BLOG 39:
Re-imagining the Future
There are several things that need to be fixed in order for work and family life to be balance and for men and women to be equal in the work force. Although we have more and more women going to law school we need to see a higher rate for women in the legal profession and women in the higher positions in the firms. In order to get these women in to higher positions we need to make it possible for women to balance home and work. There needs to be flexible hours, time off for having children, time off for childcare, and more flexible policies. While some places have implemented these programs companies need to start going above and beyond to in force them and to create an environment in which these women are not afraid to use them. Some women do not want to use them because they will not be seen as real lawyers. We need to change this policy.
Since are situations are different and when women are dealing with home life and work companies such recognized this. Companies need to have flexible policies, but still stay on track and this will keep everyone happy. Re-imagining the future consists of equal opportunity and equal representation for men and women and these companies need to do and implement policies that reinforce this. Just because a woman wants to have children they should be be discriminated against in the workforce. No company, co-workers, or owners of a firm should penalize women or men for having to take care of their child or families.
Sunday, December 6, 2009
UNIT D: BLOG 38
BLOG 38:
Women of the Judiciary
The woman that I picked was Florance Ellinwood Allen: the first Lady of Law. She graduated with honors from New York Law School. She was the first woman as a county prosecuting attorney. She was the first women to argue in from of the Supreme Court. She was the first woman to be elected to a state trail court. The first woman to preside over a first degree murder trial. She was the first women to be appointed to the federal court at the United States Court of Appeals the 6th Circuit. I picked her because of all the strides that she made. She was a successful, powerful, and is an example of how far women could go and where the are going to go.
Women in the Practice of Law
The woman I picked for this was Myra Bradwell. She was another great pioneer in her field. In the 1870s she was one of five woman lawyers in the country. Her husband was a lawyer and after being around it and reading law she took the test in Chicago and passed the bar. The only problem with this was that she was denied her admission because she was married. She then took her won case to the United States Supreme court where she won the case. She was then given her license.
Women of the Judiciary
The woman that I picked was Florance Ellinwood Allen: the first Lady of Law. She graduated with honors from New York Law School. She was the first woman as a county prosecuting attorney. She was the first women to argue in from of the Supreme Court. She was the first woman to be elected to a state trail court. The first woman to preside over a first degree murder trial. She was the first women to be appointed to the federal court at the United States Court of Appeals the 6th Circuit. I picked her because of all the strides that she made. She was a successful, powerful, and is an example of how far women could go and where the are going to go.
Women in the Practice of Law
The woman I picked for this was Myra Bradwell. She was another great pioneer in her field. In the 1870s she was one of five woman lawyers in the country. Her husband was a lawyer and after being around it and reading law she took the test in Chicago and passed the bar. The only problem with this was that she was denied her admission because she was married. She then took her won case to the United States Supreme court where she won the case. She was then given her license.
UNIT D: BLOG 37
BLOG 37:
In the article "Charting our progress" it goes over where women are and what they have been through. It goes goes over the obstacles and blocks that are in the way for women in their progress. From the years of 1995 to 2003 the number of women layers had grown by 29.1 percent. The number of women that attend law school has increased by 45 to 50 percent, women partners raised 12 to 16 percent, in the Supreme Court raised by 22 percent, in the court of Appeals 13 to 17 percent, and in the Districts courts 12 to 16 percent. So, all across the board in different areas of law the number of women in the law had been rising.
Although men are making leaps and bounds to get into the legal world there are still a higher amount of men that are in leadership positions. This is also a topic that we have been talking about in Holly English's book. Women are not being presented in equal amount in the top positions in the law firms. The article states that one of the problems we are dealing with is gender stereotyping. In the book as well as the article is states that women are not aggressive enough and are too emotional to handle these positions. Another issue that both the book and the article is dealing with is the fact that this situation is unjust and not equal for the women, but it is especially bad for women of color.
Another problem is that these firms do have "family Friendly" politics in the firm, but most women are not suing them. The reason for them not to use them is because the people that do use them are viewed by the other individuals working there that they are not as committed to their job. The fact is that these policy are not being implemented right that people can use them without any consequences from their work. Then, the people that actually do use these plans the plans are not set in stone. This means that they will have hours they did not agree on and pay.
