Gender issues

Celebrate and Exercise Your Right to Vote!

VOTE

So, women 18 to 118, when it is time to vote please do so in your self-interest. It’s what men have been doing for years, which is why the world looks so much like them but don’t forget we are the largest voting body in this country. Let’s make it look more like us. – Michelle Williams

On August 26, 1920, the U.S. Secretary of State certified that the 19th Amendment to the Constitution had been ratified by the required 36 states, and it became law, marking the largest expansion of democracy in the history of our country. “The right of citizens of the United States to vote shall not be denied or abridged by the United States or by any State on account of sex.”

As we celebrate the passage of the passage of the 19th Amendment, guaranteeing and protecting women’s constitutional right to vote, it’s hard to believe that our presence at the polls wasn’t possible until one hundred years ago, and for Black women, it wasn’t until the passage of the Voting Rights Act of 1965 that their right to vote was finally secured. We’re also stepping into another active political season, and women nationwide are deciding who and what to vote for.

Elections impact every aspect of our lives, and it’s important that we all weigh in. While presidential or other national elections – like the current season – usually get a significant voter turnout, state and local elections are typically decided by a much smaller group of voters. In fact, a Portland State University study found that fewer than 15 percent of eligible voters were turning out to vote for mayors, council members, and other local offices. Low turnout means that important local issues are determined by a limited group of voters, meaning every single vote matters even more.

This year we have the opportunity not only to shape the way our communities and our country are run, we have the opportunity to make sure the electorate looks like us – female! We can elect women from local offices, like the school board to the second highest office in the land. This is our chance to vote for women like us who know what it’s like to juggle the demands of a career with the needs of a family, women who know that you deserve equal pay, who value affordable healthcare, childcare and workplace protections, and women who are empowered and who can help you make your voice heard.

But it’s not going to be easy. While the 19th Amendment continues to prohibit states from denying the vote based upon gender, there still will be struggles. National Geographic reports that today is much like it was in 1920. A woman’s access to the polls is determined by where she lives—and that, because of a long history of housing segregation, that often correlates with her race. “A resurgence of voter ID laws, the shuttering of certain polling places, and the purge of voter rolls in some states following a 2013 Supreme Court ruling that rolled back provisions of the Voting Rights Act of 1965 have deprived both men and women of color of the right to vote.”

Add the projected difficulty of voting during the pandemic, a record turnout expected November 3, an expected surge in COVID 19 cases, the possibility of further restrictions of polling stations and limitations of vote-by-mail, women will once again struggle to exercise the right to vote. We need to act now, plan ahead and make sure our voter registrations are current, that our polling stations will be open if we want to cast our ballots in person, or that our mail-in options will make our vote count in a timely manner. We need to reach out to our friends and family members and help them do the same. It is time to exercise your rights, choose representation that supports what’s important to you, and make sure that your voice is heard this November.

What the COVID Crisis Reveals about Women’s Work

Mom and daughter in front of computerInvisible women’s work just became abundantly visible amid the quarantine of the COVID crisis. While sheltered at home, Zoom calls broadcast the juggling act women perform when child-care, home-schooling and working from home all merge into the same time and place. Fluctuating back to school plans are happening as many parents are hitting the burnout stage after struggling to balance remote work and homeschooling for weeks on end. It’s hard to remain responsive to your team and meet the demands of what had previously been a 40 hour per week job and educate, entertain, cook, and care for your children. Video calls have become balancing acts, deadlines a family affair, and advancement? That’s too far down the list to even contemplate – especially as many women are often finding themselves finishing up their workday after the kids are in bed, or in the wee hours of the morning, before their day begins again.

The struggle to get it all done isn’t new, but the pandemic has shone a light on the lopsided division of household labor and highlighted the fact that our current path – even before coronavirus – is not sustainable. Monica Hesse recently wrote in The Washington Post that “we can lobby for equal wages, promoting women, and harassment-free workplaces, but progress toward true equality hinges on chores — the diapers and the dishes and the hundreds of other essential tasks that must be performed, even if we pretend they don’t exist.” She also writes that “We shouldn’t try to return to business-as-usual until we address that “usual” has been pretty sucky for working parents.”

Usually, it’s the women that are bearing the brunt of the increased household labor, and that was true before the pandemic too. There just wasn’t as much of it. Brigid Schulte, author of Overwhelmed: Work, Love, and Play When No One Has The Time says that there is a whole body of research around what’s called “the mental load” that women disproportionately bear.

