Young Women Misbehavin'

Well behaved women never make history

Archive for August, 2009

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A Shout Out to the Ladies

Posted by egehl on August 18, 2009

women and businessWomen in power, women in business, women in the workplace can get a bad rap for being, well, women.  We are pegged the emotional ones, the bitchy ones if we appear too strong or aggressive, or the ones who will have a harder time reaching success because of our inherent nature.  Which is why I enjoyed reading MSN’s “Top 10 Ways to Use Your Female Advantage in Business”.

They list the top ways women can use their qualities to enhance their career and success in any organization.  Here they are with my added twist:

1. Empathy is a strength not a weakness

Women are inherently empathetic individuals and this is a strength in the workplace, not a weakness.  Certain situations in the workplace call for empathy and being cognizant of the behaviors and actions of others.  Female managers can especially use this skill to their advantage when reporting out good or bad news, and delineating tasks and assignments.  Empathy is needed in a work environment to build consensus around a common goal and mediate disputes.

2. The power of being a connector

Women have an innate ability to build relationships and connect with people. Women naturally create partnerships, enjoy positions that foster networking, and like to build teams of diverse people and attitudes.  Any successful workplace must have employees that possess these qualities and abilities to bring together a diverse range of stakeholders that can foster critical thinking and creativity.

3. The advantages of fostering a large network

Women are good at building large networks and they like when their network grows significantly.  They know this leads to more career capitol and opportunities to learn about new positions and ways to move within an organization.  Women will use their networks in their internal and external work environment to help them professionally as they develop their job skills and careers.

4. Communication skills

Women routinely outscore men on oral and written tests because they use both hemispheres of the brain — left and right — to process verbal and emotional messages.  At heart, women are communicators and feel comfortable expressing their emotions and thoughts about colleagues or a work situation.

5. Verbal strengths

Women are skillful at asking great questions and listening actively.  Women speak up when something needs to be addressed and we look for ways to hone our business conversation and presentation skills.

6. The power of being inclusive

Women naturally act inclusive rather than exclusive.  This is a powerful strength especially in today’s modern world when the ability to work well with diverse groups is a requirement not a luxury.  This talent will set women apart and show that they can work across different cultures, backgrounds, and generations. By encouraging different perspectives women have the opportunity to create more friends than foes, and cultivate strong alliances through their actions of loyalty and consistency.

7.  Utilizing an intuitive nature

Women are much better at picking up subtle emotional messages. We can pick up body language and detect unspoken signals of unhappiness, frustration, and confusion.  Women can look beyond verbal messages to the real message people are conveying in meetings and conversations. If something feels uncomfortable or incomplete, women will act on their intuition and inquire what might be going on with a project or person.

8. Empowering others

Women like to work together collaboratively and empower different members of their team to contribute and accomplish tasks.  Unfortunately this is not always the case with female bullying however typically women will give credit when credit is due.  Women like to feel empowered so when given the opportunity they will try to show the same toward their counterparts.

9. Seeing the big picture

Women tend to take in various perspectives and consider a larger framework when solving a problem or making a decision.  Women can use their problem-solving style to uncover risks and opportunities, and bring more creativity and innovation to their work.

10. The art of compassion and connection

Women’s gifts for relationships, compassion and connection make them an asset to any workplace.  Every workplace has a diverse mix of personalities and women have a knack for resolving differences between work styles, attitudes and priorities.

Posted in Career Advancement, Feminism, Successful Workplaces | Leave a Comment »

The Color Purple

Posted by joyinhome on August 17, 2009

I imagine it pisses God off if we just walk past the color purple in a field…

colorpurpleI read the book as a teenager and again as a college student. I can’t remember when I first saw the movie, but I have seen it many times and recently had the pleasure of seeing the broadway rendition starring former Idol winner) Fantasia. I have to say that the performance made you laugh, cry and cringe. The entire cast was second to none and Fantasia…well this woman was created to be on a stage. I was already a fan of her spine-tingling voice, but as Celie she rocketed to the next level as a multi-talented peformer.

