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.
UNIT D: BLOG 32
BLOG 32:
A survey that was done in 2008 by the National Association of Women Lawyers showed that women are not being treated the same and are not getting the same positions as their male counter parts in law firms (NAWL survey). These women are not getting the same opportunities because they are dealing with outside aspects of their lives that the males in the firm traditional do not deal with. This aspect that they are dealing with is Motherhood. For women that are lawyers and mothers they are having to deal with two jobs at once. They are working in atop law firm and trying to advance their career, but at the same time they have to take care of the family, go home at certain times, take care of the children if they are sick and so on that the men do not have to deal with.
Since motherhood and taking care of the children is traditionally a job that is done by the mother the situation for a female and male lawyer is different even if they both have children. The men if they have a family and a wife that takes care of the children they would not have to deal with or on the same level the amount of things a female lawyer would have to do.
The problem with women working in a law firm that she addresses is with being a "suspect mother." Many people think that it is next to impossible to work at a law firm and to take care of your family. So, they think that a suspect mother is one that is not taking the greatest care or being a "Super" mom at home because they have a demanding job. The issue with this is that they will have to know that they will never be super mom.
On this subject when Interviewed a female working mother at a law firm just a month or so ago she stated this same exact "to the T" statement. She said that one week your work will need more attention and the other your family will so you just have to check in with our self and ask "how am I doing with work? How am I doing with the family?" and just remind yourself you are only human. She stated herself that she will never be super women and that we are only all human. I tied this back into this blog because it is another real life experience that reinforces this reading. They are juggle work and home and doing everything they can possibly do.
The way these these women think and how they view motherhood will impact their jobs. These women want to start families, have children, and they also want a career. The reason why there are not as many women partners as men is because their motherhood impacts their work. They take time off to have children and work part time to take care of their family. Every situation is different and as long as she is happy with her home life and where she is at work every situation is the best possible decision.
A survey that was done in 2008 by the National Association of Women Lawyers showed that women are not being treated the same and are not getting the same positions as their male counter parts in law firms (NAWL survey). These women are not getting the same opportunities because they are dealing with outside aspects of their lives that the males in the firm traditional do not deal with. This aspect that they are dealing with is Motherhood. For women that are lawyers and mothers they are having to deal with two jobs at once. They are working in atop law firm and trying to advance their career, but at the same time they have to take care of the family, go home at certain times, take care of the children if they are sick and so on that the men do not have to deal with.
Since motherhood and taking care of the children is traditionally a job that is done by the mother the situation for a female and male lawyer is different even if they both have children. The men if they have a family and a wife that takes care of the children they would not have to deal with or on the same level the amount of things a female lawyer would have to do.
The problem with women working in a law firm that she addresses is with being a "suspect mother." Many people think that it is next to impossible to work at a law firm and to take care of your family. So, they think that a suspect mother is one that is not taking the greatest care or being a "Super" mom at home because they have a demanding job. The issue with this is that they will have to know that they will never be super mom.
On this subject when Interviewed a female working mother at a law firm just a month or so ago she stated this same exact "to the T" statement. She said that one week your work will need more attention and the other your family will so you just have to check in with our self and ask "how am I doing with work? How am I doing with the family?" and just remind yourself you are only human. She stated herself that she will never be super women and that we are only all human. I tied this back into this blog because it is another real life experience that reinforces this reading. They are juggle work and home and doing everything they can possibly do.
The way these these women think and how they view motherhood will impact their jobs. These women want to start families, have children, and they also want a career. The reason why there are not as many women partners as men is because their motherhood impacts their work. They take time off to have children and work part time to take care of their family. Every situation is different and as long as she is happy with her home life and where she is at work every situation is the best possible decision.
UNIT D: BLOG 31
BLOG 31: Work and Home
This topic is one that we have touched on several types through out this course; the problems that arise when women in the field of law have to juggle their home and work lives. From Ch. 5 and 6 it states that women are he ones that are traditionally taking care of the children. This has created problems for women that are trying to advances themselves in the legal profession. These women are trying to advance their career and trying to start a family all at the same time.
Some of the main problems that these women are having are scheduling their work hours, having flexible work hours, reduced hours at the office, and getting all the work done if they have to go for a family emergency. Some suggestions that have been put in place are a flex time schedule so these women get all the same work done, but they can do it on their schedule. Another suggestion is job sharing were two people or could before share the same job and are able to finish the work separate on different days so they can work only a few days a week. The only issue, that the book points out, is that these women are not considered "real lawyers." For layers that are working the "traditional" hours and schedules they think that this is unfair to them.
Even though that implementing these alternative schedules would have advantages such as reducing costs, increase productivity they have not started them. Firms now even have the technology do do things such like this. These policies and new schedules are hard to implement because they are on a base to base standard and there is not clear plan for making them. Then for the people mostly women that would take these positions as part time their status would decrease and they would not get a lot of time in office to do "face to face" working with their clients and co-workers. They would not be as involved in the day to day and firms activities because they would be more of an outside in the process.
This topic is one that we have touched on several types through out this course; the problems that arise when women in the field of law have to juggle their home and work lives. From Ch. 5 and 6 it states that women are he ones that are traditionally taking care of the children. This has created problems for women that are trying to advances themselves in the legal profession. These women are trying to advance their career and trying to start a family all at the same time.
Some of the main problems that these women are having are scheduling their work hours, having flexible work hours, reduced hours at the office, and getting all the work done if they have to go for a family emergency. Some suggestions that have been put in place are a flex time schedule so these women get all the same work done, but they can do it on their schedule. Another suggestion is job sharing were two people or could before share the same job and are able to finish the work separate on different days so they can work only a few days a week. The only issue, that the book points out, is that these women are not considered "real lawyers." For layers that are working the "traditional" hours and schedules they think that this is unfair to them.
Even though that implementing these alternative schedules would have advantages such as reducing costs, increase productivity they have not started them. Firms now even have the technology do do things such like this. These policies and new schedules are hard to implement because they are on a base to base standard and there is not clear plan for making them. Then for the people mostly women that would take these positions as part time their status would decrease and they would not get a lot of time in office to do "face to face" working with their clients and co-workers. They would not be as involved in the day to day and firms activities because they would be more of an outside in the process.
UNIT D: BLOG 30
BLOG 30: Women Leaders
In the first video the Common Wealth club met during Women History month. The panel we are meeting is made up of several powerful women that are leaders in their field. Cindy Chavez who was Vice Mayor, severed two term on city counsel, was a director of education, budge and quality aid, taught politics,and more. Next was Norane Heritan who worked for over 25 years in with technology center and raised millions of dollars, has an MBA, has been founding president of programs and organizations. Debra Roade is one of the top leaders in ethics and law, leader of Stanford Center of Ethics. Becky Morgan president of Morgan Family Foundation, youth programs, and education, has Bachelors and M.A. These are only a few of these women's accomplishments just to show who successful and great leaders they are.
This panel was put together to show how far women have came in being leaders. The problem with women's leadership is that the problem is far from solved. Women have increased the number of leaders as the panel shows. That women can be powerful and successful leaders.
Conventional people state that leaders are powerful, strong, hard on others, aggressive, and not weak or passive. These are all of the qualities that we have always used to describe males. Women in the past were seen as passive, emotional, nurturing, weak, and not powerful. So, women women started to take these leadership roles they were going against the norms and people were not excepting them. Women were acting outside of their original roles, not though of as leaders, and were not taken as seriously. The first video that we watch of the panel shows how women are breaking into this field and are powerful, just and great leaders that are really making a difference.
Behavior for women as leaders is going against how they traditionally acted in their "norms" or what people thought was normal. These women are acting out of the roles ans taking on more masculine and powerful traits to take these leaderships roles. There are many positive outcomes that have comes out of women becoming leaders in our society. Women are now taking more jobs, they are being seen in a different light, they are being took more seriously. they are being listened to, they are powerful, the are making everyone equally and most of all helping not only their gender, but helping everyone. In there roles women are not only praised for what they do, but there are still negative aspects that come out of women becoming leaders. These women are seen as harsh, not feminine, aggressive, having tempers, and rude among other things. If a man was in there same position would would just be seen as powerful and a good leader, but because of that double standard women are being looked at differently. It is the fact that women are not acting in their role and taking a stand that other people look at them negatively. They look at them negatively because they are not acting in their roles, but this is not their role anymore. We are beyond this point I think and we are all equal and should be treated as such.
These expectations are stereotypes. I do not think they are just like them, but I think they way some people think and how society as traditional seen men and women is stereotyping to the T. A Stereotyping is defining who someone by a certain trait and not by their individual characteristics. This is judging someone before you get to know who they actually are. So if you were to judge a women and say she is weak, passive and not a leader before you even know absolutely anything about her or if you say all women are not good leaders; that is stereotyping. I think they way that we have put people into categories in the past is stereotyping and is horrible.
In the first video the Common Wealth club met during Women History month. The panel we are meeting is made up of several powerful women that are leaders in their field. Cindy Chavez who was Vice Mayor, severed two term on city counsel, was a director of education, budge and quality aid, taught politics,and more. Next was Norane Heritan who worked for over 25 years in with technology center and raised millions of dollars, has an MBA, has been founding president of programs and organizations. Debra Roade is one of the top leaders in ethics and law, leader of Stanford Center of Ethics. Becky Morgan president of Morgan Family Foundation, youth programs, and education, has Bachelors and M.A. These are only a few of these women's accomplishments just to show who successful and great leaders they are.
This panel was put together to show how far women have came in being leaders. The problem with women's leadership is that the problem is far from solved. Women have increased the number of leaders as the panel shows. That women can be powerful and successful leaders.
Conventional people state that leaders are powerful, strong, hard on others, aggressive, and not weak or passive. These are all of the qualities that we have always used to describe males. Women in the past were seen as passive, emotional, nurturing, weak, and not powerful. So, women women started to take these leadership roles they were going against the norms and people were not excepting them. Women were acting outside of their original roles, not though of as leaders, and were not taken as seriously. The first video that we watch of the panel shows how women are breaking into this field and are powerful, just and great leaders that are really making a difference.
Behavior for women as leaders is going against how they traditionally acted in their "norms" or what people thought was normal. These women are acting out of the roles ans taking on more masculine and powerful traits to take these leaderships roles. There are many positive outcomes that have comes out of women becoming leaders in our society. Women are now taking more jobs, they are being seen in a different light, they are being took more seriously. they are being listened to, they are powerful, the are making everyone equally and most of all helping not only their gender, but helping everyone. In there roles women are not only praised for what they do, but there are still negative aspects that come out of women becoming leaders. These women are seen as harsh, not feminine, aggressive, having tempers, and rude among other things. If a man was in there same position would would just be seen as powerful and a good leader, but because of that double standard women are being looked at differently. It is the fact that women are not acting in their role and taking a stand that other people look at them negatively. They look at them negatively because they are not acting in their roles, but this is not their role anymore. We are beyond this point I think and we are all equal and should be treated as such.
These expectations are stereotypes. I do not think they are just like them, but I think they way some people think and how society as traditional seen men and women is stereotyping to the T. A Stereotyping is defining who someone by a certain trait and not by their individual characteristics. This is judging someone before you get to know who they actually are. So if you were to judge a women and say she is weak, passive and not a leader before you even know absolutely anything about her or if you say all women are not good leaders; that is stereotyping. I think they way that we have put people into categories in the past is stereotyping and is horrible.
UNIT D: BLOG 29
BLOG 29: Minority Women
Only 4 percent of partners are minorities and even less are female. These women are having to deal with every day biases and issues that are driving them to leave these large law firms. AN example of why minority women are leaving is from All Things Considered: Why so few minority women stay at law firms. One women of color was working at a law firm and was being asked to sit in one meetings not because she was working that specific case, but because she was a minority. That particular law firm wanted to show their client, that was leaving because they did not represent enough minorities, that they were an equal opportunity firm and had people of minority working there. So, she was sitting in on these meeting just to be there. She was being exploited by her firm. This clip states that these women are having to deal with exclusion, neglect, and overt harassment at their firms.
One of the women on this clip states that one or the main reason that they leave these large law firms is because they are having to deal with biases every day. They could just not handle dealing with all the issues, biases and problems that these firms were making and the environment that they were working in. Minority women are dealing with the most discrimination out of any female or minority male groups because they are having to deal with the fact they are female and minority. These women are just as qualified as other people in their field and firm, but they are not seen the same and are being treated differently. They work at the firm, but they are not treated the same. These women of minority do not have to same support or help from people in there office because of who they are and not based on their performance, education, or skills. These women state that the most important part of the firm is the environment. That the firm needs to make the environment friendly and equal for all of their workers.
These women were treated unfair, see as less, exploited for who they were, and not given the same opportunities. They could not handle the biases of their everyday environment. These women's' stories along with the reading are mostly the same. These women are not being treated as equals. They are being seen with less power, looked at differently, or they are being exposed and exploited for who they are as a person and not being seen as who they are as a lawyer or co-worker in the firm.
