Tag: Gender

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Politics

State Dept. Modifications Coverage for Passport Gender Identification

State Dept. Changes Policy for Passport Gender Identification

Americans are allowed to use their self-identified gender on their U.S. passports without presenting medical documents, under a new State Department rule announced by officials on Wednesday, the last day of Pride Month.

The shift was the first step in creating gender tagging on U.S. passports and citizenship certificates for individuals who identify as non-binary, intersex, or who otherwise do not conform to gender roles. This process is complex and will take time, said an official who spoke on condition of anonymity prior to Foreign Minister Antony J. Blinken’s announcement.

In the meantime, officials said, Americans who apply for a passport and proof of citizenship abroad will no longer be required to provide a medical certificate if their stated gender does not match their other identification documents.

The move fulfills an election promise made by President Biden, who has raised concerns that transgender and non-binary people without documented evidence of their self-identified gender are at risk of denial of employment, housing and other benefits, including the right to vote.

Blinken was expected to announce that the new policy will follow other countries that have taken similar steps – including Canada, Australia, Argentina, Nepal and New Zealand – to align in part with foreign allies and partners.

Currently, the State Department requires a medical certificate stating that a passport applicant has either moved or is in the process of changing their gender on official consular documents. It was not immediately clear on Wednesday when this requirement would no longer apply.

Last month the State Department reversed another policy that had disproportionately affected LGBTQ families and granted foreign-born babies US citizenship to married couples with at least one American parent, regardless of which parent was biological with the child was related.

This policy, a victory for same-sex couples, effectively guaranteed that American and binational couples who use assisted reproductive technology to give birth abroad – such as surrogate motherhood or sperm donation – can pass citizenship on to their children.

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Business

South Asia faces a get up name because it trails in world gender equality

South Asia faces a wake up call as it trails in global gender equality

South Asia is on the brink of a wake-up call as it watches the world in its efforts to close the gender gap, an expert told CNBC.

The World Economic Forum predicts that it could now take 195 years to achieve gender equality in the region – 59 years more than the global average.

Corporations have a huge responsibility to fill that void, Sharmini Wainwright, senior managing director at Michael Page Australia recruiting agency, told CNBC.

“It may be a good time to wake up here,” said Wainwright on Thursday.

India in particular still has a long way to go in this regard. The pandemic and other cultural and demographic issues made it an “incredibly challenging year” for the country. Currently, only 13% of senior executives in India are women.

“There is still a long way to go,” said Wainwright. “Big Indian companies really need to push for change.”

The results come from a larger WEF study of the impact of the pandemic on the gender gap. It is now estimated that it will take 135.6 years to achieve gender equality – a generation longer than previously thought.

Western Europe has been a leader in gender equality. The gap is expected to close in 53 years, followed by North America (62 years) and Latin America and the Caribbean (69 years).

Thailand leads the Asia-Pacific region

However, other parts of the Asia-Pacific region showed signs of progress. In Thailand in particular, more than half (53%) of management positions were filled by women in 2020.

Those senior female executives This has usually been a combination of international and local talent, especially within multinational companies in manufacturing and in the supply chain.

“What you have is an economy and a market that is very fast moving and very aggressively pursuing talent,” said Wainwright.

She added that this was also the result of a concerted effort by certain industries such as manufacturing over the past few decades to attract and nurture a pipeline of female executives.

“Now, 20 years later, you have seen the benefits of people who have really taken the opportunity to enjoy exceptional careers in this sector and really advance to leadership positions within the sector,” she said.

More women needed in the top chair

Nevertheless, too few women today occupy the top management position, namely the role of CEO.

According to the report, the top three job titles for female executives were chief finance officer, marketing director and legal director.

Wainwright described this as the next “big breakthrough that has to take place” and urged men to be better allies.

“How do we manage to get that first place? It’s still to come,” she said.

“This conversation is about both men and women. They are usually the ones with the greatest influence in making a change and making a decision.”

