Entries in "diversity"
July 24, 2007
addressing unfair compensation in US companies
What were the managers at Goodyear Tire and Rubber thinking, when they continued to keep Lilly Ledbetter's salary lower than her 15 other peers, who were also front-line supervisors doing the same work, for years and years and years?
Apparently, they were thinking that the government would be on their side, because Ms. Ledbetter had not smelled the rat quickly enough. She did not receive any hints from coworkers until late in her career that she was not receiving fair compensation.
A jury found evidence of pay discrimination, and awarded Ledbetter back pay and damages. Goodyear appealed that judgment and it was reviewed this year by the United States Supreme Court, where it was overturned on a technicality by a 5-4 vote. The majority justices were Alito, Kennedy, Roberts, Scalia, and Thomas.
On June 20, CA representative George Miller introduced a bill to remove that technicality for all future workers; it has already been approved by the House Education and Labor committee. His cosponsors in the House of Representatives included Andrews, Berkley, Capps, Clarke, Davis of IL, DeLauro, Farr, Hinjosa, Hirono, Hoyer, Kucinich, Loebsack, Maloney, McCarthy of NY, McCollum, McDermott, Nadler, Norton, Sanchez of CA, Shea-Porter, Slaughter, Van Hollen, and Woolsey. A press release from the Education and Labor Committee last month provides more details about the bill.
On July 22, MA Senator Edward Kennedy introduced the bill in the Senate as well. Cosponsors of the bill include Senators Boxer, Clinton, Dodd, Durbin, Harkin, Leahy, McCaskill, Murray, Mikulski, Obama, Snowe, Spector, Stabenow, and Whitehouse.
If your district representative and senator are not both on those lists, then I join with Law Blogger David S. Cohen in urging you to call the congressional members for your district and state to urge passage of the bill. If you happen to run across a chance to ask any other presidential candidate a question, ask them where they stand regarding pay discrimination -- with employers in covering up, or with employees in seeking protection within a reasonable time period after learning about potential discrimination.
More information about the case and the proposed law is available at CorrectTheCourt, along with an easy web form for contacting your legislators. Of course, a phone call or "snail mail" letter may have more impact than a form-based email.
Kudos for Lilly Ledbetter for continuing to combat injustice and to stand up for future generations who might face unfair compensation in US companies.
June 11, 2007
let 2008 be the summer when unpaid FMLA ends
I just came across a post I made a little over a year ago, which I rather grandiosely entitled "let this be the century when sexism ends." Similarly, I hope that next summer, the 15th anniversary of the original Family and Medical Leave Act, will be the summer when we see the act revised so that all working Americans are protected from job loss if they need to take time off because of temporary health issues, or to care for others with health issues. Why are so few Americans protected by this important act? Read this poignant first-person reporting by Margaret Lowry to learn the basics.
In 2004, California implemented a statewide improved version of the FMLA, which provides partially paid leave for the first six weeks of a medical or family leave of absence from work. The California Family Medical Leave Research Project at UCLA has documented some of the benefits of this expansion of protection, although the scholars are troubled at how few workers are aware of their new rights. The report also documents the high number of workers who needed to take a leave before the new CA law went into effect, and were unable to do so, because of the financial consequences of taking even a short unpaid leave.
In December, the Department of Labor issued a request for comments on the FMLA, and received many responses. The National Coalition to Protect Family Leave presents many arguments in favor of strengthening the law. Some businesses argue that the law is already too broadly applied, and ask the government to support limitations on who can be approved for leave -- see this article in the San Antonio Express-News online.
Sherrod Brown serves on the Senate Health, Education, Labor, and Pensions Subcommittee on Employment and Workplace Safety. I certainly hope that he has some interns at work on analyzing the comments received at the Department of Labor. It would be wonderful to see a well-reasoned revision to the original 1993 FMLA act introduced in congress in the coming months. Perhaps before its 15th birthday arrives, the act could be given the gift of meaningful power to help all workers who need to take leave for serious health issues or to care for others dealing with serious health issues.
April 09, 2007
discussing race in the region and the nation
This Thursday, as part of Case's fifth annual Research ShowCase, I will be attending a panel discussion from 10:30 - noon on "Race and the Nation" which includes a nationally prominent speaker, five panelists (three MDs, two PhDs, and one DDS), and a great moderator -- Dee Perry, from WCPN.
There are several other interesting panel sessions on Wednesday afternoon and throughout the day on Thursday, and all events in the showcase are free an open to the public! Please join us, at the Veale Convocation Center, accessible from Adelbert Road near the University Circle RTA station.