The Color Purple is a young girl’s journey in the 1930′s racist south. It depicts her emotional and spiritual growth and showcases her survivor spirit. If you do not know this story, you must read it, see it, witness it. It is a beautiful tale of healing that every woman should know. 

Stay tuned for The Color Purple YWM miniseries which will feature posts from women who represent different generations as they share their 200px-ColorPurplebookreflections of the broadway show. 

Phenomenal author and feminist Alice Walker created the foundation for the film and broadway show.

Posted in Diversity, Feminism, Uncategorized | Tagged: , , , , , | 1 Comment »

Choosing Health Instead of Wealth

Posted by ywmguest on August 13, 2009

examination_table_4242We love our network of working women advocates. YWM encourages you to take control of your sexual health. Today’s guest blogger is FoxyLibrarian.

I was sitting on the examination table at my gynecologist’s office last week when the nurse practitioner asked me if I was planning to get my third Gardasil vaccine that day. I had been dreading that question, and not just because I hate needles so much that I’ve never even gotten my ears pierced.

I know from past visits like this one, and from the first two Gardasil shots, that my insurance company doesn’t cover the cost of the vaccine, so on top of my co-pay for the visit I would be looking at another $120.

It is estimated that up to 75% of the reproductive-age population is, or has been infected with some form of human papillomavirus or HPV.

This means that even if you have never been infected with HPV, there is a three-in-four chance that your next partner is carrying the virus. Most cases of HPV are relatively mild, but can be uncomfortable.  Small flat or raised warts on the genitals of both men and women are the most common symptom.  For many people, this is the end of the virus.

However, HPV is the main cause of cervical cancer, which affects over 9,000 American women each year.  This elevates the issue of HPV from one of sexual health, to a matter of life or death for thousands of women annually.

Luckily, the Gardasil vaccine can prevent between 70-90% of HPV cases, and save thousands of women from ever having to battle cervical cancer. The only problem: the vaccine is expensive, and many insurance companies don’t cover it.  In fact, Gardasil is the most expensive vaccine in production, and many pediatricians and gynecologists cannot afford to administer a vaccine that they may never be fully reimbursed for.

“Some plans are saying I’ll give you $90, and not a penny more,” says Washington, DC pediatrician Promise Ahlstrom.

This leaves patients with two options:
Pay the $120 to $200 dollars per dose for Gardasil
OR
Do without

A full course of Gardasil is three doses, administered over the course of six months.  In order to pay the cost of syringes, gauze, proper biohazard disposal, and someone to administer the vaccine, doctor’s offices are often forced to charge the cost of an office visit for giving the vaccine.  A full course of Gardasil could end up costing a family or a young woman more than $700.

For many families, this is more than the cost of groceries for a month, and for many young women, this is more than a month’s rent.  Inevitably, many girls and young women will go without the vaccine, and face the consequences.

The CDC estimates that the cost of treating cervical cancer in the United States is over two billion dollars a year. If healthcare companies were to act proactively, and spend the same amount of money administering the Gardasil vaccine as they spend on treating cervical cancer, 2.86 million girls could be immunized every year.

Back on the examination table I considered my options, and chose to get the third dose of Gardasil.  It means that I will have to tighten my belt for the next couple of weeks, but I hope that the small investment I just made in my health will save me from the huge personal costs of battling cervical cancer down the line.  I just wish more insurance companies saw it that way.

photo credit

Posted in Families, Gen X & Gen Y, Health | 3 Comments »

Life is Funny…

Posted by joyinhome on August 12, 2009

Not ha ha funny, but funny nonetheless.PHaddon

Phoebe Haddon is the new dean of University of Maryland’s School of Law, effective July 1. Haddon is a 58-year old African American woman- a first for the University. This appointment marks 79 years since Thurgood Marshall was denied admission to the school based on race. Marshall later represented a black student who sued the school in a case which paved the way for the landmark case Brown vs. Board of Education.