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Business

Covid worsened the gender hole, it can take 135 years to shut

Covid worsened the gender gap, it will take 135 years to close

The World Economic Forum predicts it will now take 135.6 years to reach gender equality – as the pandemic moves the world back a generation and delays parity by about 36 years.

Saadia Zahidi, executive director of the World Economic Forum, told CNBC, “100 years to global gender equality wasn’t good enough – and now (it’s) 136 years worldwide.”

“The pandemic has had a massive impact and essentially reversed much of the progress made in the past,” she told CNBC’s Capital Connection on Wednesday.

If companies want the… creativity and innovation that will bring them out of the crisis, they need diversity and must see this as a business investment.

Saadia Zahidi

Managing Director, World Economic Forum

One reason the gender gap has widened is that the sectors heavily employed by Covid-19 are mostly affected by women.

“Whether it’s travel and tourism that is closed around the world, or the consumer and retail sectors that are affected in so many countries, these are great employers for women,” Zahidi said.

A mother and daughter watch as speakers speak to the crowd at a demonstration against mandatory Covid-19 vaccines in Sydney, Australia.

Don Arnold | Getty Images News | Getty Images

Another factor is that many women took on additional duties during the home lockdown when schools were closed.

“It then meant a kind of double layer for women,” she said.

The WEF said data from market research firm Ipsos suggest that this “double shift” between paid and unpaid work has contributed to increased stress, anxiety about job security and difficulties in maintaining work-life balance.

Role of Governments and Businesses

Zahidi said governments have a “crucial role” to play in closing the gender gap.

For example, she said the authorities could invest in infrastructure to care for children and the elderly, which would be helpful given that women in “traditional” homes have such responsibilities.

Employers can also help women experience higher relative job losses and lower recruitment rates in industries that are recovering, she added.

“If companies want the … creativity and innovation that can get them out of the crisis, they need diversity, so they have to see it as a business investment,” Zahidi said.

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Business

NCAA weight room discrepancy displays continual gender inequality

NCAA weight room discrepancy reflects chronic gender inequality

The NCAA has a chronic problem with undervalued women, writer and presenter Jemele Hill said Friday – and the recent controversy over weight room discrepancies highlights that inequality.

“This has long been a consistent issue when it comes to the lack of equity between men’s and women’s sports,” Hill said. “This should let everyone know who is seeing and hearing this story that it was about the fact that they didn’t think they were worth it to begin with.”

A Stanford University athletic performance coach posted photos on Twitter Thursday exposing inequalities between the weight rooms of women and men.

Photos of Ali Kershner, a coach for the Stanford women’s basketball and golf teams, showed the women’s weight room in the NCAA bubble in San Antonio – a dumbbell rack and some yoga mats. The men’s weight room in their NCAA bubble in Indianapolis. was decked out with equipment worth a gym.

On a Friday morning call to Zoom, NCAA senior vice president of basketball Dan Gavitt promised to do better.

“I apologize to the students, coaches and the women’s committee for dropping the ball on the San Antonio weight room issue. We’ll fix it as soon as possible,” said Gavitt.

NCAA vice president for women’s basketball Lynn Holzman said later Friday the organization is looking at ways to adjust square footage and provide more exercise opportunities.

Hill told CNBC’s The News with Shepard Smith on Friday that the rapid response was indicative.

“When they were caught and this video went viral, they suddenly had a change of heart within 24 hours,” said Hill, who hosts the Spotify podcast. “Jemele Hill is undisturbed.” “The money was always there. The money isn’t the problem. The problem is they don’t believe these women are worth it.”

ESPN signed a 14-year $ 500 million contract with the NCAA in the 2023/24 academic year to expand rights to 24 college championships, including continued coverage of the Women’s Division I basketball tournament.

Hill told host Shepard Smith that going forward, the NCAA “must do everything it can to show that they take women’s sport seriously because it looks worse as the background to this is that it is the month of women’s history.”

NCAA officials were not immediately available Friday to respond to Hill’s comments.