“It’s all of the stuff that you have to keep in your mind. It’s just an explosion of details and logistics and planning and organizing. And it’s not like laundry that you can see when it’s done. You only know when people haven’t done it, if it falls apart or where somebody has an emotional meltdown,” Brigid said. “Part of the mental load is also this emotional labor, taking everybody’s emotional temperature, making sure everybody is feeling heard and getting their needs met. It can be absolutely exhausting. And when people don’t see it and don’t recognize it and don’t value it, it can be very demoralizing.”

The levels of emotional labor during the pandemic have skyrocketed. Employees are always parenting now, and moms are always working. Researchers at the Council on Contemporary Families found that the number of couples who reported sharing housework had grown by 58 percent during the pandemic, from 26 to 41 percent, and while that increase is notable, we’ve still got a way to go. According to Boston Consulting Group, women are tackling 15 hours more of domestic labor per week than their spouses, and a United Nations policy brief on the impact of COVID-19 on women warned that “even the limited gains made in the past decades are at risk of being rolled back.”

To keep things moving forward, we need to look at the opportunities the current state of affairs presents, discover ways we can reshape the workplace to be more supportive, and look at how that will impact families and gender equality. While labor inequalities in the household have been problematic, they’ve also oftentimes started conversations – at home and at work. In a survey recently conducted for Catalyst, 71 percent of working people said they believe COVID-19 will have a positive impact on gender equality in the workplace. In the same survey, 39 percent of people said they see their company “taking steps after the pandemic to enhance gender equity as a priority in the workplace.”

Flexibility should now become a built-in feature of how we work, for women and men, and that doesn’t just mean remote work. Alison Goldman writes in The Lily that flexibility can also mean a four-day work week, or shifting work hours (especially now), and moving forward to better accommodate the difference between office hours and school hours, or the “child-care crisis between 3 and 5 p.m.” She also quoted Manon DeFelice, founder and chief executive of Inkwell as saying, “There’s a whole spectrum of what flexibility can be, and I think it’s up to the company to decide for each role what they’re willing to allow for in terms of flexibility and what those managers are willing to allow for that flexibility.”

Whether at home or in the office, and whether our kids go back to school or not, we need to remember that are connected more than ever before, and navigating these uncharted waters together. We can still support one another in the workplace; we can drop off groceries for a neighbor if we go out, or we can share resources and entertainment ideas for our children with one another. We can lean on one another virtually and should try to use electronic means to connect with another woman every day. Community matters. And most importantly, keep in mind that we are all struggling with this continued uncertainty. These are the times when we need to come together as a community to help each other through. Remember, we’re all in this together.

Unlocking the Power of Gender Diversity

Jenelle CobbIt’s a fact, diversity matters – from the front lines of the workplace to a company’s bottom line. According to a recent McKinsey & Company report, the link between diversity and company financial performance has never been stronger, yet while gender and ethnic diversity are clearly correlated with profitability, “Women and minorities remain underrepresented.” That diversity is key on the executive level too, and McKinsey’s research finds that “gender diversity on executive teams is strongly correlated with profitability and value creation.”

Unlocking the power of diversity for men and women, and overcoming barriers to leadership requires Jenelle Cobb’s special understanding of diversity dynamics. A former software executive turned entrepreneur and business coach, Jenelle works with business leaders as a coach and mentor with a focus on conscious leadership, empowering her clients to accelerate their impact, ignite their teams and make a difference in the health and well-being of everyone involved.

How does unlocking the power of diversity help men, and women? Jenelle said her experiences as a female in very male dominated industry led her to believe that most men don’t know what to do. It’s not that they’re not supportive, but no one has given them a language pattern or a set of standards or behaviors of which to aspire to, or to model.

Encouraging the dialog, and helping her clients leverage the power of their differences across their teams has shown her that diversity can help teams succeed and enable women to do their best work. Jenelle said, “I really care about the gender differences in the workplace and have realized that now I actually get to help men be part of the solution for this rather than blame or shame them.”

