women

Long Term Effects of Sexual Assault

Effects of sexual assaultWe know that sexual assault and harassment is psychologically traumatizing to the victim. As we have just witnessed in the recent Congressional hearings, these psychological effects are long lasting. Our understanding of the impact, however, continues to expand. A new study released last week shows that the trauma many victims feel is not limited to their emotional and psychological health. These attacks can impact their long-term physical health as well.

The study, published in Journal of the American Medical Association, found that both workplace sexual harassment and sexual assault had lasting, negative effects on women’s physical and emotional health. Researchers at the University of Pittsburgh School of Medicine recruited 304 women between the ages of 40 and 60 and recorded their blood pressure, weight and height. Through a brief questionnaire, researchers found 19 percent (58) of these women reported a history of workplace sexual harassment, and 22 percent (67) had a reported a history of sexual assault, and 10 percent (30) of the women reported they had experienced both sexual harassment and assault. The numbers for this study’s population are lower than national estimates, which indicated that 40-75 percent of women have experienced workplace sexual harassment, and 36 percent have experienced sexual assault.

About one in four women in the study who had been sexually assaulted met criteria for depression, while only one in 10 who had not been assaulted were also suffering from depression. Researchers also found that those who reported having experienced workplace sexual harassment had significantly higher blood pressure and significantly lower sleep quality than women who had not.Their findings are adding to a growing body of evidence, expanded through more than a dozen other studies over the past decade. Researchers have now documented other physical symptoms caused by sexual harassment, such as headaches, gastrointestinal problems and disrupted sleep.

“When it comes to sexual harassment or sexual assault, our study shows that lived experiences may have a serious impact on women’s health, both mental and physical,” Rebecca Thurston, a professor of psychiatry at the Pittsburg School of Medicine and the study’s senior author said in a press release. “This is an issue that needs to be tackled with urgency not just in terms of treatment but in terms of prevention.”

The researchers are right, sexual assault and sexual abuse has a profound impact on victims, and efforts to improve women’s health must target the prevention of sexual harassment and assault, not just the treatment of its consequences. While the momentum surrounding the #MeToo and #TimesUp movements (as well as ongoing current events) has inspired and emboldened more and more women to stand up and make their voices heard, this study illustrates the fact that this is an unfolding crisis and will require diligence, education, and continued attention to eliminate.

The goal of sexual assault prevention is simple—to stop it from happening in the first place. The same can be said for workplace harassment. However, according to the CDC, the solutions are as complex as the problem. Preventing sexual assault requires prevention strategies that address factors at each level of the society. To help facilitate progress, the CDC has put together “STOP SV: A Technical Package to Prevent Sexual Violence,” which represents a select group of strategies based on the best available evidence to help communities and states sharpen their focus on prevention activities.

In terms of workplace harassment, it’s important to keep in mind that the same laws prohibiting gender discrimination also prohibit sexual harassment. Title VII of the Civil Rights Act is the main federal law that prohibits sexual harassment, and each state also has its own anti-sexual harassment law. That being said, there is still a lot of work to be done. It is important that employers adopt clear sexual harassment policies and conduct regular sexual harassment training – even if your state doesn’t require or suggest training. It’s also crucial that complaints are taken seriously, and if the complaint is shown to be valid, it is followed with a swift and effective response.

Although the studies focus primarily on women, people with non-conforming gender identities also experience sexual harassment and assault at high rates. To make the changes so desperately needed, we must work together. This isn’t something that will go away, so now is the time to act. This is a health crisis we must address. We need to listen to the victims, hold attackers responsible, and create safe environments in which people to live, work, grow, and thrive.

Anger in the Workplace IS Acceptable – For Women and Men

Anger in the WorkplaceSerena Williams recently made headlines after losing in the U.S. Open final match to Naomi Osaka. The news wasn’t based on how Williams played the game, but instead focused on a heated debate she had with an umpire that led to her getting slapped with a $17,000 fine. The entire interaction sparked a much larger discussion about the consequences of women showing anger and emotion. Why are women consistently penalized for expressing traits that their male counterparts exhibit regularly? While Williams’ anger may seem symbolic of women’s larger rage, it is important to look at how double standards like this recent incident play out in the workplace, and how that impacts women from every walk of life.
Research has consistently found that there are big differences between the ways that men and women are treated for expressing emotions, and particularly anger. Men who express anger at work are perceived as higher status. Women who express anger at work, however, are perceived as lower status and less competent, and are also paid lower wages.

