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News For You - August 2004We have developed this page to give our visitors the opportunity to see what's new, at a glance, in the business world and how it relates to our program. Take a moment to browse and see what's of interest to you!
Stereotypes are Top Barrier for Women Business Leaders in Europe
Stereotypes are Top Barrier for Women Business Leaders in Europe According to a recent study by Catalyst and the Conference Board Europe, senior executive women reportedly face similar barriers to success regardless of country, region or culture. The study surveyed 700 women and men in 20 different European countries in an effort to identify the success factors and barriers for women in business. Of the women participants, 66% report stereotypes and preconceptions of women's roles and abilities to be the leading barrier to women's advancement. Lack of visible successful female role models, lack of significant general management or line experience, commitment to family or personal responsibilities, and lack of mentoring were other barriers cited. These responses indicate that executive women in the European business world are experiencing many of the same challenges across countries and companies. Researchers suggest the following important strategies to help women advance to the top of European business:
Source: Scottsdale National Gender Institute 2003
A Gender Split in the Executive Suite The results from a four year study by ISR, an employee research firm, indicate that men in management positions are self-focused, while women are most concerned about their co-workers and customers. Senior women executives place value on their work relationships and pleasing their customers. On the contrary male execs are primarily concerned with personal rewards, their own careers, or what they can contribute. In middle management positions, men and women were again driven by different forces. Male middle managers were motivated to move up the ladder by the company's leadership and image, as well as rewards for their work. Their concerns lie in getting hired by companies whose names hold weight on a resume. Women in middle management were primarily swayed by empowerment and their ability to influence corporate policies, make decisions, and having great supervisors to help them develop their skills. Source: MSNBC Interactive, August 11, 2004
Minority Recruitment: Progress Slow Eleven years ago Andre Dennis, then chancellor of the Philadelphia Bar Association, addressed the challenge of improving minority recruitment and retention at the city's law firms. A recent study conducted by The Legal Intelligencer revealed that although there has been some progress to report, the numbers still don't show significant improvement with recruitment or retention of minorities in law. The numbers have changed slightly: the percentage of minority attorneys at the participating firms increased from 4.3% in 1993 to 5.8% in 2004. Specifically, African Americans accounted for 2.47% of the attorney population, Asian Americans made up 1.01%, and Hispanics 0.69% in 1993. As of July 2004, African American attorneys make up 3.08%, Asian Americans 1.84% and Hispanics decreased to 0.67% of the entire Philadelphia attorney population. Source: The Legal Intelligencer, Philadelphia, Monday, August 16, 2004. Vol., 231 # 32
Women's Influence in the 2004 Election "Women business owners will wield significant clout in this November's presidential election," says Fortune's Small Business editor Richard Murphy. Women business owners make up 5% of the voting-age population, which is more than all the registered voters in Florida. These women entrepreneurs will have a significant impact on the 2004 election. Here's how:
Source: Business Wire, June 28, 2004
Wage Gap below National Average for Female Docs in PA Although physicians and surgeons still earn the highest salaries, a new census by The Philadelphia Inquirer shows they also have one of the widest gender gaps in pay of all occupations. The gap is especially low in Pennsylvania, where women make only 58% of what men earn, ranking the state 42 nd in pay inequality for physicians and surgeons. New Jersey fared slightly better earning 65% of their male counterparts. On the other hand, female nurses earn 99 cents on the dollar for male nurses in Pennsylvania and 96 cents on the dollar in New Jersey. Overall, the gender gap in pay for both states is well below the national average of 74%. Below is a wage comparison of other occupations: Wage Gender Gap Wage information for selected occupations Female wages as a percentage of male wages
Source: 2000 census long form, The Philadelphia Inquirer
Court Rulings Warn Employers Against Stereotyping Working Mothers Recent court rulings are sending a strong message to employers to avoid assumptions that motherhood will prevent a female employee from being fully dedicated to her job. Battles over discrimination against parents, specifically mothers, are becoming commonplace in the courtroom. In April, a federal appeals court in New York ruled that workplace stereotyping of mothers can qualify as gender discrimination. The federal Equal Employment Opportunity Commission, which handles job discrimination complaints, said it "could press gender bias charges against any company that treats working mothers worse- or better- than working fathers." Advocates for women in the workplace are demanding that more companies offer paternity leave, and encouraging fathers to take advantage of paternity leave if it is offered. According to the Society for Human Resource Management, only 15% of U.S. companies currently offer paid paternity leave. Demands are being put on employers nationwide to recognize the presence of women in the workforce and to realize that working mothers are successful at both career and family. Source: The Philadelphia Inquirer, Saturday, July 24, 2004.
Working Moms Shape Family Roles According to recent studies at Claremont McKenna College and Louisiana State University, family expectations of young adults are shaped by whether or not their own mothers worked outside the home. Men ages 18-23 who grew up with a working mom expect they will be doing more child care than the men who grew up with a mother who stayed home. On the contrary, females ages 18-23 who grew up with working mothers anticipate spending less time with their kids than do women whose moms stayed at home. Overall, young men and women with employed mothers are more likely to believe that couples should share housework and childrearing duties in the home. According to psychologist Heidi Riggio, "This just shows the strong influence of the family we grew up in, whether young adults realize it or not." Despite the differences in young adults' upbringings, Americans in their late teens and early twenties have become more liberal in their views on sex roles over the past three decades. Annual surveys compiled at the University of Michigan show that in 1981, about half of the teenagers surveyed thought women should have the same job opportunities as men; seven out of 10 thought so in 2001. Source: USA Today, Monday, August 9, 2004
Women Minority Partners: Percentages rising but numbers are still low According to a recent study conducted by The Legal Intelligencer , the percentage of women minority partners in Philadelphia's largest law firms has almost tripled in the past decade. Furthermore, the percentage of women minority attorneys in general has more than doubled. Unfortunately, minority women partners still make up less than 1 percent of all partners in the city, and minority women attorneys add up to less than 3 percent of all attorneys in the city. Philadelphia's law firms are making strides, but there is still a long way to go. Specifically, firms need to increase retention rates among women minority attorneys since only 1/3 of the women minority attorneys from 1999 are still with same firm five years later. Researchers suggest women minority lawyers need more suitable and accessible mentors to give guidance and assistance to younger lawyers who are starting out. Encouragement will help increase recruitment as well as retention rates. Source: The Legal Intelligencer, Philadelphia, Monday, August 16, 20004. Vol., 231 #32
Women and Heart Disease: The standard tests, drugs and procedures simply may not work as well for women as they do for men. Recently, a number of women complaining of chest pains, shortness of breath, and pain with exercise have been told by doctors they are "as healthy as a horse." However, days, weeks or months later, they suffer from heart attacks. Doctors are now suggesting that the symptoms of heart disease are often so different in women than men, that they go undiagnosed. Furthermore, when they are diagnosed, the standard tests, drugs and procedures simply may not work as well for women as they do for men. A new generation of research is urgently needed to better understand other ways women's arteries become diseased, focus on the risk factors, develop new diagnostic tests, and find new treatments tailored specifically for women. Currently, a federal funded Women's Ischemia Syndrome Evaluation (WISE) study is tracking 1,000 women in Florida, Pennsylvania, and Alabama who have symptoms of heart disease, but appear healthy on standard tests. The reason for the difference in heart disease in women is unclear, but may be a result of unique hormonal chemistry and differences in how women's arteries respond to stress. Source: Washington Post, Sunday, August 8, 2004
Working Women in the American Workplace: Annual average for all non-farm businesses
Working Women in the Region:
Source: The Philadelphia Inquirer, Saturday, July, 23, 2004
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