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DDP Talks To

"The Devil Ties My Tongue" by Amy Seiwert performed for the SKETCH Series, 2013. Photo by David DeSilva. Courtesy of Amy Seiwert's Imagery

Examining other art forms with historic issues in hiring women: theater, symphonic/classical music, opera. Also including more contemporary fields: lack of women in country music, hip hop, contemporary pop music, and other genres.

Inspired by DDP Founder’s #AskB4UGive, Ellevest Publishes “How to Know if Your Investing Firm Supports Women”

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BY SALLIE KRAWCHECK

31 July 2019

A woman I know once said something to me that I think about every day: “I’m tired of supporting businesses and institutions that haven’t supported me. I no longer want to have my money managed at a company at which I wouldn’t want my daughter to work.”

That hit me, hard. And I couldn’t agree more.

So what does that look like — in an industry in which 86% of financial advisors are men? What are the questions we should be asking so that we can dig deeper, find out if our values align, see whether an advisor will truly support us?

Here are six of them.

What does your team look like?

First things first: What’s the gender breakdown of your team of financial advisors? What about the senior leadership team? And how has that changed over the past 5 years?

Most will lead with their “commitment to diversity.” But the proof is in the executive team, so to speak. If they say they’re all about diversity, but the people who lead the firm or look out for their clients’ best interests all look the same, then their “commitment” doesn’t hold much water, does it?

Read the full article on Ellevest.

KQED Arts: Why Do Employers Lowball Creatives? A New Study Has Answers

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By Nastia Voynovskaya

23 May 2019

Larissa Archer has been asked to perform for free so many times she’s lost count.

Despite her years of training, impressive resume and credibility as the founder of San Francisco Bellydance Theater, she often finds herself turning down invitations to dance for a few wrinkled dollar bills. 

As Archer explains it, event producers “can’t cut corners on how much beer costs. They can’t cut corners on the rental of the venue.” But many can, and often do, skimp on the take-home pay of the talent that attracts showgoers in the first place.

And it’s not just small clubs. As KQED first reported in March, despite reaching a valuation of $1 trillion last year, tech giant Apple doesn’t pay the artists performing in its stores, compensating them with low-end merchandise such as AirPods and AppleTVs instead.

Following our report, we heard from graphic designers, musicians, muralists and comedians who say they’re frequently asked to work for “exposure” by companies large and small, sharing tales of missing payments, false promises of paid work and full-time jobs disguised as unpaid internships.

Read the full article on KQED Arts.

The ‘mighty girl’ effect: does parenting daughters alter attitudes towards gender norms?

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By Mireia Borrell-Porta, Joan Costa-Font, Julia Philipp

14 December 2018

Abstract

We study the effect of parenting daughters on attitudes towards gender norms in the UK; specifically, attitudes towards the traditional male breadwinner norm in which it is the husband’s role to work and the wife’s to stay at home. We find robust evidence that rearing daughters decreases fathers’ likelihood to hold traditional attitudes. This result is driven by fathers of school-aged daughters, for whom the effects are robust to the inclusion of individual fixed effects. Our estimates suggest that fathers’ probability to support traditional gender norms declines by approximately 3%age points (8%) when parenting primary school-aged daughters and by 4%age points (11%) when parenting secondary school-aged daughters. The effect on mothers’ attitudes is generally not statistically significant. These findings are consistent with exposure and identity theories. We conclude that gender norm attitudes are not stable throughout the life-course and can significantly be shaped by adulthood experiences.

1. Introduction

In recent decades, concerns about gender equality have been increasingly prominent in both the political and the social spheres, prompting governments to embark on the task of alleviating gender differences inside and outside the labour market. Nevertheless, progress towards achieving gender equality appears to have gradually slowed down (Eagly and Wood, 2012; Gender Equality Index, 2017). Against this background, a growing body of research has established the importance of traditional gender norms in explaining the persistence of gender inequalities in wages (Burda et al., 2007), in labour force participation (Fernández et al., 2004; Fortin, 2005; Fernández and Fogli, 2009; Farre and Vella, 2013; Johnston et al. 2014), and in the division of domestic work (DeMaris and Longmore, 1996; Greenstein, 1996, and see Davis and Greenstein 2009 for a review). However, there is limited evidence on how susceptible to change such norms are. This paper addresses this question.

Read the rest of the introduction and article in the Oxford Economic Papers.

Fox 5 San Diego: Actors union working on new standards for onscreen intimacy amid #MeToo movement

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21 July 2019

HOLLYWOOD, Calif. — Driven by the #MeToo movement and the recent wave of attention on sexual harassment in the entertainment industry, the union representing actors and other artists announced Sunday that it is working with groups and professionals to develop a set of standards for the depiction of on- screen intimacy.