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World News

Gender a significant work, alternative barrier for girls in Asia

Gender a major work, opportunity barrier for women in Asia

With another International Women’s Day just around the corner, companies have made bold pledges to empower their women workers and strive for equality. Still, in 2021, many women say that their gender is a major barrier to their professional development.

A full third of women in Asia Pacific report that their gender is a significant barrier to opportunity due to the lack of guidance, skills, and time they receive as women. This comes from LinkedIn’s Opportunity Index 2021.

As a result, two in five (41%) female professionals in the region believe they have fewer opportunities for professional development than men.

The report, polling 10,000 workers in Australia, China, India, Japan, Malaysia, the Philippines and Singapore, shows the persistent barriers women face in their professional development and their impact on society.

10,000 hours | DigitalVision | Getty Images

While seven out of ten respondents said that gender equality is important for a fair society, four in ten said that this is not possible due to fundamental differences between men and women.

Corporations and governments have fought against this narrative. After all, the economy speaks for itself: Higher employment rates for women could increase the gross domestic product of the OECD countries by 6 trillion US dollars.

Gender equality is still not a top 10 priority for 70% of businesses, according to IBM’s new Women, Leadership and Missed Opportunities report. In fact, it turns out that the number of women in management positions has barely changed in the past two years and there are fewer women in the pipeline to fill management positions today than in 2019.

The pandemic has only exacerbated these shortcomings.

PwC’s 2021 Women in Work Index found that progress among women could be back to 2017 levels by the end of the year, as women are said to be harder hit by the pandemic. This is in large part due to the disproportionate burden on childcare by women. Mothers currently spend an average of 31 hours a week on caring tasks – almost equivalent to doing another full-time job.

Still, there are important steps businesses and individuals can take to alleviate this burden.

What women can do to overcome career barriers

Feon Ang, vice president of talent and learning solutions at LinkedIn, advised women to be clear about their ambitions and the professional goals they want to achieve.

“Understanding your personal strengths and your passions is really important,” she told CNBC Make It.

For Ang, that was “the connection between what is happening externally and how it affects your career”. When she realized “everyone was talking about YK2” in 1997 (the year 2000), she began a career in engineering. Seeing the hype surrounding social media in 2013, she joined LinkedIn.

Feon Ang, LinkedIn Vice President, Talent and Learning Solutions for Asia Pacific.

LinkedIn

After identifying these goals, women should be open to them and make it clear to business leaders where they want to go, she said. An attorney or sponsor can help and act as a representative or supporter among other high-ranking figures.

“More than just mentoring, you will find people to sponsor, someone who will be committed to helping you move forward,” Ang said.

“Of course, you have to do a good job because no leader will stand up for you, if not. You also have to show your ability to grow and be open-minded. This constant retraining is important for everyone, be it men or women.” added.

What bosses can do to bridge the gender gap

In a blog post, Ang also outlined specific steps bosses and organizations can take to achieve greater equality in the workplace.

  1. Have conversations about diversity and inclusion – According to LinkedIn, less than a quarter (23%) of Asia Pacific professionals strongly agree that gender diversity is a priority for their organization. Organizations and managers can change this narrative by running workshops on diversity, equity and inclusion and taking advantage of free online training.
  2. Increase the number of women in leadership positions – In Asia Pacific organizations, women make up an average of only 39% of the workforce. For female executives, this figure is even lower at 30% and below. Companies can reduce this inequality by introducing female management quotas and leadership pipelines for promising young talent.
  3. Establish family-friendly policies and flexibility programs – Nearly half (45%) of women in Asia Pacific said that managing family responsibilities often impedes their professional development. Organizations can reduce this burden by implementing supportive policies to give parents and carers additional time and flexibility when needed.
  4. Start mentoring programs and community groups – A lack of career guidance and support is one of the top three hurdles facing working women in the Asia-Pacific region, according to the LinkedIn study. Professional networking groups and mentoring programs can help fill this gap and enable problem sharing and resolution in supportive circles.
  5. Help women learn new skills and look for opportunities – Women need access to relevant knowledge and experience in order to progress, but lack of skills is seen as one of the main obstacles holding women back. Businesses can help fill this gap by investing in regular learning and development programs to help women stay up to date on their career path.