Beyond The Stereotypes

Media and literature frequently reflect, and perpetuate, the belief that boys and men are angrier than girls and women — and that their anger is righteous and violent. That perception may be why men seem to get a free pass on exhibiting that anger at work. However, studies have also repeatedly shown that women report feeling anger more frequently and in more sustained ways than their male counterparts. In early 2016, a survey conducted by Esquire and NBC found that women reported consistently higher rates of anger. Another, conducted by Elle magazine two years later, revealed the same pattern.
We all know that women are angry right now, and #MeToo, #TimesUp and the Women’s March are some of the ways that women’s long-simmering frustrations are boiling over. However, this anger is nothing new. Natalie Gil points out in Refinery 29, “We’ve always been angry – we’re underpaid, overworked at home and in the workplace, thwarted from reaching our potential and diminished.” It’s important to note that it doesn’t take a cataclysmic event to express anger in the workplace, it can be something simple and even routine, and something that may not warrant a second glance if a man were to point it out.
The fact is, anger is a universal human emotion, and given that we are angry, like our male counterparts, the big question is, how can women overcome the negative consequences of expressing anger? And how can we work together to create a workplace that allows women and men to express emotion, and not be penalized unfairly?

Navigating Anger in the Workplace

Perhaps the best way to create a workplace that works for all of us is to bring awareness to the fact that we all get angry and take steps to learn, individually and collectively, how to channel that angerappropriately. For example, if you’re angry at a situation, call that situation out, and discuss it with co-workers, don’t rain your anger down on those around you. We can also discuss, and perhaps even put policies in place, that allow men and women to express their anger in healthy, direct, non-aggressive and non-toxic ways. All explanation and justification is a waste of time. Once the anger has been felt, expressed and owned, impacted employees can look at the lessons our anger might teach us. Anger is usually an indication that you need to set a boundary, stop doing something that is no longer of service, change direction, face what is not being faced, or to just say no.
Anger can be a great motivator, and we can use that to address the issues surrounding emotion in the workplace. While women have plenty of reasons to be angry and frustrated, it is important to keep in mind that we weaken our ability to make change if we allow ourselves to be derailed by our differences. If we can work together, women and men, to look at this situation, remove gender stereotypes, and have an honest and open dialog, we CAN change the workplace, and create an environment that works for all of us.

More Reasons to Create Gender Equality in the Workplace

Gender Equality in the WorkplaceFor decades, in order to make our voices heard, women in business strove to become members of the boys’ club. We mimicked how men thought, communicated, and even dressed. But now, for many of us trying too hard to tap into our “masculine side” has gone the way of severely tailored 1980s power wear (complete with giant shoulder pads), and a new study shows that we can and will continue to utilize our feminine strengths as gender equality in the workplace becomes more the norm.
As women, we know that we think and communicate differently—which means that we also lead differently. A researcher at the University of Salzburg in Austria agrees and suggests in his recent study that men and women not only have particular personality differences, but those differences grow in nations that have the greatest gender equality.
In addition to looking at personality traits, the study squared its findings against “gender equality” measured by the Global Gender Gap Index. The results showed that greater gender equality is associated with stronger expressions of gender difference. While the study’s author, Tim Kaiser says that it could be a “case of the personality adapting to changing societal conditions.” It could also be a situation where women are empowered to lead authentically as themselves.

Gender Equality in the Workplace Starts by Removing Bias

As it stands today, moving up the ladder is a competitive process, regardless of gender. However, to truly level the playing field, we need to create an environment where gender equality in the workplace is a given and ensure that advancements, promotions, and the entire workplace is free of discrimination and bias. Unconscious biases have a critical effect on our judgment and can stand in the way of women working their way into the C-suite.
Gender bias stereotypes – surrounding men and women – can lead to unfair decision making. To eliminate that from the workplace and advancement process, we need to educate employees about how stereotypes work. Mary Lorenz writes in Career Builder that since we are not always aware of our biases, we do not realize when they are influencing our decision-making; therefore, education and awareness are key to moving forward.
We also need to establish clear criteria before making decisions about hiring, promotion, etc. so that bias gets removed from the decision-making process.Research has shown the more formal the criteria are, the more women and underrepresented minorities will be hired. It’s also important to scrutinize that criteria on a regular basis and adjust and refine as needed.
It’s also important to set diversity goals, as agrowing body of research suggests that diversity in the workforce results in “significant business advantages.” Francesca Gino, professor at Harvard Business School says that at the end of every hiring process, leaders should track how well they’ve done against the diversity goals they set out to achieve.” This also encourages those involved in the hiring and in other parts of the company “to keep diversity and equality top of mind.”
And more than anything, be transparent. With education, clear criteria, and diversity goals, it should be a no-brainer to post numbers. As Lorenz writes, keeping, “track of our progress in terms of how we’re doing in terms of gender diversity in our workplaces really causes people to be more thoughtful in how they’re making decisions.” Transparency and accountability are essential tools in creating a gender equal workplace.
Because our natural skill set is increasingly valued in the global economy, we’re perfectly positioned to become today’s and tomorrow’s leaders. But in order for that to happen, and for women to have the opportunity to lead authentically, we have to level the playing field and work together to create a bias-free environment where women can use their unique skills and strengths to lead a more balanced and diverse workforce.