With two stepdaughters recently graduating and entering the workforce, Jenelle feels an increased urgency to create a better workplace culture and support everyone’s best work. That’s why she, and her stepdaughter Nikki, decided to put together the Gender Diversity Master Class. “In the Master Class we’ll be talking about diversity and inclusion, creating a more trusting work culture; we’ll talk about empowerment for women, leadership skills in general, and then lastly about male sponsors and allies, calling them out now more specifically than ever,” she said.

“I’ve learned a lot during the Master Class, and one thing was that everyone gets to be an ally. It’s not just men, and it’s not just certain types of men, it’s women and men together,” Jenelle added. “Whether you identify as male or as female, you have a role to play in your work life, as an ally, as a sponsor to someone else.”

Allies can make a big difference in terms of progress. As Dr. Nancy points out in her book, In This Together, “Asking men to help can create significant gains. In 2017 BCG released a sweeping workplace gender diversity study, ‘Getting the Most from Your Diversity Dollars’ that involved more than 17,500 participants in twenty-one countries. Exhibit 5 in the report indicates that 96 percent of respondents reported progress in companies where men were actively involved in gender diversity, compared to only 30 percent at companies where men didn’t actively promote diversity. That’s a huge difference!”

Jenelle agrees and finds that when you leverage the power of all of the differences – not just gender and ethnicity, but skillsets, points of view, work experience, backgrounds, and experiences, you are able to create a better solution or product in the marketplace. “There are more ideas behind it. It’s not a central idea that gets refined to a pencil point; it’s a collection of pens and pencils that all get looked at and discussed. When we start to leverage each individual’s own unique strengths instead of the strength of a single person or point of view, the product and solution just gets phenomenally better. A diverse leadership team delivers better on the bottom line.”

To access Jenelle’s FREE Gender Diversity Master Class, learn how to leverage the power of differences across your team, and empower women to do their best work, register HERE.

Change Can Create Opportunity for Women, Men and Business

work from homeThe COVID-19 crisis has not only changed the ways we live, work, and play, it has changed the way we earn, learn, and interact with one another. With states opening up, some business leaders are grappling with ways to keep everyone safe, while others are recognizing the benefits of keeping their workforce at home. As everyone adjusts to this current normal, the door is open to create flexibility in our workplaces that makes professional opportunities and work environments more equitable to women and men, and a more profitable new normal for business.

Big business is waking up to work-from-home opportunities. Walmart announced that tech workers don’t have to return to the office anytime soon — or potentially, ever. The decision follows Twitter, which recently told employees that they can continue to work from home “forever” if they’re in a role that allows it. Facebook’s CEO Mark Zuckerberg also said the company is ramping up hiring remote workers and predicts that 50 percent of its employees could be working remotely within the next five to 10 years. Google has also announced that workers who don’t need to be onsite can extend their work-from-home arrangement until the end of the year.

The work-from-home forever response to COVID isn’t limited to the tech sector. Studies find that as many as half of those employed before the pandemic shifted to working remotely and at companies where remote work is possible, many now expect it to continue for quite some time. So, whether your desk doubles as the dining room table for the rest of the summer or beyond, at three months and counting, remote work isn’t going anywhere, anytime soon.

This is fortunate as many are thriving in the current workplace setup and are hesitant to return to the office. According to Gallup, three in five U.S. workers who have been doing their jobs from home during the coronavirus pandemic would prefer to continue to work remotely as much as possible, once public health restrictions are lifted. In contrast, 41% would prefer to return to their workplace or office to work, as they did before the crisis.

What Do These Changes Mean for Women?

While many women have long wanted the flexibility that included part or full-time work-from-home, the COVID-19 version isn’t an option they would choose but is one they must endure. Work-from-home coupled with the continued dangers of the pandemic is isolating and hard on those who live alone. Those with children also find it more difficult because of COVID-19, as their supports are shut down and they’re juggling work, childcare, home schooling, and more.

New evidence from Lean In found that since the shutdown, more than half of all women are struggling with sleep issues. Far more women than men with full-time jobs and families say they have more to do than they can possibly handle. This is resulting in increased stress in women’s personal and professional lives. However, men are noticing. While women are juggling as fast as they can, men’s COVID experience of balancing unpaid work with paid work is eye-opening. In fact, a recent study on working parents found that twice as many fathers as mothers described caregiving during the lockdown as extremely difficult and 38% very strongly agreed that they should be doing more of the unpaid work at home.