“There is strength in numbers,” Ang said. “As more organizations come together, we can do more to achieve equitable recovery for all. It always starts with a small step – from promoting open conversation about diversity and equality to advocate practical initiatives from flexible working hours to mentoring programs. “

Don’t Miss: Women need better control over their personal finances. Here is how

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Business

Proposed E.U. Legislation Goals to Rectify Gender Pay Hole

Proposed E.U. Law Aims to Rectify Gender Pay Gap

BRUSSELS – The European Union urged member states to close the gender pay gap and on Thursday announced details of a legislative proposal requiring companies to disclose gender pay gaps in wage interviews and giving applicants access to salary information. It would too Providing women with better tools to fight for equal pay.

The move takes place as workers all over the world were disproportionately affected by the economic effects of the coronavirus crisis and could lead to sanctions against companies that does not correspond.

The proposed law would also allow women to verify that they are being adequately compensated versus male colleagues. The European Commission, the bloc’s executive branch, wants to give workers the opportunity to apply for appropriate compensation in the event of discrimination.

Under the proposed law, those who believe they are victims could take action through independent observers of compliance with the equal pay requirements. You could also raise gender pay complaints through employee representatives either individually or in groups.

“You need transparency for equal pay,” said Ursula von der Leyen, the President of the Commission, who had undertaken to make pay transparency binding after taking office in December 2019. “Women need to know whether their employers treat them fairly. And if they don’t, they must have the power to fight back and get what they deserve. “

Although in theory the principle of equal pay for equal work is one of the basic values ​​of the European Union of 27 countries, the difference in salaries for men and women doing the same work is 14.1 percent and the difference in pensions is 30 percent. said the commission. According to the European Institute for Gender Equality, a research group, female managers earn a quarter less than men.

Despite several efforts to enforce equal pay in practice, it appeared to be inaccessible to women across the bloc for more than 60 years, which is a beacon for human rights and equality. So far, only 10 European countries, including Austria, Germany, Italy and Sweden, have introduced national legislation on wage transparency.

The proposed EU-wide law requires the approval of the member states and the European Parliament. There are concerns that it could be blocked by national governments, as has happened with the European Commission’s proposal to introduce gender quotas on boards of directors. Faced with these potential obstacles, Vera Jourova, the bloc’s top official for values ​​and transparency, described the pay proposal as “pure pragmatism and good economic calculations”, stressing that companies benefit from gender equality at work.

“We see quite limited appetites in some Member States and surprisingly in those who have already put such measures in place,” said Ms Jourova. “What gives me hope is that this is badly needed.”

Companies with more than 250 employees would be required to publicly disclose their gender pay gap, reflecting the concerns of smaller organizations that have suffered a severe economic blow from the coronavirus.

“I am aware that in times of economic downturn and the uncertainty caused by the pandemic, this proposal may seem out of date for some,” said Helena Dalli, the bloc’s equal opportunities commissioner, and stressed that the law was “appropriately proportionate ” be.

Under the bill, national governments would be required to penalize companies that violate equal pay measures. Governments could decide on the penalties imposed, including financial sanctions, which must be effective and proportionate, the commission said.

The suggestion comes as researchers warn that the virus could significantly delay women’s progression in the workplace. According to the 2020 Women in Work Index, which is compiled annually by PricewaterhouseCoopers in 33 industrialized countries, advice, economic damage caused by the pandemic and the effects of government policy have a disproportionately high impact on women. This has reversed the steady trend of gains for women in employment and resulted in what the consultancy calls “shecession”.

