Women's History Month
DiversityIncMEETING IN A BOXWomen’s History MonthFor All EmployeesFor Women’sHistory Month, weare supplying ahistoric Timeline of women’sachievements, Facts &Figures demonstrating women’sadvancement (and opportunities)in education and business, and ourcultural-competence series “ThingsNOT to Say,” focusing on women atwork. This information should bedistributed to your entire workforceand also should be used by yourwomen’s resource group bothinternally and externally as ayear-round educational tool.PAGE 1
DiversityIncMEETING IN A BOXWomen’s History MonthFor All Employees1 HISTORIC TIMELINEWe recommend you start your employees’ cultural-competence lesson on the increasing value of having women in leadership positionsby using this historic Timeline. It’s important to note how women’s roles have evolved, how flexible work arrangements allow morewomen to combine family and professional responsibilities, and how many glass ceilings still have not been shattered. The Timelineshown here illustrates significant dates in women’s history and major historic figures.?Discussion Questions for Employees What have been the most significant changes in women’s roles in the past 50 years? In the past 10 years?Ask the employees why they think there has been so much rapid change and, most importantly, if it’s enough. Have women talk abouttheir own experiences and men talk about the experiences of their wives, daughters, sisters and friends. Why are “firsts” important to note? What other barrier breakers have you witnessed in your lifetime?This is a personal discussion designed to help the employee note other barrier breakers historically. Cite Elizabeth Blackwell, MurielSiebert and female CEOs. Note: There are 25 women CEOs of Fortune 500 companies, including Virginia M. Rometty of IBM (No. 23in the DiversityInc Top 50). Other Top 50 female CEOs are Christi Shaw of Novartis Pharmaceuticals Corporation (No. 1) and BethMooney of KeyCorp (No. 47). Cathy Engelbert will become CEO of Deloitte (No. 11) on March 11.DiversityInc’s 25 Noteworthy Companies include two Fortune 500 women CEOs—Mary T. Barra of General Motors and Ellen J. Kullmanof DuPont. Debra L. Reed is CEO of Sempra Energy, one of DiversityInc’s Top 7 Utilities. 2015 DiversityIncPAGE 2
DiversityIncMEETING IN A BOXWomen’s History MonthFor All Employees2 FACTS & FIGURESAfter discussion of the Timeline, the next step is to review available data and understand areas in which women have made significantprogress in the United States but major opportunities remain. The data we have chosen to present here represent information ofrelevance to corporate America, such as education (available labor pool), business ownership, and progress in gaining executive andmanagement positions. Where applicable, national data are compared with DiversityInc Top 50 data, to show what progress theleading D&I companies are making.?Discussion Questions for Employees Why has it been so difficult to get girls and women into STEM (Science, Technology, Engineering and Mathematics) positions andwhat should schools and companies do to change that? What are the best ways to convince girls (early) of the benefits of math and science?To see how some tech companies are working on getting girls early, go to BestPractices.DiversityInc.com/women-tech-jobs. How do you get more women in your company interested in operational roles versus traditional support/staff roles? Why do you think women represent only 5 percent of Fortune 500 CEOs?To understand how important corporate culture is in defining a woman’s success, go to e-women. Who do you see as the leading female role models in your company?Have a higher-level discussion on what it takes to become a senior executive at your company, the role of resource groups andmentoring in supporting this, and what employees see as valuable ways to increase the pipeline. To understand ways to supportworking mothers, go to . Do women have different management styles than men? How is having a woman boss and/or mentor different?Use this teachable moment to honestly discuss different styles, including confrontation/criticism, self-promotion/branding anddecision making. For more information, go to BestPractices.DiversityInc.com/male-female-leader. 2015 DiversityIncPAGE 3
DiversityIncMEETING IN A BOXWomen’s History MonthFor All Employees3 THINGS NOT TO SAY TO WOMEN AT WORKOur popular “Things NOT to Say” series includes these interviews with four women leaders about offensive phrases they’ve heard inthe workplace and how best to respond to them to further cultural-competence education.?Discussion Questions for Employees What other phrases have you heard addressed to women and others from underrepresented groups?Discuss how these phrases and stereotypes impact office morale and productivity. For more information on this topic, go towww.DiversityInc.com/atwg-oxford-dictionary/ and www.DiversityInc.com/atwg-black-friends/. What role do you think the company should play when offensive comments occur?Have the employees talk about under what circumstances they would report offensive comments and what they believe the companyshould do. Get advice from DiversityInc CEO Luke Visconti at www.DiversityInc.com/atwg-offensive-language. After today’s lesson, what would you do if you overheard a colleague make one of these comments?Continue the discussion with each employee having a plan of action on how to address offensive language.NEXTMONTH 2015 DiversityIncAsian American and Pacific Islander Heritage Month for all employees and GlobalDiversity for D&I staff, global HR, talent-acquisition and communications staff,employee-resource-group leaders and diversity-council members.PAGE 4
