I pledge allegiance to the plan for gender parity in corporations of the United States of America by 2030.
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At a time when employees are fighting for paid parental leave for mothers and fathers, a new study spanning 40 years and tracking close to 5,000 women shows that some women who take time off their career paths to have children are penalized financially years down the road.
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The deliberate push for more women leaders in the STEM fields of science, technology, engineering and math has been expanding for the past decade. The movement begins with girls in grade schools, moving through universities and academia into C-suites of innovation and technology start-ups.
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It’s there. You are not crazy. So now what?
Implicit gender bias has hung around women leaders in the workplace in nearly every imaginable sector and discipline for generations. The bias surrounds the workplace culture in a fog at times thick and impenetrable, and at other times, a mist that only feels instinctively palpable.
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What do Papua New Guinea and the United States have in common?
Neither country has a national paid family leave law. Some suggest that solving the conundrums of working moms might be as simple as a national family paid leave policy.
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Some employees thrive on structure and routine, and prefer to have the details of their roles and tasks clearly outlined. However, preferring to follow rather than lead doesn’t necessarily imply a lack of desire for autonomy.
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In the 1980s I worked for a newspaper in Texas as a feature writer and columnist where staff parties of arrivals, departures and birthdays were held at the bar across the street. Often they included serving a cake decorated with a naked woman, complete with pink and black icing. I was in my 20s and not well-versed in the newsroom culture, but as soon as I saw the anatomically correct lady cake, I took three cocktail napkins and covered her sugar-coated image.
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It isn’t news that women of color have to work harder, perform better and battle the pervasiveness of white privilege assigned to women in the workplace. But there is new research and insight into strategies to make workplaces more inclusive and create environments for success for all women.
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It seems as if as a culture we are sending and receiving double messages in the workplace for women who have risen to the top in seniority. One is that recruiters are not looking for women over 40 to hire, while the other is that women in their 40s, 50s and 60s are the prime candidates for leading companies.
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As Dr. Carla Hayden, the first woman and also the first African American who will head the Library of Congress, is sworn in this week, it seems a good time to take a look at the gendered legacy of American literary traditions from publication to reviews to prizes.
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We fill out the feedback forms at conferences, in response to a new initiative, a follow up on a project. If the feedback is anonymous, we might be candid, maybe harsh. With our names attached, we may be more guarded and positive.
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Angira Patel, MD, is co-author with Sarah C. Bauer, MD. Patel is a pediatric cardiologist at Ann & Robert H. Lurie Children’s Hospital of Chicago, and assistant professor of pediatrics and medical education at Northwestern University Feinberg School of Medicine.
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