Together, We Can Make A Difference

Right now, in every sector, women are making their voices heard. We are taking to the streets, gathering on social media, and organizing through numerous initiatives and movements. We truly are in this together, and we need to be in order to move to the next phase. While some may think this rise in conversation and feminine power may have started with the presidential election, or even with #MeToo, women gathering to further the common good started much, much sooner.

In 1848, a group of almost 200 women met at the Wesleyan Chapel in Seneca Falls, New York. The first ever women’s rights convention kicked off with. Reading of the “Declaration of Sentiments and Grievances” which detailed the injustices inflicted upon women in the United States and called on women to organize and petition for their rights. The Seneca Falls Convention was followed two weeks later by an even larger meeting in Rochester, New York. National women’s rights conventions were held annually after that, providing an important focus for the growing women’s suffrage movement. Through gatherings in Seneca Falls, a movement was born, and after years of struggle the 19th Amendment was adopted in 1920, granting American women the constitutionally protected right to vote.

The struggle continues as we work to close the gender pay gap, claim our rightful place in leadership positions, and live lives free of oppression and harassment. And guess what? In order to get that done, women are still gathering. The Women’s March saw 4.6 million women and men take to the streets and march to raise awareness on women’s rights as human rights in 642 cities on every continent on the globe. The anti-sexual assault and women’s empowerment movements #MeToo and#TimesUp have also shifted the conversation on women’s issues, and elevated the global consciousness surrounding the obstacles women encounter in their daily lives.

Numerous organizations have also taken root in the past decade to further the needs of women, and help us claim our fair share. For example, our very own Women Connect4Good Foundation supports and connects women to empower and lift up all women to break through barriers that prevent them from achieving sustainable, fulfilling lives and claim their power to change the world.

Take the Lead prepares, develops, inspires, and propels women to take their fair and equal share of leadership positions across all sectors by 2025, and their unique strategies create the breakthrough from where women have been stalled at 18-20% of top leadership positions for two decades.

Actually, when it comes to accelerating women’s leadership today, the sky is the limit. We’ve got Lean In, Emily’s List, Catalyst, Fem. Inc, Ellevate, Bossed Up, See Jane Do, SHEROES United, and more. And all of us are working towards the same goals – women’s empowerment. With training, tools, supports and awareness I truly believe that together we CAN make a difference.

The “I Am a Superwoman” Equality and Empowerment Summit, on Friday, August 24, is another great addition to the powerful movements happening all around us. Why is “I Am a Superwoman” important? Because women, sometimes at great personal risk, have fought for our rights in this country for nearly 200 years. However, our world is still divided and full of hate. In fact, in the United States 1.3 rapes per minute still happen. It is up to us to continue the fight, and work together to change the status quo.

“I Am a Superwoman” encourages us to assume personal accountability and individual responsibility for the future of our planet. It’s clear that a foundational shift in culture and leadership is essential. “I Am a Superwoman” highlights the need to recalibrate our societal mindset so we can move forward to create a better world for our children and for our community. It’s all about Equality. This is not a Partisan issue, it’s a Human issue. This movement is a critical step forward from the #MeToo and #TimesUp movements and aims to preserve and nurture the relationship between men and women. It’s time to re-direct our energies toward long term prevention focused on education and training programs that will stimulate positive change.

“I Am a Superwoman” invites women to build their legacy, and through the Superwoman Video Challenge urges women to prepare their Personal Bill of Rights. Wherever you are, simply pick up your phone and shoot a selfie video saying, “Here’s to the Superwomen who started the Equal Rights movement, and here is my personal Bill of Rights,” and share three to five things that you feel strongly about. Then you can post your video on Facebook, Twitter or Instagram and include #IAmaSuperwoman, #NowItsUp2Me, and SuperwomanDonations.org. Proceeds from the “I Am a Superwoman” activities will go to 501c3 organizations like SHEROES United, an organization my Leading Women co-author M. Bridget Cook-Burch founded that works tirelessly to help victims of sexual assault, domestic violence and human trafficking.

Remember, the momentum we gain when working together is unlike anything in the world. To find out more and get your ticket for the “I Am a Superwoman” Equality and Empowerment Summit, or to learn more about any of the “I Am a Superwoman” activities, go to SuperwomanCampaign.org.