DiversityIncMEETING IN A BOXWomen’s History MonthFor All EmployeesTimeline1789183718371839 2015 DiversityIncMississippi becomes first stateto grant married women right tohold property in their own names,independent of their husbandsMiriam Ferguson (Texas) and NellieTayloe Ross (Wyoming) become firstwomen elected governor1932Amelia Earhart becomes first womanto fly solo across Atlantic1932Hattie Caraway of Arkansas becomesfirst woman elected to Senate1933Secretary of Labor Frances Perkinsbecomes first woman CabinetmemberCatherine Brewer becomes firstwoman to receive a bachelor’sdegree, from Georgia Female College(now Wesleyan College) in Macon, Ga.1934Lettie Pate Whitehead Evans isfirst woman to serve on board ofdirectors of major corporation, TheCoca-Cola Company1843Isabella Baumfree takes the nameSojourner Truth and goes on tobecome a famed abolitionist andwomen’s rights activist1938Fair Labor Standards Act establishesminimum wage without regard togender19551848First women’s rights conventionis held in Seneca Falls, N.Y., tosign the Declaration of Rights andSentimentsFirst lesbian organization in U.S.,Daughters of Bilitis, is founded1963Equal Pay Act is passed by Congressto close gender pay gap1963Betty Friedan’s The FeminineMystique is published1964Title VII of Civil Rights Act of 1964prohibits employment discriminationon basis of race, color, religion,national origin or sex1967Muriel Siebert becomes first womanto own a seat on the New York StockExchange18491972Oberlin College in Ohio becomes firstcoeducational college in the U.S.1924184018431967U.S. Constitution is ratified. Theterms “persons,” “people” and“electors” allow for interpretationof those beings to include men andwomenElizabeth Blackwell becomes firstwoman to receive a medical degree,from Geneva Medical College (nowSUNY Upstate Medical University inSyracuse, N.Y.)1869First women’s suffrage law ispassed, in territory of Wyoming1872Susan B. Anthony is arrested fortrying to vote1872Victoria Claflin Woodhull becomesfirst woman Presidential candidate,for the Equal Rights Party1972Title IX bans gender discriminationin federally funded educationprograms1916Jeannette Rankin of Montanabecomes first woman elected toCongress1972Katharine Graham of The WashingtonPost Co. becomes first woman CEOof a Fortune 500 company192019th Amendment gives women rightto vote1972Shirley Chisholm becomes first majorparty woman Presidential candidatePAGE 5
DiversityIncMEETING IN A BOXWomen’s History Month1973In Roe v. Wade, Supreme Courtprotects woman’s right to terminatepregnancy1977Secretary of Housing and UrbanDevelopment Patricia Harris becomesfirst Black woman Cabinet member1978Pregnancy Discrimination Act prohibitsdiscrimination “on basis of pregnancy,childbirth, or related medicalconditions”1998Supreme Court rules that employersare liable for workplace sexualharassment1999Eileen Collins becomes first woman tocommand shuttle missionSecretary of Labor Elaine Chaobecomes first Asian woman CabinetmemberFor the first time, more women thanmen receive bachelor’s degrees2007Nancy Pelosi becomes first womanSpeaker of the HouseIn Roberts v. United States Jaycees,Supreme Court prohibits publicorganizations from refusingmembership to someone because ofgender2008Hillary Clinton becomes only FirstLady to run for President2009President Obama signs into law theLilly Ledbetter Fair Pay Act, intendedto reduce the pay gap between menand womenSandra Day O’Connor becomes firstwoman Supreme Court justice198219841987Small Business AdministrationAdministrator Aida Alvarez becomesfirst Latina to hold Cabinet-levelposition2001198119841997Geraldine Ferraro becomes firstmajor-party woman Vice Presidentialnominee2009Sonia Sotomayor becomes first LatinaSupreme Court JusticeCongress declares March as NationalWomen’s History Month2014General Motors becomes largestcompany with a woman CEO(Mary Barra)1990Dr. Antonia Novello becomes firstwoman (and first Latino) U.S. surgeongeneral1993Family and Medical Leave Act providesjob protection and leave for family,medical issues1993Janet Reno becomes first womanAttorney General1994Gender Equity in Education Actestablishes programs to trainteachers to treat boys and girlsequally1997Madeleine Albright becomes firstwoman Secretary of StateFor All Employees199020012014Sources: Bureau of Labor Statistics, Catalyst, Infoplease.com, Women’s International Center 2015 DiversityIncPAGE 6