Harvard Business Review predicts how this might play out for women’s equity, “Because men vastly outnumber women in senior leadership roles in most organizations, this is a golden opportunity for men-as-allies to purposefully leverage their newfound experience balancing teleworking and domestic partnership to truly move the needle on full gender equity. As organizational change agents, male leaders must demonstrate vision, courage, and genuine collaboration with women to rework policies, practices, and systems in order to create a new normal in our post-pandemic workplace, as well as in society more broadly.”

It’s time for these male leaders to become our allies and partner with us to advocate for change and flexibility. These past weeks have proven that work-from-home options are not only viable, but preferable for many, and with the return of societal supports, could be exactly what women need to shake up the traditional five-day-at-work model that comes with the “Motherhood Penalty” we’ve tried to eliminate for so long. We need equitable sick leave, and for our male counterparts to do their fair share when it comes to taking sick kids to the doctor or staying home with them. Of course, we still need affordable childcare too.

This time of great change creates an ideal opportunity for us to level the playing field and make gender equality a key feature of the new normal. Moving forward, women and men need to work together, and employers need to seek ways that blend work and family to maintain high-performing employees, economize of the cost of high turnover and physical office space, and reap the rewards of talent in the right places. We’re all in this together and if we all want to benefit from these difficult times, we need to support one another, be clear with our intentions and look for ways to change crisis into the kind of opportunity in which everyone wins.

Building Gender Equality Instead of Returning to Normal

Gender-EqualityWhile the country takes steps to reopen, and the news cycles are filled with examinations of society returning to normal, Hawaii is taking steps to rebuild rather than simply return to the status quo. In fact, the state is looking to seize the opportunity “to build a system that is capable of delivering gender equality.”

Hawaii is the first state to propose what it’s calling a “Feminist Economic Recovery Plan,” and some of the basic ideas touted in Building Bridges Not Walking On Backs include raising the minimum wage to a living wage ($24.80/hour for single mothers), the adoption of a universal basic income, universal single payer health care, paid sick days and paid family leave, a restructuring of the tax system, publicly funded childcare for all essential workers, and more.

Hawaii is unique in that it has some of the highest costs for childcare and elder care, and the largest shortage of care services in the U.S., which is why women have pointed out the need for social share infrastructure. The plan, produced by the state’s Commission on the Status of Women, addresses that need as part of a call for “deep cultural change” by explicitly incorporating the unique needs of indigenous and immigrant women, caregivers, elderly women, femme-identifying and non-binary people, incarcerated women, unsheltered women, domestic abuse and sex trafficking survivors, and women with disabilities.

New York Governor Andrew M. Cuomo has called COVID-19 “the great equalizer” and this plan out of Hawaii illustrates that it is time to take that point to heart and look at a ways to build a future that sustains us all. The plan states that, “Rather than rush to rebuild the status quo of inequality, we should encourage a deep structural transition to an economy that better values the work we know is essential to sustaining us. We should also address the crises in healthcare, social, ecological and economic policies laid bare by the epidemic.”

Looking beyond COVID-19, the International Labour Organization, UN Women, and the European Union have also called on G7 nations to put measures in to promote gender equality moving forward. Citing the fact that the pandemic has deepened pre-existing inequalities and exposed cracks in social, political and economic systems, the organizations find that women with care responsibilities, informal workers, low-income families, and youth are under particular pressure.

Hilde Hardeman, Head of the European Commission’s Service for Foreign Policy Instruments (FPI), said, “We can say that the COVID-19 crisis is gender biased looking at its impact on women-owned businesses, on the burden women are facing during the crisis, at the increase of gender based violence, but the COVID crisis is also an opportunity to rebuild back better. Our efforts should now concentrate on putting women at the centre of the recovery.”

While these past weeks have been a time of personal reflection, we need to revisit that piece of graffiti in Hong Kong that proclaims, “We can’t return to normal, because the normal we had was precisely the problem.”

It’s time to tackle the elephant in the room. As we look ahead, sure, there are personal changes we want to take forward with us – like unscheduled weekends or daily walks, routine self-care, time to make art, time with friends, or watching the sunset. But we also need to look beyond that and address changes that need to be made in the workplace, and systemic changes in our society. We need to take this time to look for ways to close the pay gap, to get more women into leadership roles, to address sexism, and bias. We need to pressure our elected officials to make sure that women have the supports they need to thrive, and to make meaningful contributions to their families and communities. And ultimately, we need to look for ways to tackle these issues together and build a society that is truly gender equal and sustains us all. Now – before things return to normal – we need to pause, take stock, and redefine normal.