Some problems that women lawyers are dealing with is the fact the fact that their hours are unreasonable for them. More recently the number of hours according to lawyers that are working in New York law firms is that they are working 2,200 to 2,400 billing hours and also 600 non-billable hours. one way that some women lawyers have been able to handle the long hours and work schedule is with the new technology so they can be out of the office. It has always made their situation worse because with all the technology the clients expect the lawyers to get back to the almost immediately.
Our book and our reading suggests ways in improving our situation. Women should get mentored, they make flexible policies, provide flexible hours, and provide time for women to take of for having children or family care. The outlook is good and with new policies and plans women are going to go future now that we have a more concern plan and a more open view.
In the article "Charting our progress" it goes over where women are and what they have been through. It goes goes over the obstacles and blocks that are in the way for women in their progress. From the years of 1995 to 2003 the number of women layers had grown by 29.1 percent. The number of women that attend law school has increased by 45 to 50 percent, women partners raised 12 to 16 percent, in the Supreme Court raised by 22 percent, in the court of Appeals 13 to 17 percent, and in the Districts courts 12 to 16 percent. So, all across the board in different areas of law the number of women in the law had been rising.
Although men are making leaps and bounds to get into the legal world there are still a higher amount of men that are in leadership positions. This is also a topic that we have been talking about in Holly English's book. Women are not being presented in equal amount in the top positions in the law firms. The article states that one of the problems we are dealing with is gender stereotyping. In the book as well as the article is states that women are not aggressive enough and are too emotional to handle these positions. Another issue that both the book and the article is dealing with is the fact that this situation is unjust and not equal for the women, but it is especially bad for women of color.
Another problem is that these firms do have "family Friendly" politics in the firm, but most women are not suing them. The reason for them not to use them is because the people that do use them are viewed by the other individuals working there that they are not as committed to their job. The fact is that these policy are not being implemented right that people can use them without any consequences from their work. Then, the people that actually do use these plans the plans are not set in stone. This means that they will have hours they did not agree on and pay.
Some problems that women lawyers are dealing with is the fact the fact that their hours are unreasonable for them. More recently the number of hours according to lawyers that are working in New York law firms is that they are working 2,200 to 2,400 billing hours and also 600 non-billable hours. one way that some women lawyers have been able to handle the long hours and work schedule is with the new technology so they can be out of the office. It has always made their situation worse because with all the technology the clients expect the lawyers to get back to the almost immediately.
Our book and our reading suggests ways in improving our situation. Women should get mentored, they make flexible policies, provide flexible hours, and provide time for women to take of for having children or family care. The outlook is good and with new policies and plans women are going to go future now that we have a more concern plan and a more open view.
UNIT D: BLOG 36
BLOG 36: Luring women back into the work force
Women make up about 49 percent of the work force, but yet there are not that many women in the top jobs. Some think this is because of the glass ceiling. The glass is still part of the problem, but we have been breaking it and it is diminishing. They start of this conversation but asking why are there not that many women that are in the top positions of companies. They states that one of the reasons why women are not or the only way that women can manage to have jobs that ask a lot of them is if they can have control. This means that if they can control their home and family life still and manage it they should be able to do both. The problem is that with the top jobs and with a lot of jobs people have to be on call a lot and have to do things that they can not plan for so it is difficult for women to take these jobs.
I think that women can come back and take jobs in the work force and at high positions, but there is a problem that needs to be addressed. In these positions these women would have to deal with unforeseen circumstances with having to go out of town and to work late just giving some examples. So, I do think that these corporations in order to make it an equal opportunity work force needs to implement things such as the Equal Employment Opportunity Commission was talking about. I think that in order for more women to come into the work force these companies need to be flexible. As long as these women can have more flexible hours and still get their work done for work on time they should be able to do it on their schedule. This could include working in the office, then going home making dinner and help the family, then do more work, or do work from home. I think that if these companies made more flextime it would make their company more productive because these women would be happy with their home and work life and it would show in their work.
Women make up about 49 percent of the work force, but yet there are not that many women in the top jobs. Some think this is because of the glass ceiling. The glass is still part of the problem, but we have been breaking it and it is diminishing. They start of this conversation but asking why are there not that many women that are in the top positions of companies. They states that one of the reasons why women are not or the only way that women can manage to have jobs that ask a lot of them is if they can have control. This means that if they can control their home and family life still and manage it they should be able to do both. The problem is that with the top jobs and with a lot of jobs people have to be on call a lot and have to do things that they can not plan for so it is difficult for women to take these jobs.
