DON’T TAKE CALLS IN THE BREASTFEEDING ROOM AND 9 OTHER SMALL THINGS MEN CAN DO TO MAKE WOMEN LESS UNCOMFORTABLE AT WORK

From W2.0 authored by Kendall Tucker:

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How To Successfully Negotiate A Salary Offer Or Pay Raise

From The Huffington Post authored by Casey Bond:

“Some people are well versed in the art of the deal. They love to debate, argue and negotiate. For others, any kind of confrontation feels just plain icky.

When it comes to your salary, however, you can’t afford to simply accept what you get. Failing to negotiate your pay means leaving money on the table, plain and simple.

The High Cost Of Not Asking

According to a survey by Payscale, 57 percent of respondents said they’ve never asked for a raise. Twenty-eight of those people said it was because they’re uncomfortable negotiating salary, while an additional 19 percent didn’t want to be perceived as pushy. The survey also found that women are more likely than men to be uncomfortable with negotiating their salary (31 percent versus 23 percent), which is an unfortunate contributor to the gender wage gap.

A 2005 survey of Carnegie Mellon University MBA graduates found that, on average, starting salaries among the male students were 7.6 percent higher than for the women. However, only 7 percent of the women negotiated their starting salaries, versus 57 percent of the men. The group of mostly male grads who negotiated was able to increase their starting salaries by just over $4,000.

That might not seem like a lot of money until you consider the long-term loss. Say Employee A is offered a salary of $50,000 and Employee B gets $54,000. Both employees receive annual cost-of-living raises of 3 percent a year. After 20 years of work, Employee B has earned a whopping $114,706 more than Employee A.

“Find that sweet spot between being an agreeable, contented person that people love to work with and the squeaky wheel,” said Marielle Smith, vice president of people at GoodHire. She said that, although you don’t want to be “that person” in the office who’s always making demands and rubbing people the wrong way, you also don’t want to be the one who gets steamrolled.

“Wherever you are in this process, whether you’re negotiating your salary for the first time with the new employer or whether you’re doing your 30th salary negotiation with your existing employer, you want to find that right balance,” Smith said.”

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Your Workplace Isn’t Your Family (and That’s O.K.!)

From The New York Times authored by Tim Herrera:

“’We’re like family here.’

It’s a line that seems enshrined in the collective unconsciousness of American workers. We spend more than 2,000 hours per year with our co-workers, so it seems only natural that we should think of them as family. We celebrate birthdays together, honor anniversaries, hang out at happy hours … these people are like a second family. Right?

Not necessarily, says Alison Green, who runs the career advice blog Ask a Manager and whose latest book, which has the same title, published earlier this year.

“There’s nothing wrong with loving your work, enjoying your company and having good will toward your co-workers,” Ms. Green told me. ‘We all should strive to work in jobs like that. But it’s still O.K., and even good, to put yourself first in the long-run.’”

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Utah Nears Licensing of Paralegals to Practice Law in Limited Circumstances

From LawSites authored by Bob Ambrogi:

“Utah is on track to become the second state to license non-lawyers to practice law in limited circumstances, similar to the limited license legal technician(LLLT) program pioneered by Washington state.

The Utah Supreme Court has approved a new class of legal professional called the licensed paralegal practitioner. New rules governing LPPs take effect Nov. 1, and classes to train LPPs are slated to begin this fall at Utah Valley University. Court officials expect the first licensing examinations to be conducted next spring and the first licenses to be issued later in 2019.”

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A ‘Generationally Perpetuated’ Pattern: Daughters Do More Chores

From The New York Times authored by Claire Cain Miller:

“It has long been true that women are paid less than men at work and do more of the labor at home. It turns out those patterns start as early as childhood.

Although there are a few signs that the gap is shrinking, a variety of data shows that girls still spend more time on household chores than boys do. They are also paid less than boys for doing chores and have smaller allowances.

One recent analysis, for example, found that boys ages 15 to 19 do about half an hour of housework a day, and girls about 45 minutes. Although girls spend a little less time on chores than they did a decade ago, the time that boys spend hasn’t significantly changed.

Shouldering more responsibilities at home is a big reason women are paid less than men and fall behind men in their careers, researchers say. Achieving equality, they argue, will require not just preparing girls for paid work, but also teaching boys to do unpaid work.”

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Whether a Husband Identifies as a Breadwinner Depends on Whether He Respects His Wife’s Career — Not on How Much She Earns

From Harvard Business Review authored by Erin Reid:

“An economic mystery of the last few decades has been why more women aren’t working. A new paper offers one answer: Most plan to, but are increasingly caught off guard by the time and effort it takes to raise children.

The share of women in the United States labor force has leveled off since the 1990s, after steadily climbing for half a century. Today, the share of women age 25 to 54 who work is about the same as it was in 1995, even though in the intervening decades, women have been earning more college degrees than men, entering jobs previously closed to them and delaying marriage and childbirth.

The new analysis suggests something else also began happening during the 1990s: Motherhood became more demanding. Parents now spend more time and money on child care. They feel more pressure to breast-feed, to do enriching activities with their children and to provide close supervision.

A result is that women underestimate the costs of motherhood. The mismatch is biggest for those with college degrees, who invest in an education and expect to maintain a career, wrote the authors, Ilyana Kuziemko and Jenny Shen of Princeton, Jessica Pan of the National University of Singapore and Ebonya Washington of Yale.”