“Our goal is to normalize and promote the use of intimacy coordinators within our industry,” said Gabrielle Carteris, president of the Screen Actors Guild-American Federation of Television and Radio Artists. “Intimacy coordinators provide an important safety net for our members doing hyper-exposed work. At a time when the industry still needs to make great changes, our initiative will ensure the safety and security of SAG-AFTRA members while they work and respects the boundaries of actors.”

SAG-AFTRA will work with Alicia Rodis, the associate director and co- founder of Intimacy Directors International, and other “trained providers to standardize, codify and implement guidelines for on-set intimacy coordinators,” the union said in a statement released Sunday. The guidelines will “seek to establish new, relevant policies for nudity and simulated sex; define the duties and standards for intimacy coordinators on productions; and specify acceptable training, vetting and qualifications of intimacy coordinators.”

Read the full story on Fox 5 San Diego.

New York Times: Gender Gap Persists at Largest Museums

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By Hilarie M. Sheets

22 March 2017

When Thomas P. Campbell steps down as director of the Metropolitan Museum of Art on June 30, the top job at the biggest art museum in the United States will be up for grabs. A woman faces long odds of landing that job, to judge from a study just released from the Association of Art Museum Directors.

“The Ongoing Gender Gap in Art Museum Directorships” shows that just one of the nation’s 13 largest museums is run by a woman. The report is a follow-up to a 2014 study, the first to analyze salary data collected from the association’s 200-plus membership from the vantage point of gender.

Women today are nearing equity over all, leading 48 percent of art museums, up from 43 percent three years ago. A gender gap persists, however, at the largest museums — those with budgets of $15 million and higher, where just 30 percent have female directors. And as the budgets grow, the ranks of women thin, with just three women heading the 20 largest-budget institutions in the association.

“The first step in addressing inequality is acknowledging it,” said Lisa Phillips, director of the New Museum in New York, who initiated the 2014 study and consulted on the new report. “Hard data makes it plain and clear.”

Read the full article in The New York Times.

Philanthropy Women: Shaping the Shapers: How WMM Trains Women in Social Change

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By Maggie May

5 June 2019

Feminist philanthropy is designed to change the world.

Sometimes it works slowly, dollar by dollar, woman by woman and girl by girl, as we each come to realize that there are issues in this world we strongly disagree with — issues that we can take a stand against. In other cases, feminist philanthropy finds huge momentum in large-dollar donations, and campaigns leap forward with the assistance of celebrity women and female pioneers who hold significant amounts of the world’s wealth.

In the modern economy of feminist philanthropy, the curriculum used to reach donors and move campaigns forward is rapidly changing, in response to heavy social and political factors that are inspiring more and more female leaders to take a stand. But one thing remains the same: the passion for change, and the belief that together, we can change the world.

Sarah Haacke Byrd is the Executive Director for Women Moving Millions, where she is responsible for building strategy and scale around WMM’s mission for greater impact on gender equality. (Photo credit: Women Moving Millions)

Feminist philanthropy is designed to change the world.

Sometimes it works slowly, dollar by dollar, woman by woman and girl by girl, as we each come to realize that there are issues in this world we strongly disagree with — issues that we can take a stand against. In other cases, feminist philanthropy finds huge momentum in large-dollar donations, and campaigns leap forward with the assistance of celebrity women and female pioneers who hold significant amounts of the world’s wealth.

In the modern economy of feminist philanthropy, the curriculum used to reach donors and move campaigns forward is rapidly changing, in response to heavy social and political factors that are inspiring more and more female leaders to take a stand. But one thing remains the same: the passion for change, and the belief that together, we can change the world.

Women Moving Millions (WMM) is one such organization that enacts social change through large-scale commitments. The global community is made up of more than 300 affluent women who have each pledged or donated at least $1 million to campaigns that empower women and girls around the world.

Read more on Philanthropy Women.

InStyle: The Badass 50

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By InSyle Staff

10 July 2019

InStyle‘s third Badass Women issue is here! And the cherry on top is always the bi-annual Badass 50 feature which spotlights dedicated women from the spheres of science, social justice, law, entertainment, politics, and other industries. Their poignant contributions to this issue are both enlightening and inspiring. We even have a handful of nominees in conversation with each other. You won’t want to miss what they have to say.

1. MINDY KALING: At 24 she became the first woman and person of color to join the writers’ room on NBC’s cult comedy The Office. Since then her career has taken off, with TV shows, big-budget films, and two best-selling memoirs. Her latest project, Late Night, which marked the first time she has written, produced, and starred in a feature film, is centered on a writer who challenges the role of women at work. Up next? An Indian wedding comedy with Priyanka Chopra Jonas. Think of it as the subcontinent’s answer to Crazy Rich Asians.