Haddon would like to see the school become engaged in the Baltimore community in which it is located. She believes that universities have a key role to play in community issues.  Haddon also has a distinct viewpoint of the role of women in law.

I think women bring new dimensions to thinking about the law, because we ask different questions…In the area of human rights and domestic problems, women have asked questions about a lack of equity that were simply not asked before.

Wonder what Sotomayor’s confirmation committee would think…

Posted in Diversity, Education, Feminism | Tagged: , , | 1 Comment »

A Small Rant

Posted by egehl on August 12, 2009

Last week I learned that my organization, which employs about 25 people, has removed the Family and Medical Leave Act (FMLA) from the personnel policy.  The decision to remove FMLA from the employee handbook was because under law FMLA is not applicable to organizations with less than 50 employees.  For years I lobbied on behalf of FMLA and other work-life balance issues such as paid sick leave, paid FMLA, and even expanding FMLA so that small employers with 50 or less employees could be covered—now I know why! 200249426-001

FMLA requires employers to provide up to twelve weeks of unpaid leave annually to any employee for any serious medical condition of the employee or a member of the employee’s immediate family, or for the birth or adoption of a child.  FMLA is the only fall back employees have to keep their job when they desperately need time off. Especially now when so many people are losing their jobs, most people would fear taking any amount of time off without knowing they are protected.  Therefore if a small employer does not recognize or support FMLA, employees would rather continue working than risk losing their job even though their situation may call for them to leave work.

Our country is so far behind when it comes to policies that support families and those employees that work for small employers are especially vulnerable.  Employers must be mindful that offering basic work-life benefits like FMLA will save them money in the long run by keeping valuable employees that might leave otherwise.  Not offering FMLA will cost an employer more and could impact the bottom line if their employee retention is impacted.  I recognize that employers are feeing the pinch due to the recession but cutting back on work-life policies is not the answer. Ironically the stress on families has exponentially increased so the need to take that time off is more important than ever.

I am not in a stage in life to have a newborn anytime soon, but I could get sick or my mother could sick and then what would happen?  My hope is that my supervisor would be sympathetic and supportive but I shouldn’t have to hope.  I want to feel a solid form of protection so that when I need a foundation to fall back on I know it’s there.

Now I have a much clearer understanding about the significance of advocating for work-life related issues and how it impacts families, and provides them with a basic sense of security.

Posted in Advocacy, Successful Workplaces, Worklife Balance | Tagged: , , , , | 1 Comment »

The Congo

Posted by joyinhome on August 11, 2009

Secretary of State Hillary Clinton visited the Democratic Republic of Congo in the midst of the continuing “conflict” that is raging in its eastern region over access to the resources of this mineral rich country. This is not a new war but the re-surgence (again) of previous violence that re-erupted in 2003.

 
Violence against women has been at the heart of this war; they are being raped at an alarming rate as a way to keep communities terrorized. Some Congolese are forced to rape mothers, daughters and sisters.

fatherandsonWhy? Greed, of course. To win access to and control of the gold, diamonds, coltan, petroleum, uranium, hydro power, copper and the list goes on. It is one of the richest countries in the world, yet the Congolese have never benefited. Furthermore, it is the reason countries have historically kept this country in turmoil, including the United States.

Now let’s put this “conflict” into context. Also known as the African Civil War which raged from 1998 – 2003, it has claimed the lives of between 3 – 5.4 million men, women and children. This is the deadliest war in the WORLD since WWII. Timeline of DR Congo

Why should you care? Because we have to start caring about injustice in the world. There are companies getting rich from the murder and terror of innocent people – some of them are American companies.Aristat

Learn more:

Friends of the Congo
Who is Patrice Lumumba?
Women in War Zones

Posted in Advocacy, Feminism, Global, Politics | Tagged: , , , , , , | Leave a Comment »

She’s Gotta Have It!

