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
Subscribe to:
Comments (Atom)