 

 

 

How Sexism Blocks Women Candidates

Elizabeth WarreWhen the final two top tier Democrat presidential candidates dropped out of the presidential race, it became clear that the primary qualification they lacked was being a white man. Some may claim it was a lack of support, and others may cite a lack of momentum, but few can point to a lack of qualifications. Senators Elizabeth Warren and Amy Klobuchar, as well as the other women that initially joined them in their bid – namely Senators Kirsten Gillibrand and Kamela Harris – are all more than qualified with a proven track record of leadership in local, state, and national government, except that no woman has ever been president. Until we see a woman in that position, sexism will continue to be a hurdle blocking women candidates from being President.

Looking at their qualifications and their overall electability, the odds are good that their struggles had very little to do with their platforms, and everything to do with their gender. Warren’s loss in particular brought home the fact that for the second time in four years, an exceptionally qualified female candidate lost to her male counterparts — some of whom were far less qualified.

Sexism was definitely a factor in this campaign. While it may not have been THE factor, it carried weight. Female candidates had to prove their qualifications more than the men they were up against, and they had to deal with increased media scrutiny and gender bias, and they faced greater issues surrounding likeability and voter perception on the campaign trail than their male counterparts. All of which of course, was further amplified via social media.

Warren spoke about the gender “trap” Thursday.

“Gender in this race — you know, that is the trap question for every woman,” Warren said after announcing she would be suspending her campaign. “If you say, ‘Yeah, there was sexism in this race,’ everyone says, ‘Whiner.’ And if you say, ‘There was no sexism,’ about a bazillion women think, ‘What planet do you live on?’”

Melissa K. Miller, a political science professor at Bowling Green State University in Ohio, told NBC News that this week’s events could make it harder for women running for president to succeed in the future. “Folks are convinced that a woman can’t win, so they don’t vote for a woman, thus ensuring that a woman doesn’t win, and the cycle continues. The reality is that a woman can win. Hillary Clinton’s victory by about 3 million popular votes in 2016 made that clear.”

Apparently, America isn’t ready for a woman president. However, it’s important to remember that we still have a number of women running down the ballot that can run their races and win, and they need our support. The first thing we can do is recognize the fact that gender bias is alive and well in politics, and the women running (and serving) now know it and face it every day. It is our responsibility to call out the comments that seek to undermine them, name them as biases and talk about them. To help more women represent us at every level we need to encourage them, counteract the public ridicule they often face, and offer them our support. Their courage and willingness to work hard to solve the issues that can make the world a better place for all of us is admirable and necessary. They are paving the way for that woman who will finally break through the sexism bias and become our first woman president.

To Get More Women in Leadership It’s Time to Take The Lead

The Power Up Conference Cover“When women support one another, we can create massive ripples of change that create better lives for everyone.” – Gloria Feldt

Over the past five years, the number of women in senior leadership has grown. Still, women continue to be underrepresented at every level. Why? For starters, women are less likely to be hired and promoted to manager. In fact, for every 100 men promoted and hired to manager, only 72 women are promoted and hired. As a result, men hold 62% of manager-level positions, while women hold just 38%. The number of women decreases at every subsequent level, reducing to a minuscule 5% at the CEO level.

That’s where organizations like Take The Lead Women can create real change. Designed for women ready to take ownership of their careers (and lives), Take The Lead gives women the tools they need to up their game with 9 Leadership Power Tools courses, 50 Women Can Change the World programs, Virtual Happy Hours, leadership coaching and much more.

This week in Scottsdale, Arizona, Take The Lead celebrates progress with the Power Up Conference: 50 Women Can Change the World 2.0, spotlighting their work to teach, mentor, coach, invigorate, and inspire women who are committed to owning their power and using their voice to become influential leaders of change. The conference will offer two full days of learning, and participants will experience extraordinary leadership development including workshops, panel discussions, lightning talks, accelerated roundtable discussions, and networking.

Dr NancyTake the Lead was founded in 2014 by Gloria Feldt and Amy Litzenberger, with the bold mission to reach leadership gender parity by 2025. That’s 70 to 150 years faster than the prevalent projections. Gloria is certain that this is the moment when a quantum leap to parity can occur. She is convinced that through Take the Lead’s uniquely effective programs, based on solid research and measurable results, women will embrace their phenomenal power to lead with purpose, confidence, intention and joy – without fear or apology.

