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2+2 = 4; Health Enables Returns

2+2 = 4

Health enables returns.

One of those equations probably looks familiar to you. The other one should be equally apparent: how well do you work when you're coughing, sneezing, or, in the case of some factory workers in Bangladesh, substituting fabric scraps steeped in toxic dyes for menstrual pads? None of those situations is a recipe for productivity, which is why BSR (Business for Social Responsibility) launched HERproject, or Health Enables Returns. I wrote about this initiative for Women in the World Foundation last week:

At four Primark garment factories in Dhaka, Bangladesh, the fabric scraps that lay on the cutting room floor were often repurposed on the sly. Female workers snatched them up and used them as improvised sanitary napkins, subsequently developing infections from the strong, toxic dyes and dirt present on the fabric. In addition to the pain and suffering they experienced, they were missing work. It was a phenomenon Racheal Yeager had seen throughout Asia.

Last year, Yeager, 29, arrived in Dhaka with a solution: HERproject, a yearlong factory-based health education program that works in partnership with local non-profit and medical service organizations, trains women to become peer educators and spread valuable information about basic hygiene and reproductive health care. The project, an initiative created by BSR, launched in 2007. It has so far reached approximately 100,000 women in more than 80 factories in eight countries in Asia and the Middle East HERproject counts as its participants some of the biggest names in the apparel and electronics industries, including Levi Strauss, Abercrombie and Fitch, J. Crew and HP, all of whom have a vested interest in ensuring their factories comply with international standards.

While there is no precise data available, women are thought to make up 60% to 80% of factory workers globally, a figure that can go even higher, depending on the country. Although most of the factories have clinics on-site, workers often arrive from rural villages, with little, if any, knowledge about preventing sickness, sexually transmitted diseases, or unwanted pregnancy. For these women, the biggest barrier to robust health is a lack of information. But with a demanding work schedule and little time off for school or doctor’s visits, there’s little opportunity for them to seek that information independently. HERproject brings it to the factory floor.

Read the full story, "Meeting Women Where They Are: Health Education on the Factory Floor," here.

A new generation of Taliswomen?

My professor at NYU, Adam Penenberg (he is not normally sad like in the photo on his website), turned me onto a great blog, Pretty Little Head, written by "Farrah Bostic, a strategist, thinker and maker honing my creative technology chops while living in Brooklyn, NY." In the post he sent me, "The Trouble with Talismen," she muses thoughtfully and at length on why a list of who might be "The Next Steve Jobs" was all Steves, no Stephanies. Her answers are worth reading in their entirety, but here are a few:

Because despite the author’s apparent lack of a criteria for assembling his list (other than the Charlie Rose Booking rule), there was a common thread among those who made the list – and it wasn’t just that they are all men.

What struck me as the true criteria was that the men on this list (with a few exceptions) are inventors.

...

And this is the real problem for women in tech.  It’s not (just) that the media don’t like us or sex sells or that bias and sexism exist.  It’s that we don’t have enough women who are true inventors in our midst who take their inventions and turn them into multi-billion dollar businesses… And either stay on to be CEOs or sell the business to a bigger fish.

The sad truth is we don’t have enough inventors right now, especially in the US, where enrollment in STEM degree college programs (which would at least give you the basic skills and knowledge for inventing physical things – or say, getting a job even in this economy) is down across the board.

Even those with an interest in engineering don’t get degrees – 1/3 of the list Karbasfrooshan assembles didn’t finish college, much less get a computer science degree.  So it’s not required to have a STEM degree to invent something, but in terms of skills acquisition, women are poorly represented in the shrinking population of those who do study science, technology, engineering or math.

While these women have much to be proud of, not one invented the product their company sells or have revolutionized the businesses they helm.  They have made them profitable, made interesting acquisitions, improved productivity or efficiency or morale.  But they haven’t utterly transformed the way people think about packaged food or cosmetics or pumping gas.

But here’s the thing.  Most Fortune 500 CEOs are not the inventors of their products, not the visionaries, not the game-changers.  So this is not a female problem.  It’s a CEO problem.

....

In other words, it’s about that vision thing.  Karbasfrooshan didn’t omit women because of sexism and bias and discrimination – at least not directly.  He omitted women because there just aren’t any playing at the level these very few guys play at who are visionaries about new products and services built out of technology.  There aren’t enough women who are inventors and cultural visionaries or industry game-changers… because there aren’t enough of those kinds of people, full stop.  They are, almost by definition, rare.

As ever, I come back to the wise words oft-repeated by Cindy Gallop: you can’t be what you don’t see.

I recently wrote a piece, "This is What a Computer Scientist Looks Like," for Women in the World Foundation about a great initiative sponsored by the National Center for Women and Information Technology (NCWIT) to recruit and retain more young women in IT. Here's a brief description of how it works and why it works.