The Pay Gap Matters, and Affects Us All

I want to be paid fairly for the work that I’m doing. That’s what every single woman around the world wants. We want to be paid on parity with a man in a similar position—Felicity Jones
Equal Pay Day highlights the wage discrepancies that exist between men and women in the workforce. This year, the event was observed on April 10, and marked how far into the current year women had to work to earn what their male counterparts made in 2017. The National Committee on Pay Equity, which established the event in 1996, notes that Equal Pay Day is always observed on a Tuesday, to represent how far into the next work week women must work to earn what men earned the previous week.
Overall, women still earn just 82 percent of what their male counterparts take home, according to calculations by the Pew Research Center. That number is even less for minority women. For African-American women, Equal Pay Day won’t be observed until August 7th, and for Native American and Latina women, Equal Pay Day won’t be observed until September 7th and November 1st, respectively.
This disparity points up the need for all women to support our sisters of diverse ethnicities. We can gain strengths by working together and supporting each other’s advancement. Currently, gender disparities receive more attention (and lip service) than race. “More companies prioritize gender diversity than racial diversity, perhaps hoping that focusing on gender alone will be sufficient to support all women,” Sheryl Sandberg wrote in an op-ed for The Wall Street Journal. “But women of color face bias both for being women and for being people of color, and this double discrimination leads to a complex set of constraints and barriers.” We need to band together to eliminate this injustice to women of color.
For a few years it seemed that Millennial women were encountering less wage disparity than older women. However, data from the Bureau of Labor Statistics shows that today women between 25 and 34 are losing ground when it comes to pay equality. Women in that age group made just under 89 cents on a man’s dollar in 2016, down from a high of 92 cents in 2011. That means their gender gap in median weekly earnings is the widest in seven years.
This inequality is unexpected, especially since female Millennials are highly educated and encounter far fewer barriers to the workforce than in any prior generation. According to a Bloomberg report, Heidi Shierholz, senior economist at the Economic Policy Institute in Washington and a former Labor Department chief economist during Barack Obama’s administration says that this group’s temporary rise might have resulted from decreases in men’s wages in those years. “Men just had been losing ground” Shierholz notes, “and instead are doing better now.”
Whether Millennial, Gen X, or Boomer, woman or man, the pay gap matters, and reducing it should be a top priority for anyone interested in the well-being of women, families and communities. The Institute for Women’s Policy Research (IWPR) projects that the U.S. economy would generate additional income of more than $512 billion if women received equal pay. And if that doesn’t get your attention, a recent McKinsey study showed that stricter workplace gender equity practices could add $12 trillion the global GDP by 2025 (seven short years from now) with stronger workplace gender equity practices.
At this point, no female demographic is exempt from this wage gap, and few, if any fields are immune. That means we all need to work together to change the status quo. We, yes women andmen, need to recognize and acknowledge the problem so that we can work together to correct it. Equal pay for equal work is a unifying goal everyone can support.
Below are three organizations working to educate us about the disparities so we can eradicate them. Please check out their resources and use them in your work to eliminate your gender pay gap.
Take the Lead– recently released a resource guide to help you step up your Equal Pay Day Game.
AAUW Work Smart– recently joined forces with LUNA to provide salary negotiation workshops across the country.
National Women’s Law Center– has a tremendous resource available for download, “The Wage Gap: The Who, How, Why, and What To Do.”
Bottom line, women have generated a lot of momentum right now, and we can use that in our work towards equality in all sectors. Equal pay for all women of every ethnicity needs to be a top priority. Equal Pay Day is a reminder that we have work to do and we need to point out the injustices, ask for what we want, make our case for why women and men of all races deserve equal pay, and settle for nothing less!
 
 
 
 

Lexi Jackson Proves the Future Is Female!