I think that women can come back and take jobs in the work force and at high positions, but there is a problem that needs to be addressed. In these positions these women would have to deal with unforeseen circumstances with having to go out of town and to work late just giving some examples. So, I do think that these corporations in order to make it an equal opportunity work force needs to implement things such as the Equal Employment Opportunity Commission was talking about. I think that in order for more women to come into the work force these companies need to be flexible. As long as these women can have more flexible hours and still get their work done for work on time they should be able to do it on their schedule. This could include working in the office, then going home making dinner and help the family, then do more work, or do work from home. I think that if these companies made more flextime it would make their company more productive because these women would be happy with their home and work life and it would show in their work.
UNIT D: BLOG 35
BLOG 35: Equal Employment Opportunity
The Equal Employment Opportunity Commission (EEOC) is now implementing new laws to provide antidiscrimination laws that is helping women in regards to child care responsibilities. These new regulations will not only help women, but this law is stating that the companies need to go above and beyond to help these women. This document is created to help women when they are dealing with juggling work and providing care for their families. This regulation is providing care and helping women by making their employers help them more. Stated that they should not just do the "bare minimum" to help these women that they should be doing anything they can do help.
They state that these companies need to go through and re work their current structuring of their companies and making the structure of the establishment more efficient and better for the mothers that are trying to juggle work and home life responsibilities. They state that they are trying to help the "caregiver" and these are the people that are working and also in charge of providing care for their families. This category of people will and does include mother caring for their children and people that are caring for other member such as the elderly and members of the family that have disabilities. They acknowledge the fact that the greater amount of people that this is affected is working women and even more working women of color, but does also include some men.
The importance of this document is very vital especially in our current economy. The article goes over just exact how important it is considering how many more women are working now. Women make up 46 percent of the work force and this number is rising. A key to this is because of our current economy; now a lot of women are working more. With this economy we need this type of regulations because of the job layoffs we need to make sure that the women that do have jobs, that they keep their jobs and ensure their security of their positions.
The Equal Employment Opportunity Commission (EEOC) is now implementing new laws to provide antidiscrimination laws that is helping women in regards to child care responsibilities. These new regulations will not only help women, but this law is stating that the companies need to go above and beyond to help these women. This document is created to help women when they are dealing with juggling work and providing care for their families. This regulation is providing care and helping women by making their employers help them more. Stated that they should not just do the "bare minimum" to help these women that they should be doing anything they can do help.
They state that these companies need to go through and re work their current structuring of their companies and making the structure of the establishment more efficient and better for the mothers that are trying to juggle work and home life responsibilities. They state that they are trying to help the "caregiver" and these are the people that are working and also in charge of providing care for their families. This category of people will and does include mother caring for their children and people that are caring for other member such as the elderly and members of the family that have disabilities. They acknowledge the fact that the greater amount of people that this is affected is working women and even more working women of color, but does also include some men.
The importance of this document is very vital especially in our current economy. The article goes over just exact how important it is considering how many more women are working now. Women make up 46 percent of the work force and this number is rising. A key to this is because of our current economy; now a lot of women are working more. With this economy we need this type of regulations because of the job layoffs we need to make sure that the women that do have jobs, that they keep their jobs and ensure their security of their positions.
UNIT D: BLOG 34
BLOG 34: Unbending Gender
Unbending gender is the change in gender roles and how we have not made that much progress over the past 2- to 30 years and hot it is not changing and not "unbending." Another the other side she states that this term also means how much unbending we have got accomplished by have more women in a wider variety of jobs and nontraditional jobs. She then goes on to talk about the market work and family work. This is like the two spheres that we talked about in our reading such as the Private and public sphere and how women have two jobs. The market work is the work that these women are doing for occupation and for paid work such as the public sphere. The family work, or the private sphere, is the work that these women do at home such as childcare, cleaning, housework, caring for the elderly, and so on (Interview, Joan Williams).
She explains that some issues with trying to balance market work and family work is that these mothers are being pulled into between these two jobs. For mothers that have market work and have a job feel that they are not really there when they are at work. These women feel that they are, in her words, on the "Mommy track." That these women are not as involved in their Jobs and are not getting the same type of benefits, pay, and are not advancing their careers (Interview Joan Williams).
