Women at Work

Heather got fired from Wal-Mart for carrying a water bottle.

Natasha was forced onto unpaid leave and then fired because her district manager at Rent-A-Center found out she needed help with occasional heavy lifting on the sales floor.

Sarah* lost her job at a fast food restaurant for taking bathroom and water breaks.

What do all of these women have in common? They were all pregnant.

All they needed were minor adjustments to continue safely working during pregnancy.  They didn’t get these adjustments.  And they all lost their jobs because of it.

The Pregnant Workers Fairness Act would put an end to this absurdity. Senators Bob Casey and Jeanne Shaheen will introduce the bill in the U.S. Senate today. Representative Jerrold Nadler introduced the PWFA in the U.S. House of Representatives in May, and it now has more than 100 co-sponsors. Public health organizations, business organizations, women’s organizations, worker organizations, and religious groups have lined up in support as well.

The PWFA would make it illegal to fire a pregnant employee who requests a reasonable accommodation – such as a water break, bathroom break, or modification of a lifting requirement. Pregnant workers would have the same rights to temporary accommodations on the job that are available to workers with disabilities.

Why do we need this bill? Stories like the ones above sound like they are from the Dark Ages, right? Before the Pregnancy Discrimination Act of 1978 made it illegal to discriminate against pregnant workers, women were expected to quit their jobs when they became pregnant. Back then, pregnancy was widely regarded as a disabling condition. Read more »

Tomorrow, the Census Bureau will release new data on poverty, income, and health insurance in the U.S. in 2011. As we get ready to crunch numbers, we thought it would be helpful to take a deeper look at what these numbers tell us – and don’t tell us – about the wage gap.

The typical American woman who works full time, year round was still paid only 77 cents for every dollar paid to her male counterpart in 2010. For women of color, the gap is even larger. This blog post provides details about the wage gap measure that the Census Bureau and the National Women’s Law Center use, factors contributing to the wage gap, and how to shrink the gap.

What’s behind NWLC’s wage gap figure?

The wage gap figure that NWLC reports at the national level is the same as that reported by the Census Bureau – the median earnings of women full-time, year-round workers as a percentage of the median earnings of men full-time, year-round workers. Median earnings describe the earnings of a worker at the 50th percentile – right in the middle. Earnings include wages, salary, net self-employment income but not property income, government cash transfers or other cash income – so basically the money people see in their paychecks. Working full time is defined as working at least 35 hours a week and working year round means working at least 50 weeks during the last twelve months.

The national wage gap data come from the Current Population Survey and include workers 15 and older. The wage gap is not broken down by occupation or industry, though data on earnings by industry and occupation for women and men are available from the Bureau of Labor Statistics.

Zoe Saldana, the star of basically every movie I love (including Center Stage … so sue me. I’m a sucker for a story of dedication to the arts, cutting edge ballet-rock-operas and really handsome male ballerinas) recently sat down and spoke with Amanda de Cadenet about women in Hollywood and entertainment. She made some really great points that apply to women in the workplace across a number of fields.

Saldana makes an excellent point: men and women aren’t equal in the movie/film industry – or in most workplaces nationwide. Read more »

Labor Day provided a moment to take stock of how women are doing in today’s economy. For many, it’s not a pretty picture.

This might seem surprising given that during the recovery many of the occupations that have shown the most rapid growth are occupations where women hold the majority of jobs. Unfortunately, these occupations are also marked by low wages.  In fact, low-wage jobs have grown almost three times faster than middle and high-wage jobs during the recovery.

The top ten fastest-growing occupations include: retail salesperson; restaurant servers; personal and home care aides; office clerks and customer service representatives—jobs where women make up the majority of all workers. All of these are occupations that pay low wages.

In fact, there are 2.4 women for every 1 man working in occupations with median earnings for full-time work below the federal poverty threshold for a family of four. Likewise, women make up 2 out of 3 minimum wage workers. Often women’s work is synonymous with low-wage work. Read more »

On Monday, the news broke that a pregnant woman is now leading a Fortune 500 company—an important and exciting milestone. Before being appointed CEO of Yahoo this week, Marissa Mayer disclosed her pregnancy to Yahoo’s Board. When she announced her pregnancy publicly on Monday, she praised the Board for its “evolved thinking” in hiring her anyway – that is, for not violating the Pregnancy Discrimination Act.

I’m not so sure following the law is all that praiseworthy, but here’s what made me cringe as I read the otherwise great news of a pregnant woman breaking through the glass ceiling:

Mayer told Forbes, “My maternity leave will be a few weeks long and I’ll work throughout it.”