Posted by sherrysaunders on August 7, 2009

Healthcare reform, that is.womenhealth

The Congressional Joint Economic Committee (JEC) released a new report, Comprehensive Health Care Reform: An Essential Prescription for Women, on the problems women are facing as they lose their health insurance due to either their own or their spouse’s job loss. It’s no surprise that the JEC report finds that women are particularly vulnerable by their dependence on their spouse’s employer-sponsored health insurance.  In addition, during the recent economic down turn younger and older women are more at risk of being un- or under-insured.

The JEC estimates that over 1.4 million women have lost health insurance benefits because of the contraction in the labor market since December 2007. Seventy-one percent (1,001,913) lost their insurance due to a spouse’s job loss and 29 percent (414,964) lost their insurance because of their own job loss.

But it isn’t just the mothers who are now un-insured, as a consequence of single mothers’ losing their jobs, the JEC estimates that at least 121,000 children are now without coverage as well. There has been and spike in newly un-insured children of unemployed single mothers. The weak job market has been rough on single mothers; the number of unemployed female heads of household has increased 53 percent over the past twelve months. Not only have they lost their pay checks but they have also lost their employer-sponsored health insurance coverage for their families.

Symposium_graphic_08The report includes very compelling statistics about women and health insurance.  For instance, women between the ages of 55 and 64 are particularly vulnerable to losing their health insurance benefits because of their husbands’ transition from employer-sponsored coverage to Medicare. One recent study concludes that a husband’s transition from employer-sponsored coverage to Medicare at age 65 can be problematic for his younger wife. Many of these wives depended on their spouse’s employer-based coverage and are not yet age-eligible for Medicare. As a result, 75 percent of these women reported delaying filling prescriptions or taking fewer medications than prescribed because of cost.

Younger women also often lack adequate health insurance coverage. According to the Bureau of Labor Statistics, over one-quarter (28 percent) of all young women (ages 19-24) do not have health insurance coverage. The bleak job market means that young women are less likely than ever to have access to job-based coverage.

Forty-one percent of all low-income women lack health insurance coverage.  Because of wide variability in state Medicaid eligibility rules, millions of American women fall through the safety net every day. The devastating impact of the recession on state budgets has forced some states to further tighten Medicaid eligibility rules at precisely the time when need is growing fastest.

The health consequences of inadequate coverage are more severe for women than for men. Women are more likely than men to run into problems receiving adequate medical care.

  • Twenty-seven percent of women had health problems requiring medical attention but were not able to see a doctor, compared to 21 percent of men.
  • Nearly a quarter (22 percent) of women reported that they were unable to fill a needed prescription, as compared to 15 percent of men.
  • More than half of health related bankruptcy filings are filed by women-headed  households.

While the financial burden of inadequate health insurance coverage weighs heavily on all Americans, this report confirms that un-insured and under-insured women suffer more severe economic consequences. Women are more likely to deplete their savings accounts in order to pay medical bills. One-third of under-insured women deplete their savings to pay medical bills, as compared to a quarter of under-insured men. The disparity is the same among the un-insured (34 percent women; 29 percent).

We need to reform the U.S. healthcare system.

Read the full JEC report sponsored by Representative Carolyn B. Maloney, chair and Senator Charles E. Schumer, vice chair.

Posted in Economy, Families, Gen X & Gen Y, Health, Successful Workplaces, Uncategorized | Tagged: , , , , , | 1 Comment »

Changing gender roles amidst the recession

Posted by egehl on August 6, 2009

Even though the economy is showing signs of life families nationwide are still struggling to financially survive.  As the recession marches on families have gotten creative with how to handle job losses, salary changes, and increasing demands by shifting their view and stereotypes about gender roles and responsibilities. family

The unemployment rate is hovering near 10% which means many people are still without jobs and families must adjust their life accordingly so that they can adequately handle their expenses.  The economic shift is recalibrating who is earning the income, who picks up the kids from school, and who cleans the house. Researchers are unsure how this will play out in the long run but it certainly could have an impact on children and how they view their parents.