Only 4 percent of partners are minorities and even less are female. These women are having to deal with every day biases and issues that are driving them to leave these large law firms. AN example of why minority women are leaving is from All Things Considered: Why so few minority women stay at law firms. One women of color was working at a law firm and was being asked to sit in one meetings not because she was working that specific case, but because she was a minority. That particular law firm wanted to show their client, that was leaving because they did not represent enough minorities, that they were an equal opportunity firm and had people of minority working there. So, she was sitting in on these meeting just to be there. She was being exploited by her firm. This clip states that these women are having to deal with exclusion, neglect, and overt harassment at their firms.
One of the women on this clip states that one or the main reason that they leave these large law firms is because they are having to deal with biases every day. They could just not handle dealing with all the issues, biases and problems that these firms were making and the environment that they were working in. Minority women are dealing with the most discrimination out of any female or minority male groups because they are having to deal with the fact they are female and minority. These women are just as qualified as other people in their field and firm, but they are not seen the same and are being treated differently. They work at the firm, but they are not treated the same. These women of minority do not have to same support or help from people in there office because of who they are and not based on their performance, education, or skills. These women state that the most important part of the firm is the environment. That the firm needs to make the environment friendly and equal for all of their workers.
These women were treated unfair, see as less, exploited for who they were, and not given the same opportunities. They could not handle the biases of their everyday environment. These women's' stories along with the reading are mostly the same. These women are not being treated as equals. They are being seen with less power, looked at differently, or they are being exposed and exploited for who they are as a person and not being seen as who they are as a lawyer or co-worker in the firm.
UNIT D: BLOG 28
BLOG 28: Sonia's Competency
Jeffrey Rosen a reporter for the New Republic typed up opinions on Sonia Sotomayor, a nominee for the new Supreme Court. Rosen typed up information about Sonia and came to a conclusion about her even though her admitted that he did not have all of the information that he needed in order to write this report. He states that he did not talk to nearly enough people for and against Sonia to come to a clear opinion, but he posted his half researched and very bias opinion anyways.
People are saying that Sonia is " too tempermential, vain and stupid to be on the Supreme Court." He even went as far as fixing the quoting that he did get to make them sound like these people were against her when in all actuality they were saying nothing but great things about her. In his article he quoted people saying that she was " not that smart" and a "bully on the bench." To me judges need to be strict and "kind of a bully". Judges need to be fair, but also they have to be strong and strict to get everyone to follow their judgements. In this case I think that they are talking her gender role and saying bad things about her because she is not acting in her role. She has taken a non traditional job and is acting in a male dominated role so they are not use to women acting as such. I think her actions are strong willed and power. The gender roles is changing, but they just can not see how competency is the same as if she were a man or a women.
The reason they are judging her so harshly is because she is a female in a Male dominated occupation and is breaking the norms. This reasoning is reinforced by Hutchinson in the reading as he talks about double standards. He states that the only reason that they think she has such a bad temper is because of the double standards that we are dealing with in the patriarchal cultural society. Women are not quiet, not weak, and not a push over like they think we are suppose to be. If a man acts as she does he would be powerful, dominate, a good leader, and strong. If a women is strong, aggressive, and powerful as Sonia is they are seen as having a temper, but they reading gives us a much more derogatory and demeaning word for this. Just because she is a women they are treating her actions differently and bad even though a male in her shoes would be regarded as a powerful, strict, and a strong judge. She is being held to a double standard.
Jeffrey Rosen a reporter for the New Republic typed up opinions on Sonia Sotomayor, a nominee for the new Supreme Court. Rosen typed up information about Sonia and came to a conclusion about her even though her admitted that he did not have all of the information that he needed in order to write this report. He states that he did not talk to nearly enough people for and against Sonia to come to a clear opinion, but he posted his half researched and very bias opinion anyways.
People are saying that Sonia is " too tempermential, vain and stupid to be on the Supreme Court." He even went as far as fixing the quoting that he did get to make them sound like these people were against her when in all actuality they were saying nothing but great things about her. In his article he quoted people saying that she was " not that smart" and a "bully on the bench." To me judges need to be strict and "kind of a bully". Judges need to be fair, but also they have to be strong and strict to get everyone to follow their judgements. In this case I think that they are talking her gender role and saying bad things about her because she is not acting in her role. She has taken a non traditional job and is acting in a male dominated role so they are not use to women acting as such. I think her actions are strong willed and power. The gender roles is changing, but they just can not see how competency is the same as if she were a man or a women.
The reason they are judging her so harshly is because she is a female in a Male dominated occupation and is breaking the norms. This reasoning is reinforced by Hutchinson in the reading as he talks about double standards. He states that the only reason that they think she has such a bad temper is because of the double standards that we are dealing with in the patriarchal cultural society. Women are not quiet, not weak, and not a push over like they think we are suppose to be. If a man acts as she does he would be powerful, dominate, a good leader, and strong. If a women is strong, aggressive, and powerful as Sonia is they are seen as having a temper, but they reading gives us a much more derogatory and demeaning word for this. Just because she is a women they are treating her actions differently and bad even though a male in her shoes would be regarded as a powerful, strict, and a strong judge. She is being held to a double standard.
UNIT D: BLOG 27
BLOG 27: Competency Gap
Competency, the ability to perform or handle a certain task, situation, or event. The competency gap is referring to the gap between males and females and how competent females are compared to males in their profession. The competency gap we are dealing with is the fact that some people still feel that women are not as competent as males in the legal profession. AS discussed before males dominant females in the shear number of lawyers and people in the legal profession. In a room or firm if there are more males just by the shear numbers alone people will think that males dominate just because there is more of them. A big part of this problem is the generation gap. Older generations, especially males, think that women are not as capable as males in the legal profession.
This gap, although some people both men and women state that this gap is gone, still exist today. An example of how it still exists is that women believe they have to work harder than males for a certain position or place. Women still feel like they are having to prove themselves. Since there are less female lawyers they think that they lack the ability to be a lawyer and to be in this field. In firm people still look at females and males differently and are still stereotyping them. They are giving the women the more "domestic"tasks around the office more than males. An example of this is from the readings in Ch. 4 when a female lawyer was sitting in a room with male co-workers and out of everyone there is she was the first person asked always to make a copy, go get coffee, or to get lunch. These tasks state that there is still a competency gap in the work place. Then some men will do things to make sure there this gap still stays there.
Men try strategically plan things to their advantage and to a disadvantage to women based on knowing that these women have different and certain obligations because of their home and family lives. One males talks about how he was working a disposition with a women. To make this event go in his favor he would try to make this process take as long as possible or move it down to make it later in the day. He does this knowingly that they women has to get her children or go home to take care of the family to try to ruin her case and opportunity to win. Women lawyers some times will get "grilled"or tested more intensely than males to see if they can handle it and past the test. Women feel that they are always being tested and that they have to prove themselves.
Competency, the ability to perform or handle a certain task, situation, or event. The competency gap is referring to the gap between males and females and how competent females are compared to males in their profession. The competency gap we are dealing with is the fact that some people still feel that women are not as competent as males in the legal profession. AS discussed before males dominant females in the shear number of lawyers and people in the legal profession. In a room or firm if there are more males just by the shear numbers alone people will think that males dominate just because there is more of them. A big part of this problem is the generation gap. Older generations, especially males, think that women are not as capable as males in the legal profession.
This gap, although some people both men and women state that this gap is gone, still exist today. An example of how it still exists is that women believe they have to work harder than males for a certain position or place. Women still feel like they are having to prove themselves. Since there are less female lawyers they think that they lack the ability to be a lawyer and to be in this field. In firm people still look at females and males differently and are still stereotyping them. They are giving the women the more "domestic"tasks around the office more than males. An example of this is from the readings in Ch. 4 when a female lawyer was sitting in a room with male co-workers and out of everyone there is she was the first person asked always to make a copy, go get coffee, or to get lunch. These tasks state that there is still a competency gap in the work place. Then some men will do things to make sure there this gap still stays there.
Men try strategically plan things to their advantage and to a disadvantage to women based on knowing that these women have different and certain obligations because of their home and family lives. One males talks about how he was working a disposition with a women. To make this event go in his favor he would try to make this process take as long as possible or move it down to make it later in the day. He does this knowingly that they women has to get her children or go home to take care of the family to try to ruin her case and opportunity to win. Women lawyers some times will get "grilled"or tested more intensely than males to see if they can handle it and past the test. Women feel that they are always being tested and that they have to prove themselves.
UNIT D: BLOG 26
BLOG 26: Gendered Organization
The law is still a genderized organization. The number of females in law although have been rising, they are still only making up about one third of the profession. Women think and other men such as men of an older age because we still have a generation gap in ideas think that women are not have the same qualifications or they have to work even harder then males to prove themselves to be the same at their job. Males in the law still have the dominance. Women are having to fight for power even if they are in charge of a certain case. Such as when a women in Ch. 4 talks about how she was working with a male co-worker on a case and had to fight for power. Even though she was the one talking and giving all the information their client was not looking at her and giving her the power. This is a power play event. When someone looks at you they give you power, but if they do not make eye contact they do not give you any power and do not see you as in charge.
In our society because we do not live in a perfect world we still see this gender bias because of how people think and because of our gender gaps and are genderized organizations in which we live in. In this case some times when female lawyers need men to help back their causes and cases. They have to do this because of genderized ideas and organizations. Male Backing is when Men have to help or back women in their ideas and theory for a certain case, presentation, event, or idea. The males are not the ones that specifically came up with the idea, but they are dratted into the presentation or the pitch of this idea to help sell it to genderized organizations or people to make the point reach these people. Women could say the same exact thing as the male that they draft, but depending on who is listening they will not heard it the same because of who it is coming from.
An example of this is from the book in Chapter 4 from the example of a female partner in Washington D.C. She was working on a case and "drafted" or enlisted a man onto her counsel to help reinforce her ideals of the case. She has to do this because of generized organizations and thinking. She could say the same exact thing as the male, but people will take it differently based on who they are and how they think. She states "We do not live in a gender neutral society." She knows that these bias exist, does her "risk management", think about how she wants to present it, how she needs to present the case based on the organization and people, and figures out the best route. Our society is still working toward equality and she has to do this because we are just not all the way there yet.
The law is still a genderized organization. The number of females in law although have been rising, they are still only making up about one third of the profession. Women think and other men such as men of an older age because we still have a generation gap in ideas think that women are not have the same qualifications or they have to work even harder then males to prove themselves to be the same at their job. Males in the law still have the dominance. Women are having to fight for power even if they are in charge of a certain case. Such as when a women in Ch. 4 talks about how she was working with a male co-worker on a case and had to fight for power. Even though she was the one talking and giving all the information their client was not looking at her and giving her the power. This is a power play event. When someone looks at you they give you power, but if they do not make eye contact they do not give you any power and do not see you as in charge.
In our society because we do not live in a perfect world we still see this gender bias because of how people think and because of our gender gaps and are genderized organizations in which we live in. In this case some times when female lawyers need men to help back their causes and cases. They have to do this because of genderized ideas and organizations. Male Backing is when Men have to help or back women in their ideas and theory for a certain case, presentation, event, or idea. The males are not the ones that specifically came up with the idea, but they are dratted into the presentation or the pitch of this idea to help sell it to genderized organizations or people to make the point reach these people. Women could say the same exact thing as the male that they draft, but depending on who is listening they will not heard it the same because of who it is coming from.
An example of this is from the book in Chapter 4 from the example of a female partner in Washington D.C. She was working on a case and "drafted" or enlisted a man onto her counsel to help reinforce her ideals of the case. She has to do this because of generized organizations and thinking. She could say the same exact thing as the male, but people will take it differently based on who they are and how they think. She states "We do not live in a gender neutral society." She knows that these bias exist, does her "risk management", think about how she wants to present it, how she needs to present the case based on the organization and people, and figures out the best route. Our society is still working toward equality and she has to do this because we are just not all the way there yet.
UNIT D: BLOG 25
BLOG 25: Pros and Cons for Sexuality in the Work Place
The work place is somewhere that no matter how much you try to keep sexuality out of the work place it will still manage to make its way into the environment. The cons of having sexuality in the work place are that there could be problems with sexual harassment, people could complain, sue, loose respect, and it could create an uneven balance of power in the dominance of one gender in the environment. Sexuality could create a "negative sexual stereotype." The men in the work place could see their female colleagues as a sexual being or object because of how their are dressed and not as an equal. Since they look at them different and see them in a different light there will be an uneven level of power and domination of power ( Ch. 3 and 4).
In the media sexually is always had the front and is the hot topic for conservations. In the media both men and a lot of women are using sexuality as a pro and an edge to gain power and dominance over the males. These women use sexuality to help get some things their way and to gain attention. It is sad to say that this does work and a lot of women are using this strategy to get ahead and gain power and dominance through attention. The con of using sexuality in the media is that when they use sexuality they will loose a sense of self because these men and co-workers will look at them differently. They will see them more as an object. Personally I think the con of the sexuality will and out weight the pro.