I’m picturing a phalanx of 24/7 baby nurses, a state-of-the-art high-tech home office located in a spacious and sunny corner of a beautiful nursery, an in-house lactation consultant, a personal chef, and, don’t forget the personal trainer! As the CEO, Mayer will be free to telecommute to her heart’s content, which is not at all the situation for most working women. Read more »

The Atlantic’s recent article, “Why Women Still Can’t Have it All,” has unsurprisingly generated quite a commotion. Critics and supporters have all given their two cents on Anne-Marie Slaughter’s look at work/family balance for women today – including us. One often-voiced concern over working parents (well, mostly working moms) is the impact of their careers on their children.

As a daughter of a woman who juggled work and family, I am wary of arguments that push moms out of the workplace for fear of raising maladjusted children. Yes, my mother went back to work two weeks after I was born. Yes, she went on long business trips when I was pre-school age, leaving my brother and me to pizza and movie nights with our dad. Yes, I took public buses home in middle school since there was no one to drive me. And yes, these experiences made me the young woman I am today.

It’s not despite her career that I ended up with good grades, a close mother-daughter relationship and high career ambitions, it’s because of it.   Read more »

At its core, Anne-Marie Slaughter’s recent article, “Why Women Still Can’t Have It All,” says this: The way we work cannot stay the same when the composition of our workforce has forever changed.

I’ll add to that: Public policies and voluntary employer practices that reflect the realities of today’s workforce are long overdue.

In the majority of families, both parents go to work and most families depend on both parents’ incomes to stay afloat. If it ever was, this is no longer “just” a women’s issue. Most men and women today have converged on the belief that both sexes can be good workers and good parents. Men are increasingly involved in child care and other tasks at home, although women still do the largest share of this work.

A lot has changed, but too much remains the same. While today’s households are structured radically differently than they were in 1950, the workplace has clung to the 1950’s image of the ideal (male) worker who is always at the employer’s beck and call, and unencumbered by outside demands on his or her time. But that “ideal worker” image is completely at odds with reality for most of the American workforce.

This is a big problem. And it’s not just a problem for Slaughter or a problem for you or me or for women, it’s a problem for all of us. The solutions lie in changing the way that work and society are structured.

So, let’s talk about those solutions: Paid parental leave and paid sick days are absolutely necessary but not sufficient. On a day-to-day basis workers need schedules that are both flexible and predictable, allowing them to get their jobs done, while attending to the realities of everyday life. Of course, quality, affordable child care makes the very short list. Read more »

For the last decade, the wage gap for women has barely budged – the typical women who works full time, year round still only makes 77 cents for every dollar paid to her male counterpart. As highlighted by a recent Bloomberg Businessweek article, there is a gender wage gap in virtually all jobs. Out of 265 major occupations, women’s median salary only exceeded men’s in one – personal care workers. The wage gap also occurs at all education levels, after experience is taken into account, and it gets worse as women’s careers progress. All told, even when accounting for a number of factors that can be expected to impact wages, it still exists. In fact, recent research shows that more than 40 percent of the wage gap is still unexplained, even after considering educational background, occupation, industry, work experience, union status, and race.

Despite this evidence of persistent unfair pay, recent weeks have also seen two oddly optimistic articles about women’s earnings. Let’s see what they’re so excited about:

First, Anya Kamenetz tries to reconcile why women’s earnings haven’t increased while their levels of education have. She concludes that women’s earnings are falling behind because (1) they have kids, (2) they chose jobs that don’t pay well, and (3) they are not “bold” or assertive. The onus in her explanation falls for the most part on women themselves – though she notes the structural element of some of these pieces, her answer is largely about planning correctly and making different choices. Who knew it was so easy – women can just make different choices and they’ll be paid fairly! This answer ignores the fact that even women who aren’t mothers see a wage gap. It ignores the fact that “women’s” jobs pay less precisely because women chose them – because women’s work is devalued – and, as noted above, that women are paid less even when they do chose the same profession as men. It ignores the fact that women often get punished for being bold or assertive. And the idea that these women might face discrimination? Not even mentioned. Read more »

Hi all, and welcome to another weekly blog roundup! This week we’ve got stories about some anti-choice bills in Virginia, a new video and call to action on SNDA,  an update on Samantha Garvey, some of the perils faced by pregnant women on the job, the Susan G. Komen for the Cure decision on Planned Parenthood, and some wrap-ups on blog carnivals we participated in this week, all after the jump. Read more »

So another Friday is here. In this week’s roundup, we’ve got some thoughts on Occupy Wall Street, new developments around the HPV vaccine, a TV show on abortion in the works, and more. Read more »