Strategy 1: Explode the Myths
Many women have been discouraged from "going for the top"
by a set of myths that women are not suited for top management or that
the problem is being solved gradually. These myths work to keep women
in their place and to justify the lack of progress for women. Worse
yet, these myths often place blame on women rather than sex discrimination.
We must explode these myths. Constantly challenge stereotypes about
women in business. Recognize how they are keeping women "in their
place." Some ideas in the preceding "Myths about Women in
Business" section may help.
Be creative. Write an opinion piece for your local newspaper or professional
publication and ask feminist reporters to uncover the myths perpetrated
about women in business. (See additional media strategies discussed
below.)
During board of director and annual stockbolder meetings, in professional
conferences, and at seminars sponsored by your business, raise the issue
of the under-representation of women and confront and undermine the
assumptions.
Organize a workshop at your next professional conference or forum
for your industry focused specifically on exploding myths and developing
strategies to break the glass ceiling. Reproduce and distribute copies
of the "Myths" section of this report.
Strategy 2: Push for Gender Balance
The more women in business senior management, the greater the chance
of increasing the number of feminists in decision-making positions.
And the more feminists in leadership positions, the better conditions
for all working women.
To guarantee equal numbers of women in decision making positions in
business, the Feminist Majority Foundation encourages gender balance
rules. Gender balance laws and rules are a bold new strategy for women's
equality. They are being used to require the appointment of equal numbers
of women and men to public boards, commissions, committees, and
councils at the state and local levels of government. Already, five
states have passed gender balances laws and resolutions, and at
least fifteen additional states have introduced or bave plans to introduce
gender balance measures.
Even if gender balance rules are not immediately adopted, raising
the issue will call attention to the severe under-representation of
women in decision-making positions in business. Gender balance rules
are working in the public sector why not the private sector?
Even if gender balance rules are not immediately adopted, raising
the issue will call attention to the severe under-representation of
women in decision-making positions in business. Gender balance rules
are working in the public sector why not the private sector?
The key is to target corporate boards and decision-making positions
where women are underrepresented. When staff project teams are put together,
be sure that there is a 50/50 representation of women and men.
In addition, work for gender balance rules that apply to all committees,
boards, and elected otticer positions for your professional and industry
associations, Chambers of Commerce, and unions.
Strategy 3: Organize with Other Feminists
Join or (if none exist) Organize a Feminist Caucus in Your Professional
or Business Organization. Have the caucus introduce a resolution
highlighting the discrimination women executives continue to face in
the field and calling on all members of your professional group to implement
plans to bring equal numbers of women and men into senior management
and on corporate boards.
Join or (if none exist) Organize a Feminist Network Inside Your
Company. Meet with other feminists to develop direct action strategies
aimed at dramatically increasing the number of women in corporate board
positions and upper management ranks. Organize, organize, organize --
recruit other feminists everywhere.
First, get the facts. Determine what percentage of senior management
positions are held by women. Use the facts to organize. Determine which
government laws or regulations - state, federal, or local - protect
employees in your company from discrimination. Use them.
Second, meet with top management to challenge the under-representation
of women in senior management or on your corporate board. Present ideas
and strategies for dramatically increasing the numbers of women in senior
positions at your company with the goal of achieving a management team
with gender balance and racial and ethnic equity. Include policies on
executive recruiting, hiring, promoting, training, and development.
Establishing goals and timetables are critical - plan regular meetings
with top management to assess progress and to keep the pressure on.
Third, use alternative or "zap" tactics to draw attention
to the inequities and to raise consciousness. For example, in elevators
and stairwells, post pictures of your corporate board and senior officers
out of the company's annual report with the caption, "What's Wrong
with this Picture?" Be creative. Use humor.
Enlist the Support of Feminists on the Board of Directors and Among
the Company's Stockholders. With them, push for a board resolution
or corporate by laws change to require gender balance on your Board
of Directors and a general policy requiring gender balanced management
ranks. In addition, work with them to compile your own gender-balanced
slate of nominees for the Board.
Reach Out to Other Feminist Groups. Enlist the support and
tap the resources of feminist organizations, women's business groups,
and women students and faculty at business schools. (See the Resources
section in this kit.)
Strategy 4: Consider Legal Alternatives
Many women have turned to the courts with complaints of sex discrimination
and sexual harassment in the workplace. And, contrary to popular belief,
women are still winning lawsuits.
In a ground-breaking decision in 1990, a Federal district judge in
Washington ordered Price Waterhouse and Company to grant a partnership
to a woman who testified that negative sexual stereotypes prevented
her from receiving the promotion in 1983. After five years at Price
Waterhouse, Ann B. Hopkins had brought in more clients that the other
candidates for partnership, yet was told that because she was too "macho"
and "over compensated for being a woman," she would not receive
partnership. Her record and testimony convinced the Court that sex discrimination
was, in fact, in play.
In 1991, a Federal district judge in Philadelphia found Wolf Block
(a prominent law firm) guilty of sex discrimination in denying a woman
associate a partnership. The judge said that the firm had stricter standards
for women vying for partnerships than for men.
These cases serve not only to compensate women for sex discrimination
faced in the workplace, but they also force business to re-examine its
recruitment, hiring, and promotion practices. A list of resources for
implementing legal strategies can be found in the Resources section
in this kit.
Strategy 5: Use the Media
Press is integral to any campaign aimed at instituting change. Encourage
feminist media reporters to cover your actions and investigate conditions
in your company and others. Create a competition among local companies
to be the "best" for women executives.
Opinion pieces and articles should be submitted to and requested at
local newspapers, professional publications and trade journals. Suggest
that local television and radio talk shows devote a program to "Exploding
the Myths about Women in Business," or to "Breaking the Glass
Ceiling."
The general press - and feminist reporters in particular - should
be alerted to any specific action you are taking. Always remember to
take your story (and the statistics) to the press.
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