Dr. Nancy currently serves as Take The Lead’s board chair, and Women Connect4Good, Inc., which supports women helping women networks, is proud to support Take The Lead and help them equip women with the tools they need to achieve parity by 2025.  That partnership not only advances women into leadership positions across all sectors, it proves our power   to transform women’s leadership when we work together.

To learn more about Take The Lead and the upcoming Power Up Conference, go to www.taketheleadwomen.com.

How Male Allies Can Help Women Advance and Why They Need To

Male AlliesMen have an increasingly important role to play when it comes to helping women advance in the workplace. When asked directly, most men say they support gender equality, so why is progress moving so slowly? Study after study examines the perspectives and company policies that stand in the way and offer insights and strategies to help women’s advancement. Lean In and McKinsey & Company’s latest Women in the Workplace report shows that while we are making progress in some areas, companies need to stay focused on efforts “earlier in the pipeline” to make real progress, and that’s where our male allies can often help women most.

Many successful women say their best mentors and allies have been men, since there are so few women in the C-suite and upper management. We advise in the book, In This Together, that we can best engage men to help us advance when we, “Look for a man who can turn his good intentions into lasting change if women will tell him truthfully and openly the ways gender equality has affected them, has shown through his words and actions that he is committed to gender equality, is willing to have the difficult conversations on your behalf when you’re not in the room, and is willing to mentor and sponsor women to create opportunities for female leadership within your company.”

Do men like this actually exist? Yes, in fact there are actually quite a few of them when you know what characteristics to look for. Once you identify such a man, ask for his help, tell him what you need from your own perspective, and expect and believe that he will help you.

While there are a number of ways that male allies can help women advance, Susan Madsen, Women’s Leadership Thought Leader from Utah Valley University, recently wrote in Forbes that simply recognizing women’s contributions can be a good place to start. In a recent survey she found that women mentioned, “how powerful it was for men to recognize their work and ideas even in private settings; it mattered when men truly listened and acknowledged the value women brought to their organizations.”

Madsen and her colleagues April Townsend and Robbyn T. Scribner recently published a scholarly article in the Journal of Men’s Studies, titled “Strategies that Male Allies Use to Advance Women in the Workplace.” While researching, the three explored a number of important actions that seem to be making a difference. Besides recognizing women’s contributions, they also found that providing honest, accurate and specific feedback also helps. The largest study of its kind, women reported that strong male allies did not hesitate to give praise or correction when needed, and that feedback is critical for advancement. While it may go without saying that men can become stronger allies when they learn more about — and then challenge — gender discrimination in all forms, the researchers found that one of the most important ways that men can help women in the workplace advance is simply by supporting and changing HR processes and procedures. In fact, the men in the study placed company policies about inclusive hiring, family leave policies, etc. as more important than women.

There are so many ways that our male allies can help women advance. They are a great and necessary resource for creating opportunities and helping us step into leadership roles. We must engage their help to change the status quo and make a real, daily commitment to support a more balanced, diverse and successful management and workforce. That’s how we’ll reach gender equality in leadership. We can do it best when we (women and men) work together.

Big Advancements in Gender Equality Expected in 2020

Gender Equality2020 is a shaping up to be a big year for advancements in gender equality. In fact, The Guardian reports that world leaders, civil society and the private sector are preparing to make 2020 the biggest year yet for the advancement of women’s rights. Building on previous events, commemorating positive shifts and goals  of note, supporting women leaders, and planning for new ways to close the gap are just a few of the ways that we can collectively continue our work to secure equal rights and opportunities for all.

For starters, thousands of people are expected to attend high-level UN events and forums in Mexico City and Paris to mark the 25th anniversary of the Beijing Platform for Action, the landmark agreement to end gender inequality. In addition to the Beijing anniversary, 2020 also marks two decades since UN Security Council Resolution 1325 first acknowledged women’s unique experience of conflict and their lack of involvement in peace negotiations, with anniversary events being planned for October. The New Year “also kicks off the 10-year countdown to achieve the UN Sustainable Development Goals, which includes a commitment to end gender inequality by 2030.”

