When President Trump and Melania Trump visited France this July, President Trump’s first action was to look First Lady of France Brigitte Macron up and down and pronounce her to be “fit.” Trump said to her, “You’re in such good shape.” He then turned to the President of France, Emmanuel Macron, and said, “She’s in such good physical shape. Beautiful.” Clearly uncomfortable, Brigitte Macron grabbed Melania’s arm and stepped back away from Trump. This incident was broadcast live around the world.
What message does it send when the American President treats the First Lady of France like a sex object?
Many women and men are still wary of working together when their work requires them to have one-on-one meetings or to travel together for business. New research reported by Claire Cain Miller of the New York Times reveals that almost two-thirds of the 5,282 registered voters surveyed by the New York Times say, “People should take extra caution around members of the opposite sex at work.” Miller notes that these results also partially explain “why women still don’t have the same opportunities as men. . . . They [women] are treated differently.”
First, the good news: dozens of women have been speaking out about sexual harassment in the workplace in recent months, bringing their upsetting experiences into the light and out of the shadows after a long period of silence about this issue in organizations. Understandably, women have been coming forward slowly either because of pressure to stay silent or justifiable fear of negative consequences to their careers. Gretchen Carlson spoke out at Fox News and brought about the firing of Roger Ailes and Bill O’Reilly, and other women gained courage from her example to tell their stories of sexual harassment at Fox.
I grew up in a family of entrepreneurs where my mother and many of my aunts were strong businesswomen. I am also an entrepreneur, perhaps because I had female role models, and I have always wondered—why don’t more women start businesses?
Claire Cain Miller of the New York Times agrees that something is wrong with the underrepresentation of female business founders. She notes that while women make up half the workforce and earn 40–50 percent of the degrees in business, science, and engineering, fewer than 10 percent of technology startups are founded by women, and only 36 percent of all US companies are owned by women. Also, many woman-owned businesses are small, employ only the founder, and earn less revenue than businesses founded by men, according to the census data.
“I do not feel that my years of experience are valued or respected by my boss or coworkers,” wrote an employee on an employee satisfaction survey that I recently administered for a client. Most of the employees of this organization are very young, with only a few older workers below the executive level. This comment surprised both me and my client, but I recognized it as a symptom of the generational shift change taking place in the United States.
Equal Air Time for Women: Eliminate the Male-Pattern Rudeness of Manterrupting, Mansplaining, and Manologues
Many women were immediately angry when we saw Senators Kamala Harris and Elizabeth Warren interrupted, chastised, and cut off mid-sentence during US Senate hearings in recent weeks while their male colleagues were allowed to speak. As Renée Graham noted in the Boston Globe, “To be female is to be interrupted. By the time most girls reach their first day of school, they already know how it feels to be drowned out by a chattering group of boys.” It was so obvious to most women watching the Senate hearings that manterrupting was happening—why weren’t the men involved aware of their own rude behavior?
I just came across an interesting new study, reported in the Harvard Business Review (HBR), showing that companies run by male executives with female children rated higher on measures of corporate social responsibility (CSR), defined as “measures of diversity, employee relations, and environmental stewardship,” than is true for comparable companies led by men with no daughters. This means that male CEOs with daughters spend significantly more net income on CSR priorities than is true for other companies (unless the CEO is a woman, but more on this later).
Women, for the most part, just want sexual harassment to stop when it happens. But, as Claire Cain Miller of the New York Times reports, women (and it is mostly women who are harassed) rarely report sexual harassment for good reasons: fear of retaliation that can take the form of hostility from supervisors, bad references, or loss of opportunity when labeled as a “troublemaker.” This is not a small problem for women. Miller reports that an analysis of fifty-five surveys shows that close to 50 percent of women have experienced sexual harassment, but only one-fourth to one-third of people who have been harassed report it to a supervisor or a union representative. Only 2 percent to 13 percent file a formal complaint.
In 2005, the women of Liberia elected Ellen Johnson Sirleaf as the first female president of an African nation, and we can learn a lot by examining how they did it. In a recent article for the New York Times, Helene Cooper, a reporter who grew up in Liberia before immigrating to the United States in 1980, tells the story of how Liberian women got Sirleaf elected, highlighting valuable lessons for American women.
I love Spain and have spent a lot of time there for work and leisure travel. I was, therefore, particularly interested in an article by Raphael Minder in the New York Times reporting that women in Spain have achieved greater parity in their national parliament, the Cortes Generales, than we have made in the US Congress. Women make up 40 percent of the Spanish Cortes while, according to the Rutgers Center for Women in Politics, women hold only 19.4 percent of all seats in the US Congress.