DiversityIncMEETING IN A BOXWomen’s History MonthFor All EmployeesFacts & lion210.6million(50.8% of total population) (50.1% of total population)*ProjectedChristi ShawNovartis PharmaceuticalsCorporation (No. 1)Cathy EngelbertDeloitte (No. 11)Beth MooneyKeyCorp (No. 47)Virginia M. RomettyIBM (No. 23)Effective March 11Median AgeWomen38.9 YEARSMen36.2 YEARSBUSINESSWomen in ManagementU.S.38.8%DiversityInc Top 5042.0%Women’s Earnings as aPercentage of Men’s90%80%71.5%70%Women in Senior sityInc Top 5029.3%40%1973199320032013Women Who Earn MoreThan Their Spouses50%Women on Boards of Directors38.1%40%30%Fortune 500198328.6%31.9%20%16.9%10%DiversityInc Top 50 2015 DiversityInc23.9%199220022012PAGE 7
DiversityIncMEETING IN A BOXWomen’s History MonthFor All EmployeesFacts & FiguresEDUCATIONBachelor’s Degrees Awarded (2013)Master’s and Doctoral Degrees Awarded (2013)WomenWomen1,052,933 (57.7% of total)Men540,110 (58.3% of total)Men787,231 (42.3% of total)386,679 (41.7% of total)Age 25 and Up With At Least aHigh School DegreeAge 25 and Up With at Least aBachelor’s 9%Sources: DiversityInc, Bureau of Labor Statistics, Catalyst, Equal Employment Opportunity Commission, National Center for Education Statistics, National Committee on Pay Equity, U.S. Census Bureau 2015 DiversityIncPAGE 8
DiversityIncMEETING IN A BOXWomen’s History MonthFor All EmployeesThings NOT to Say toWomen at WorkBefore you make that “harmless” little comment to the woman in the next office, take alook at things women leaders tell us are absolute no-no’s in the workplace.1Terms of “endearment” such as“sweetie,” “hon” or “cutie.”This is when a term of endearmentbecomes anything but endearing. Inthe workplace, such language can beinterpreted as degrading or belittling.2“You’ve lost weight” or “You lookso much better.”Women as well as men may enjoycompliments on their looks. But sayingthis to a female coworker or executive atan inappropriate time can make femalecoworkers feel as though their skillsand work are not taken seriously—thatmale counterparts are focusing only ontheir looks. Comments on weight and/orphysical appearance should not be madeto anyone in a business setting, as theyimply a level of personal familiarity. Theyalso suggest the person was fat or lookedbad before. And the person might have anundisclosed illness, which would obviouslymake the comment even more rude.4“Is it that time of the month?”or “She’s so emotional.”There’s a preconceived notionthat women cannot handlestress and tend to get too“personally invested” intheir work. Dr. Ella Bell,Associate Professor ofBusiness Administrationat the Tuck Schoolof Business atDartmouth, speaksvery passionately abouther work. As such,she immediately tookoffense when a seniormale colleague said toher: “You sure wearyour heart on yoursleeve.”Bell3Any kind of sexual comment.Not only do sexual innuendos andderogatory terms like “honey” make thefemale employee on the receiving endfeel embarrassed and offended, theyalso create a problem for the rest of theworkplace environment. Think your topwomen employees will stick around if theyknow a company does not promote andenforce equal respect? 2015 DiversityIncPAGE 1
MEETING IN A BOXWomen’s History Month“For All Employees“DiversityIncYou aren’t as aggressive with yoursubordinates as you should be. You needto be more forceful and tougher.That “ticked me off because I alwaystry to be concrete. I interpreted it as mywork wasn’t making intellectual sense,”recalls Bell. “I did pull him over on theside afterward and explained how it mademe feel and that it was inappropriate.”Bell notes, however, that she washesitant to speak up at first as she didnot want to draw more negative attention.When a female executive is forcefulor aggressive, she can be received ina negative way, but a man in the sameposition is perceived as doing his job.One of the ways that negativity can beexpressed is by attributing the behaviorto hormonal changes. It is neverappropriate to comment on a femalecoworker’s menstrual cycle or hormones.But how should a woman deal with thesituation if she is the recipient of such acomment? Bell suggests that women findevidence of a male employee behavingthe same way, which can help generateawareness for this common stereotype ofwomen.5“You aren’t as aggressive withyour subordinates as you shouldbe. You need to be more forceful andtougher.”“These are code words for being more‘manly,’” says Barbara Frankel, SeniorVice President and Executive Editor ofDiversityInc. “There are many differentsuccessful styles to manage people. Whatmatters is results and that the manager’sstyle is inclusive and in keeping with thecorporate culture.” 2015 DiversityInc6“You only got the job becauseyou’re a woman.”Suggesting to a woman that she’sexcelled in her career because of genderis disrespectful. But unfortunately, Bellsays this is a common occurrence,and that it’s common for those inthe academic world to feel they must“justify” picking a woman over a man.“When a woman gets tenure you’ll hearothers—including women—say, ‘Shereally wasn’t that good but they reallywanted to keep her,’ or, ‘She shouldn’thave made it but ,’” explains Bell.“You never hear that with the men.”“After a while it rolls off your back.Your skin toughens so that when youhear comments, you can then approachthe situation in a constructive way,”she says.Elizabeth Vazquez, CEO of WEConnectInternational, a nonprofit fosteringglobal business empowerment forwomen, says that globally there existsa perception that women do not havebusiness savvy—this includes the abilityto grow a company to a significant sizeand be a very successful businessowner. “The public perception createsa cultural barrier for women who do notconsider business ownership [or seniormanagement] as a viable option, and itcan also make it harder for women to getthe support they need from their familiesand communities,” she explains.To change this dynamic, Vazquezstresses the need to promote women’ssuccess stories in business, includingLeeVazquezPAGE 10