In the U.S., 2020 is also a year to celebrate as it marks the 100th anniversary of the passage of the 19th Amendment, guaranteeing and protecting women’s constitutional right to vote. This historic anniversary offers an incredible opportunity to recognize an important milestone of our nation’s democracy and provides an ideal opportunity to explore its relevance to the issues of equal rights today. The 2020 Women’s Vote Centennial Initiative is serving as an informational clearinghouse, and publishing events hosted by local, state, and national groups who are working to, “remember the legacy of suffragists around the country with monuments, memorials, and projects that honor the life and work of the women who dedicated themselves to the fight for women’s equality.”

It’s also important to keep in mind that 2020 is an election year, and just as 2018 saw the biggest wave of women elected to government in history, with 2,133 women being sworn into America’s state legislatures.  Since the election, women also hold 25 seats in the U.S. Senate and 101 seats in the House, voters can expect this year to provide more of the same momentum. Whether eyeing the school board, mayor, state legislature, or the highest office in the land, women are running and they need our help to win.

In fact, supporting the women running or preparing to run could very well be where we can have the greatest impact in the coming year. While all eyes tend to focus on the presidency and national or even statewide offices, we need to also look local as Kate Black, former chief of staff and vice president of research for EMILY’s List points out, “There are over 500,000 offices that you can run for in this country.”

“It’s not just the 435 in the U.S. House of Representatives or the 100 in the Senate or even that Oval Office on Pennsylvania Avenue.” Black said. “It’s this whole landscape that’s available to women.”

“If women run, women win,” says Debbie Walsh, director of the Center for American Women and Politics at Rutgers University said. So, whether it’s the school board, city government, state or national office, we need to lend our support to help another woman run. That is how we make our voices heard. We need to celebrate the women who have paved the way and support those ready to follow their lead. It’s when women help women that we all win, and it is time to recognize the road we’ve traveled, support one another through what lies ahead, and do our part to make 2020 the biggest year ever for advancing gender equality.

Push Her Forward and Vote Her In

Rebecca Sive

Rebecca Sive

Rebecca Sive was raised to work hard, get educated and in turn, teach others. Most of all she was raised by parents who thought it was important to advocate for democratic values and help get people elected to create equal opportunities and fairness for all. Since the 2016 election, and the subsequent Women’s March, Rebecca has been inspired to increase her advocacy for women and write her newest book, Vote Her In: Your Guide to Electing Our First Woman President.

#VOTEHERIN

Vote_Her_In_Book_CoverConvinced that the time is now, Rebecca points out that a woman already got elected to the presidency by the popular vote. A fact she uses to make the case that the American people, both men and women, are ready for a woman president. In Vote Her In, she helps women – especially those who did not vote for the woman for president – see how they actually voted against their own interests.

Rebecca explains that the road to better health care, improved child care and education for all is by electing a woman president. Women understand the need for these things, which is why it just doesn’t make sense to vote for someone who does not address the issues in their policies. She also explains the ways that a woman president would help women reach parity sooner, first by demonstrating the ways that women make great leaders, and second through policies to promote equal pay and status in the workplace.

“When A Woman Leads, Everyone Wins.”

Women are proving that they can lead every day. In fact, as a result of their leadership, companies are more profitable, and policies are more beneficial to all.  Originally recorded in October, 2018, Dr. Nancy asked Rebecca who might run for president and Rebecca pointed out that women have been running and winning for years. Although only one-fifth of the Senate are women and there are only six governors, there are a number of women who have executive experience. She predicted that after the 2018 mid-terms, a pool of women would start to throw their hats into the ring. Early next year (2019), they will begin fundraising and announcing their intentions for 2020.  She predicted that regardless of where you stand ideologically or politically, you will have a choice and begin to see women leaders speaking out. (Rebecca was absolutely right. At this update, the field of six women running for President has thinned to four, but that’s still more than ever before at this stage of the campaign.)

In the second part of Vote Her In Rebecca encourages women to get behind the woman they choose and help her get elected. This how-to section of the book gives readers advice and direction for how to engage with the political process and push that deserving woman toward the presidency. Rebecca says women do it all the time. We lift each other up and help one another achieve our goals. We can elect a woman president and the country is very ready for it.

Listen to this interview for more inspiring comments and insights. Check out Rebecca’s website and get her book. Use #VOTEHERIN whenever possible and get this movement moving. If all of us push together we can Vote Her In!

 

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