersuasively, that the record did
  not support a claim of unequal burden.

74

• The court in Jespersen did a tremendous
  disservice to the cause of sex equality. Dress
  and grooming codes may seem insignificant, but
  they are not established in a vacuum. They
  reflect, instead, societal stereotypes and
  prejudices about what men and women should look
  like. These stereotypes punish both men and women
  who do not happen to fit traditional expectations
  of masculinity and femininity.

75

• Meanwhile, dress and grooming codes also
  reinforce a gender hierarchy, in which a working
  woman is evaluated on both appearance and job
  performance. The requirement that women must wear
  leg-revealing business dresses or skirts, for
  instance, is not innocuous. (Nor is the burden of
  a working woman's need for a costly, varied
  wardrobe when a man can get away with a few
  nearly-identical business suits.).

76

• Dress codes serve to emphasize gender
  differences, rather than to highlight
  similarities of skill, credentials, or effort.
  The refusal of courts to confront these cases
  head-on including the refusal to apply
  precedent that is obviously applicable has only
  served to perpetuate existing gender hierarchies

77
Language in our society

• Mankind
• The best man for the job
• Manpower
• Man the desk
• Chairman
• Headmaster
• Policeman, Fireman

78
So

• What does equal really mean to you?
• What do you think about the stay-at-home mom
  versus working mom? What about the dad staying at
  home?
• Women and education should they really have an
  advantage?

79

• Equal professional opportunities?
• Taking the mans name?
• Having a female president? (not uncommon in many
  countries)

80

• 70 percent of Americans believe that a woman
  should change her name when she marries,
• 50 percent believe it should be required by law.
• 5-10 percent of women keep their own names.

81
Politics

• Rick Santorum- It Takes A Family
• Accuses radical feminists of undermining
  families and trying to convince women that they
  could find fulfillment only in the workplace

82

• He says his wife had written that section on his
  book-
• He said when his wife quit her job to raise the
  couples children, she felt many people looked
  down their nose at that decision

83

• Sadly the propaganda campaign launched in the
  1960s has taken root
• The radical feminists succeeded in undermining
  the traditional family and convincing women that
  professional accomplishments are the key to
  happiness

84

• Argues in the book that many of the problems
  facing the poor could be solved by building
  stronger families and communities, including by
  making divorce more difficult and providing
  fatherhood training programs

85

• To put women in combat roles could be a very
  compromising situation, where people naturally
  may do things that may not be in the interest of
  the mission because of other types of emotions
  that are involved.

86

• Men have emotions when you see a woman in harms
  way
• It was a natural inclination to not focus on the
  mission but to try to be in a position where you
  might want to protect someone.

87
Trends and Statistics for Women in Business

• Between 1997-2006 businesses fully women-owned,
  or majority owned by women, grew at nearly twice
  the rate of all U.S. firms

88
Happiest Wives in America

• University of Virginias National Marriage
  Project When Baby Makes Three
• Women who attend church at least weekly with
  their husband and have four or more children-
  happiest

89

• Agreeing that raising children is one of lifes
  greatest joys doubles the likelihood that
  younger married women report being very happily
  married

90

• Pronatalistic attitude is one of the top five
  predictors of marital happiness for both wives
  and husbands

91

• Religious commitment also helps to build a happy
  marriage for women- one when husbands and wives
  attend church regularly are wives more likely to
  be happily married

92

• 64 of wives report being happy when they and
  their husbands attend church (or religious
  service) regularly- compared to about 50 of
  wives in a marriage where only one spouse goes to
  church, or neither spouse attends

93

• Wives in marriages where both spouses go to
  church regularly are also only about 1/3 as
  likely to report their marriage is at risk for
  divorce

94

• 77 of wives in marriage where husband and wife
  believe God is at the center of my marriage
  report being happy
• 1 of such wives report feeling marriages may end
  in divorce

95

• Happiest marriages in the next generation down
  are those who have no children and those who have
  four or more children

96

• Survey of Marital Generosity- religious husbands
  with four or more children are more likely to
  engage in regular acts of generositysuch as
  making coffee in the morning for their wives or
  frequently expressing affectionand to spend more
  quality time with their spouses compared to other
  husbands.