The reason that these women are feeling this way is because of the structuring of the work market. The work place is still being structured around the idea that in order for a person to be the best at their job or an "ideal work" that they have need to be there full time, working with no time off, and working without taking time off to have children. This is one problem with the work force that is causing problems for women when they want to have a family and a successful career. The work force is still being structured around the ideal job for males. This is the problem, the work force needs to changes its standards of the "ideal worker" because no women that wants to have children would be able to be the "ideal worker." The ideal that people need to be at the work place til 6 or even later to have a traditional job needs to change. This is because now a days both parents are working and this is causing a problem in-between the private and public spheres. These is where the idea of a "suspect parent" comes back into play. People think that women can not be an ideal work and a perfect mother. The problem is the workforce in how the see the hours, time off, and work schedules for these parents (Interview with Joan Williams).
Another example of issues with juggling family and work jobs is when women have to take time off to have children. An example of this is when a women named Karen Deonarian had to take time off for having her child. Her work did grant her this time off and was assured that she would have her job waiting for her when she was ready to come back. When she gave birth to her child she was premature and had to take more time off the usual. When she was read to go back to work her job said that her position was no longer available, but she could apply for a position that was lower paying. She then sued the company for discrimination. More and more cases of discrimination against women, and some men, are showing up in courts; more than 1,150 lawsuits just like this one have been filed. Joan Williams was also discussed in this article and talks more about the problems with juggling work and home life. She states that the conditions and schedules that these women are suppose to be on while juggling work and home are unfair and unrealistic. An a way to help change these unjust regulations is these lawsuits. She says that filing lawsuits and creating lawsuits is one way that these women are finishing the revolution that they have been trying to finish (Family-Leave Values, NY Times).
Unbending gender is the change in gender roles and how we have not made that much progress over the past 2- to 30 years and hot it is not changing and not "unbending." Another the other side she states that this term also means how much unbending we have got accomplished by have more women in a wider variety of jobs and nontraditional jobs. She then goes on to talk about the market work and family work. This is like the two spheres that we talked about in our reading such as the Private and public sphere and how women have two jobs. The market work is the work that these women are doing for occupation and for paid work such as the public sphere. The family work, or the private sphere, is the work that these women do at home such as childcare, cleaning, housework, caring for the elderly, and so on (Interview, Joan Williams).
She explains that some issues with trying to balance market work and family work is that these mothers are being pulled into between these two jobs. For mothers that have market work and have a job feel that they are not really there when they are at work. These women feel that they are, in her words, on the "Mommy track." That these women are not as involved in their Jobs and are not getting the same type of benefits, pay, and are not advancing their careers (Interview Joan Williams).
The reason that these women are feeling this way is because of the structuring of the work market. The work place is still being structured around the idea that in order for a person to be the best at their job or an "ideal work" that they have need to be there full time, working with no time off, and working without taking time off to have children. This is one problem with the work force that is causing problems for women when they want to have a family and a successful career. The work force is still being structured around the ideal job for males. This is the problem, the work force needs to changes its standards of the "ideal worker" because no women that wants to have children would be able to be the "ideal worker." The ideal that people need to be at the work place til 6 or even later to have a traditional job needs to change. This is because now a days both parents are working and this is causing a problem in-between the private and public spheres. These is where the idea of a "suspect parent" comes back into play. People think that women can not be an ideal work and a perfect mother. The problem is the workforce in how the see the hours, time off, and work schedules for these parents (Interview with Joan Williams).
Another example of issues with juggling family and work jobs is when women have to take time off to have children. An example of this is when a women named Karen Deonarian had to take time off for having her child. Her work did grant her this time off and was assured that she would have her job waiting for her when she was ready to come back. When she gave birth to her child she was premature and had to take more time off the usual. When she was read to go back to work her job said that her position was no longer available, but she could apply for a position that was lower paying. She then sued the company for discrimination. More and more cases of discrimination against women, and some men, are showing up in courts; more than 1,150 lawsuits just like this one have been filed. Joan Williams was also discussed in this article and talks more about the problems with juggling work and home life. She states that the conditions and schedules that these women are suppose to be on while juggling work and home are unfair and unrealistic. An a way to help change these unjust regulations is these lawsuits. She says that filing lawsuits and creating lawsuits is one way that these women are finishing the revolution that they have been trying to finish (Family-Leave Values, NY Times).