In 2007, Sanders’ colleague Ruthe Farmer launched a small awards program, the NCWITAward for Aspirations in Computing, to recognize girls in high school who showed an aptitude for computer science and invite them to NCWIT meetings. To her surprise, the girls found the experience transformative. It provided much-needed validation to counteract the discouragement they often found at school, where they were a small minority – or sometimes the only female student – in Advanced Placement computer science classes.

With the resources of firms including Bank of America, Google and Motorola, Farmer has scaled up the Aspirations in Computing Award to a nationwide program, with regional and local events so that girls are recognized within their own communities.

“Young women who self-identify as technical is kind of a priceless group,” she said. “They’re very attractive to everybody.”

Nearly 800 girls have been recognized nationally, regionally and locally so far, including Williams, who was an Illinois affiliate winner in 2009-2010. National winners receive a $500 cash prize, a laptop computer courtesy of Bank of America, and a trip to Bank of America’s corporate headquarters in North Carolina.  Every winner gets not one, but two, plaques.

“Each of the girls gets a plaque that goes home with her,” said Farmer, “and then we send a second one for the school to put in their trophy case.”

The winners also provide each other with peer support through a 290-member Facebook group. At the beginning of this school year, one girl posted on the group’s Facebook page that she was the lone female student in her programming class. The others jumped in with encouragement: “Don’t worry!” “Hang in there!” “You can talk to us.”

Farmer said the award’s impact is crucial to countering the self-doubt that they face for having what are considered unorthodox interests. According to an evaluation survey, 79% said that it has made them less “afraid, worried, or nervous.”

The New York Times reported earlier this month about efforts by universities to recruit more women to their STEM programs. But when so many young women are feeling "afraid, worried, or nervous" to study a STEM or IT subject, it's worth stopping to ask why that is, and how we can address that earlier. It's not to say that each of these women can and will go on to become "The Next Steve Jobs," since, as Bostic pointed out in her original post, Steve Jobs-y type people are by definition rare. At the end of her post, she asks:

So, who are the women (or the men we haven’t heard of, for that matter) who are inventing new OSes, software that changes the way you interact with the world, social platforms that alter the infrastructure of the internet, technologies that enable new kinds of transactions and business models, boxes of wires and silicon that transmit and calculate data in new ways?

If you know who they are, please say so in the comments here, and I’ll follow up with that list.

It would not surprise me if the NCWIT program produced a few women for that list.

How Hanna Rosin discovered, described and defended the End of Men

For a case study assignment for my Writing and Reporting I class at NYU, I had the enormous pleasure of interviewing Hanna Rosin, a founder and editor of Slate.com's DoubleX blog, and the author of "The End of Men," a controversial reported essay that appeared in the July 2010 issue of the The Atlantic magazine. I had seen her debate the proposition "Men Are Finished" as part of the Intelligence Squared series at the Skirball Center; she wiped the floor so thoroughly and so entertainingly with the other side that I almost gave them a pity vote. She was just as humorous, quick and insightful over the phone, and graciously took the time to share the following with me: The Story: “The End of Men,” by Hanna Rosin, ran on the cover of the July 2010 issue of the Atlantic magazine. The story poses the question: “What if modern, postindustrial society is simply better suited to women?” and, by way of an answer, details an economic, social and cultural shift underway in America and beyond. Equal parts research, reporting and argumentation, the story presents compelling evidence from a range of sources that, taken together, indicate a profound social change Rosin believes is irreversible.

The Writer: Hanna Rosin is a longtime journalist who has written for many, if not all, of America’s most respected titles, including The New Yorker, the Washington Post, the Atlantic, GQ, New York, and The New Republic, where, according to Professor Penenberg, she was all buddy-buddy with Stephen Glass. Much of her work focuses on issues of gender and sexuality, such as “A Boy’s Life,” a deeply-reported story on an 8-year-old transgender male-to-female boy. She is the author of the 2007 book God's Harvard: A Christian College on a Mission to Save America, and is currently at work on the book-length version of “The End of Men.” By day, she is an editor at Slate.com’s DoubleX site, and she is also a senior editor at the Atlantic.

The Germ: The story was born of an evolving thought process that Rosin traces back to Susan Faludi’s 2000 book “Stiffed,” which explored how cultural trends, changing economic structures and recurrent recessions are warping modern masculinity. “It’s not a new idea,” she admits readily, that men are on the decline. But with only more recessions since 2000, she thought, “Surely it’s gone a step beyond – have women started surpassing men? Could that possibly be true?”

Her editor at the Atlantic, Don Peck, pushed it along. Having just written a book himself, “Pinched,” about the squeezing of the middle class, he was familiar with much of the data on men’s job loss during the recession.

The Reporting: Once she had this question in mind, she said, it was a matter of building a case.

“I started looking in various corners where it might be true, and it turned out it was true, or surprisingly true, or true in various ways,” she said.