Women’s rights groups welcomed the Commission’s initiative. “Information is power: Pay transparency would enable employees to know the value of their work and to negotiate salaries accordingly,” said Carlien Scheele, Director of the European Institute for Gender Equality. “This would help combat discrimination in the workplace, which can only be a boon to gender equality.”

Aware of the possible legal and economic implications of the proposal, employers carefully assessed it and blamed it on what they described as profound reasons for gender inequality.

“Appropriate compensation transparency requirements can be part of the answer,” said Markus J. Beyrer, head of BusinessEurope, a lobby group. “However, the key to improving gender equality is addressing the root causes of inequalities, particularly gender stereotypes, labor market segregation and inadequate childcare.”

Mr Beyrer said the Commission must respect the “competences of the national social partners” and “should not add undue burdens to human resource management and pave the way for inappropriate litigation”.

According to Ms. Jourova, “binding rules” are required, not just trust in social responsibility Companies. “We see it’s going nowhere,” she said.

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World News

Scottish College Attracts Ire for Dismissing Feminine Gender Research Lead

Scottish University Draws Ire for Dismissing Female Gender Studies Lead

Arantza Asali, currently a graduate student, said she never thought St. Andrews would graduate, get the praise and tuition money she deserved, and then do so.

“The neglect of our education and the well-being of our employees is unacceptable,” she wrote on Twitter.

In the past, concerns have been raised about the global under-representation of women in philosophy. And those who drew attention to the university’s decision not to renew Ms. Kerr’s contract point to the broader questions in her philosophy department.

According to the letter in their support, as of this month, of the department’s 35 members of the academic and scientific staff, only 12 were women, while of these 12 women only five have permanent positions (one of which is part-time), two are visiting scholars , three are professorial fellows who are not primarily employed by the university, and two have fixed-term contracts, including Dr. Kerr.

The department’s 19 full-time employees include only four women, and one woman does not hold a permanent junior position. Of the 57 Ph.D. of the student division, only 13 are women.

Scientists around the world have expressed their support for Dr. Kerr voiced on social media.

“Absolutely shameful and part of a long list of layoffs by women and BAME scientists in recent years,” wrote Dr. Camilla Mork Rostvik, a postdoctoral fellow at the University of Leeds, on Twitter under an acronym for black commonly used in the UK. Asian and “ethnic minorities”.

“This is a profound injustice and just an incredible mistake,” wrote Jonathan Ichikawa, associate professor of philosophy at the University of British Columbia. “Your work is exemplary and there is no one with adequate expertise willing to replace it.”

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Politics

An Outdated Position With a New Gender: Emhoff Turns into the First Second Gentleman

An Old Role With a New Gender: Emhoff Becomes the First Second Gentleman

WASHINGTON – Douglas Emhoff, husband of Vice President Kamala Harris and the first second gentleman, visited the Library of Congress this month to do some “homework” on his new role. He heard the story a century ago from Lois Marshall, then the second lady in a Democratic government, and Grace Coolidge, the incoming second lady in a Republican government.

Mrs. Coolidge was nervous and unfamiliar with the city and its culture on the way to Washington. But Mrs. Marshall was there to greet her at the station when she arrived, said Meg McAleer, a history specialist in the manuscript department of the Library of Congress.

“It’s just the most empathetic contact a woman in this role makes with the woman who will take on the role,” Ms. McAleer said in an interview. “And it is not important to anyone that you switch from a Democratic to a Republican government.”

The atmosphere in the capital 100 years later is completely different after President Donald J. Trump’s efforts to undermine the 2020 election result. Mr. Emhoff had no direct contact with Karen Pence, his predecessor as Vice President, until they met on Wednesday during Inauguration Day ceremonies at the Capitol.

But she and her partners appeared at least outwardly friendly in a belated interaction on the Capitol steps before Mrs. Harris and Mr. Emhoff waved goodbye to the Pences. If nothing else, it was the kind of high profile, eagerly scrutinized moment where political spouses must learn to be graceful, and one that was unusual only because Mr. Emhoff was the first of his gender to fill that role.