The work place is somewhere that no matter how much you try to keep sexuality out of the work place it will still manage to make its way into the environment. The cons of having sexuality in the work place are that there could be problems with sexual harassment, people could complain, sue, loose respect, and it could create an uneven balance of power in the dominance of one gender in the environment. Sexuality could create a "negative sexual stereotype." The men in the work place could see their female colleagues as a sexual being or object because of how their are dressed and not as an equal. Since they look at them different and see them in a different light there will be an uneven level of power and domination of power ( Ch. 3 and 4).
In the media sexually is always had the front and is the hot topic for conservations. In the media both men and a lot of women are using sexuality as a pro and an edge to gain power and dominance over the males. These women use sexuality to help get some things their way and to gain attention. It is sad to say that this does work and a lot of women are using this strategy to get ahead and gain power and dominance through attention. The con of using sexuality in the media is that when they use sexuality they will loose a sense of self because these men and co-workers will look at them differently. They will see them more as an object. Personally I think the con of the sexuality will and out weight the pro.
UNIT D: BLOG 24
BLOG 24:
Work attire: Informal Interview
For this blog to get some inside information I actually had the opportunity at American Legal Funding a company in which I do seasonal work at to have an informal conversation with a female lawyer. I did not ask her age as to not over step my boundaries, but she looks as if she is in her mid 30s. In this conversation I asked her a couple of questions about hr sense of style, her style at work, and they expectations in which she faces at work about her style and how she is expected to look.
She works at a law firm in Scottsdale, Arizona. In this office the attire that the lawyers wear in their office is very formal and conservative. She stated that they were expected to look at and act professional to make a professional atmosphere for there work. The women are expected to wear nothing that would show are portray too much "sex appeal." They are to take this in their own way, but obviously the partners and head of the firm EXPECT these women to be very professional with their attire. At work she wears pants or long skirts with blouses and jackets. Nothing that shows too much skin she says. Although on Fridays they have casual Fridays and may dress down a little it does not change the fact that these outfits still must not be in any way unprofessional.
She does not dress the same in her everyday life. Her clothes for outside of work are casual, fun and modern. She can wearing anything she wants obviously, but at work she can not. Women if they want to be what the firm wants they must be conservative and professional. This is their expectation and hey must stick with these expectation and if they do not they will be met with criticism and hardship within the workplace.
On 30 percent of laywers are female and 85 percent of partners are male. Women are breaking into the field of law, but are still under represented in law firms and law. WOmen are less lieky to be mentored (Ch. 1 and 2, gender on trial). Women are sterotyped and in the work force they are expected to be professional and conservative. The women that I interviewed stated that she did not have a problem with her attire at her work because she likes the professional atmosphere. She likes the fact that she does not have to deal with women or men that dressed and acted in any unprofessional manner. She states that the work place should be professional and she would like it to stay this away and that work and home are two very different areas and they should dress accordingly to their atmoshpere.
Work attire: Informal Interview
For this blog to get some inside information I actually had the opportunity at American Legal Funding a company in which I do seasonal work at to have an informal conversation with a female lawyer. I did not ask her age as to not over step my boundaries, but she looks as if she is in her mid 30s. In this conversation I asked her a couple of questions about hr sense of style, her style at work, and they expectations in which she faces at work about her style and how she is expected to look.
She works at a law firm in Scottsdale, Arizona. In this office the attire that the lawyers wear in their office is very formal and conservative. She stated that they were expected to look at and act professional to make a professional atmosphere for there work. The women are expected to wear nothing that would show are portray too much "sex appeal." They are to take this in their own way, but obviously the partners and head of the firm EXPECT these women to be very professional with their attire. At work she wears pants or long skirts with blouses and jackets. Nothing that shows too much skin she says. Although on Fridays they have casual Fridays and may dress down a little it does not change the fact that these outfits still must not be in any way unprofessional.
She does not dress the same in her everyday life. Her clothes for outside of work are casual, fun and modern. She can wearing anything she wants obviously, but at work she can not. Women if they want to be what the firm wants they must be conservative and professional. This is their expectation and hey must stick with these expectation and if they do not they will be met with criticism and hardship within the workplace.
On 30 percent of laywers are female and 85 percent of partners are male. Women are breaking into the field of law, but are still under represented in law firms and law. WOmen are less lieky to be mentored (Ch. 1 and 2, gender on trial). Women are sterotyped and in the work force they are expected to be professional and conservative. The women that I interviewed stated that she did not have a problem with her attire at her work because she likes the professional atmosphere. She likes the fact that she does not have to deal with women or men that dressed and acted in any unprofessional manner. She states that the work place should be professional and she would like it to stay this away and that work and home are two very different areas and they should dress accordingly to their atmoshpere.
UNIT D: BLOG 23
BLOG 23:
Politics of fashion, a sense of style that has not always been on the cutting edge, too flashy and provocative; fashion of politics is the conservative and tasteful fashion. The first ladies of the White House have always had a style that was more bland and plain, but one first lady is now making waves, but not too many. This is Michelle Obama. Michelle is taking the same boring style and making it fun and colorful, but I think she is still doing it more taste and with a conservative style. It is her all over sense of attitude along with her style that is making waves in the White House and across America. People are "saying love it or hate it." Personally I love it. She is taking a conservative and still very classy style that is fit for the White House and waking everyone up. She is bringing style back to the White House.
Although it is controversial what she is doing it not wrong and if only is just bringing the attitude and style up a notch. People have called it "refreshing" while others are shaming the style. Her style is bold, new, modern and progressive. She new people were going to be watching over her closely and with these new style we were only bound to come across people that did not agree with her style. One issue that is brought up with her style is a sense of "sexiness." With her outfits not being of the traditional style and what they call "boxy" they show off her curves which will present some sort of sex appeal which people are not use to the first lady doing and her unsure of this and not willing to agree with this style.
Politics of fashion, a sense of style that has not always been on the cutting edge, too flashy and provocative; fashion of politics is the conservative and tasteful fashion. The first ladies of the White House have always had a style that was more bland and plain, but one first lady is now making waves, but not too many. This is Michelle Obama. Michelle is taking the same boring style and making it fun and colorful, but I think she is still doing it more taste and with a conservative style. It is her all over sense of attitude along with her style that is making waves in the White House and across America. People are "saying love it or hate it." Personally I love it. She is taking a conservative and still very classy style that is fit for the White House and waking everyone up. She is bringing style back to the White House.
Although it is controversial what she is doing it not wrong and if only is just bringing the attitude and style up a notch. People have called it "refreshing" while others are shaming the style. Her style is bold, new, modern and progressive. She new people were going to be watching over her closely and with these new style we were only bound to come across people that did not agree with her style. One issue that is brought up with her style is a sense of "sexiness." With her outfits not being of the traditional style and what they call "boxy" they show off her curves which will present some sort of sex appeal which people are not use to the first lady doing and her unsure of this and not willing to agree with this style.
UNIT D: BLOG 22
BLOG 22:
Sonia Sotomayor is on the Supreme Court and is an associate judge. She is not only the third female ever on the Supreme Court, but she is also the first Hispanic female on the Supreme Court. She was the top of her class at Yale and is an advocate for hiring Latino faculty. Her parents were from Puerto Rico, raised Catholic and visited Puerto Rico in the summers. Sonia has been on her path since she was the age at nine when she started to become a "work-aholic." She went go good grades, worked hard, was close with her family, and got elected to the Supreme Court. Although she did make it to a highly convented spot this nomination was thought to have been delayed. It was delayed not because of her credentials, but some people thing it is because of her gender ans ethnic background. This reasoning came from how the Republican lawmakers party has stereotypes and personal opinions about her and her ethnic background.
Sonia herself said, that because of her background, gender, and ethnicity she has been labeled. This kind of stereotyping and labeling is what we are dealing with in class. How women are breaking into this field, are just as qualified, more qualified, more harder because in most cases they have two jobs which are they public and private shpere jobs with work and family, but yet they are seen as less. These women are juggling family and work and being judged on their gender and ethnicity. Sonia said she was labeled as liberal just because she was female and Hispanic. Although some are the issues she deals with and speeches she makes are geared toward the Hispanic background and ethnicity she fights for all and just helps advocate for the Hispanic public.Sonia is a strong and powerful women that is making the new wave in the non traditional jobs for women. She is a leader and is paving the way.
http://www.washingtonpost.com/wp-dyn/content/article/2009/06/04/AR2009060403265.html
Sonia Sotomayor is on the Supreme Court and is an associate judge. She is not only the third female ever on the Supreme Court, but she is also the first Hispanic female on the Supreme Court. She was the top of her class at Yale and is an advocate for hiring Latino faculty. Her parents were from Puerto Rico, raised Catholic and visited Puerto Rico in the summers. Sonia has been on her path since she was the age at nine when she started to become a "work-aholic." She went go good grades, worked hard, was close with her family, and got elected to the Supreme Court. Although she did make it to a highly convented spot this nomination was thought to have been delayed. It was delayed not because of her credentials, but some people thing it is because of her gender ans ethnic background. This reasoning came from how the Republican lawmakers party has stereotypes and personal opinions about her and her ethnic background.
Sonia herself said, that because of her background, gender, and ethnicity she has been labeled. This kind of stereotyping and labeling is what we are dealing with in class. How women are breaking into this field, are just as qualified, more qualified, more harder because in most cases they have two jobs which are they public and private shpere jobs with work and family, but yet they are seen as less. These women are juggling family and work and being judged on their gender and ethnicity. Sonia said she was labeled as liberal just because she was female and Hispanic. Although some are the issues she deals with and speeches she makes are geared toward the Hispanic background and ethnicity she fights for all and just helps advocate for the Hispanic public.Sonia is a strong and powerful women that is making the new wave in the non traditional jobs for women. She is a leader and is paving the way.
http://www.washingtonpost.com/wp-dyn/content/article/2009/06/04/AR2009060403265.html
Saturday, November 7, 2009
UNIT C: Blog 21
BLOG 21:
The National Association of Female Correction Officers (NAFCO) is non profit organization and their main purpose to improve the working conditions for all female correctional officers that are working in jails, prisons, and correctional facilities around the United States. On their legislative agenda they are trying to secures and pass legislation to protect women correctional officers from being raped and harassed while being on the job.
The proposal that they are trying to get passed the in the Rape and Sexual Assault of Female Correctional officers elimination act of 2008. In this act they will make rape and sexual assault of female officers a top priority. The are also making it a zero tolerance policy of incidents that involve sexual assault and rape. They are producing high standards, creating and implementing more data on incidents, increase accountability for all people to report incidents, make mandatory prosecution, and provide grands for female officers to get safety and defence equipment.
The book, like the NAFCO is written to address these problems within the prison, point them out, give the public information and to help progress and change to make the occupation as a correctional officer better. The goal was to create a less genderized organizational environment. These book was created and written to help lessen and get rid of gender and inequality to create a better portrayal of prison life, create the ideal of less violent images and women were to be equal. these book brought the stories of the women and what they were going through out into the public trying to help their occupational needs. The book along with the NAFCO are trying to help these women by creating a more knowledgeable and safe environment for them.
Also the book is written for an informational and helpful standard. The book serves as an outlet and guide to help these men and women to know what the expect and how to handle certain situations. It served as a way to move away from the stereotyping of women and to help them gain power and respect. This book along with the NAFCO was made and implemented to change and improve the life of the women that are making a difference and taking non traditional roles. They were created to help and protect them.
The National Association of Female Correction Officers (NAFCO) is non profit organization and their main purpose to improve the working conditions for all female correctional officers that are working in jails, prisons, and correctional facilities around the United States. On their legislative agenda they are trying to secures and pass legislation to protect women correctional officers from being raped and harassed while being on the job.
The proposal that they are trying to get passed the in the Rape and Sexual Assault of Female Correctional officers elimination act of 2008. In this act they will make rape and sexual assault of female officers a top priority. The are also making it a zero tolerance policy of incidents that involve sexual assault and rape. They are producing high standards, creating and implementing more data on incidents, increase accountability for all people to report incidents, make mandatory prosecution, and provide grands for female officers to get safety and defence equipment.
The book, like the NAFCO is written to address these problems within the prison, point them out, give the public information and to help progress and change to make the occupation as a correctional officer better. The goal was to create a less genderized organizational environment. These book was created and written to help lessen and get rid of gender and inequality to create a better portrayal of prison life, create the ideal of less violent images and women were to be equal. these book brought the stories of the women and what they were going through out into the public trying to help their occupational needs. The book along with the NAFCO are trying to help these women by creating a more knowledgeable and safe environment for them.