Her research and reporting meandered across disciplines: education, pop culture, labor economics, fertility, the men’s movement. She estimates that the reporting process took about two and a half months, during which time she was also editing DoubleX. Because of the breadth of the topic, she likened it to reporting six different stories.

“First you have to familiarize yourself withal the education research and talk to all those people, and then you have the fertility research, and you have to go talk to all those people, and that’s kind of unusual for a piece,” she said. “Usually you’re working in one universe, but here you’re working in several different universes.”

The bulk of the field reporting that made it into the piece was from a one-week trip she took to Kansas, where she sat in on several male-support group meetings and spent time on several universities there, including a community college and the University of Missouri at Kansas City, visiting the business school, the women’s studies center, and different sororities. She estimates she had individual conversations with about 30 students in all, both female and male.

“I knew I had to do some college reporting since that’s central to the argument, the idea that women have taken over higher education,” she said.

She had to drive to different fertility clinics to collect data in person about which sex offspring parents were requesting, information they were collecting for regulatory purposes but they could not give out over the phone. She also spent a lot of time at men’s support groups that did not make it into the story.

The process of reporting the story – building a case by amassing a truckload of data and anecdotes – was in some ways a departure for her.

“To be honest, this is not my favorite kind of reporting to do,” she said. “My favorite kind of reporting is writing about an offbeat topic that illustrates a particular larger phenomenon and you get to follow a particular person or family and report it deeply. In this case, you’re starting with the idea not w the person or family and have to figure out where to report that big idea, and I think that’s really, really hard.”

The Writing: As with the reporting, the writing was a change from the straightforward long-form narrative writing she preferred to do for the Atlantic. “It’s partly an act of rhetoric,” she said, “and trying to get people to think about something they think of as fairly impossible.” Initially, she planned to open with data on women’s dominance in higher education, since the data are clear on this [excerpt]:

We’ve all heard about the collegiate gender gap. But the implications of that gap have not yet been fully digested. Women now earn 60 percent of master’s degrees, about half of all law and medical degrees, and 42 percent of all M.B.A.s. Most important, women earn almost 60 percent of all bachelor’s degrees—the minimum requirement, in most cases, for an affluent life. In a stark reversal since the 1970s, men are now more likely than women to hold only a high-school diploma. “One would think that if men were acting in a rational way, they would be getting the education they need to get along out there,” says Tom Mortenson, a senior scholar at the Pell Institute for the Study of Opportunity in Higher Education. “But they are just failing to adapt.”

On the advice of her editor, she moved that information down. He reasoned that this was information most people already knew. Instead, she opened with an anecdote about a biologist who had developed a way to separate out female and male sperm in the 1970s, allowing parents to select the sex of their child. Back then, his experiments raised concerns among feminists about a “dystopia of mass-produced boys.” But by the 1990s, when Ericsson surveyed the clinics using his method, he found a clear and consistent preference for girls. [excerpt]

In some clinics, Ericsson has said, the ratio is now as high as 2 to 1. Polling data on American sex preference is sparse, and does not show a clear preference for girls. But the picture from the doctor’s office unambiguously does. A newer method for sperm selection, calledMicroSort, is currently completing Food and Drug Administration clinical trials. The girl requests for that method run at about 75 percent.

Ordinarily, Rosin, who used to be a columnist, might offer a fact or anecdote that illustrates a counterbalancing phenomenon. To fight that instinct, she recalled advice from her first boss, the columnist Andrew Sullivan.

“If you’re going to write this kind of essay, it’s one thing Andrew taught me,” she said. “If you’re going to argue it, argue it. Otherwise, it’s not interesting for anyone to read. I had to work against my bias, which is very ‘on the one hand, on the other hand.’”

An Atlantic piece like Rosin’s, which describes imminent “vast social consequences,” would usually contain some policy prescriptions towards the end, what I think of as the “So here’s what we can do” part. Rosin said she doesn’t know why she didn’t do that in this piece, but thought it could be due to how she and her editor framed the story: as a work of cultural anthropology, and not a policy piece. In the forthcoming book, there will be a larger focus on policy, she said.

The Fallout: Perhaps due to its provocative title, which Rosin said she had nothing to do with, the piece provoked considerable backlash. Everyone found something to pick apart; Nation columnist Katha Pollitt wrote that “One problem with Rosin's optimistic picture is that every fact she cites in support needs about a dozen asterisks after it.” Men’s rights groups and feminists pushed back in equal measure against her message.

But Rosin thinks the reaction is based on a misread of her thesis, again perhaps due to the provocative title, which makes it sound as though the battle is over. To her, the fact that women still suffer from wage discrimination, or are a tiny percentage of CEOs or political leaders, does not mean that what she is describing is not true.

“These are not answers to my argument,” she said. “It just means these are two realities that can coexist at the same time.”