2. ABIGAIL DISNEY: Despite the long shadow of her family name, she has carved out her own space as a philanthropist, an activist, and an Emmy-winning documentary filmmaker. She considers herself a peace builder, hell-bent on seeking justice — even when that means taking the family company to task for the huge pay gap between CEO Robert Iger and other employees. “From time to time I’m going to enrage people on my own side, and that’s hard,” she says. “But there’s incredible strength in stepping into danger, trouble, or conflict on behalf of others. It’s the right thing to do.”

3. BRIGADIER GENERAL JEANNIE LEAVITT: In 1993, after graduating first in her class, she asked to fly a fighter jet, knowing that the U.S. Air Force wouldn’t yet allow it. Months later, when officials changed their minds, she became the Air Force’s first female fighter pilot. Now the brigadier general (and muse for Brie Larson’s Captain Marvel) heads up Air Force recruitment, a role in which she hopes to inspire more women to take the lead. “We all think of movie stars as superheroes, but the Marvel team saw our airmen as the superheroes,” Leavitt says. “That was really neat.”

Read the rest of the list on InStyle’s website.

New York Times: The Workplace Still Isn’t Equal for Women. Here’s Some Advice to Navigate It.

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By Kristin Wong

16 June 2019

Recently, a friend of mine was tasked with hiring a new employee at work. He interviewed an impressive candidate who was a natural fit, but he said there was just one problem: She had a 3-year-old, and he was concerned with her reliability. Would she request more time off? Come in late if she couldn’t find child care? Call in sick more often? This friend would never describe himself as biased, but when I asked if he would say the same of a male worker with a 3-year-old, he was silent. In the end, she got the job. But this real-world scenario reinforces the growing amount of research that reveals how unfavorable workplaces can be for women.

The following stories come from The Times’s Working Woman’s Handbook, which is your guide to learning to dodge office land mines, fight bias in the workplace and not burn out in the process.

A Woman’s Guide to Salary Negotiation

There are a number of reasons the pay gap exists, and “women don’t negotiate” has been tossed around as an explanation. But research suggests it’s not entirely true.

A 2018 study concluded that women ask for raises and promotions as often as men, they’re just less likely to get what they want. This might be because when women are assertive in the workplace, they’re viewed as unlikable or demanding, according to a 2016 study. Negotiating is trickier for women, and many experts agree: It’s important for women to have groups where they can discuss salary and workplace issues openly.

Read the full story in The New York Times.

The Guardian: ‘I’m beyond anger’ – why the great pay gap reveal is an explosive moment for gender equality

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By Amelia Gentleman

28 February 2018

A badly designed and painfully clunky page hidden away on the Government Equalities Office website is beginning to grab the attention of women all over the country. If you work for a company that employs more than 250 people and you haven’t looked at the site yet, set aside some time and prepare for your eyeballs to spring from their sockets.

The government’s gender pay gap reporting website opens up for scrutiny the hidden power dynamics inside all mid-sized to large organisations, revealing pay differences between male and female staff, and the proportion of women in the best- and the worst-paid roles. With a month to go before the deadline for reporting, the site is already having an explosive impact on how women view their employers.

Last week, a female senior manager at Barclays investment bank in London opened the site, searched for her own company and discovered that women’s median hourly rate is 43.5% lower than male colleagues and that women’s bonuses are 73.3% lower. It was an unpleasant sensation, confirming in black and white something that she had long suspected. Perhaps most revealingly, the website also divides organisations into four groups according to the amount staff are paid – the best-paid quartile, the second best, the third best and the worst quartile. At Barclays, 81% of the best-paid employees are men; 63% of the worst paid are women.

“Sadly, I wasn’t shocked,” the woman, who has asked not to be named, says. At 29, she is paid very well but is conscious of younger male colleagues advancing faster through the ranks. The pay gap data has crystallised her desire to quit. “Junior women are feeling very dispirited and upset. The figures made me feel that this organisation isn’t the right place for me, that it won’t let me achieve my potential.”

Read the full article in The Guardian.

Dance Magazine: If the World Cup Champions Were Dancers, Here’s What Style They’d Do

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By Lauren Wigenroth

8 July 2019

Congratulations to the U.S. Women’s National Soccer Team for their epic World Cup dominance! Now that the tournament is over and we’re basking in all the patriotic feminist glory, we decided to do the only thing that made sense to us as soccer-obsessed dancers: Decide what kind of dancers the USWNT players would be if they made sudden and drastic career changes.

We’ve been watching their technique closely for weeks now, and have come up with what we’re pretty sure is a definitive and highly accurate list:

Megan Rapinoe: Contemporary Ballet 

You’re probably familiar with star forward Megan Rapinoe’s port de bras. But have you seen her attitude derrière?! We’re honestly envious. Pinoe clearly has the technique for ballet, but with her penchant for pink hair and outspokenness (which we love!), we think a contemporary troupe would be the best fit.

Read the whole list on Dance Magazine’s blog.