Lexi Jackson, a sophomore at Washington University in St. Louis, already knows that the only way to affect change is to engage – and wow – has she engaged! She was recently chosen to participate in a Washington University student panel providing commentary of the State of the Union Address on ABC News. She was poised, articulate, and on message throughout Before the President’s Address began, she shared her concerns on how the tax bill undermines the Affordable Care Act. She hoped President Trump would address the issue and follow up with a plan to navigate the elimination of the tax penalty and how to keep health care premiums down, mitigating costs for families who are impacted.
As if that weren’t impressive enough for the young business strategy/political science student, ABC News followed up the next day saying that the executive producers were impressed and invited Lexi to write a SOTU response column for their website the day after the address. “I considered it a blessing from God, to have the opportunity to share my remarks on a national forum and transparently discuss my family’s story,” she said.
Her commitment to keeping health care costs affordable isn’t just an issue for Lexi, it’s personal. As she wrote, “Five years ago, I awoke to the news that my father had been in a severe car accident. He had experienced significant physical injuries and nerve damage. Ultimately, the accident would render him disabled, eligible for disability payments and Medicare coverage. My family’s journey since that day has been filled with more unpredictability and change than we could have ever imagined. Life sped up significantly and we began to understand the importance of immediacy and efficiency — both in the context of my father’s care and in the government processes in which we were now compulsory participants. Ultimately, we realized that there are some things for which you have absolutely no time to wait.”
Her recognition that time is of the essence goes far beyond her father’s story, and Lexi sees a number of issues in the world today that also need to be addressed NOW. That’s in part why she stays so busy. On campus, Lexi is the Director of the Olin School of Business’ first Diversity and Inclusion Summit, the Incoming Director of the student-run strategy firm Bear Studios, and an orientation leader. She’s passionate about the intersectionality of business and politics and the social impact that can be generated from strengthening principal-agent relationships whether they occur between legislators and constituents or companies and customers.
The Diversity and Inclusion Summit, which happened on February 9, was quite an impressive undertaking, especially as it was the University’s first. She, along with two other sophomores, realized that the issues of diversity and inclusion hadn’t been thoroughly addressed in a summit setting, and they set their sights on creating an incredible event. With a keynote panel including Arvetta Powell, Director of Diversity and Associate Experience from Build-A-Bear Workshop; Emily Pitts, Principal of Inclusion and Diversity, Edward Jones; Susan Stith, Vice President of Express Scripts; Adita Akbani, Senior Principal Scientist, Pfizer; and Kim Hawkins, Multicultural Talent Acquisition Recruiter, US Bank, attendees were able to learn a lot about issues in the workplace from the best and brightest in the industry.
The keynote panel was followed by break-out sessions, and “Navigating Microagressions in the Workplace” was led by Keisha Mabry, Adjunct Lecturer at Washington University and “Friendworking” Expert. The “Women in Tech” session was led by Kelly Lee, Business Program Manager on the Infastructure Team at Facebook, and Kirsten Miller, Compliance Manager with Uber.
“These issues really spoke to me, and to the two other students I planned the summit with,” Lexi said. “To me this isn’t political, this is a business and a human issue. I’m so glad we tackled this and had these discussions at Wash U.”
Lexi brings a fresh perspective to her work and her studies at Washington University, and stays involved to include that perspective in the overall narrative. “If you are passive about an issue or disaffected by your current situation, then you will never be able to change things. If you are holding out and waiting to get involved until you feel 100% equipped to do so, you will never be able to make an impact.”
“I’m engaged and keep myself busy. I think I’ve always seen each stage of my life as an opportunity to be involved,” Lexi said. “I feel that you should always take the resources available and see what you can do to assist others and actively make the decision to affect change and get involved.”
Lexi has always been surrounded by strong women, and they have admittedly served as an inspiration to her. Her grandmother, Dianne Elizabeth Osis, founded “Springfield Business Journal” at a time when the field was considered a boy’s club and women weren’t necessarily welcomed. Her mother, Jennifer Jackson, followed in her mother’s footsteps, and has not only continued the work her mother started, but successfully navigated the publication through a changing media landscape and grew the company in the digital realm. Since taking over, she also started a communications company.
“I didn’t realize how much my grandmother had done until her retirement party. She accomplished so much while raising her children as a single mother. Her story is so empowering and made me realize that I can be successful in business and politics,” Lexi said. “And then there’s my mom, who took SBJ in a different direction, integrated a digital platform, and started a new company while dealing with the financial and emotional strain from my dad’s car accident. I’ve never been more amazed by someone handling all of that than I am by my mom.”
With the groundswell of women of every generation speaking, and working together to bring about change, Lexi has great hope for her generation, and the mark they will leave. “I think my generation will elect the first woman president, and that is not an inherent women’s issue, but it is a symbolic gesture that will solve some of the disparities we see today.”
“I also think we are going to see a massive shift in corporate culture,” Lexi added. “Family leave will be normalized, because we’re seeing innovators in that space – in all sectors – and these innovators are developing maternity and paternity leave. I think that will lead to more gender equality in the workplace, and that people will realize that women can be mothers and have successful careers.”
As Lexi wrote on Facebook, she responded to the State of the Union Address in hopes that one day she’ll give a State of the Union address of her own. Today, looking at the unique pressures that her generation faces, Lexi feels it is more important than ever to engage. “I think that it’s important to make a difference no matter who or where you are. If there weren’t challenges, there wouldn’t be the incentive to speak out.  I have a voice, and I plan to use it.”
We look forward to listening. Watching Lexi take her first steps as a strong woman to impact change is inspiring. Women who make a difference are driven by passion and Lexi is already demonstrating that she has what it takes to change history and maybe even one day, deliver her own State of the Union Address.