Job losses are disproportionately impacting men which is causing a change in gender roles.  Since the economy began downsizing there have been deep cuts in the manufacturing and construction industries, which are predominantly male.  Approximately 2 million jobs have been lost in those industries alone which means a lot of men are out of work.  Men have lost twice as many jobs as women and it is uncertain exactly what these unemployed men are doing whether that is going back to school, staying at home with the children, or simply giving up.  But one thing is for certain it has caused a seismic shift in family roles. 

Women’s involvement in the workplace has increased steadily in the last 50 years.  According to the 2008 National Study of the Changing Workforce done by the Family and Work Institute, 79 percent of married or partnered employees live in dual-earning households and women in these couples earn on average 44 percent of the household income.  With a high number of men losing their employment, women must pick up the slack by either returning to work, working more hours, or relying on their partners to take on more household duties. 

200520420-001Couples with set roles and expectations must re-examine each other’s activities as a result of job loss and the need to take care of children.  More men are taking on child-care duties, driving kids to their activities, cooking dinner and taking care of the house.  Meanwhile more women are working as the family’s main source of income.  This change can be hard on both parents because now women who once stayed at home must work full-time and see their children less, and men may feel emasculated because they are uncomfortable not being the breadwinner.

However there are silver linings to these new arrangements.  Recently a friend of mine commented that after her husband lost his job and had to stay at home with their 3 kids, he established a whole new appreciation for how hard it is to stay at home to take care of the children and run the household.  As a result their marriage has improved because she no longer feels bitter that he doesn’t appreciate her and he is more present in their family’s life, and has developed a new empathy for her work and contribution.   

The shift in power, while hard for many couples, has also made dealing with the recession a bit easier by embracing these new roles.  For some couples the adjustment has been smooth as many men are thrilled to have the opportunity to spend more time with their children and perhaps start a small business they had always considered.  And for women they are able to enhance their careers and focus on their professional life after putting so much time and energy into their family life.  Regardless these types of changes require solid communication between partners otherwise the new roles can be overwhelming and not fulfilling.  In addition, while one partner may be happy with the change for the long-term the other partner might think of the new situation as only short-term until he/she finds another job.

The ripple effects of the last year will be felt on families for years.  Similarly to when women started going to work in droves amidst the feminist movement this will have an impact on today’s children in ways we cannot predict.  However it can also help adjust some of the very stubborn and long-held views by society that each gender must remain in certain roles, which can feel constricting for everyone.

Posted in Uncategorized | 2 Comments »

Next Up: Green Jobs for Women, Kinda

Posted by espressodog on August 6, 2009

Health care reform is dominating the debate in every corner of Washington, DC right now but what is next on the horizon? The answer is green jobs for women, sorta.  While Congress, the media and the general public are focusing on passing or killing health care reform, a select few are hammering out the details of climate change legislation, which is number two on the Obama Administration’s agenda.windmills

The climate change bill, known officially as the American Clean Energy and Security Act, passed the House and is awaiting Senate consideration. The bill contains funding for projects that target green jobs and training opportunities for women and other underserved communities.

In many ways, the greening of jobs is a new approach to old “non-traditional” occupations. Green jobs will be created in manufacturing, constructions and information technology–all sectors where women are underrepresented. In workforce jargon, these occupations are known as “nontraditional jobs” for women, because women make up 25 percent or less of that workforce. Nontraditional jobs for women often pay 20 to 30 percent more than those traditionally female jobs and often provide better benefits, greater career and training opportunities and higher job satisfaction.

Interest in green jobs is high and some of the discussion even includes matching women and green jobs. White House Special Advisor for Green Jobs, Enterprise and Innovation Van Jones has said there is a unique opportunity to create equal access and options within the new and evolving “green” industry sector. There was more than $500 million dollars for green job training in the Recovery Act, which when combined with the previously mentioned language in the climate change bill should mean that women will benefit from the federal spending on green energy projects. BPW Foundation will be following these events as they unfold and will keep the focus on moving women into these new green jobs.