By August of 2010, the Observer reported her book deal. She hadn’t sought one, she said, but her agent called and suggested it. In addition to more exploration of the policy implications of the end of men, she’s also expanding her research into sex and dating for the book. In the meantime, she’s hit the lecture circuit, giving a TEDx talk and appearing at an Intelligence Squared debate this past September in New York City, where she and her teammate Dan Abrams set a record for the debate series, demolishing opponents Christina Hoff Sommers and David Zinczenko with a 46% vote swing.

Long Live the Lady-Centered Blogosphere; Please Fund the Lady-Centered Blogosphere

In the same week that New York magazine's cover story celebrated "the lady-centered blogosphere," the Nation ran a story about the realities of maintaining the lady-centered blogosphere. Here are excerpts from the two articles, one written largely to describe and celebrate, and one written mostly to explain and gripe. One sounds like ad copy for a new kitchen appliance. The other sounds like the trouble-shooting section in the instruction manual. From the New York magazine article by New York editor-at-large Emily Nussbaum:

Like feminism itself, it would be a mistake to peg the lady-centered blogosphere as just one thing (“lady” being the term of choice for many online writers, an ironized alternative to the earnest “woman” or problematic “girl”). Some posters consider themselves primarily activists, some journalists, some artists. Many sites operate less as magazines and more as collectives, in which like-minded thinkers burn out or are snatched up to high-profile gigs. Among ambitious writers, this game of musical chairs goes on each day: When I meet with Jezebel blogger Irin Carmon, she describes her decision to take a job at Salon, replacing Rebecca Traister, who is now writing for the Times—which means Carmon’s job will be taken by “MorningGloria,” a Jezebel commenter who left her finance job to take the gig and who now writes under her full name, Erin Gloria Ryan.

Sounds awesome, right? A young-girls-club where everyone shares broader goals of social justice and refers each other for great jobs, but there's plenty of room for feisty debate on intersectionality, what Kim Kardashain's divorce means for women, or whether "SlutWalk" protests are inherently exclusive to women of color.

From the Nation piece by Courtney Martin, an editor emeritus of Feministing:

Blogs like Feministing, of which I am an editor emeritus, have operated without any formal structure for years. Third-party advertising networks, like Google Adwords, provide the majority of our revenue, but most often there is no money left over—after tech and hosting fees—to pay any of our eleven bloggers. We’ve been caught in a seven-year chicken-or-egg-cycle; at annual retreats, we discuss next steps for formalizing our structure and focusing on becoming financially sustainable, and then our full-time jobs (largely as communications consultants at feminist nonprofits and freelance journalists) crowd out any time to follow up. We’re too busy trying to make ends meet to figure out how to make ends meet.

Nussbaum's story ends with a list of lady blogs to check out, which includes many of the dead-broke blogs whose participants are also in Martin's piece, more of which I excerpt below (it's really worth reading the whole thing, though - please go on ahead).

This leads us to the biggest misperception of all—this one even held by many bloggers and online organizers themselves: that online feminism is free. It’s not. Many feminists innovated remarkably early on in the Internet’s existence, founding blogs and online communities, but we’ve largely stalled in progress over the last few years because we are under-resourced and overwhelmed. Samhita Mukhopadhyay, the executive editor of Feministing.com, explains, “Blogging has become the third shift. You do your activist work, then you have a job to make money and then you blog on top of that. It’s completely unsupported.”

....

Online organizing has infused new energy—not to mention drawn thousands of newly minted feminists—into the feminist movement, and yet the movement’s financial backers haven’t caught up to the new reality. Despite the high-profile rise of women’s-focused philanthropy in the past few years, including initiatives like Women Moving Millions, only a few foundations or individual donors publicly purport to be focused on supporting online movement building. The Media Consortium’s Jo Ellen Kaiser acknowledges that “a handful of foundations and donors--especially the smaller foundations--that may previously have given mainly to advocacy movements, are beginning to understand that they need to give to media as well in order to support online movement building.”

As someone who has been doing my best to write about women's issues and keep a roof over my head all at the same time, the Nation story struck me as the more important of the two. Yes, New York, online feminist activism is an important cultural phenomenon to document. But the Nation story asks, how can we sustain it? Why are major philanthropists, eager to "empower women," ignoring it?

That the more wild, lefty, disruptive shades of the lady-blogosphere are underfunded (which, long-term, can come to mean "silenced") I guess should come at no surprise. But meanwhile, over in the mainstream media, women's issues are all the rage. I wrote a blog post for the Financial Times' Women at the Top blog that should appear in the next few days, in which I describe the explosion of women-focused coverage at places ranging from Bloomberg News to the International Herald Tribune to the Huffington Post to Forbes magazine.

It remains to be seen how this demand in the mainstream media for lady-focused content will interact with the voices, talents and financial troubles of the lady-focused blogosphere.  Their respective needs and goals are not exactly aligned, but I'm optimistic that there's room for productive overlap.