The #MeToo Moment at the Grammys

The 2018 Grammys did, in fact, have its #MeToo moment. In the wake of the “Time’s Up” movement’s inception at this year’s Golden Globes, there was a lot of speculation about how the music industry’s Recording Academy would choose to draw awareness to the issue of sexual assault and harassment, if at all, during the annual awards ceremony.
From the outset, it was inspiring to see a number of celebrities wearing a white rose. A group of female industry executives formed a group called “Voices of Entertainment” last week and sent an open letter to attendees encouraging them to wear a white rose in support of the #MeToo movement. “We choose the white rose because historically it stands for hope, peace, sympathy and resistance,” the letter read. And it wasn’t just women who decided to wear them. The preponderance of men wearing white roses to the ceremony exemplified the way men can support and sustain women. It’s especially helpful in environments where women are outnumbered, relatively powerless, and fear retribution for speaking up for themselves.
Was it a perfect night for women? No. Critics were quick to point out that of the 84 total awards presented, only 11 went to women. In a category that seemed primed to have a female winner with four of the five nominees being women, the award for Best Solo Pop Performance ultimately went to the lone male nominee (who didn’t even bother to show up for the ceremony). The Academy was also criticized for allowing all of the male nominees for Album of the Year to perform while Lorde, the one female nominee, was not given that same opportunity.
In spite of the evening’s shortcomings, several presenters and performers took the opportunity to bring the message of #MeToo to the Grammy stage. Lady Gaga began her performance of her hit “Million Reasons” by simply whispering, “Time’s up,” into her microphone. There was no second-guessing Pink’s message as she sang “There’s not enough rope to tie me down, there’s not enough tape to shut this mouth.”
Perhaps the most notable moment of the night took place when singer Janelle Monáe came to the stage to introduce a performance by Kesha. “Tonight, I am proud to stand in solidarity as not just an artist, but a young woman, with my fellow sisters in this room who make up the music industry — artists, writers, assistants, publicists, CEOs, producers, engineers, and women from all sectors of the business. We are also daughters, wives, mothers, sisters, and human beings. To those who would dare try and silence us, we offer you two words: Time’s Up. We say Time’s Up for pay inequality. Time’s Up for discrimination. Time’s Up for harassment of any kind. And Time’s Up for the abuse of power, because, you see, it’s not just going on in Hollywood. It’s not just going on in Washington. It’s right here in our industry as well. And just as we have the power to shape culture, we also have the power to undo the culture that does not serve us well. So, let’s work together, women and men, as a united music industry committed to creating more safe work environments, equal pay, and access for all women.”
As if Monáe’s speech wasn’t powerful enough, Kesha, who has been embroiled in a legal battle with a male producer over allegations of sexual abuse, performed her song “Praying,” which was written in response to her experiences of assault. It was an emotional performance that gave us a glimpse into her personal pain but also encapsulated a moment of “hope, peace, sympathy and resistance” as she sang surrounded by a chorus of women dressed in all-white as a symbol of solidarity.
What has been communicated through the songs and speeches of the Golden Globes and the Grammys is not a list of solutions but a chorus of reminders that there is work to be done in our society to address harassment and inequality on behalf of women everywhere. The ceremonies are over, but the work goes on.

Closing the Pay Gap

Women are making their voices heard in 2018 and sharing their stories with #MeToo and #TimesUp. They are taking to the streets around the world and mobilizing to vote their values in the U.S. midterm elections in November. With all of this forward momentum, women are on track to effect serious change, and some indicators show that closing the gender pay gap could also become one of this year’s accomplishments.
On the world stage, Iceland takes the lead, becoming the first country in the world to make it illegal to pay men more than women for doing the same job. The new rules stipulate that all companies and government agencies employing at least 25 people will have to obtain government certification of their equal-pay policies. Employers will face fines if they are found to be in violation. The current gender pay gap in Iceland is about 14% to 18%, which the government reportedly plans to eradicate by 2022.
In the U.S. the private sector and many state agencies are starting to step up. Amazon is aligning its policies with those of Google, Facebook, and Cisco, who are now legally banned from asking prospective hires in California about their salary histories, thanks to a new law that took effect on January 1. The law currently applies only to employees in California, but most of the companies have proactively applied the law to all of their U.S. hires. Massachusetts, Oregon, Philadelphia, New York City, and San Francisco have passed similar laws over the past couple of years as well. New Jersey Gov. Phil Murphy just signed an executive order banning state agencies—though not private companies—from asking about salary histories. (The rule takes effect on Feb. 1). New York, Delaware, New Orleans, Pittsburg, and Albany already have similar laws in effect.
This is good news for women, because the goal of removing salary history from the application process is to make compensation more equitable. When an employer knows how much an applicant is currently making, it’s easier to figure out the lowest possible offer he or she is likely to accept. While it’s technically illegal to pay women less than a man for doing the same job, the US 9th Circuit Court of Appeals ruled last year that it’s perfectly fine if the reason for paying a woman less is a low pay rate at her last job.
Eliminating this question from the equation is a definite step towards closing the pay gap. Andrea Johnson, senior counsel for state policy at the National Women’s Law Center, says the salary history question “forces women to carry pay discrimination with them from job to job.”
Citigroup is also taking steps, announcing in January that it will raise pay for women and minorities to close the gap with men and whites. The bank’s head of human resources, Michael Murray, said Citigroup Inc. conducted a survey in the U.S., the U.K. and Germany, and is dedicated to pay equity to attract top talent.
All of these are important steps towards closing the pay gap. The Institute for Women’s Policy Research’s state-by-state research found that a girl born in the United States in 2017 has a life expectancy of 87 years. At the current pace of change, when that girl turns 65 in 2082 a wage gap will still remain in 13 states.
However, that’s only if we continue down our current path, so as my Leading Women co-author Gloria Feldt writes, let’s not. “Changing policy can help and every nation should follow Iceland’s lead, but we also have to change the culture by knowing our value and insisting upon getting paid fairly for it. All that programming that taught us not to ask for certain things, really just taught us to value ourselves less than we value others. The remedy – the one and only thing that ultimately can close the pay gap – is right under our noses, in our mouths and informed by our hearts: the courage to speak up.”
The fact we are still discussing the gender pay gap and celebrating these small, and not so small steps, is both good and bad. Good in the sense that it is creating top-of-mind awareness, and bad that it is still an issue at all. Women have momentum right now, and as we work towards equality in all sectors, equal pay needs to be a priority. We need to point out the injustices, ask for what we want, make our case for why we deserve equal pay, and settle for nothing less.