If done right, the greening of the workplace will include a new range of opportunities for women and business.

Posted in Advocacy, Career Advancement, Politics, green | 1 Comment »

Grandpa’s Office Needs a Makeover

Posted by ehutch on August 5, 2009

WorkingMomLast week,  I attended a Joint Economic Committee Hearing on Capitol Hill about work/family  issues and how families are faring in the recession. As a young woman, when it comes to work and family I want to have my cake and eat it, too… and judging from this hearing, Congresswoman Carolyn Maloney (D-NY) and other members of the committee agree.

The panelists testifying spoke out about a variety of issues, but they all made one point crystal clear: This recession is hard on everyone. And as we all cope with the it, we now have the opportunity to progress and  create workplace standards that benefit working families and the bottom line itself.

Things to consider:

  • On average, Americans work  a month longer each year than in 1982.
  • 71% of women are in the workforce, and women bring in 44% of family income of couples that are working.
  • In 1970, 38% of women with school-age children were in the labor market. By the year 2000, more than 67% of them were on the job.
  • It is no longer the norm for a family’s wage to be paid to a single breadwinner.

More women in the workplace statistics.

What does this mean? Our current workplace policies shouldn’t reflect a demographic that has so dramatically shifted over the past fifty years. Now is the time for the next generation of standards!

Karen Nussbaum, founder and director of 9to5: The National Association of Working Women, spoke about the deteriorating work-family balance of the 21st century. She emphasized that “cafeteria benefits” such as child care or flextime for workers are reserved for well-off urban professionals, but it is imperative that they become basic benefits. Often, businesses view policies like flextime, telecommuting, and paid family leave as a pure compromise.. but according to research done by Ellen Galinsky, these policies increase productivity and satisfaction, improving the business as a whole.

Here are the key work/family standards that will move us forward:

  1. Paid sick days- they help reduce the spread of illness in workplaces, schools and and childcare facilities, yet 79% of low-income workers (the majority of whom are women) don’t have a single one. Support the Healthy Families Act!
  2. Paid family leave- the Family and Medical Leave Act has been a great success (since 1993, workers have used it over 100 million times), but half of the private-sector workforce is excluded from it.
  3. Control over flexible work hours- to help solve the conflict between lengthening work hours and family obligations.
  4. Paycheck fairness- H.R. 12 would close the loopholes in the Equal Pay Act of 1963.

I want more info on work-life balance policy.

Next, Cynthia Thomas Calvert of the Center for WorkLife Law spoke out about the increase in Family Responsibility Discrimination cases she’s heard on her hotline since the start of the recession.

Family Responsibility Discrimination (aka caregiver discrimination) is employment discrimination based on family care giving responsibilities. Examples include: refusing to hire pregnant women, not promoting mothers of young children, punishing male employees for taking time off to care for children, or giving unwarranted negative evaluations to employees who take leave to care for aging  parents.

She also campaigns for flexible work time and better communication, and insists that there’s an employer presumption that maintaining absolute control over an employee works to their benefit- but that’s not necessarily true. A high rate of caregiver bias means high costs for employers- in legal fees, but also in worker attrition, lower productivity, and unscheduled absenteeism.  

In past years of recession,  there have always been a few good things that end up blossoming in a bed of thorns:  Microsoft, MTV, and Disney were all formed in times of economic peril; hopefully influential reforms on work-life policies will be another positive aspect to add to the list.

Learn what is being done to transform today’s workplaces.

Posted in Advocacy, BPW, Career Advancement, Economy, Families, Gen X & Gen Y, Lifestyle, Pay Equity, Successful Workplaces, Worklife Balance | Tagged: , , , , , , , , | 2 Comments »

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