April 03, 2007
benefits of welcoming work environments for all
Two quick links to recent studies suggesting that work environments where members of demographic minorities are welcomed and fully integrated into work culture yield positive performance benefits for all workers:
- Bilimoria and Jordan study of bioscience department at a midwestern university
- Scott E. Page's 2007 book, "The Difference: How the Power of Diversity Creates Better Groups, Schools, Firms and Societies"
August 31, 2006
a reminder of cultural differences
Even within the state of Ohio, there are important cultural differences -- the ones that originate in popular culture, as experienced by people of different ages. We are well into the arrival of Generation Y on our college campuses, and this year's edition of the Beloit Mindset List allows us a small peek into the reality of our entering undergraduate students.
I wish there was a "cheat sheet" for college professors about currently popular music. I used a CD from my car as background music before my first class started on Tuesday afternoon, and the first song on the CD (not the one I wanted to play, but it started playing unbidden, before I could figure out the upgraded interface on the touchpanel that controls the classroom technology) was Russ Freeman's "Anywhere Near You" from his album drive. Within 3 seconds, my students were making jokes about "hey, it's the WAVE!" This was not the first impression that I wanted to make.
But of course, I have no idea if playing "Breaking Free" from the soundtrack for High School Musical would be more hip, or just a sad, outdated attempt at appearing to be able to connect with college sophomores.
How do generational differences become apparent to you in your workplace? What helps bridge generational differences?
August 09, 2006
I'll be heading to Atlanta soon for the Academy of Management
I’ll be facilitating a roundtable in the ODC doctoral consortium on Saturday, and participating in the ODC board meeting on Sunday afternoon.
On Monday, I’ll be giving a presentation with my colleague Latha Poonamallee as part of this symposium:
Program Session #: 676 | Submission: 12162 | Sponsor(s): (GDO, CAR)
Scheduled: Monday, Aug 14 2006 12:20PM – 2:10PM at Hyatt Regency Atlanta in Inman
She’s Having a Baby!?: The Transition to Motherhood and Working Women’s Identity and Careers
Chair: Judith A. Clair; Boston College
Chair: Danna Greenberg; Babson College
Discussant: Laura Morgan Roberts; Harvard U.
In this symposium, we explore how women make decisions about, move through, and negotiate identity and career as they consider getting pregnant, and progress through their pregnancy and childbirth at work. While as scholars we theorize about the implications of having children for women’s careers, we less commonly discuss or study this “middle period” when women move from “working woman” to “working mother.” We view this period as consequential for women in that it sets the course for the future relationship women have with their careers and organizations. In addition, we find the identity and career issues as women make decisions about and move through pregnancy (and their bodies literally “blossom” before their own and co-workers’ eyes) to be rich with possibility for theory building. In addition to building scholarly knowledge, further insight into this period of working mothers’ lives holds practical implications for women and policy makers as women’s decisions and experiences have implications for their work identities and careers. Our goal during this symposium is to spark interest among scholars to further explore the dynamics of pregnancy decision making and the movement through pregnancy and childbirth in the workplace and its implications for working women.
Better Later than Earlier? Age at First Birth and its Impact on Perceived Career Success
Author: Jamie J. Ladge; Boston College
Author: Monique Valcour; Boston College
Private to Public: Emerging Images and Identities for Pregnant Women in the Workplace
Author: Danna Greenberg; Babson College
Author: Judith A. Clair; Boston College
Nurturing Identity, Professional Identity: Breastfeeding and the Return to Paid Employment
Author: Sandy Kristin Piderit; Case Western Reserve U.
Author: Latha Poonamallee; Case Western Reserve U.
and on Tuesday my colleagues will present a paper on which I am a co-author, as part of this symposium:
Program Session #: 992 | Submission: 14998 | Sponsor(s): (GDO, CAR)
Scheduled: Tuesday, Aug 15 2006 8:30AM – 10:10AM at Hyatt Regency Atlanta in Cairo
Women Above the Glass Ceiling: Collusion, Voice and Exit
Chair: Susan Mary Vinnicombe; Cranfield U.; [E-Mail This Contact]
Hewlett and Luce’s (2005) recent study suggests that women are leaving the corporate world (off-ramping is the term they use) in greater numbers than men. An alarming finding from their study is that when these women want to get back into the corporate world (on-ramp), zero per cent of those who were previously in the business sector want to return to their former employers. Such a finding indicates that the women were not happy with their experiences in their organisations. The kaleidoscope career model (Mainiero & Sullivan, 2005) suggests that women face three career issues (authenticity, balance and challenge) that they then shift for a best fit at different career stages and thereby create different patterns, much like the kaleidoscope does. In mid career women are coping with family/relational demands and hence issues of balance move into the forefront. They continue to seek challenge and authenticity, but those issues make way for the need to achieve balance. In late career, women have resolved the balance issues to a large extent and the questions of authenticity take center. They continue to wish for challenge and want balance, but authenticity moves to the forefront. Researchers seem to agree that the mid life stage involves a re-evaluation and rebalancing of both personal and professional aspects of a person’s life. However, there are very few studies that have attempted to understand the nature and components of this rebalancing act.