97
Are Wives Making More Than Their Husbands?

• Liza Mundy
• The Richer Sex How the New Majority of Female
  Breadwinners Is Transforming Sex, Love and Family

98

• 2009 Bureau of Labor Statistics
• almost 40 of U.S. working wives now out-earn
  their husbands

99

• Female primary breadwinners- not just a product
  of our recession
• Since 1987 the number of wives taking home more
  than their husbands has risen steadily- by a
  percentage point or so every year

100

• More women than men are getting undergraduate and
  postgrad degrees- by 2050, there will be 140
  college educated women in the U.S. for every 100
  similar men

101

• 2025- more than half of the earners in chief in
  American households will be women
• 9/10 of the U.S. job categories to grow most will
  be nursing, accounting, postsecondary teaching-
  all female dominated

102

• Women are increasingly preferring to remain
  unmarried rather than settle for men who arent
  their intellectual and professional equals

103

• Women will have bargaining power they need to
  usher in a new age of fairness, complete the
  revolution, and push us past the unhappy days of
  the so-called second shift, when so many men and
  women were mired in arguments over equity that
  always seemed to boil down to laundry and dishes.

104

• Men will be liberated as well- theyll craft a
  broader definition of masculinity, one that
  includes domestication but also more time spent
  on manly pursuits hunting, fishing, and extreme
  fitness.

105

• Women will choose spouses who exhibit
  supportiveness (a glass of wine waiting at the
  end of the day, a chance to unburden), parenting
  skills, and domestic achievements.

106

• Male college students- when asked what they look
  for in a partner- they say earning power much
  more than they did 50 years ago

107

• 2008 Families and Work Institute- 40 said men
  should bring home the bacon and women to raise
  the kids, but in 1977 74 said men should do this

108
Surprising Statistics on Women in the Workplace

• Women comprise 46 of the total U.S. labor force
  (in 1900 fewer than 20 of women participated in
  the labor market- today it is about 75)

109

• Women make only 77.5 cents for every dollar that
  men earn (2003 census) most likely due to
  different personal choices men and women make
  about personal fulfillment, child rearing, hours
  at work

110

• The more education a woman has, the greater the
  disparity in her wages- professional specialty
  occupations earned 72.7 of what men in the same
  position earned, and women in upper level
  executive, administrative, and managerial
  occupations earned less at 72.3

111

• Women may work longer to receive the promotions
  that provide access to higher pay- women often
  have to work three years longer in a teaching
  position to be promoted to principal than their
  male counterparts

112

• Women business owners employ 35 more people than
  all the Fortune 500 companies combined- 9.1
  million women owned businesses in the U.S.

113

• Women account for 46 of the labor force, but 59
  of workers make less than 8 an hour- many women
  are taking on jobs that pay well under a living
  wage- 16 of U.S. households having women who are
  divorced, widowed, or never married and are sole
  providers

114

• Many women are at a distinct disadvantage and
  struggling to make ends meet

115

• Only 53 of employers provide at least some
  replacement pay during periods of maternity
  leave- many employers dont provide women with
  any benefits if they leave work temporarily to
  have a child

116

• While there is no law requiring companies to
  offer paid maternity leave, considering it is an
  issue that primarily affects women, it is a blow
  to their income potential and ability to care for
  their families and themselves

117

• 4/10 businesses worldwide have no women in senior
  management- studies show that women outnumber men
  in field like human resources, health
  administration, and education- but in other
  fields a glass ceiling still exists

118

• Women earned less than men in 99 of all
  occupations. Women can expect to earn less over
  their lifetime than their male counterparts.
  Over 47 years of full-time work will result in
  700,000 lost wages for high school grads

119

• Loss of 1.2 million for college grads, and 2
  million for professional school grads

120

• Minority women fare the worst when it comes to
  equal pay- African American women earn 64 cents
  to every dollar white men make- Hispanic women
  just 52 cents per dollar

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