We’re Still Marching and Making Our Voices Heard!


Right now, the next chapter of the women’s movement is being written – and it’s up to each and every one of us to help author it by fighting for what we believe in – Senator Kirsten Gillibrand
In 2017, on post-Inauguration Saturday, 4.6 million marched for women’s rights as human rights in 642 cities on every continent on the globe. One year later, women recognized that anniversary, and once again took to the streets to make their voices heard. Proving that there is power in numbers, hundreds of thousands of women gathered in major cities and small towns around the globe.
Last year women marched to express their outrage in what The New Yorker described as a, “shell-shocked solidarity.” With hundreds of issues among them, headlines generally spoke to the core issues surrounding women’s rights, with messages as diverse as the marchers.

Power To The Polls


This year, U.S. activities focused on a power-to-the-polls theme, with a focus on registering voters and encouraging women to run for office in 2018, and especially in the November midterm elections. Women’s March organizers launched a #PowerToThePolls campaign, which focuses on combating voter suppression and making sure that all people who are eligible to vote can easily exercise that right. Reuters reported that March organizers hope to build on the energy felt by Trump opponents after his surprise election victory and channel it into gains for progressive candidates in November’s midterm elections, and they used the weekend to work towards their goal of registering one million new voters. The campaign was timely as events took place against a backdrop of political dysfunction, with the federal government newly shutdown.

Pine Island ROAR Rally in Bokeelia, Florida


Nationwide, women and their families promised to use their votes to shift the course of American government during the mid-term elections. And in many areas where there wasn’t an official march, women organized and took to the streets as part of the #PowerToThePolls campaign to get people registered to vote and use their voices to shake up the status quo.

And We Marched…

Every event and gathering around the world had its moments, as energized crowds continued to work towards change. In Los Angeles, Viola Davis explained that her “testimony is one of poverty” and “one of being sexually assaulted.” She continued: “I know that every single day, when I think of that, I know that the trauma of those events are still with me today. And that’s what drives me to the voting booth. That’s what allows me to listen to the women who are still in silence.”
In New York, 23-year-old singer Halsey delivered a free-verse poem recounting her experiences with assault and feelings of powerlessness. Her poem closed with strong words of hope and encouragement that triggered an outpouring of support and gratitude from around the world. “We are not free until all of us are free. So, love your neighbor, please treat her kindly. Ask her story and then shut up and listen. Black, Asian, poor, wealthy, trans, cis, Muslim, Christian. Listen, listen and then yell at the top of your lungs. Be a voice for all those who have prisoner tongues. For the people who had to grow up way too young. There is work to be done. There are songs to be sung. Lord knows there’s a war to be won.”
In Washington, D.C. Democratic National Committee chairman Tom Perez emphasized the number of women running on the party’s ticket in November. “If the Congress, if the White House, if the governorships across America had more women like I see here today, we would be a much better America.”

We Marched With Our Male Allies

For many men, this year’s #MeToo movement raised greater awareness of the fight for gender equality and led them to participate more fully in the events. In Las Vegas, men at Sunday’s march said they felt an obligation to speak out about their gender’s treatment of women and stand beside women as allies. That’s good news because leading into the 2017 Women’s March, some men weren’t sure what role, if any, they should play in the day’s events. Men were “slow to support” the march, Washington Post writer Michael Alison Chandler wrote at the time, because they worried that attending a demonstration led by women would make them seem “unmasculine.”

Pine Island ROAR Rally in Bokeelia, Florida

Will the March Be as Effective?