Women Above the Glass Ceiling: Collusion, Voice and Exit
Author: Susan Mary Vinnicombe; Cranfield U.
Author: Halla Tómasdóttir; Cranfield U.
Turning a Blind Eye: Executive Women Conforming to the Gendered Organization
Author: Nurete Leor Brenner; Case Western Reserve U.
Author: Lindsey Godwin; Case Western Reserve U.
Author: Diana Bilimoria; Case Western Reserve U.
Author: Deborah A. O’Neil; Case Western Reserve U.
Author: Sandy Kristin Piderit; Case Western Reserve U.
Women Above the Glass Ceiling: Exit
Author: Deirdre Anderson; Cranfield U.
Author: Val Singh; Cranfield U.
Author: Susan Mary Vinnicombe; Cranfield U.
Women Above the Glass Ceiling: Voice Through Women’s Corporate Networks
Author: Val Singh; Cranfield U.
Author: Susan Mary Vinnicombe; Cranfield U.
Author: Savita Kumra; Oxford Brookes U.
If anyone would like to see a copy of either presentation, please comment here, or send me an email.
March 08, 2006
let this be the century when sexism ends
Today is Blog Against Sexism day, and as promised, I'm going to write something about pregnancy discrimination. It's by no means the only manifestation of sexism in our society, but it's one that I have thought about a lot over the last few years, especially since I began teaching my undergraduates the basics about nondiscrimination in employment interviewing.
In a great post on BlogHer about ten days back, Jory DesJardins told a story that sounded all too familiar to me:
Recently I helped a friend get a position at a firm where I knew the principals, who were both men. She already had a small child, and they'd agreed to flexible hours. She worked from home but was enormously structured, starting work at 5am to begin sales calls on the East Coast and taking breaks in the middle of the day to be with her daughter. The situation was working well, until she got pregnant again. Her voice was low and secretive when she called. "I'm pregnant," she nearly whispered. "Congratulations!" I said. She didn't sound as happy as I was for her.
"Thanks," she said. "I haven't said anything yet to my boss."
Sadly that is often what women think upon hearing such news--how do I make it look like having another life in the house won't have any effect on my work performance?
Yes, many employers consider it a bad thing if a worker gets pregnant, and it's such a short-term and narrow-minded point of view. Forget the joy of bringing a new life into the world, forget the long-term contribution that the mother and her social support system will make by raising a young citizen with untold promise, forget that all workers eventually retire and we do need, as a society, to nurture the next generation of productive workers... are you going to be able to deliver your tasks on time to me over the next six months?
I understand that it is disruptive to the normal flow of work to deal with someone going on maternity leave, to find a temporary replacement, to manage the uncertainties of when the new mother will be ready and able to return to full-time work. But let's not forget to be human when we are managers -- let's not forget to say "congratulations!" and mean it. After all, most women are already confronting a lot of stress and challenges when they are holding down a job and growing a baby simultaneously, especially in countries like Papua New Guinea and the United States, where they have no guarantee of paid maternity leave. The least you can do, as an employer, is not add to that stress with a selfish, short-term reaction to the news that an employee is expecting.
According to Carmen Armenti, many women academics either attempt to hide their pre-tenure babies by having May babies or delay having children until after they have earned tenure. In both situations, women are hiding their maternal desires to meet an unwritten professional standard that is geared toward the male life course. While I did not go this far with my first child, I did make a conscious effort not to conceive at a time when I would have gone on leave in the middle of a semester. I didn't want to develop relationships with students and then "leave them in the lurch" when I went into labor, and I didn't want to develop any complicated system for my colleagues to cover for me through the second half of a semester.
That many academic women feel these pressures to minimize the visibility of their motherhood and its impact on their work productivity in the first few months after childbirth is problematic, particularly since that many academics pursue long careers -- 30, 40, or sometimes even 50 years long. Why must their first 10 years follow a lock-step pattern of 4 years earning their doctorate, followed by 6 years of incredibly long hours spent on research, writing, and teaching, in order to earn tenure? Why must people who wish to pursue an academic career, but would prefer not to work 55, 65, or 75 hours a week, be treated as second-class citizens?
Many women entering professional work face these challenges, not just academic women. In consulting, twice as many women exit the big companies from the middle rungs of the career ladder as do men. In medicine, a whole wave of new entrants into the field are seeking ways to combine careers as doctors with family or other personal interests -- both men and women. The organizations which can figure out how to rework traditional male career patterns and create options for their professional employees, both male and female, are the ones which will succeed in retaining outstanding talent in the coming decades, when baby boomers will retire and there will be smaller numbers of new professionals entering the US workforce.
Let this be the century when biased attitudes toward working women who get pregnant fade away, replaced by an appreciation for the value that childbearing and parenting have in our society in the long term.