This one's for you, Hitch.

Katha Pollitt is so damn funny. Here is her latest column in the Nation. It is funny. Subtly funny, intelligently funny, straight-up funny. In it, God drunk dials her and tries to get her to run for POTUS. Hilarity ensues. In my heart and on my blog, I dedicate this column to Christopher Hitchens. When I was Katha Pollitt's intern at The Nation in the fall of 2005, one of my assignments was to photocopy all of her columns from the previous five years so that the hard copies could be messengered over to her publisher for what was later to become the book "Virginity or Death!: And Other Social and Political Issues of Our Time," a best-of collection of her biweekly columns (Hitchens' own collection of columns, Arguably, came out recently).

Her columns were right across the page from those of Christopher Hitchens, who later left the magazine over his stance on the Iraq war (he was pro, entire rest of the office down to the plants and the carpeting was anti). Standing there by the copy machine, I absorbed a lot of vintage Hitch. He's absolutely brilliant, one of the funniest writers I've ever read, especially when he decides to be mean. But a few years ago he lost me with an incoherent Vanity Fair essay on why women aren't funny:

"Women appeared to have less expectation of a reward, which in this case was the punch line of the cartoon," said the report's author, Dr. Allan Reiss. "So when they got to the joke's punch line, they were more pleased about it." The report also found that "women were quicker at identifying material they considered unfunny."

Slower to get it, more pleased when they do, and swift to locate the unfunny—for this we need the Stanford University School of Medicine? And remember, this is women when confronted with humor. Is it any wonder that they are backward in generating it?

This claptrap leads to outcomes like SXSW's 29 men:1 woman comedy lineup this past March (and reinforces outdated, unhelpful gender roles). But a study out a few weeks ago put this nonsense to bed, as the consistently and highly funny Amanda Marcotte noted in Slate:

It's worth noting that this study didn't get as much coverage as other, less scientfically sound evolutionary-psychology ramblings that actually promote sexist stereotypes. Which is a shame, because this study neatly debunks the unevidenced claims of evolutionary psychology that there's a "sense of humor" gene on the Y chromosome that's there—why else?—so men can get women to sleep with them. What the researchers actually found was that the slight edge given to men in humor rankings was because men find men funnier than women find men. So much for that "will get you laid" theory.

When my late father, Gerald Sussman, worked as a humor writer at The National Lampoon in the late 1970s, the staff was all male. But that was then. This is now.

Updated Monday 8:15 am I forgot to add a list of a few other people to read if you love the funny. Send me your favorites and I'll post them too! Please you enjoy:

Virginia Rometty has a wife.

It's impossible to read Friday's New York Times story about Mark Rometty, husband of newly-designated I.B.M. CEO Virginia (Ginni) Rometty, and not think of the classic feminist Judy Brady essay "I Want a Wife," in which she details precisely why she wants a wife, and what that wife would be good for:

I want a wife who will take care of my physical needs. I want a wife 
who will keep my house clean. A wife who will pick up after my children, 
a wife who will pick up after me. I want a wife who will keep my clothes 
clean, ironed, mended, replaced when need be, and who will see to it that 
my personal things are kept in their proper place so that I can find what 
I need the minute I need it. I want a wife who cooks the meals, a wife 
who is a good cook.  I want a wife who will plan the menus, do the 
necessary grocery shopping, prepare the meals, serve them pleasantly, and 
then do the cleaning up while I do my studying.

From the NYT story:

Acquaintances say the intensely private Mr. Rometty deserves tremendous credit for pursuing a career that gave him the time and flexibility to support his wife’s ascension to the pinnacle of global business — as, for that matter, do the vast majority of C.E.O. spouses of both genders. Still, the C.E.O. husband remains a rarity in American business.

.....

The Romettys aren’t the only couple reluctant to discuss the husband’s role in his wife’s success. There’s still a social stigma for the stay-at-home or less successful husband that women don’t face. And management experts say that that has to change if women are going to be represented in the top jobs at a level commensurate with their numbers and talent.

Asked at a Barnard College conference what men could do to help advance women’s leadership, Rosabeth Moss Kanter, a professor at Harvard Business School and author of the landmark “Men and Women of the Corporation,” answered, “The laundry.”

My guess is that neither Mrs. nor Mr. Rometty are doing much laundry with their own bare hands. But his pursuit of "a career that gave him the time and flexibility to support his wife’s ascension to the pinnacle of global business" is still something notably rare at the top echelons of CEO-land. Sounds like he's been a terrific wife.

"Women are less ambitious now." Or something.

Yes, I bit the link-bait. "Survey: More professional women choosing time over money." It was a USA Today story reporting on a national survey conducted by More magazine. Here's the write-up from More's website:

Since the 1970s, women have poured into the American workplace—and now we’re at a crossroads. Stymied in our efforts to advance, confused about how to manage both a full personal life and a promising career, women are asking two questions: “Is it possible?” and “Is it worth it?” Their answers will surprise you.