Also the book is written for an informational and helpful standard. The book serves as an outlet and guide to help these men and women to know what the expect and how to handle certain situations. It served as a way to move away from the stereotyping of women and to help them gain power and respect. This book along with the NAFCO was made and implemented to change and improve the life of the women that are making a difference and taking non traditional roles. They were created to help and protect them.
UNIT C: Blog 20
BLOG 20:
The prisoner chief. a women, who was described in two different ways: one as women that some think can not handle her situation and a women as strict and is right for the job because she got the hostage out alive. A only draw out event that resulted in the tower being taken. A women, Lois, was held for 15 days treated as inhuman, making her good to the bathroom in from of him, asking he r if she was ready to die and giving her hope just so he could take it away.
The hostage situation was a violent, horrible, and demeaning act of rage and hate that describes how Britton talks about these events in the book. In these types of situation the person taking the person treats them as an animal making them do things that they would never do. Always in this situation the person that in taken hostage will have to leave with these moments for the rest of their lives. These people will be haunted by what these people did or them and will want need for them to pay for it. Lois said going to court was her therapy and wanted and she needed him to pay for what he did to her. These 15 days will never be forgotten and changed her for the rest of her life. It hurt her so much that she can not even talk about it anymore because it brings up all of the emotions.
A prison is a total institution. This means that the people there are the prisoners are there on a involuntary basis. They are being help their for a crime or some degree that they committed. This total institution in question is the Lewis Prison located in Arizona. Some problems that were being faced were that they couldn't get the phones to work from one part of the prison to the other, they didn't have a layout of the tower,they did know how to break the glass in order to get a "kill shot" and they could not see or hear anything that was going on inside of the tower.
This hostage situation relates and describes some typical scenarios that are layout for us in Britton. In the hostage situation Lois was raped, beaten, and almost pushed to the edge of killing herself within the 15 days that she spend in the tower. The person that held her there was horrible, revengeful, and acting out of rage and hate. As described in the book and information from our readings prison life and situations play out all in the same way. In prisons women are sexually assaulted, their is the element of violence, and unsafely. One great thing that stands out is the administrator. In 1995 there were no top administrators that were female and our chief in Arizona is now female.
Prisons are gendered organizations because of their structures, functions, how they were built, the hours, what they have to deal with in an every day situation. Women have been breaking their way into this field of correctional officers for some time now, but men in this field wills till look at them the same. some women will turn down opportunities because of their family and will have juggling and crossing over from the private to the personal because the hard essential working two Jobs. Women are doing more, but yet they are not given the respect the deserve. The structuring of the correctional officers position is masculine and while women are breaking into this field and doing the same things the are still help with caution.
The occupation of a correctional officers is an engendered occupation. This is an occupation that is still going through transitions and changes. Women are breaking into this field, are successful, but are still looked at differently than their male counterparts. The process is a slow. Women are still having to prove themselves an get them same opportunities and rules as the males.
The prisoner chief. a women, who was described in two different ways: one as women that some think can not handle her situation and a women as strict and is right for the job because she got the hostage out alive. A only draw out event that resulted in the tower being taken. A women, Lois, was held for 15 days treated as inhuman, making her good to the bathroom in from of him, asking he r if she was ready to die and giving her hope just so he could take it away.
The hostage situation was a violent, horrible, and demeaning act of rage and hate that describes how Britton talks about these events in the book. In these types of situation the person taking the person treats them as an animal making them do things that they would never do. Always in this situation the person that in taken hostage will have to leave with these moments for the rest of their lives. These people will be haunted by what these people did or them and will want need for them to pay for it. Lois said going to court was her therapy and wanted and she needed him to pay for what he did to her. These 15 days will never be forgotten and changed her for the rest of her life. It hurt her so much that she can not even talk about it anymore because it brings up all of the emotions.
A prison is a total institution. This means that the people there are the prisoners are there on a involuntary basis. They are being help their for a crime or some degree that they committed. This total institution in question is the Lewis Prison located in Arizona. Some problems that were being faced were that they couldn't get the phones to work from one part of the prison to the other, they didn't have a layout of the tower,they did know how to break the glass in order to get a "kill shot" and they could not see or hear anything that was going on inside of the tower.
This hostage situation relates and describes some typical scenarios that are layout for us in Britton. In the hostage situation Lois was raped, beaten, and almost pushed to the edge of killing herself within the 15 days that she spend in the tower. The person that held her there was horrible, revengeful, and acting out of rage and hate. As described in the book and information from our readings prison life and situations play out all in the same way. In prisons women are sexually assaulted, their is the element of violence, and unsafely. One great thing that stands out is the administrator. In 1995 there were no top administrators that were female and our chief in Arizona is now female.
Prisons are gendered organizations because of their structures, functions, how they were built, the hours, what they have to deal with in an every day situation. Women have been breaking their way into this field of correctional officers for some time now, but men in this field wills till look at them the same. some women will turn down opportunities because of their family and will have juggling and crossing over from the private to the personal because the hard essential working two Jobs. Women are doing more, but yet they are not given the respect the deserve. The structuring of the correctional officers position is masculine and while women are breaking into this field and doing the same things the are still help with caution.
The occupation of a correctional officers is an engendered occupation. This is an occupation that is still going through transitions and changes. Women are breaking into this field, are successful, but are still looked at differently than their male counterparts. The process is a slow. Women are still having to prove themselves an get them same opportunities and rules as the males.
UNIT C: Blog 19
BLOG 19:
An actress, Geena Davis, in this video talks about the empowerment of women through media imaging. She talks about how women were changed by the power of these roles of women being empowered and changing the roles of genders by crossing over into male dominated occupations. This can be show in the movie A League of their Own. Women, an especially younger girls, through the power of media gained the power and motivation to break into male dominated roles such as sports in playing baseball. she also touched on the influences of animated children's cartoon characters that reinforced the traditional views on male and female dominate roles. A couple of the characters in which she talks about our Daisy Duck and Minnie Mouse in which reinforced the traditional roles of females and all she said she could remember them saying was that they wanted to go shopping and didn't really do that much. They played a feminine character that does not exert that much other traits other than simple feminine stereotypes.
There is a huge problem with how young girls are getting their information because the media is getting these girls the wrong idea and sending them a very limited and stereotyped image of they they should act. In the video is states that 87 percent of Senior girls in high school are not happy with their body and 1/3 of third graders have been on a diet. All if not most of all female cartoon characters are stereotyped and sexualized.
Another horrible example of cartoon stereotyping is of the Smurfs. I did not know this, but was shocked to find out the story of the girl smurf from the video. The storu how there were not female smurfs and then one finally got added. This girl smurf was depicted as having ugly eye lashed, ugly having ugly hair and evil. She was given plastic smurfing and changed into the "blond bombshell" that she is today and then, and only then was she liked and accepted.
With "See Jane" Genna Davis along with another foundation created and analyzed the largest investigation of G rated movies. Out of these G rated movies 3 out 4 characters were males and the few female characters in the movies were stereotyped. See Jane's goal is to increase the female characters and to reduce the stereotyping of these characters.
This video is just one more example and way for us to see stereotyping in our culture. This example is one that needs to be dealt with because they are makes impressionable stereotypes to young females that could potentially Carry with them for the rest of their lives. These characters are painting a pictures that women are weak, can not confront issues, not physical, do not stand out for themselves, and all around mostly only care about personal appearance issues. It is easy to see from the information about body images that young girls are taking and carrying these ideals. An example from this is from our readings that women are not "fit" to be correctional officers because they are seen as more fragile and can not handle the inmates. As i talked about before rules such as not being able to have an physical contact with inmates for women shows that people think of women differently. There is a stereotype that women can not handle themselves and can not handle a job as a correctional officer.
On the other hand males attitudes to handle violence is the opposite of what women can handle. Males are associated with dominance and masculine traits and people think that all men can handle being a correctional officer. Women, because of their stereotype are seen as weak and :should be grateful for protection from their males" (Ch. 6). Women gain control by gaining gender identity and equality in their job. Correctional Officers that are women treat all inmates the same, do not feel an different more more threatened by males, do not see males any different, they take dominating positions, they feel women are more problems and do not think gender is an issue. The women are harder on the inmates that the Male officers. Women are showing the men that they can take care of themselves and can do the job just as good as them or even better by being stricter on the inmates (ch. 6).
An actress, Geena Davis, in this video talks about the empowerment of women through media imaging. She talks about how women were changed by the power of these roles of women being empowered and changing the roles of genders by crossing over into male dominated occupations. This can be show in the movie A League of their Own. Women, an especially younger girls, through the power of media gained the power and motivation to break into male dominated roles such as sports in playing baseball. she also touched on the influences of animated children's cartoon characters that reinforced the traditional views on male and female dominate roles. A couple of the characters in which she talks about our Daisy Duck and Minnie Mouse in which reinforced the traditional roles of females and all she said she could remember them saying was that they wanted to go shopping and didn't really do that much. They played a feminine character that does not exert that much other traits other than simple feminine stereotypes.
There is a huge problem with how young girls are getting their information because the media is getting these girls the wrong idea and sending them a very limited and stereotyped image of they they should act. In the video is states that 87 percent of Senior girls in high school are not happy with their body and 1/3 of third graders have been on a diet. All if not most of all female cartoon characters are stereotyped and sexualized.
Another horrible example of cartoon stereotyping is of the Smurfs. I did not know this, but was shocked to find out the story of the girl smurf from the video. The storu how there were not female smurfs and then one finally got added. This girl smurf was depicted as having ugly eye lashed, ugly having ugly hair and evil. She was given plastic smurfing and changed into the "blond bombshell" that she is today and then, and only then was she liked and accepted.
With "See Jane" Genna Davis along with another foundation created and analyzed the largest investigation of G rated movies. Out of these G rated movies 3 out 4 characters were males and the few female characters in the movies were stereotyped. See Jane's goal is to increase the female characters and to reduce the stereotyping of these characters.
This video is just one more example and way for us to see stereotyping in our culture. This example is one that needs to be dealt with because they are makes impressionable stereotypes to young females that could potentially Carry with them for the rest of their lives. These characters are painting a pictures that women are weak, can not confront issues, not physical, do not stand out for themselves, and all around mostly only care about personal appearance issues. It is easy to see from the information about body images that young girls are taking and carrying these ideals. An example from this is from our readings that women are not "fit" to be correctional officers because they are seen as more fragile and can not handle the inmates. As i talked about before rules such as not being able to have an physical contact with inmates for women shows that people think of women differently. There is a stereotype that women can not handle themselves and can not handle a job as a correctional officer.
On the other hand males attitudes to handle violence is the opposite of what women can handle. Males are associated with dominance and masculine traits and people think that all men can handle being a correctional officer. Women, because of their stereotype are seen as weak and :should be grateful for protection from their males" (Ch. 6). Women gain control by gaining gender identity and equality in their job. Correctional Officers that are women treat all inmates the same, do not feel an different more more threatened by males, do not see males any different, they take dominating positions, they feel women are more problems and do not think gender is an issue. The women are harder on the inmates that the Male officers. Women are showing the men that they can take care of themselves and can do the job just as good as them or even better by being stricter on the inmates (ch. 6).
UNIT C: Blog 18
BLOG 18:
A job as a correctional office is a that can be very scary and lots of men and women can fear this position ( video Women correctional officers). one way in which the occupation as a correctional officer stay some what more safe is that they train their officers with traits that would seem more masculine. These officers are trained with traits to know how to deal with these inmates such as tactics they protect them because a job in a prison can include fights and situations where officers and inmates are put in bad situations where they have to have the skills to deal with these people. All officers men and women are given the same training. They are are trained with the abilities to use hand gun, self defence, and physical ability tests. Most if not all most all of the training is hands on training and all the officers say that they learned alot of their knowledge from on the job events (Ch4.)
Federal correctional officers need 200 hours of training and states differences, but they need 160 hours of training. The training includes as a stated before self defence, fire arm training, training with chemical agents, first aid, intervention, physical tests, written tests, and standard for when they can use force. These skills and training tend to reinforce the idea that this is a masculine occupation because the skills ans traits one must learn are more geared toward more masculine traits (ch. 4). The "inflated accounts of violence" account for the masculizing of the correctional Officer's Occupation. these means that even though their is violence their is a somewhat inflated projection of how much actually goes on This reinforcement of the stereotype is seen in the word prison because prison means or is always referring to male prisons. When people think of prisons they always picture male prisons.(PowerPoint 4 & 5).
When looking at male and female prisons and prisoners correctional officers usually prefer to deal with male inmates. This is due to the fact the female inmates are emotional (Power Point). This can be seen in the Locked up video and how much emotion plays into the lives of these inmates. The bonds ans relationships between these women make them emotional, harder to deal with and a scary situation because they stop thinking about them and the consequences and would do anything for the other or to be with the other person (Locked up video). Male prisons are just as bad and female, but female prisoners sometimes bring in different elements that the correctional officers have to deal with. In female prisons there are emotions, "cat fights" and they fight about the littlest details (Ch. 5). As discussed in the locked up video a prison says that the women are on edge and they will start fights about anything and about the smallest words said to them (Locked up). The women are manipulative and question authority. Like the two women from the locked up video these two women, the couple, would use the guards and manipulate them. Another factor that adds to women's prisons is that women are pretty. These factor makes females prisons worse than males is because they are worried, obsessed, and cause problems because they are thinking about their appearance and what the officers see as "trivial" and not important ( Ch. 5).