Let this be the century when shards of the shattered glass ceiling are swept up and shipped off to be recycled, and the maternal wall is demolished for good.
Let this be the century when employers learn to manage employees flexibly, allowing them to structure their own days so they can be most productive.
Let this be the century when women (whether mothers or not) come to be treated as true equals, in the workplace and in their homes, and our global society learns the meaning of equity.
Let this be the century when sexism ends.
(If you want to participate in Blog Against Sexism day, just make a post in your own blog, and put a tag on it that says "blog against sexism". Then you can read other posts made in honor of the cause via Technorati.)
March 07, 2006
what do I need to know if I work at Bell South?
This is the sixth of a series of posts introducing the NEO community to the intrepid students who have taken on an optional assignment in MGMT 251 this spring. The sixth student I am highlighting is Matteusz Sladeuski, whose blog focuses on Mergers, Acquisitions, and Restructurings. He has made six entries so far, and his latest addresses the downsides of mergers. Please click through to read his commentary on why they can fail. Would you add any possibilities to his list? Read his entry and leave him a comment, please! I'm also looking forward to reading his commentary on the proposed acquisition of Bell South by AT&T and the opposition to the merger by Consumers Union and others.
P. S. The fifth entry in my series highlighting students' blogs is here, and lists the earlier entries as well.
September 21, 2005
the illusory trend to return to traditional women's roles, and what we can do about it
Poor Louise Story. The young Yale graduate who wrote a story for yesterday's New York Times which landed on the front page is getting pummeled throughout the blogosphere (even in the comments), in Slate, and probably, by "many" of her friends. Yes, I pity her, even though I know that the critics speak the truth, because I remember being just out of school and having the sense that the trends among my peer group were newsworthy, without realizing how circumscribed a peer group I had constructed around myself.
I do not remember talking much with my college friends about our plans for marriage and family. I just assumed that I would work and raise a family with my husband. I knew that I needed to stay employable, in case of divorce or an illness that might incapacitate my husband. I had the sense that my mother had not been happy when she was not employed (she returned to the workforce part-time when I was 10 or 11), and I couldn't imagine living a life without a public role of respect. The problem is that parenthood is still not seen as a role of public respect in our society.
July 27, 2005
Speaking of glacial change...
... last week the Economist published an article about the conundrum of the glass ceiling, stating that although "research by Catalyst found a strong correlation between the number of women in top executive positions and financial performance among Fortune 500 companies between 1996 and 2000" the following facts still hold true:
- Women account for 46.5% of America's workforce and for less than 8% of its top managers, although at big Fortune 500 companies the figure is a bit higher.
- [In a] large sample of British quoted companies, 65% had no women on their board at all in 2003.
- Female managers' earnings now average 72% of their male colleagues'.
- The management-consulting business.... loses twice as many women as men from the middle rungs of its career ladder.
How do they explain the persistence of the glass ceiling? They mention women's inability to access informal social networks, stereotyping of women as less capable of leadership, a lack of visible female role models, the flattening of corporate structures (which may make it more difficult to get promoted), and women's greater struggle with work-life issues (including taking time off to care for children, parents, and household demands). They also explore the possibility that women are less ambitious for top jobs, and that corporations are losing their best women to the more flexible world of entrepreneurial businesses.
What leverage do we have as a society to change this finding? And no, I don't believe the finding that diversity is associated with increased performance will be enough on its own to overcome stereotypes and unconscious patterns of informal social networking. We need to work from at least three angles:
- We have to start young, and we have to work on males' beliefs about themselves, not just women's beliefs about their capacity. Some of that work is already being done -- my husband, for example, pulls his weight with the "second shift" tasks in our household. Still, he's uncomfortable with the idea of taking a paid paternity leave, even though his company offers one, and women will never make it to the top in large numbers if men continue to believe it's their responsibility to take care of their households only through paid work.
- We have to find new ways of organizing careers that appeal to many (rather than being relegated to minority status as mommy tracks) and that allow people to move into and out of full-time work. In the US, that may mean moving away from associating health insurance with employment -- a huge political task.
- And we have to build networks of supporters for these initiatives which include members of the current, largely male, elite. This probably involves appealing to the generational protectiveness of CEOs and corporate directors who are fathers of daughters.
This is a much bigger change than simply aiming to raise breastfeeding rates in Northeast Ohio. It will probably still be underway when my daughter gives birth to her first child. Nevertheless, the same principles apply, beginning with Margaret Mead's axiom ("never doubt that a small group...") and including some of the additions recently suggested by Zaid over at WorldChanging. He suggests this addendum to Mead's famous quote:
"For a small group of thoughtful and committed people to change the world, they must believe that change is possible. They must be ready to act the moment a stuck system becomes liquid. They will only be effective if they display collective intelligence. Finally, they must live in a small world."