Saturday, December 5, 2009
UNIT D: BLOG 33
BLOG 33:
In the 2008 NAWL survey it stated that female lawyers do not get to the same positions as their male counter parts such as partner,l managing positions, and governance positions. Over the past decades women have made great strides in becoming part of the non traditional work force such he the once male dominated legal profession. Both men and women are attending law school and programs at the same rate, but the only problem is that more men than women are actually starting and going into law firms. All women are having problems going into law firms, but women that are minorities are the ones that are the most under represented by accounting for only 11 percent of associate ans around 3 to 4 percent of partner status (NAWL).
Even tough women are making advancements into the legal profession they are still being presented with some short comings. On every level of a law firm from associate to partner men are making more money then their female co-workers (NAWL). To help women advance in their field about 97 percent of law firms have started implementing programs to help women such as networking, development programs and mentoring programs (NAWL survey). networks help these women open doors and get connected to people and places to help them advance and access information. They need to have networks that are diverse and unique to help them so the information is new and refreshing to help them with various of aspects. These kind of networking and programs will help these women succeed and advance. (Women Leadership: Importance of Networks).
There is in a new type of firm that is out there according to the NAWL survey. This is the mixed-tier firm. In this new type of firm that require equity partners to contribute capital into their firm and then some of these people are paid on their income. In the position as an equity partner in firms it was shown that women that women are being recruited at a higher rate now. The women that are being recruited are the ones that have just graduated and are just starting out. Even though women are advancing in this way we still have more equality to go because along with more women there is still twice as many men being recruited right along with them. So, there are more women, which is great and shows women are breaking into the legal business more, but men are doing this at a higher rate (NAWL survey).
Another aspect that women are dealing with in advancing in the legal profession is with breaking the glass ceiling. This is how and what women are doing to break into the legal profession. An advancement that helped women break the glass ceiling is by the help of Hilary Clinton and Sara Palin. Just the fact that these two women were out there helped make two more cracks in the gall ceiling. By having these women out there it helped break ground for women in politics and law giving the public use to having and comfortable having women out there in traditional male dominated jobs. Having powerful and dominate women such as these two have helped women all over take power over their lives.
In the 2008 NAWL survey it stated that female lawyers do not get to the same positions as their male counter parts such as partner,l managing positions, and governance positions. Over the past decades women have made great strides in becoming part of the non traditional work force such he the once male dominated legal profession. Both men and women are attending law school and programs at the same rate, but the only problem is that more men than women are actually starting and going into law firms. All women are having problems going into law firms, but women that are minorities are the ones that are the most under represented by accounting for only 11 percent of associate ans around 3 to 4 percent of partner status (NAWL).
Even tough women are making advancements into the legal profession they are still being presented with some short comings. On every level of a law firm from associate to partner men are making more money then their female co-workers (NAWL). To help women advance in their field about 97 percent of law firms have started implementing programs to help women such as networking, development programs and mentoring programs (NAWL survey). networks help these women open doors and get connected to people and places to help them advance and access information. They need to have networks that are diverse and unique to help them so the information is new and refreshing to help them with various of aspects. These kind of networking and programs will help these women succeed and advance. (Women Leadership: Importance of Networks).
There is in a new type of firm that is out there according to the NAWL survey. This is the mixed-tier firm. In this new type of firm that require equity partners to contribute capital into their firm and then some of these people are paid on their income. In the position as an equity partner in firms it was shown that women that women are being recruited at a higher rate now. The women that are being recruited are the ones that have just graduated and are just starting out. Even though women are advancing in this way we still have more equality to go because along with more women there is still twice as many men being recruited right along with them. So, there are more women, which is great and shows women are breaking into the legal business more, but men are doing this at a higher rate (NAWL survey).
Another aspect that women are dealing with in advancing in the legal profession is with breaking the glass ceiling. This is how and what women are doing to break into the legal profession. An advancement that helped women break the glass ceiling is by the help of Hilary Clinton and Sara Palin. Just the fact that these two women were out there helped make two more cracks in the gall ceiling. By having these women out there it helped break ground for women in politics and law giving the public use to having and comfortable having women out there in traditional male dominated jobs. Having powerful and dominate women such as these two have helped women all over take power over their lives.
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