With the inauguration of Mrs. Harris as the first female, black and Asian-American Vice President, the 56-year-old Emhoff registered two firsts of his own: the first male and the first Jewish wife of a President or Vice President. Although the details of what Mr Emhoff could do with the platform are unclear – he has discussed the focus on “access to justice” – his presence suggests a slow shift in gender roles in politics and beyond.

However, because of this shift, Mr. Emhoff is responsible for defining the roles of the men who come after him and for changing traditional perceptions of the role of a high profile spouse.

“I doubt people will look so carefully at what he’s wearing or whether he’s decided to get new carpeting in the living quarters of the vice president’s residence,” said Katherine Jellison, a history professor at Ohio University who studies history and women First ladies.

Ms. Harris and Mr. Emhoff were married in 2014 while Ms. Harris was the California Attorney General. Mr. Emhoff, a consumer electronics lawyer, became an avid replacement for his wife on the campaign. After the general election, Mr. Emhoff quit his job at the DLA Piper law firm, wondering if his work could lead to conflict for the Biden-Harris ticket. A transition officer declined to make him available for an interview.

The role of the vice president’s spouse is different for each person who holds it, former chiefs of staff told the vice president’s wives, with many using the platform to pursue different projects. Ms. Pence highlighted art therapy. Jill Biden, a full-time writing teacher at Northern Virginia Community College, helped launch an initiative for military families.

Like Mr. Emhoff, Marilyn Quayle, the wife of former Vice President Dan Quayle, gave up legal prosecution when her spouse entered the administration. She was looking for a law firm before Mr Quayle got on the presidential ticket with George Bush in 1988, but was later advised that the conflicts would be too big for her to practice as a lawyer and that her new position would provide a better platform to she Former Chief of Staff Marguerite Sullivan said after speaking with Ms. Quayle.

Lynne Cheney, the wife of former Vice President Dick Cheney, continued to work at the American Enterprise Institute, a conservative think tank, while her husband served in the George W. Bush administration, said Debra Dunn, her former chief of staff.

Mr. Emhoff joined the faculty at Georgetown University Law Center and this semester is teaching a course called Entertainment Law Disputes. Ms. Pence taught art at an elementary school in Northern Virginia. Dr. Biden, who wishes to continue teaching at Northern Virginia Community College, will be the first first lady to continue her work outside the White House.

John Bessler, the husband of Senator Amy Klobuchar, Democrat of Minnesota, spent time with Mr. Emhoff on the campaign, calling him a “great ambassador” for Mrs. Harris. During the Democratic primary, a protester went on stage with little security for the candidates and took the microphone off Ms. Harris. You could see Mr. Emhoff climbing onto the stage and trying to take the microphone from the man’s hands.

Subsequently, Mr Bessler, whose wife was also a presidential candidate, sent an email to Mr Emhoff welcoming his efforts. “He was now officially the security chief for Kamala’s campaign,” Bessler recalled.

Chasten Buttigieg, a former theater teacher and husband of Pete Buttigieg, a 2020 Democratic presidential candidate and Biden’s election as Transportation Secretary, recalled a moment on the campaign with Mr. Emhoff. “I’m not a theater type,” said Chasten Buttigieg, Mr. Emhoff told him. “I’m just a husband and I’m here to tell people why I love Kamala.”

With Mr. Emhoff’s new role, men in the United States could see that they could step back and “let women lead,” Chasten Buttigieg said in an interview. “And women can be the ones who have power and like what it means to be a loving and supportive spouse, and sometimes that means taking a back seat or encouraging your spouse to fly.”

Speaking of his visit to the Library of Congress in an interview posted on his Twitter account Tuesday, Mr Emhoff reflected on the legacy he might leave to future spouses of the Vice President.

“I’m really going to take what I’ve learned when I move into this role, but I’ll make it my own too,” he said. “I understand that I’m the first gentleman to take this role, and I definitely don’t want to be the last.”