For More’s third annual workplace report, we partnered with the PollingCompany/WomanTrend to survey women about their attitudes toward their jobs. Their responses make clear that in the search for balance, women are sacrificing ambition. When asked point-blank, 43 percent of women described themselves as less ambitious now than they were 10 years ago; only 15 percent reported feeling more ambitious.

Women are finished living to work; now we want to work to live. For more surprising results from our survey and for the top ten flexible jobs for professional women, pick up the November issue of More, on newsstands now.

I guess I could go pick up the November issue of More, on newsstands now, but I'm put off by the fact that they're not only hiding the results behind a paywall of sorts (the newsstand), but there's not even a hint of discussion one about the methodology. When the results are this discouraging and this provocative, throw the internet/blogosphere a bone, will ya? There's something innately irritating about saying "We did our third annual gigantic supermega poll, and the results will BLOW YOUR MIND. Please go pick up a paper copy so the results may not be easily discussed or linked to online." How did they phrase the questions? Who were they surveying? How many people? Only More readers? By phone? Online?

Isn't it ironic that a magazine called "More" would give you so little?

The economist and blogger Echidne (subject of a forthcoming Shoulder Pads interview) wrote up the USA Today story on her blog, reaching many of the same conclusions I did.

Then have a look at the way the results are reported. For instance, the quote above on wanting the boss's job states that "Almost 2 of 5 — 38% — report they don't want to put up with the stress, office politics and responsibility that often go hand in hand with such positions."

Does that means that more than three out of five ARE prepared to put up with those negative side-effects? I couldn't get hold of the study to check and it's always possible that some respondents said they don't know or didn't answer the question.

Now this would be a fun assignment. Pick the data above and write a post about how many women really are very ambitious at work! One in four of all women are hovering around, ready to grab the job of their bosses! One in four are avidly working towards their next promotion! And so on.

Most men are not working towards their next promotion. I'm willing to bet on that. But because we didn't study that at all, everything about the interpretations is pure speculation.

Even more disturbing was the MSNBC coverage of the poll, which, at two and a half minutes long, also fails to report on the methodology and recites the same depressing, headline-making statistics and includes gems like these, regarding the reasons women said they were less ambitious.

"The pressure, the responsibility. Most just wanted to have 'a life.'"

The implication, of course, is that men can handle the pressure, the responsibility, and don't want to have a life, because they'd rather be successful. And that's how we wind up with a Fortune 500 list that's 96 percent male. I am all for work-life balance, but propagating the idea that women are averse to pressure and responsibility and would rather faff around having "a life" (which, of course, presumes another earner in the household, supporting that "life") is dangerous and irresponsible. And, given that women now hold the majority of managerial positions, it's also kinda not true. From Hanna Rosin's "The End of Men."

According to the Bureau of Labor Statistics, women now hold 51.4 percent of managerial and professional jobs—up from 26.1 percent in 1980. They make up 54 percent 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 percent of associates in law firms—and both those percentages are rising fast.

The MSNBC piece ends with this doozy, which more or less declares "The End of Women."

"A message from the generation that broke through the glass ceiling to their daughters: Maybe having it all isn't all it's cracked up to be."

Uh, sure, right, maybe. It's entirely possible that the survey results truly did include that message. But without any details - who they polled, their ages, how many of them there were, etc. - are we really supposed to accept, at face value, that "women are less ambitious now than they were ten years ago"?

It sucks to be a lady in France, and other findings from the WEF Global Gender Gap report

Until recently, I thought French women had it good. They'd invented a magic diet whereby cheese makes them skinnier, and they get all the free maternity care a woman could want. Then the DSK scandal broke this year, unleashing some ugly truths about chauvinism in France. It was perhaps in that "aha!" spirit that a fair amount of the press coverage of the World Economic Forum's Global Gender Gap 2011 report, which was released today, honed in gleefully on the fact that France is #48 out 135, four places behind Kyrgyzstan where, if I have my misogynistic traditional customs GPS tuned right, bride kidnapping is still kind of a big thing. (Although some might argue that repeated alleged sexual assault charges share some similarities with the taking of a bride by force.) From the NYT/IHT piece:

France poses even more questions. Although it is at the top in education and health, it ranks only middling on women’s economic and political influence. Saadia Zahidi of the World Economic Forum, a co-author of the report, explained in an interview that France scored 3.48 on a scale of 1 to 7 in the ability of Frenchwomen to rise to positions of enterprise leadership.

That, she said, suggested that France had a “corporate culture that does not encourage the rise of women” and was an indicator that helping women to move up the ladder “is not a major part of corporate policies.”