A job as a correctional office is a that can be very scary and lots of men and women can fear this position ( video Women correctional officers). one way in which the occupation as a correctional officer stay some what more safe is that they train their officers with traits that would seem more masculine. These officers are trained with traits to know how to deal with these inmates such as tactics they protect them because a job in a prison can include fights and situations where officers and inmates are put in bad situations where they have to have the skills to deal with these people. All officers men and women are given the same training. They are are trained with the abilities to use hand gun, self defence, and physical ability tests. Most if not all most all of the training is hands on training and all the officers say that they learned alot of their knowledge from on the job events (Ch4.)
Federal correctional officers need 200 hours of training and states differences, but they need 160 hours of training. The training includes as a stated before self defence, fire arm training, training with chemical agents, first aid, intervention, physical tests, written tests, and standard for when they can use force. These skills and training tend to reinforce the idea that this is a masculine occupation because the skills ans traits one must learn are more geared toward more masculine traits (ch. 4). The "inflated accounts of violence" account for the masculizing of the correctional Officer's Occupation. these means that even though their is violence their is a somewhat inflated projection of how much actually goes on This reinforcement of the stereotype is seen in the word prison because prison means or is always referring to male prisons. When people think of prisons they always picture male prisons.(PowerPoint 4 & 5).
When looking at male and female prisons and prisoners correctional officers usually prefer to deal with male inmates. This is due to the fact the female inmates are emotional (Power Point). This can be seen in the Locked up video and how much emotion plays into the lives of these inmates. The bonds ans relationships between these women make them emotional, harder to deal with and a scary situation because they stop thinking about them and the consequences and would do anything for the other or to be with the other person (Locked up video). Male prisons are just as bad and female, but female prisoners sometimes bring in different elements that the correctional officers have to deal with. In female prisons there are emotions, "cat fights" and they fight about the littlest details (Ch. 5). As discussed in the locked up video a prison says that the women are on edge and they will start fights about anything and about the smallest words said to them (Locked up). The women are manipulative and question authority. Like the two women from the locked up video these two women, the couple, would use the guards and manipulate them. Another factor that adds to women's prisons is that women are pretty. These factor makes females prisons worse than males is because they are worried, obsessed, and cause problems because they are thinking about their appearance and what the officers see as "trivial" and not important ( Ch. 5).
UNIT C: Blog 17
BLOG 17:
In the video Locked up: these women are living life sentences, pairing off, and have committed federal crimes and are serving in a maximum security prison. The prison hold 1,100 prisoners. The warden states that their main goal is to make sure the women maintain their dignity, but they need to understand that they are in prison and are their to serve time for a crime that they have committed. This prison is for women only. One part of the prison is for solitary confinement. For correctional officers this area of the prison can be very dangerous (Locked up video).
One aspect that the video touches on is the lives of the inmates. One story was about a women locked up in single cell confinement and lost her child while serving and could not get out to go see her. The prison guards them selves tried to do everything they could to let her go, but it was stopped by officials from the top. Another story was about two inmates that would hustle and were actually are together intimately and are a couple (Locked up video).
One way in which correctional officers can cause problems in prisons is when they have relationships with the inmates. When the prison guards have relationships with the inmates the can cause security issues and just cross the line. If they have a relationship then they could be security issues with letting them smuggle things in (Locked up video). The book states this as a reason why relationships are a huge problem as well. The book states that officers that have "gone too far" and have sexually relationship with the inmates are at risk or will cause problems because they can supply them with "contraband." (Ch.5)
The view that prison guards have of the prisoners are they even though they have made mistakes they are still human. Another perception that officers have of the inmates is that they are too privileged ( Ch.5) This can be seen in the video as well. The Warden states the same exact quote about inmates. She states that these people are human and we need to give them the respect they need, but they still need to follow the rules and that they need to realize they are in here because the committed a crime and they are doing time for it. even though that the officers humanize these inmates at a certain level they are treating them as infants. At some level they have to limit them because when they committed their crime and were put into prison they knew they would give up some privileges. The guards have to watch over them, limit their activity, take their things away and some on ( Video Locked up). The book described their infantilizing in the same way. The book states that this job is such like when a day care. That these women have to take career of them and watch them (Ch. 5).
The race of an officer although as be in some arguments as trying to figure out if it plays a role in how they treat the inmates, they have made no conclusions are facts for this. The book states that some African American and officers of different races face different issues. It states that these officers still have to do the "dirty work." There has been no link for this data, but these correctional Officers some times have to face other issues such as relating to the prisoners. Some times they could feel as though they are "caught in the middle: and might feel sympathetic toward the inmates because they share a bond of ethnicity and race (ch, 5).
The process of disidentification learning to act and speak in a way as to show loyalty and obedience to the job of a correctional officers and not showing sympathy or relating to the inmates. This process is of the officers of different races and backgrounds that reinforce negative stereotypes to show occupational subculture as the "Language of the Overseers." In order for a correctional officer to do this, who are of the same race or ethnicity of the inmates, they are denying their own background and identity(Ch. 5).
The process of individuals finding and ending up in a career as a correctional officer does not start off with the dreams of becoming one, but when they do it can become a great opportunity.
In the video Locked up: these women are living life sentences, pairing off, and have committed federal crimes and are serving in a maximum security prison. The prison hold 1,100 prisoners. The warden states that their main goal is to make sure the women maintain their dignity, but they need to understand that they are in prison and are their to serve time for a crime that they have committed. This prison is for women only. One part of the prison is for solitary confinement. For correctional officers this area of the prison can be very dangerous (Locked up video).
One aspect that the video touches on is the lives of the inmates. One story was about a women locked up in single cell confinement and lost her child while serving and could not get out to go see her. The prison guards them selves tried to do everything they could to let her go, but it was stopped by officials from the top. Another story was about two inmates that would hustle and were actually are together intimately and are a couple (Locked up video).
One way in which correctional officers can cause problems in prisons is when they have relationships with the inmates. When the prison guards have relationships with the inmates the can cause security issues and just cross the line. If they have a relationship then they could be security issues with letting them smuggle things in (Locked up video). The book states this as a reason why relationships are a huge problem as well. The book states that officers that have "gone too far" and have sexually relationship with the inmates are at risk or will cause problems because they can supply them with "contraband." (Ch.5)
The view that prison guards have of the prisoners are they even though they have made mistakes they are still human. Another perception that officers have of the inmates is that they are too privileged ( Ch.5) This can be seen in the video as well. The Warden states the same exact quote about inmates. She states that these people are human and we need to give them the respect they need, but they still need to follow the rules and that they need to realize they are in here because the committed a crime and they are doing time for it. even though that the officers humanize these inmates at a certain level they are treating them as infants. At some level they have to limit them because when they committed their crime and were put into prison they knew they would give up some privileges. The guards have to watch over them, limit their activity, take their things away and some on ( Video Locked up). The book described their infantilizing in the same way. The book states that this job is such like when a day care. That these women have to take career of them and watch them (Ch. 5).
The race of an officer although as be in some arguments as trying to figure out if it plays a role in how they treat the inmates, they have made no conclusions are facts for this. The book states that some African American and officers of different races face different issues. It states that these officers still have to do the "dirty work." There has been no link for this data, but these correctional Officers some times have to face other issues such as relating to the prisoners. Some times they could feel as though they are "caught in the middle: and might feel sympathetic toward the inmates because they share a bond of ethnicity and race (ch, 5).
The process of disidentification learning to act and speak in a way as to show loyalty and obedience to the job of a correctional officers and not showing sympathy or relating to the inmates. This process is of the officers of different races and backgrounds that reinforce negative stereotypes to show occupational subculture as the "Language of the Overseers." In order for a correctional officer to do this, who are of the same race or ethnicity of the inmates, they are denying their own background and identity(Ch. 5).
The process of individuals finding and ending up in a career as a correctional officer does not start off with the dreams of becoming one, but when they do it can become a great opportunity.
UNIT C: Blog 16
BLOG: 16
The path to becoming a correctional officer is a very different one because not very many kids. both men and women, dreams about working in this field. One study conducting showed that only 1 percent of the youth wanted to become a correctional officer. The career path for a person that ends up being a correctional officer is one that they aspire to do. Even though the demand for correctional officers is high it is still hard to find people to fill these positions. One part of this is due to the fact that the job is anything but high tech and "sophisticated." Another reason why this is not a coveted job is because correctional officers only make about just over $30,000 a year. This is $4,000 less than a high school male graduate which is not that much pay (PowerPoint 4 & 5).
For people that end up being correctional officers, this career was not what they dreamed about or thought they would have been doing. These people most likely wanted to be police officers or something along that line of work and they just landed or ended up as a correctional officer. For women trying to break into this field of work as a correctional officer, Police Officer, or something along these lines it was very difficult. Women were always seen as the "feminine" or softer and fragile type which did not go very well with the persona of a police officer. Police Officers were know to be macho, masculine and everything that described a "man's man"so this made it very difficult for women to act the part of prove themselves (Ch 4).
Past career paths for men ans women that are now correctional officers are very different and their paths are just as different. One main past career experience for people that end up being a correctional officer is being in the military. The military has the same structuring and skills a person needs to be a correctional officer. Like the military correctional officers have to be structured, have discipline and more. For individuals that end up being correctional officers 44 percent of men were in the military and only 7 percent women were in the military (ch.4).
Women tend to have a different career path. Women tend to have career paths such as clerical work, administrative support or sales, and service before they ended up as correctional officers. For women that end up as a correctional officer, they believe that they made a "natural" or simple progression into this field. They find the work good even though they never had any previous experiences with people such as those that are incarcerated. They found that their choice to be a correctional officer was not one that they thought they would be or dreamed about, but it was a simple and logical decision. One similarity that they found was that women who were child care providers said a job as a correctional officer was much like taking care of children. They found that they were doing the same things such as showing guidance, watching over them, make the behave, and watching over them when they ate or other simple tasks such as that (ch. 4).
Men and women are motivated to being a correctional officer for many different reasons. Some individuals are attracted to the job for pay and benefits because prisons are located in rural areas were other jobs would be hard to find. They find the pay which you only need a GED or High School Diploma to be good. Women, single mothers to be exact, find they benefits such as security and retirement plans to be a plus for having this occupation (ch. 4).
The path to becoming a correctional officer is a very different one because not very many kids. both men and women, dreams about working in this field. One study conducting showed that only 1 percent of the youth wanted to become a correctional officer. The career path for a person that ends up being a correctional officer is one that they aspire to do. Even though the demand for correctional officers is high it is still hard to find people to fill these positions. One part of this is due to the fact that the job is anything but high tech and "sophisticated." Another reason why this is not a coveted job is because correctional officers only make about just over $30,000 a year. This is $4,000 less than a high school male graduate which is not that much pay (PowerPoint 4 & 5).
For people that end up being correctional officers, this career was not what they dreamed about or thought they would have been doing. These people most likely wanted to be police officers or something along that line of work and they just landed or ended up as a correctional officer. For women trying to break into this field of work as a correctional officer, Police Officer, or something along these lines it was very difficult. Women were always seen as the "feminine" or softer and fragile type which did not go very well with the persona of a police officer. Police Officers were know to be macho, masculine and everything that described a "man's man"so this made it very difficult for women to act the part of prove themselves (Ch 4).
Past career paths for men ans women that are now correctional officers are very different and their paths are just as different. One main past career experience for people that end up being a correctional officer is being in the military. The military has the same structuring and skills a person needs to be a correctional officer. Like the military correctional officers have to be structured, have discipline and more. For individuals that end up being correctional officers 44 percent of men were in the military and only 7 percent women were in the military (ch.4).
Women tend to have a different career path. Women tend to have career paths such as clerical work, administrative support or sales, and service before they ended up as correctional officers. For women that end up as a correctional officer, they believe that they made a "natural" or simple progression into this field. They find the work good even though they never had any previous experiences with people such as those that are incarcerated. They found that their choice to be a correctional officer was not one that they thought they would be or dreamed about, but it was a simple and logical decision. One similarity that they found was that women who were child care providers said a job as a correctional officer was much like taking care of children. They found that they were doing the same things such as showing guidance, watching over them, make the behave, and watching over them when they ate or other simple tasks such as that (ch. 4).
Men and women are motivated to being a correctional officer for many different reasons. Some individuals are attracted to the job for pay and benefits because prisons are located in rural areas were other jobs would be hard to find. They find the pay which you only need a GED or High School Diploma to be good. Women, single mothers to be exact, find they benefits such as security and retirement plans to be a plus for having this occupation (ch. 4).