There was some concern leading into the weekend’s events that the movement that began with the Women’s March one year ago lacked the cohesiveness to move forward. Experts speculated that there were too many special interests and too many different messages to truly affect change. However, what’s important to remember is that it has brought change and done what it was established to do. One year ago, the Women’s March aimed to start a movement of women from all walks of life who would continue their activism long after they had gone home. In many ways, that goal has been realized.
One year ago, thousands of women threw themselves into activism for the first time in their lives, and the march events provided a rare chance to build a network of like-minded people. The networks that were formed in 2017 have grown and expanded, and the women involved remain active.
Jo Reger, a professor of sociology at Oakland University in Michigan was quoted in the New York Times as saying that the feminist movement, like other important social movements, has always had people coming together and then breaking apart. “We think it looks so chaotic and full of factions and what it really looks like is every other social movement. Often those factions end up coming back together later on.”
Whether you marched, registered voters, or supported your sisters on the street in some other way, it’s time to turn our focus to the polls, register voters and support women preparing to run. It is at the polls that we can truly affect change and create a world where women and men don’t have to march in protest, but instead live in a world where equality is the standard, and women are safe in the workplace, and in the community. Change starts now. Let’s work together. To make it happen.

You Can Help Women Speak Out

2017 was the year that women made their voices heard, particularly in Hollywood. It was there that women spoke out, and their allegations of rape, sexual assault and harassment by producer Harvey Weinstein and a growing list of other high-profile men launched a national conversation about power and abuse. As a result, we have reached a tipping point and nationwide, women from all walks of life are courageously speaking out about being harassed, groped, cat-called and even raped. These women have broken their silence, and by talking about their experiences in the workplace and in their communities, they are helping other women do the same.
Some women are feeling emboldened by the actions of others, and stepping up to say, “me too,” whereas others still hesitate. Perhaps they are worried about the ramifications of doing so. Maybe they are afraid they won’t be believed, or worry about retaliation, harm to their careers, financial losses, threats to their safety and more.
Some experts speculate we’ve just reached the tip of the iceberg when it comes exposing sexual harassment. According to a 2017 Equal Employment Opportunity Commission (EEOC) study, three-fourths of sexual harassment victims never report it. The EEOC also reports that up to 85 percent of women have experienced sexual harassment in the workplace and many men as well. However, other reports show the tide is shifting. One evidence of this is a TIME/SurveyMonkey online poll of American adults conducted in November, where 82% of respondents said women are more likely to speak out about harassment since the Weinstein allegations. Either way, there are still a lot of women keeping their stories to themselves, and not receiving the support and resources they need.
Whether a woman steps forward with allegations, or shares her story with you quietly — a whispered conversation over a cup of coffee, or a tearful recount at the water cooler — she needs your support. After all, punishments and threats to keep women quiet remain prevalent, and whether she makes headlines or just makes small waves, she needs to know she is not alone. It is up to us, women and men, to support the women who find the courage and strength to share their stories, and support them as they navigate the process.  Here are a few ways we can help.
Listen – Listening builds a foundation of trust, creates empathy, and paves the way for conversation. If we all take real time to listen, we can truly support the woman speaking her truth and clearly show her that her voice has merit. But as The Wall Street Journal recently reported, experts find we’re naturally not good at listening. We have a tendency to swap stories, so we interrupt. We’re uncomfortable with emotions, so we avoid focusing too closely on someone else’s feelings. We’d rather talk about ourselves, so we rush the talker along. We need to hone our listening skills, take time to hear what each woman has to say, be a support, and help the speaker share her truth.
Lend Your Voice – Today, the actions of the women speaking out are spurring many others to do the same. As we can see in TIME’s “Silence Breakers,” whether the woman speaking out is a world-famous actress in Hollywood or a housekeeper or a nurse in the Midwest, what separates them is less important than what brought them together — a shared experience. Whether you have a story of your own to share, or want to lend your voice to theirs to bring about accountability and change, now is the time to make your voice heard. We must add our voices to this cause. We must be part of the solution.
Offer Your Support – Those who have come forward publicly have helped others, and many women now feel safe speaking out. These advances are real and valuable. However, we need to look deeper at the inequalities that keep harassers safe and victims silent. We need to support initiatives geared towards removing these inequalities and creating a just and equal workplace and society. Whether you volunteer, join in a march, participate in a movement, or reach out to your human resources department or elected officials – act. Now is not the time to sit on the sidelines and observe. Lend your time, talent, and resources to help bring about change. We can also reach out to our male allies and ask for their support. While they may not be able to directly relate to the experiences that women are sharing, they can and do feel empathy, express compassion, and can lend their voices and support, not only to help prevent harassment, but to build a world where equality isn’t the exception, but the rule.
The time to act is now. The world is paying attention. It is crucial that we keep moving forward, help women speak out, and do what we can to build a world where all women, and men, are able to live without fear of harassment, and are valued and treated equally.
 

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