MEETING IN A BOXWomen’s History Month““DiversityIncDo you really want that promotion?You’ll never see your kidshow they did it, what barriers theyovercame, and the impact it has had ontheir lives and the lives of their families,communities and industry sector.family status changed or his significantother’s job status changed. But manybosses think it totally appropriate to askwomen the same thing.78“Do you really want thatpromotion? You’ll never seeyour kids.”There still exists an unspoken beliefthat a woman executive will not be ableto put in the same hours as a man.People assume she won’t be able towork more than 40 hours per week if shehas a family or she’ll have to keep herchildren, not work, as the priority. This isa fatal error in judgment, especially forcompanies looking to improve genderdiversity among their senior executives.Don’t be quick to assume that awoman employee doesn’t value or wantto pursue a high-profile executive careerbecause she has (or wants) childrenat home. In fact, a woman who cansimultaneously manage the demands ofleading a team with the responsibilitiesof a busy family life demonstratesexceptional skill.Similarly, you should never ask awoman, “Do you want to keep workingnow that you’re [married, divorced,pregnant, your husband/partner isrelocating, your husband/partner isretiring]?” according to an anonymousfemale executive. You wouldn’t ask aman if he wanted to keep working if his 2015 DiversityInc“You do that so well for a girl.”Even jokingly, the phrase impliesthat women are inferior to men andreinforces dated stereotypes. It alsodiscourages many young women fromactively pursuing interests in traditionallymale-dominated industries, includingSTEM (Science, Technology, Engineeringand Math) fields. Any conversation thatimplies that a woman—or any individualfrom any group—is “less than” isinappropriate. For an inspiring story,read about Wells Fargo Executive VicePresident Michelle Lee’s experienceas the only Black woman in her bank’sleadership-training program (www.DiversityInc.com/michelle-lee).For All EmployeesMORE THINGSNOT TO SAY“You look thin. You shouldeat more.”Calling your boss or asnarky female coworkerthe B-word.“You aren’t one of thosefeminists, are you?”“Why aren’t youmarried yet?”“Men and women aretreated equally. What areyou complaining about?”“You’re being irrational.”9“Are you pregnant?” or “When areyou due?”While your intentions here may just bebased on goodwill and a little curiosity,this can be a sensitive question to askANY woman, at work or outside of theoffice. Assume it’s none of your businessunless a coworker decides to bring it upon her own. If you are discussing familiesand children, you may ask, “Do you havechildren?” but it’s up to the other personhow much they want to reveal and when.PAGE 11
Women's History Month. For All Employees. F. or Women's History Month, we are supplying a historic Timeline of women's achievements, Facts & Figures demonstrating women's advancement (and opportunities) in education and business, and our cultural-competence series "Things NOT to Say," focusing on women at work. This information .
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women's history by virtually visiting the Maryland Museum of Women's History. Click Here Women's History Month 2021 Resources Monday Celebrate Wom en's History Month with the National Women's History Museum! Make plans to attend t his special film scr eening of And She Could Be Next (episode 2), inc luding live q&a with the filmmakers .
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What is Black History/African American History Month and why do we celebrate it? Black/African American History Month is an annual month-long celebration in February, of achievements by Blacks or African Americans and a time for recognizing the central role of Blacks in U.S. history. Black History Month is
The history and accomplishments of women should be integrated throughout the school year. Although Women’s History Month takes place during the month of March, it is important to keep in mind and acknowledge that, like other groups that comprise U.S. society, the history of wo
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Women’s History Month VOLUME 1, ISSUE 3 The 1st Cavalry Division Res-olute Support Sustainment Bri-gade (1CD RSSB) held a Wom-en’s History Month Observance at Bagram Airfield, Afghani-stan, March 26. Women’s History month is a time to recognize and celebrate the lives and contributions of American Women. The theme
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