Wednesday, November 4, 2009
UNIT C: Blog 15
BLOG 15: Women Prisons
Across history prisons have a reputation of treating women very different than than treated the males. In the beginning of prisons when they first opened up men and women were all put into the same prisons. In these prisons women were a minority compared to the number of men. The way that they looked at women who were in prison was very different than they looked at men. For a women to be in prison, if she would have committed a crime, she must be more horrible than her male counterpart because she has gone past all of the female moral standards and traits. They thought that if a woman committed a crime she was much or insane and deranged than a man that committed the same crime (ch 2).
At this time women were no seen as free. Women did not have rights, did not have full citizenship and equal rights under the law. Women in prison were not paid attention to, thought were an annoyance, were more trouble than males, and were treated worse. Women were cramped in small attics, were not let outside for work or exercise. Until 1832 they had no supervision,there were account of abuse, accounts of pregnancy by inmates and guards. Women were ignored. Nineteenth century prisons women were called "nuisances." They said that "one female prisoner was like 20 male prisoners." Women in men's prisons were a problem because they thought they would create heterosexual disturbances. Women were help responsible for issues, scandals, and problems in the prison CH. 2)
After these issues the same stated to create female prisons which were attached to males prison's at times. By this time prisons started to create a more rehabilitation goal in mind. There were institution created that were used as rehabilitation centered run by matrons, female guards, that would rehabilitate not punish. Women were treated better, equal and held to the same standards. These new facilities were being hiring women because they though women could best be reformed by their own sex (Ch. 2).
The history of Arizona's prison can be seen some what like the reading. The prison was built in Yuma and like the prisons in the book it held men and women of all race, nationality, and ethnicity. Media also shaped the Yuma prison by saying no prisoner every escaped painting a picture of what it was like. Like in the reading from chapter 2 these movies painted the wrong picture because prisoners did in fact escape. Also like the reading prisoners at Florence helped and were contracted out to help build the prison and roads surrounding.
Across history prisons have a reputation of treating women very different than than treated the males. In the beginning of prisons when they first opened up men and women were all put into the same prisons. In these prisons women were a minority compared to the number of men. The way that they looked at women who were in prison was very different than they looked at men. For a women to be in prison, if she would have committed a crime, she must be more horrible than her male counterpart because she has gone past all of the female moral standards and traits. They thought that if a woman committed a crime she was much or insane and deranged than a man that committed the same crime (ch 2).
At this time women were no seen as free. Women did not have rights, did not have full citizenship and equal rights under the law. Women in prison were not paid attention to, thought were an annoyance, were more trouble than males, and were treated worse. Women were cramped in small attics, were not let outside for work or exercise. Until 1832 they had no supervision,there were account of abuse, accounts of pregnancy by inmates and guards. Women were ignored. Nineteenth century prisons women were called "nuisances." They said that "one female prisoner was like 20 male prisoners." Women in men's prisons were a problem because they thought they would create heterosexual disturbances. Women were help responsible for issues, scandals, and problems in the prison CH. 2)
After these issues the same stated to create female prisons which were attached to males prison's at times. By this time prisons started to create a more rehabilitation goal in mind. There were institution created that were used as rehabilitation centered run by matrons, female guards, that would rehabilitate not punish. Women were treated better, equal and held to the same standards. These new facilities were being hiring women because they though women could best be reformed by their own sex (Ch. 2).
The history of Arizona's prison can be seen some what like the reading. The prison was built in Yuma and like the prisons in the book it held men and women of all race, nationality, and ethnicity. Media also shaped the Yuma prison by saying no prisoner every escaped painting a picture of what it was like. Like in the reading from chapter 2 these movies painted the wrong picture because prisoners did in fact escape. Also like the reading prisoners at Florence helped and were contracted out to help build the prison and roads surrounding.
UNIT C: Blog 14
BLOG 14: Gendered Organizations
Britton Used Gendered Organizations to frame her research by stating this organizations at their root were not neutral. She stated that these organizations were gendered organizations through down to their roots, structures, and ideology so that is why it is so hard to get rid of these ideals and "traditional norms" about women as prison guards. Gendered organizations exist because of the combination of structure, culture, and agency. Gender in this institution is a social construction.
Gender through organizational structure. Prison organizations are built on divisions of labor between a private and public region. Women are the ones that have to juggle their private and public realms because they work and juggle home life and it is only a matter of time that the private will come into the public. Men on the other hand do not have to worry about the private because women are the ones that usually and traditionally take care of it. This is why women have to make trade offs and they are excluded from male dominated jobs because of hours and shift times. Structure also created gendered organizations through policies and practices. In the 1970s there were no women prison guards and one women was discriminated against because of height and weight even though she was over qualified for the job (Ch.1).
Gendered organizations through culture is through symbols, images, and ideologies of what guards should be. An example is of the military where "boys are turned into men." This image does not include women and it is branded into the culture. Some roles like a guard was created with the male traits in mind, even though women and men can do and have the potential to do all the same things, people still think that only men can handle and have the traits to be a guard. (Ch.1).
Gendered through agency is through the interactions of the people that are involved within the prisons. gendered through agency is thought the people whether the are intentional or not by upholding people by their "normal: traits and expectations of how they are suppose to act (Ch.1)
When Britton states that "organizations are gendered at a level of structure" she means that organizations are build on, function, and survive by a division of two labors: the " public and private spheres, between production and reproduction." The reproduction or private labor is the day to day activities and public is work. Women are stuck between these to spheres, have to make decisions, trade offs, and are sometimes spread between both where the spheres collide and they may not look like the right candidate for a job because of this, but they are more hard working than the males. Males traditionally do not deal with this. Males do not deal with the private, focus on the public and get jobs because they are not constricted by the number of hours and shift times. the public and private are more strongly upheld in higher position jobs that have more responsibility and commitments. Women are held back in these positions because of the two spheres colliding. Women are constrained because they do more and are punished by their juggling of two spheres (ch. 1).
Britton Used Gendered Organizations to frame her research by stating this organizations at their root were not neutral. She stated that these organizations were gendered organizations through down to their roots, structures, and ideology so that is why it is so hard to get rid of these ideals and "traditional norms" about women as prison guards. Gendered organizations exist because of the combination of structure, culture, and agency. Gender in this institution is a social construction.
Gender through organizational structure. Prison organizations are built on divisions of labor between a private and public region. Women are the ones that have to juggle their private and public realms because they work and juggle home life and it is only a matter of time that the private will come into the public. Men on the other hand do not have to worry about the private because women are the ones that usually and traditionally take care of it. This is why women have to make trade offs and they are excluded from male dominated jobs because of hours and shift times. Structure also created gendered organizations through policies and practices. In the 1970s there were no women prison guards and one women was discriminated against because of height and weight even though she was over qualified for the job (Ch.1).
Gendered organizations through culture is through symbols, images, and ideologies of what guards should be. An example is of the military where "boys are turned into men." This image does not include women and it is branded into the culture. Some roles like a guard was created with the male traits in mind, even though women and men can do and have the potential to do all the same things, people still think that only men can handle and have the traits to be a guard. (Ch.1).
Gendered through agency is through the interactions of the people that are involved within the prisons. gendered through agency is thought the people whether the are intentional or not by upholding people by their "normal: traits and expectations of how they are suppose to act (Ch.1)
When Britton states that "organizations are gendered at a level of structure" she means that organizations are build on, function, and survive by a division of two labors: the " public and private spheres, between production and reproduction." The reproduction or private labor is the day to day activities and public is work. Women are stuck between these to spheres, have to make decisions, trade offs, and are sometimes spread between both where the spheres collide and they may not look like the right candidate for a job because of this, but they are more hard working than the males. Males traditionally do not deal with this. Males do not deal with the private, focus on the public and get jobs because they are not constricted by the number of hours and shift times. the public and private are more strongly upheld in higher position jobs that have more responsibility and commitments. Women are held back in these positions because of the two spheres colliding. Women are constrained because they do more and are punished by their juggling of two spheres (ch. 1).
UNIT C: Blog 13
BLOG 13
Britton opens up the first chapter of the book by giving us the popularized view of what prison guards should look like. She paints the picture of a man, huge in stature, big, and carrying a night stick in uniform. She states that the "norm" or what most people perceived them as asking like they are mean, brutal, sadistic, and someone that would be able to stand up or deal with this prisoners. The problem with this idea is that people still carry it even though women make up 47 percent of the work force and women do carry positions as prison guards. Even though women have been the transition into this field people still do not see them the same, they do not get jobs at the federal prisons, get paid less, and are not given the same opportunities to work some jobs within the prison (Ch.1).
Women are still trying to make their mark in this over masculine occupation. Prison is seen as a male dominated world made up of male prisoners, male prison guards and violence and masculine behavior, as it is stereotyped. The "norms" of what people stereotype women as being is the opposite of what the skills ans traits are for prison guards which is masculine, aggressive and violent. Women are seen as the opposite as feminine. This ideology brings us to the conclusion of or theory of "genderized organizations" This theory states that one should see organizations not as neutral, but as places where stereotypical traits and norms are present in the structuring of the occupation. Prisons are one example in which this theory was used before and were seen as atypical locations for this behavior. It is so hard to get rid of this standards and norms because they are build into the structuring of the occupation. Another reason is because when people are within the structure of the prison they are in their for long periods of time and their settings, traits, and standards within these walls become them and encompass their personality; they are engulfed into a "total institution." (Ch.1)
Women in prison guard positions are not looked at the same as men in these positions. Women in prison guard positions are out in the lowest position and put in state prisons and not federal. people think that women can not handle the male prisoners and they barred them from contact with the prisoners ( Ch.1).
The media coverage for male prisons and female prisons is not covered the same as well. Just in media alone there were only 91 movies about female prisons and 657 about male prisons. They portray men's prisons as violent and women's are portrayed as sexual. Most people think that this job is too dangerous for women. Prisons have only been around for a short period of about 200 years and ideal and "norms" of these prisons were well established right along with them. the first ideal about women's prisoners were that they had too be much worse than males if they were in prison because they would have had to go beyond their "norms" or moral organization. Women were separate from men in the prison in the Auburn prisons. They were put in "make shift" living areas, cramped, and not allowed out for even work. After a while they were aloud out once and they spent their days sewing, knitting, and doing domesticated chores for the male prisoners (Ch.2)
Women in prisons were seen as a problem or just thing that gets in the way, the were used, they got pregnant and were more than likely used for the male prisoners and guards enjoyment. Women did not have power and were seen as someone that you could not help; they were beyond help in the eyes of the males. One quote from Susan B. Anthony states that men are in prisoned for the "love of the vice" and women for "absolute want for necessaries of life." Male security guards in prisons saw women as nothing, saw them as worse off, hard to deal with and cause more problems than the males (Ch. 2).
An example of how women are perceived different in the occupations is in Women Police Officers. In the video the wife had to prove herself, act in the role that police officers act. She changes at work because of the "role" she has to take and does not want to take her work home with her. She had to fight against the objections and stereotypes. Overall she became an accomplish member of the S.W.A.T. team, but the men in her group were surprised that she was good. She was stressed, but she did just as good in this position as the males if not better than most (Video: Beyond the Blue).
Britton opens up the first chapter of the book by giving us the popularized view of what prison guards should look like. She paints the picture of a man, huge in stature, big, and carrying a night stick in uniform. She states that the "norm" or what most people perceived them as asking like they are mean, brutal, sadistic, and someone that would be able to stand up or deal with this prisoners. The problem with this idea is that people still carry it even though women make up 47 percent of the work force and women do carry positions as prison guards. Even though women have been the transition into this field people still do not see them the same, they do not get jobs at the federal prisons, get paid less, and are not given the same opportunities to work some jobs within the prison (Ch.1).
Women are still trying to make their mark in this over masculine occupation. Prison is seen as a male dominated world made up of male prisoners, male prison guards and violence and masculine behavior, as it is stereotyped. The "norms" of what people stereotype women as being is the opposite of what the skills ans traits are for prison guards which is masculine, aggressive and violent. Women are seen as the opposite as feminine. This ideology brings us to the conclusion of or theory of "genderized organizations" This theory states that one should see organizations not as neutral, but as places where stereotypical traits and norms are present in the structuring of the occupation. Prisons are one example in which this theory was used before and were seen as atypical locations for this behavior. It is so hard to get rid of this standards and norms because they are build into the structuring of the occupation. Another reason is because when people are within the structure of the prison they are in their for long periods of time and their settings, traits, and standards within these walls become them and encompass their personality; they are engulfed into a "total institution." (Ch.1)
Women in prison guard positions are not looked at the same as men in these positions. Women in prison guard positions are out in the lowest position and put in state prisons and not federal. people think that women can not handle the male prisoners and they barred them from contact with the prisoners ( Ch.1).