Then there are the Scandinavian frontrunners. These results surprise me like a pre-revolutionary Egyptian election result: "Iceland claimed the No. 1 position for the third year in a row, followed by Norway, Finland and Sweden." (Bloomberg)

Then, sadly, there's the MENA region, clinging stubbornly to its collectively lousy rankings while the world's other regions sail by:

In the Arab world, the gender gap is so wide that the United Arab Emirates enjoys the best record with a lowly rank of 103, while Saudi Arabia and Yemen hug the bottom rungs. (NYT)

Regrettably, I missed this morning's press briefing in New York, but here's a roundup of today's coverage of the 375-page report, written by Professor Ricardo Hausmann, Director, Center for International Development at Harvard, Professor Laura D. Tyson S.K. and Angela Chan Professor of Global Management at Stanford, and Saadia Zahidi, Senior Director Women Leaders and Gender Parity program at the WEF. Hats off to all of them for this gigantic annual undertaking.

It's interesting that almost all of the headlines focus on the negative.

What the report (and many other similar lists) cannot, by its nature, account for is the deep inequality of experience and opportunity between women in a given country. Jesse Ellison at Newsweek/The Daily Beast put this well in an article about their own rankings:
Declaring that one country is better than another in the way that it treats more than half its citizens means relying on broad strokes and generalities. (The experience of a domestic servant can hardly be compared with that of an executive with an M.B.A., even if their citizenship is the same.)
Particularly in the developing world, inequality between women and the consciousness level and commitment by those with resources and influence are CRITICAL factors in how the struggle for gender equality evolves, since inequality is often even more acute. I've lived in a few countries in the developing world, and noticed that, for all sorts of obvious reasons, it is often the most privileged women who have the greatest opportunities to work on behalf of women's rights.
As a junior studying abroad in Morocco, my mind was blown by the editor of the fashion magazine Femmes du Maroc, who devoted a substantial portion of her pages to things like legal issues, political protests against the discriminatory family law, etc. She also ran a literacy program for the young rural women who come to Morocco's cities and become domestic workers. I tried to imagine her American counterpart, Anna Wintour, doing anything of the sort. This woman was hands-on. Contrast this to Lebanon, where a lot of the wealthier women kinda have no idea that there are poor women. (There are other reasons why the Lebanese feminist movement is hamstrung, more on those later when I can find a great essay on it by I think Jean Said Makdisi.)
The other interesting thing to do, which I will undertake after I've survived a midterm on Thursday, would be to compare this ranking with the Reuters Trust rankings that came out earlier this year and which took a lot of heat for being based on perceptions of people surveyed, rather than statistics and a clean, verifiable methodology. I mean, in the end, would I rather be a woman in France (#48), or in Lesotho (#9)?  Come on, now. Pass the cheese.

By the way, here's what I did this morning while I wasn't at the press briefing: I ran around Bobst Library doing a scavenger hunt and coming down with a severe case of Library Syndrome, in which I daydream intensely of retiring at 30 and spending the rest of my days checking out books and reading them in bed. There's an amazing cookbook section that begs for a daylong visit on a snowy day over winter break.

Is the gender pay gap sort of like a unicorn?

I ask because my macroeconomics professor at the Stern School of Business at NYU, Michael Waugh, doesn't seem to think it exists. Maybe he's kidding, or maybe he's pretending he doesn't believe me so I can work harder to prove my ideas (I'm hoping this is the case), or maybe he's in deep denial, because our class discussions and after-class discussions go something like this:

Him: I don't believe the government should mandate equal pay for men and women.

Me: But women earn an average of 23% less for performing the same work as men.

Him: How do you know it's the same work?

Me: [Sputter in disbelief]

Him: Can you prove it? If women were really so much more productive, firms would hire them away from the companies that are underpaying them. The market would solve it.

I'm going to go ahead and take the not-very-radical step of asserting that the gender pay gap does, in fact, exist, and that its root cause is discrimination, and not that women are, across the board, 23% less productive and efficient than their male co-workers.

The longtime feminist economist blogger Echidne (with whom I hope to do a Shoulder Pads interview in the near future) has meticulously documented and explained not only its existence, but the myths surrounding it, here. She neatly does away with the rudimentary objections voiced by my professor, which Daniel Davies of Crooked Timber called "Stone Age labor economics," or rather, "Stone Age labour economics," because he's British.

I asked some finance people, wonks and feminists about this, and drew really excellent responses.  Since they said it way better than I could, I quote/excerpt them here [all emphases mine]:

From public policy whiz Kathleen Geier:

Even if there is no discrimination against young women, the fact that there still is a substantial pay gap among older workers, and that so few women make it to the top ranks of corporate America, politics, etc., is compelling prima facie evidence that a lot of discrimination is still going on.