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The Costs of Motherhood Are Rising, and Catching Women Off Guard

From The New York Times authored by Claire Cain Miller:

“An economic mystery of the last few decades has been why more women aren’t working. A new paper offers one answer: Most plan to, but are increasingly caught off guard by the time and effort it takes to raise children.

The share of women in the United States labor force has leveled off since the 1990s, after steadily climbing for half a century. Today, the share of women age 25 to 54 who work is about the same as it was in 1995, even though in the intervening decades, women have been earning more college degrees than men, entering jobs previously closed to them and delaying marriage and childbirth.

The new analysis suggests something else also began happening during the 1990s: Motherhood became more demanding. Parents now spend more time and money on child care. They feel more pressure to breast-feed, to do enriching activities with their children and to provide close supervision.

A result is that women underestimate the costs of motherhood. The mismatch is biggest for those with college degrees, who invest in an education and expect to maintain a career, wrote the authors, Ilyana Kuziemko and Jenny Shen of Princeton, Jessica Pan of the National University of Singapore and Ebonya Washington of Yale.”

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This Working Mom Created an Easier Way for Women to Deal With Breast Milk While Traveling

From TIME authored by Kate Torgerson:

“Milk Stork started on Mother’s Day in 2014 with two gallons of breast milk and a four-day business trip.

It was my first time away from home since returning from maternity leave, and I couldn’t figure out how I was going to supply my 8-month-old twins with breast milk. The twins and I had endured countless challenges with breastfeeding — latching issues, tongue ties, slow weight gain and nursing strikes. I didn’t want a business trip to derail all of our efforts. At the same time, professionally, I wanted to be back in action. It wasn’t the most important commitment of my career, but I knew that if I didn’t step up and shine, someone else would.

The trip was set for early June, and my twins were consuming half a gallon of breast milk each day. In order to feed them while I was gone, I would need to pump two additional gallons of breast milk before I left. I would also have to keep pumping while I was away, and somehow store another two gallons of milk in my hotel mini-fridge. The math alone overwhelmed me. But I was committed, so in the days leading up to my voyage I added incremental pumping sessions to my already busy schedule. I went from pumping every three to four hours for 20 minutes at a time to pumping every couple of hours. Then, while I was gone, I continued to pump relentlessly around the clock to maintain my milk supply and ability to lactate — all between business meetings. I also somehow managed to cram all of the milk I pumped into my tiny hotel fridge.

On the last day of my trip, I packed a soft cooler with four gallon-sized Ziplocs filled with ice to transport the milk. (It was too much to cool with a couple of frozen gel packs.) At the airport, I lugged my 25-plus pound, sloshing, dripping carry-on with milk, along with my purse, breast pump bag and suitcase to the TSA line. Then I endured an embarrassing inspection process, which required opening all of the milk containers and explaining (read: justifying) why I had “so much breast milk.”

Once I was through security, I ran to the nearest bathroom to drain the excess water out of the ice bags and rushed to the nearest bar to replenish the bags with fresh ice. I barely made my flight. On the plane, I continually checked on my stash out of fear that my milk wasn’t cold enough or the Ziplocs were leaking.”

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The bus tours tackling the workplace gender gap one city at a time

From Fast Company authored by Lydia Dishman:

“Ariana Schoenholz did what a lot of college grads only wish they could do: land a dream job less than three months after getting her diploma. The offer came after she did a bus tour with an organization called GenHERation, which is designed to expose young women to female leadership and career opportunities they might not otherwise get to experience.

She was faced with a dilemma that will sound familiar to new graduates. “My career ambitions have always been to find a job where I can be financially successful while also enjoying the work that I am doing,” says Schoenholz, who graduated from Emory University in May 2018.

“Some people have tried to tell me that having both is impossible,” she adds, “but I have always been determined to find that job.” As a self-professed extrovert who loves spontaneous interactions, Schoenholz thought that a career in sales could provide the best fit.

“I honestly didn’t know what to expect,” she confesses, but looking on LinkedIn, she soon realized there were plenty of potential positions that could suit. Yet sometimes, having choices across industries like you would in sales makes it tough to narrow down to one. That’s where GenHERation’s Discovery Days tour came in.

The bus currently goes to 10 cities (with plans to add more soon) during the summer. It takes high school and college women on immersive day trips, where they visit a variety of innovative companies across a diverse range of industries. Each student signs on for one city. Once on the tour, they get to meet female executives, visit the offices, participate in skill-building workshops like doing mock interviews, and hopefully, like Schoenholz, use that time to network and get a job or internship.”

Read the full story by FOLLOWING THIS LINK

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Charlotte E. Ray’s Brief But Historic Career as the First U.S. Black Woman Attorney

From History authored by Erin Blakemore:

“Martha Gadley’s marriage was a nightmare. When her husband drank, he turned increasingly violent. One night, he used an ax to chop a hole in the floor and threatened to push her into the room below. He refused to bring her water when she was sick. When she left the house, he nailed up the entrance and put padlocks on the door.

Martha had had enough. She decided to file for divorce—a gutsy move for an illiterate black woman. But it was 1875, and the law cared little about domestic violence. Her petition was turned down and her case dismissed. So she took the unusual move of taking her divorce to a higher court—and found a champion in an equally unusual attorney, Charlotte E. Ray.

Ray wasn’t just any lawyer. She was one of just a handful of women who practiced law in the United States. She wasn’t just one of the first female lawyers, either: She is thought to be the country’s first black woman lawyer. In a vividly wordedpetition, Ray took Martha’s plea to the District of Columbia Supreme Court, and managed to score a rare victory on Martha’s behalf.”

Read the full story by FOLLOWING THIS LINK

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