The media coverage for male prisons and female prisons is not covered the same as well. Just in media alone there were only 91 movies about female prisons and 657 about male prisons. They portray men's prisons as violent and women's are portrayed as sexual. Most people think that this job is too dangerous for women. Prisons have only been around for a short period of about 200 years and ideal and "norms" of these prisons were well established right along with them. the first ideal about women's prisoners were that they had too be much worse than males if they were in prison because they would have had to go beyond their "norms" or moral organization. Women were separate from men in the prison in the Auburn prisons. They were put in "make shift" living areas, cramped, and not allowed out for even work. After a while they were aloud out once and they spent their days sewing, knitting, and doing domesticated chores for the male prisoners (Ch.2)
Women in prisons were seen as a problem or just thing that gets in the way, the were used, they got pregnant and were more than likely used for the male prisoners and guards enjoyment. Women did not have power and were seen as someone that you could not help; they were beyond help in the eyes of the males. One quote from Susan B. Anthony states that men are in prisoned for the "love of the vice" and women for "absolute want for necessaries of life." Male security guards in prisons saw women as nothing, saw them as worse off, hard to deal with and cause more problems than the males (Ch. 2).
An example of how women are perceived different in the occupations is in Women Police Officers. In the video the wife had to prove herself, act in the role that police officers act. She changes at work because of the "role" she has to take and does not want to take her work home with her. She had to fight against the objections and stereotypes. Overall she became an accomplish member of the S.W.A.T. team, but the men in her group were surprised that she was good. She was stressed, but she did just as good in this position as the males if not better than most (Video: Beyond the Blue).
UNIT C: Blog 12
Occupational Segregation
One problem that we have been dealing with with occuaptional segregation is that fact that there still is a pay wage gap. Women are now taking more non traditional jobs, doing the same work, but are still getting pay less. For example, woman that are working as prison gaurds are more likely to be working in state prsions and not federal prisions which pay more (power point). Women now make up 47 percent of the working force. Out of those women the ones that are working full time and all year make only 73 percent of what the males are making doing the same exact thing as them ( ch.1 Britton). We need to acknowledge this and solve the problem as to why this is still going on. We need to figure out why; even though we have laws against this, does this still exist?
One reason that could explain wht these segregations still exist is the fact the organizations and structures such as firms, plants, prisons and companies are genderized. This means that structures ans organizations on the bottom level of their structuring are structured into shperes or groupings. they are also organized into public and private and domestic and work. This is where where see these internal and domanent ideals come into play ebcause they think woman can only do the domestic work (CH.1 Britton)
Women are the ones that are going out into the work force and work two jobs ( mother and bread winner) but yet thye are the ones that are looked down on and have to make more sacrifies. Women are seen as domestic, they have to make choices in between their home and family life. Some employers give maternity live and child care but that is not common (Ch. 1 Britton).
Organization and structures in occuaptional setting uphold these horrible standards through their practices and policies. Womena re segregation in gedner based policies and practices in occupations. On example are height and weight requirements. In one job in anexample from the book, states that all emplyees, men and women, are put into a wprok pool. They will then get the lowerst ranking of job which is the hardest and women would not get it becaus the requirements were for strong people that could do the work. Other work equirments and policies would amke it so you had to work difficult and long hours. This was a problem for women as they had to take care of the children and the businesses new that ( Ch. 1 Britton).
Women that could get into the non traditional jobs saw less pay and harassment more offend than women in more traditional jobs. These women would have to change their gender roles and comform to what theiur male traditonal jobs asked of them. These women had to become their jobs. Some aspects that made segregation sill exist through occuations were shift hours, the length of the shifts, and placing women in jobs such as working in the kitchen (PowerPoint).
The pros of working in non traditional jobs are following your dreams, empowerment, satisfaction and getting attention, but this can be a con as well if it is not the right kind of attention. If you are doing good in your job the pro is that we like to get attention for our good work done well. the con is that if we are struggling it can be negative attention. Cons for non traditional jobs would be limited mentors and support from your family might not be as strong (article: The pros and cons of nontraditional careers). Depending on what career and occupation that women are going they can be faced with men that are acceptive and ones that are against. Ones that against are ones that can not see past the traditional roles and think they will lose their jobs.
these segregations exist because of the structures of the organizations, the culture, the ideology, and the workers. (Ch.1)
One problem that we have been dealing with with occuaptional segregation is that fact that there still is a pay wage gap. Women are now taking more non traditional jobs, doing the same work, but are still getting pay less. For example, woman that are working as prison gaurds are more likely to be working in state prsions and not federal prisions which pay more (power point). Women now make up 47 percent of the working force. Out of those women the ones that are working full time and all year make only 73 percent of what the males are making doing the same exact thing as them ( ch.1 Britton). We need to acknowledge this and solve the problem as to why this is still going on. We need to figure out why; even though we have laws against this, does this still exist?
One reason that could explain wht these segregations still exist is the fact the organizations and structures such as firms, plants, prisons and companies are genderized. This means that structures ans organizations on the bottom level of their structuring are structured into shperes or groupings. they are also organized into public and private and domestic and work. This is where where see these internal and domanent ideals come into play ebcause they think woman can only do the domestic work (CH.1 Britton)
Women are the ones that are going out into the work force and work two jobs ( mother and bread winner) but yet thye are the ones that are looked down on and have to make more sacrifies. Women are seen as domestic, they have to make choices in between their home and family life. Some employers give maternity live and child care but that is not common (Ch. 1 Britton).
Organization and structures in occuaptional setting uphold these horrible standards through their practices and policies. Womena re segregation in gedner based policies and practices in occupations. On example are height and weight requirements. In one job in anexample from the book, states that all emplyees, men and women, are put into a wprok pool. They will then get the lowerst ranking of job which is the hardest and women would not get it becaus the requirements were for strong people that could do the work. Other work equirments and policies would amke it so you had to work difficult and long hours. This was a problem for women as they had to take care of the children and the businesses new that ( Ch. 1 Britton).
Women that could get into the non traditional jobs saw less pay and harassment more offend than women in more traditional jobs. These women would have to change their gender roles and comform to what theiur male traditonal jobs asked of them. These women had to become their jobs. Some aspects that made segregation sill exist through occuations were shift hours, the length of the shifts, and placing women in jobs such as working in the kitchen (PowerPoint).
The pros of working in non traditional jobs are following your dreams, empowerment, satisfaction and getting attention, but this can be a con as well if it is not the right kind of attention. If you are doing good in your job the pro is that we like to get attention for our good work done well. the con is that if we are struggling it can be negative attention. Cons for non traditional jobs would be limited mentors and support from your family might not be as strong (article: The pros and cons of nontraditional careers). Depending on what career and occupation that women are going they can be faced with men that are acceptive and ones that are against. Ones that against are ones that can not see past the traditional roles and think they will lose their jobs.
these segregations exist because of the structures of the organizations, the culture, the ideology, and the workers. (Ch.1)
Sunday, October 4, 2009
UNIT B: Blog 11: Working Poor Women Outside Research
Blog # 11
After searching through tons of research on Working Poor women one research PowerPoint stood out to me because it was very informative, structure, and showed what women are going through. This PowerPoint Presentation is by Mary Gatta, Ph. D. from Rutgers University at the Center for Women and Work. She addresses the statistics for women, what they are being paid, what the problems are and why they are the working poor of America and also helps suggest ways we can help.
In the United States women make up 46% of the workforce and 99% of all women will work at some point in their lives. Out of all of these women that are working: 2/3 of them are married, about 60.7% of them have children that are under 3 years old. 47% are on their own, 27% are single, and 20% are divorced. Even though women can and do work just as hard as men they are only earning about 74% of what men are working (PowerPoint, Gatta). How are these statistics just for equal rights in America? As shown through are readings over the past couple of weeks: women are the ones that take care of the children, women are the ones that work two jobs by going to work during the day and taking care of children at night, women struggle and juggle their lives and child care, women work just as hard as men if not harder so why are they being paid less?
In thought the government created the Equal Pay Act over 40 years ago the pay gap between men and women has only lessened by half. In the United States two out of three women are making less than $30,000 a year, 9 out of 10 are making less than $50,000, less than 2 percent of African American women are making more than $75,000, and 62% are making less than $25,000. The fact is that because women are not making the same amount as men they are 1/3 more like to be among the statistics of the Working Poor. This means that they are trying to get ahead, they are working full-time, but yet they can not make enough money to get out of poverty. For people that are stuck in this cycle they need to get education and training, but some times if not a lot they can not get the training that they need because of their child care needs, irregular work schedules, transportation, and little access (PowerPoint, Gatta).
Some ways in which we can implement programs to help working poor mothers get the education and training that they deserve are online classes which creates flexibly, saves money on child care, creates classes that were not accessibly before because of transportation, and gets rid of anxiety of going to class. Another program that is helping working poor mothers is the New Jersey Pilot Program which helps them get online learning. In this program each person that qualifies for it will get a computer, Internet, a printer, and class for a year. This program showed great success and some went on to other educational outlines such as college (PowerPoint, Gatta).
This was a great source of information and statistics on Working Poor women in the United States. It shows what the problems are, how women are being treated unfair with the pay gap, and what some people are doing about this to help them.
Power Point-
Mary Gatta Ph. D.:
http://www.etsliteracy.org/Media/Research/pdf/conf_achgapwomen_gatta.pdf
After searching through tons of research on Working Poor women one research PowerPoint stood out to me because it was very informative, structure, and showed what women are going through. This PowerPoint Presentation is by Mary Gatta, Ph. D. from Rutgers University at the Center for Women and Work. She addresses the statistics for women, what they are being paid, what the problems are and why they are the working poor of America and also helps suggest ways we can help.
In the United States women make up 46% of the workforce and 99% of all women will work at some point in their lives. Out of all of these women that are working: 2/3 of them are married, about 60.7% of them have children that are under 3 years old. 47% are on their own, 27% are single, and 20% are divorced. Even though women can and do work just as hard as men they are only earning about 74% of what men are working (PowerPoint, Gatta). How are these statistics just for equal rights in America? As shown through are readings over the past couple of weeks: women are the ones that take care of the children, women are the ones that work two jobs by going to work during the day and taking care of children at night, women struggle and juggle their lives and child care, women work just as hard as men if not harder so why are they being paid less?
In thought the government created the Equal Pay Act over 40 years ago the pay gap between men and women has only lessened by half. In the United States two out of three women are making less than $30,000 a year, 9 out of 10 are making less than $50,000, less than 2 percent of African American women are making more than $75,000, and 62% are making less than $25,000. The fact is that because women are not making the same amount as men they are 1/3 more like to be among the statistics of the Working Poor. This means that they are trying to get ahead, they are working full-time, but yet they can not make enough money to get out of poverty. For people that are stuck in this cycle they need to get education and training, but some times if not a lot they can not get the training that they need because of their child care needs, irregular work schedules, transportation, and little access (PowerPoint, Gatta).
Some ways in which we can implement programs to help working poor mothers get the education and training that they deserve are online classes which creates flexibly, saves money on child care, creates classes that were not accessibly before because of transportation, and gets rid of anxiety of going to class. Another program that is helping working poor mothers is the New Jersey Pilot Program which helps them get online learning. In this program each person that qualifies for it will get a computer, Internet, a printer, and class for a year. This program showed great success and some went on to other educational outlines such as college (PowerPoint, Gatta).
This was a great source of information and statistics on Working Poor women in the United States. It shows what the problems are, how women are being treated unfair with the pay gap, and what some people are doing about this to help them.
Power Point-
Mary Gatta Ph. D.:
http://www.etsliteracy.org/Media/Research/pdf/conf_achgapwomen_gatta.pdf
UNIT B: Blog 10: Working Women's Unpaid Labor, Reform
Blog # 10
After the Welfare Reform mothers had to adapt to their new conditions. These mothers that were living on welfare now had to be more flexible, change their working situations so it would fit into the child care schedule, and they had to be creative in the fact that in order to get center child care they had to use their money and “work” subsides ( PowerPoint Ch. 5 & 6). These mothers that were adapting to the welfare reform were using the strategy of bring together their work and child care and planning them based on one another in order to get public subsides. After they did this then they could afford a higher quality, more consistent, and more reliable place of child care for their children. The mothers in Chaudry’s study that he spoke to in Chapter 5 of his book clearly stated that they “saw work and care strategically interrelated.” This means that they planned their child care around their work schedules and some other mother did the opposite by scheduling their work around their child care schedules. In all cases, Chaudry states, that all the mothers did not know what to put first when dealing with work and child care. They thought of the process of deciding work and child care as a simultaneous process that they had to figure both out at the same time (Chaudry, 180).
An example of this strategically interrelationship is of Cassandra and her son Cedric. Cassandra was a nurse and when her son turned two she was tasked with making a work schedule and finding a good child care facility for her son. She first changed her work schedule so that it would fit into the child care schedule, but after this strategy she had to switch this idea and change her child care needs according to her work schedule (Chaudry, 180). These new strategies of the health car reform point to interrelations between work and child care for these mother because in order for them to survive, make it through the day, make money, and still provide great care for their children they need to intertwine, strategize and work both of the work and child care schedules together in order for them to work.