The best studies on the gender gap in pay have all shown that such a gap definitely exists, *even when* you control for every observable factor like education, experience, hours worked, type of work, etc. Now, there are two ways you can explain that. One is simply that there is some discrimination going on. The other is that there is some difference in unobservable characteristics between men and women -- e.g., that men are harder working, or more motivated, or more intelligent or more able in ways that are not outwardly observable but which quickly reveal themselves on the job.

Which scenario seems more plausible to you? Many free market economist types have a bias toward believing that markets function efficiently almost all the time, so they're not going to think that discrimination is happening and that any group is getting paid less, or more, than it is worth. So they're going to go with the "unobservable skill differential" story. But "unobservable skill differential" is basically a polite way of saying, straight up, that women are innately inferior to men. That's basically what Larry Summers implied in his notorious remarks, when he mentioned biological differences as a possible explanation for women's underrepresentation in the hard sciences.

Biological differences, or "unobservable skill differential," or what have you, basically amounts to saying that women are biologically inferior. Aside from the fact that that's a profoundly ugly aspersion to be casting, there's not very much empirical evidence for it. Whereas there is literally mountains of evidence that women have been discriminated against -- tons of excellent, scientifically rigorous studies have shown this.

We know very well what equal work is, in a legal sense. (Oh yeah, the law!  That old thing! - ALS)

From Daniel Davies of Crooked Timber:

For some purposes (including, probably some macroeconomics) it makes sense to think of the labour market as a continuous spot auction in this way but a labour market like that has never really existed (the docks in Liverpool at the start of the 19th century probably closest). Economists really often need to take a step back and say "if I was a business, how would I actually do that?"  In any deep and realistic model of the labour market, search costs and recruitment costs would eat you alive if you tried to arbitrage away the gender pay gap.  In general, people in economics departments are much too quick to help themselves to arguments which assume that various versions of the law of one price will hold - I was inoculated against this at an early age when I sat next to a guy who spent all day trying to arb Royal Dutch against Shell.

From Katha Pollitt, feminist writer and thinker par excellence:

Anyone who's ever had a job knows the best person doesn't always get hired or promoted. I'm sure your prof can think of examples in his own department!   There's collegiality, nepotism, old boy networks, sexism and racism. People don't always like working with people who are 'different.'  Just ask a black guy. There are also huge assumptions about who is good at what, who the customers want to see, who suppliers can deal with easily --assumptions that usually favor white men. For example, if socializing with customers and clients includes visits to strip clubs and other male playgrounds, then being a man becomes an unacknowledged job qualification.

Katha also added this very important point:

etc! 

Thank you, everyone, for your contributions and readers -- please, please weigh in with thoughts and resources on this one.

Money, food and sex: not the winningest of combinations

In "Predictably Irrational," behavioral economist Dan Ariely writes about the two separate worlds we inhabit, "one where social norms prevail, and the other where market norms make the rules." He describes a [purely hypothetical, I'm sure] guy who takes a girl out for dinner several times, and eventually mentions how much all these dates are costing him. She's offended he expects sex in return for spending money.  Ariely writes, "He should have known that one can't mix social and market norms - especially in this case - without implying that the lady is a tramp." I'm going to have to go ahead and agree with that. I was recently asked out by someone who mentioned "free coffee" in the subject line of the email. Free coffee? Oh go on, spoil me. We eventually wound up having dinner, after which he suggested convening again. When I told him my schedule did not permit, he wrote back suggesting a number of different meal options (breakfast, lunch, dinner and brunch), insisting that surely I must have to eat at some point. Well yes, of course I need to eat, but I do not need to eat in his company, nor at his expense.

In fact, even without his assistance, I have been managing to eat (and procure my own coffee).  Three, four, five, heck, six times a day if I'm up late and need a midnight snack. Sometimes I cook for myself, sometimes I eat with a friend or my mom, and sometimes I get takeout. Lately, due to my school and work schedule, I've been relying heavily on takeout. But buddy, I've been eating all my life. That's how I got to be 29 years old and still alive.

The implication was that somehow, until he came along with his credit card and Zagat's 2011 edition in hand, I was dumpster diving and/or surviving off cat food and/or whoring myself out for coffee. The other, more insidious implication was that he is only good as a meal ticket, which is not only a misread of what I am after, but entirely unfair to himself. He's a wildly smart, very interesting person who is selling himself short, in much the same way that women who trade in on their "erotic capital" (more on that load of horses**t later), instead of their intellectual or other forms of capital, are also ignoring what I would argue are more fundamental and authentic parts of themselves.

The gender pay gap still exists. Men still earn more than women, and sure, maybe some women like to go out with men who make more money than they do. Lots of people  - male and female - enjoy being treated to a meal by a friend or a partner, and lots of people enjoy treating others. But when courting, remember, you yourself are supposed to be the main event. Meals are supposed to facilitate the process of getting to know one another; they are not in themselves sufficient to sustain a relationship.

In other words, I'm not going to date a meal, so please don't make that the best thing you have to offer. It's not. You're better than that.