Posted by Jennifer Scheulen on August 10, 2021 at 11:07 AM
June 2021 Newsletter
No is no and enough is enough.
Right? It’s finally sinking in – and breaking through. News flash: Women are not some second class of human. Their strengths, talents, intelligence, capabilities. Their stories, ideas, experience, perspective. What they do innately and through the degrees they’ve earned, the life they’ve led.
#metoo. #timesup. As men and women, each – and more – have stamped our consciousness with where we are on this long journey. And that is: “Done.” Aka… Out of patience.
As we grapple with reaching a historic limit on what’s tolerable, we notice that list of qualities above with greater urgency.
What the heck are we doing leaving those things piled up waiting in the wings?
Have you have enough of people saying women don't bring enough to the table in government? How about asking yourself this:
When is enough enough? 25 years? 50 years? Another 100 years?
Short answer? No.
How about within the decade? #5050x2028.
The Secret to Getting More Women in Leadership: Men
By Colleen Ammerman AND Boris Groysberg, 04/07/21
“…Not only is men's participation necessary to change the practices and norms that limit women's advancement, but men themselves also stand to gain from disrupting the status quo. The gender hierarchy that disadvantages women creates pitfalls for men, who are penalized if they don't adhere to an idealized and rigid standard of male behavior. For men, showing vulnerability and empathy, being warm and agreeable, and expressing emotions (other than anger) have all been shown to elicit criticism. Even though these characteristics and behaviors are known to create greater trust and effectiveness within companies (indeed, executive coaches often work with clients to improve and enhance these exact traits), men who enact them are viewed as less competent and likable.
“Deviating from the norm is perhaps most difficult and consequential when it comes to men's role in caregiving. Even as men's careers can be boosted by gender inequities within companies, they pay a price when it comes to life beyond work. In the early 1990s, Harvard Business Review suggested that men's expectations for work and family might be changing, noting that ‘the Corporate America originally designed by men doesn't work anymore for most of us,’ with a new generation of men looking to be more involved fathers and more equal partners. Yet nearly 30 years later, men still find themselves locked into an outmoded set of expectations that call on them to diminish and limit their commitment to caregiving and parenting. In 2015, The New York Times reported that despite having more egalitarian beliefs about gender roles than prior generations, professional millennial men were largely living the lives of their fathers and grandfathers: working long hours and doing little childcare.
“This fact should come as no surprise given the way many companies approach men's parenting responsibilities: at best as an oddity that renders them suspect or at worst as a lark not to be taken seriously. Although parental leave is a standard benefit at many large employers, men take leave at dramatically lower rates than women. In 2018, the Society for Human Resource Management reported that 36 percent of men who had access to leave took the total available time off, compared to 66 percent of women. In 2019, JPMorgan Chase agreed to pay a $5 million settlement in a class-action suit initiated by a male employee who was prevented from taking advantage of the bank's 16-week leave for primary caregivers. The employee, a fraud investigator in Ohio, was told he could only qualify for the leave if he demonstrated that his wife couldn't be the child's primary caregiver. It was inconceivable to his managers that he might choose such a role, and in their view the bank's parental leave benefit wasn't intended to support men in doing so but instead was really aimed at women, even if it was on paper gender-neutral.
“If men's full participation in combating gender-based disparities is not only necessary but also ultimately beneficial to both men and women, why don't we see more of it? Men may struggle to step out of line with traditional expectations, buy into zero-sum thinking about women's gains as men's losses or feel uncertain about their place in the conversation about gender inequality—or all three. When men act unconventionally in relation to work and family, they can risk career and reputational consequences. As a state senator, Barack Obama was harangued by a fellow legislator when he missed a vote due to his toddler daughter's illness: "To use your child as an excuse for not going to work also shows poorly on the individual's character," his fellow senator Donne Trotter told the press. These kinds of criticisms—whether explicit or unspoken—discourage men from bucking the work-above-all expectation...”
Talk About It!
June gave us plenty to talk about! Start here. Talk about… stories like these:
Keeping Alive the Little Spark
Picture this: the first president of the United States at the age of 14, hunched over his school book by candlelight — practicing his penmanship, stroke by stroke… “Labor to keep alive in your breast that little spark of celestial fire, called conscience.” Read more…
- On the Passing of Candy Straight
“She was committed to a better democracy and the often difficult but necessary task of working across parties. She believed that women’s increased participation in American democracy was a key to strengthening it.” –John J. Farmer. Read more...
- Retracing Our Steps from the Summer of Yesterday
We walk side by side toward the Summer of Tomorrow. As we move forward together, two events from the Summer of Yesterday light our way. They remind us how times of upheaval can take us to a world more fair and free. Read more…
- Let's Hit This Pitch
In many ways, softball is diversity at its finest. Female and male, young and old, pros and amateurs, organized leagues and barnstorming teams have made the sport a field of delight and athleticism for a wide swath of Americans. Read more...
Now is the time we...
Shake your groove thing - and make a difference!
Remember that tune? That beat? (Google it!)
You’ll thank us for putting that little worm in your brain… Okay, maybe not. But it’ll make for a more fun Tuesday or Thursday, we can almost guarantee.
Give your body a little joy for the journey…
And, as we say each month, from that place, make your heart sing by making a difference… to women who have what it takes to shape the world we’re feeling our way into, connecting solutions to jobs, people to solutions, heart to hardships, opportunity to our scariest dreads.
How can we possibly afford to wait?
No time to lose! #5050x2028. Click "Let's DANCE" to donate!
Until Next Month...
Be safe, be smart, and keep your eye on the future: #5050x2028!
©2021 Women's Campaign Fund