These women struggle and face many obstacles in their every day lives because of their options. The problem in the United States is that there are no unified systems of child care, the child care that is provided is limited and help is limited PowerPoint Ch, 5 & 6, slide 10). This is the problem with these obstacles, the children of the United States are our future, but yet the United States does not provide adequate child care and policies for all children. In order to fix these injustices the government, as Chaudry states, needs to increase the funding for children programs, unify are broken down system of child care, the United Sates needs to create a policy for working single mothers that acknowledges them and helps them, and they need to work and strive for a policy in which we can break this cycle of poverty (PowerPoint Ch. 5 & 6, slide 12). The fact is the statistics show that these recommendations are just and need to address in the United States. Statics and our reading alone show that there are millions of families struggling, families that can not afford food, families that can not get adequate child care, families because they can not get child care can not work, and so on. There are millions of people struggling day to day and paycheck to paycheck and the government needs to do something about this. For example, to make a point that these things need to be fixed, is from our readings “US Families struggle to Eat.” The family in this story is the Hamilton’s. They are a hard working family, which the parents try to get any job they can, save money, are always worrying about money, and are trying to raise their children. The father can only make $15,000 a year and they are struggling to make payments on rent even with subsides that they are getting. They are to the point where the have to hunt for food. On thing that does help is the Salvation Army in the summer where the go to the park and get lunches for their children where hundreds of other children gather for the same reason ("US Families Struggle to Eat" video).
The government needs to change their policy and structuring of the welfare plan to help these people. We need to implant more programs such as the Salvation Army does because they help these people out more than anyone thinks. These are hard working people that are stuck in the poverty cycle that the government needs to break.
After the Welfare Reform mothers had to adapt to their new conditions. These mothers that were living on welfare now had to be more flexible, change their working situations so it would fit into the child care schedule, and they had to be creative in the fact that in order to get center child care they had to use their money and “work” subsides ( PowerPoint Ch. 5 & 6). These mothers that were adapting to the welfare reform were using the strategy of bring together their work and child care and planning them based on one another in order to get public subsides. After they did this then they could afford a higher quality, more consistent, and more reliable place of child care for their children. The mothers in Chaudry’s study that he spoke to in Chapter 5 of his book clearly stated that they “saw work and care strategically interrelated.” This means that they planned their child care around their work schedules and some other mother did the opposite by scheduling their work around their child care schedules. In all cases, Chaudry states, that all the mothers did not know what to put first when dealing with work and child care. They thought of the process of deciding work and child care as a simultaneous process that they had to figure both out at the same time (Chaudry, 180).
An example of this strategically interrelationship is of Cassandra and her son Cedric. Cassandra was a nurse and when her son turned two she was tasked with making a work schedule and finding a good child care facility for her son. She first changed her work schedule so that it would fit into the child care schedule, but after this strategy she had to switch this idea and change her child care needs according to her work schedule (Chaudry, 180). These new strategies of the health car reform point to interrelations between work and child care for these mother because in order for them to survive, make it through the day, make money, and still provide great care for their children they need to intertwine, strategize and work both of the work and child care schedules together in order for them to work.
These women struggle and face many obstacles in their every day lives because of their options. The problem in the United States is that there are no unified systems of child care, the child care that is provided is limited and help is limited PowerPoint Ch, 5 & 6, slide 10). This is the problem with these obstacles, the children of the United States are our future, but yet the United States does not provide adequate child care and policies for all children. In order to fix these injustices the government, as Chaudry states, needs to increase the funding for children programs, unify are broken down system of child care, the United Sates needs to create a policy for working single mothers that acknowledges them and helps them, and they need to work and strive for a policy in which we can break this cycle of poverty (PowerPoint Ch. 5 & 6, slide 12). The fact is the statistics show that these recommendations are just and need to address in the United States. Statics and our reading alone show that there are millions of families struggling, families that can not afford food, families that can not get adequate child care, families because they can not get child care can not work, and so on. There are millions of people struggling day to day and paycheck to paycheck and the government needs to do something about this. For example, to make a point that these things need to be fixed, is from our readings “US Families struggle to Eat.” The family in this story is the Hamilton’s. They are a hard working family, which the parents try to get any job they can, save money, are always worrying about money, and are trying to raise their children. The father can only make $15,000 a year and they are struggling to make payments on rent even with subsides that they are getting. They are to the point where the have to hunt for food. On thing that does help is the Salvation Army in the summer where the go to the park and get lunches for their children where hundreds of other children gather for the same reason ("US Families Struggle to Eat" video).
The government needs to change their policy and structuring of the welfare plan to help these people. We need to implant more programs such as the Salvation Army does because they help these people out more than anyone thinks. These are hard working people that are stuck in the poverty cycle that the government needs to break.
Saturday, October 3, 2009
UNIT B: Blog 9: Working Women’s Unpaid Labor
Blog # 9
The working poor are a huge problem in the United States. There are 13 million children in the United States that are living in low income families that are only making $20,000 a year of a family of four. Today there are 1.3 million more children that are living in poverty than there were in 2000. The problem with families and children living in poverty is a huge one that will always be an increasing problem with the United States does not do anything about it. The problem is that millions are children, who are our future, are living in poverty and not getting the resources that they deserve because their mothers are not able to get out of poor working conditions. From our reading “Who are America’s poor children?” it states that research shows that “on average families need an income that is twice the amount of the federal poverty line.
In 2005 28 million or 39% of the United States children are living in low income and poverty homes. These numbers along with the research that families making $40,000, two times as much as the poverty line, such be considered low income and such be subsidized by the government. Officials know that this policy is “flawed” to say the least, but they have yet to be any action in changing it. Another question is who and why are these children living in poverty and there is an explicit line coming from their parents as to why. Children that have immigrant parents are living in poverty. In states with the highest immigrant rates the number of children living in poverty ranges from 14% to 40%, and 26% of children that are immigrants in total are poor. The fact is that children are living in very poor and poverty stricken situations where they have no outs because they are young. In the United States 16% of household with children are living with fears of not having food and 19%
of poor children do not have health care.
In 2005, in 13 states across the United States 20% of children were living in poverty, this mostly see in the southern and most eat coast states. Also 15% to 19% of children were living in poverty in 19 states spread out around the United States which include CA, FL, IL, IN, KS, OH, OK, TN, WA, WI, MO, MI, and more. In 17 other states in the United States 10% to 14% of the children were living in poverty such as AK, CO, ID, IA, MA, MN, NV, ND, WY, and more. In 2005 the highest ranking ethic background for children living in poverty in the United States were African American children at 35% of the poverty rate followed by American Indians at 29%, Latinos at 28%, Asian at 11%, and then white children at 10%. Another statistical chart from 2005 shows that children that have parents that are not native born are more likely to be living in poverty than children who’s parents are born in the United States across all states varying a little by states within different regions, but still maintains the structure of this claim. For example, children of immigrants parents in poverty in CA are 26%, in FL it is 20%, IL 20% and so on and then for children who’s parents are native-born and are in poverty in CA it is 14%, in FL it is 18%, and then IL it is 17%. Children all over the United States are living in poverty because of their families’ situations. AS discussed in previous blogs women’s poor working conditions is a cycle in which they can not get out of, which causes poverty in the family, and the causes their children to live in poverty and not get everything that they need.
The working poor are a huge problem in the United States. There are 13 million children in the United States that are living in low income families that are only making $20,000 a year of a family of four. Today there are 1.3 million more children that are living in poverty than there were in 2000. The problem with families and children living in poverty is a huge one that will always be an increasing problem with the United States does not do anything about it. The problem is that millions are children, who are our future, are living in poverty and not getting the resources that they deserve because their mothers are not able to get out of poor working conditions. From our reading “Who are America’s poor children?” it states that research shows that “on average families need an income that is twice the amount of the federal poverty line.
In 2005 28 million or 39% of the United States children are living in low income and poverty homes. These numbers along with the research that families making $40,000, two times as much as the poverty line, such be considered low income and such be subsidized by the government. Officials know that this policy is “flawed” to say the least, but they have yet to be any action in changing it. Another question is who and why are these children living in poverty and there is an explicit line coming from their parents as to why. Children that have immigrant parents are living in poverty. In states with the highest immigrant rates the number of children living in poverty ranges from 14% to 40%, and 26% of children that are immigrants in total are poor. The fact is that children are living in very poor and poverty stricken situations where they have no outs because they are young. In the United States 16% of household with children are living with fears of not having food and 19%
of poor children do not have health care.
In 2005, in 13 states across the United States 20% of children were living in poverty, this mostly see in the southern and most eat coast states. Also 15% to 19% of children were living in poverty in 19 states spread out around the United States which include CA, FL, IL, IN, KS, OH, OK, TN, WA, WI, MO, MI, and more. In 17 other states in the United States 10% to 14% of the children were living in poverty such as AK, CO, ID, IA, MA, MN, NV, ND, WY, and more. In 2005 the highest ranking ethic background for children living in poverty in the United States were African American children at 35% of the poverty rate followed by American Indians at 29%, Latinos at 28%, Asian at 11%, and then white children at 10%. Another statistical chart from 2005 shows that children that have parents that are not native born are more likely to be living in poverty than children who’s parents are born in the United States across all states varying a little by states within different regions, but still maintains the structure of this claim. For example, children of immigrants parents in poverty in CA are 26%, in FL it is 20%, IL 20% and so on and then for children who’s parents are native-born and are in poverty in CA it is 14%, in FL it is 18%, and then IL it is 17%. Children all over the United States are living in poverty because of their families’ situations. AS discussed in previous blogs women’s poor working conditions is a cycle in which they can not get out of, which causes poverty in the family, and the causes their children to live in poverty and not get everything that they need.
UNIT B: Blog 8: Working Poor Women
Blog # 8
New urban poverty created loss in jobs, the real estate market decreased, and the loss of “legitimate enterprise.” New urban poverty also created an increase in mothers in poverty and welfare, increased crime, created empty streets, created poor school and decreased their learning environments. It brought about violence, increased the number of people that self-medicated, drug abuse rose, isolation of people rose, and the along with all of these things the chance for hope for recovery became smaller and smaller. The fact that this new urban society arose caused increased concerns for mothers and their children. They were worried that their children’s lives would be affected due to the fact that parents were being incarcerated and drug use among people was increasing and they were worried that child might find it appealing. Also because of this society down fall mothers were worried that their children would become violent and get pregnant at a younger age (PowerPoint Ch.4).
An example of these fears is from Jessica, a case study in the 7 days @ minimum wage videos. She worried for her children’s safety in their neighborhood because of the violence so her children are not aloud to play outside. For mothers and children that are living in the low income neighborhoods it is worse for them than women living in mixed income neighborhoods. A case study from Chapter 4 for Traci and Tariq shows how the affects of the new urban society or the “outcast ghetto” that they live in makes her fear for her child’s future. For example Tariq’s father was incarcerated and she worried that this fact and violence that he was surrounded by would affect him. For mothers that are living with children in low income family neighborhoods their fears are much greater, but not much greater than mothers with children that are living in mixed neighborhoods. They both have to worry about financial issues, job related issues, child care issues, but for mothers with children in lower income neighborhoods they have an increased problem with violence and not letting their children being by themselves.
New urban poverty created loss in jobs, the real estate market decreased, and the loss of “legitimate enterprise.” New urban poverty also created an increase in mothers in poverty and welfare, increased crime, created empty streets, created poor school and decreased their learning environments. It brought about violence, increased the number of people that self-medicated, drug abuse rose, isolation of people rose, and the along with all of these things the chance for hope for recovery became smaller and smaller. The fact that this new urban society arose caused increased concerns for mothers and their children. They were worried that their children’s lives would be affected due to the fact that parents were being incarcerated and drug use among people was increasing and they were worried that child might find it appealing. Also because of this society down fall mothers were worried that their children would become violent and get pregnant at a younger age (PowerPoint Ch.4).
An example of these fears is from Jessica, a case study in the 7 days @ minimum wage videos. She worried for her children’s safety in their neighborhood because of the violence so her children are not aloud to play outside. For mothers and children that are living in the low income neighborhoods it is worse for them than women living in mixed income neighborhoods. A case study from Chapter 4 for Traci and Tariq shows how the affects of the new urban society or the “outcast ghetto” that they live in makes her fear for her child’s future. For example Tariq’s father was incarcerated and she worried that this fact and violence that he was surrounded by would affect him. For mothers that are living with children in low income family neighborhoods their fears are much greater, but not much greater than mothers with children that are living in mixed neighborhoods. They both have to worry about financial issues, job related issues, child care issues, but for mothers with children in lower income neighborhoods they have an increased problem with violence and not letting their children being by themselves.
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