Some days it’s hard to be a woman and appreciate the law.
Let’s take a recent incident in Iowa, for example.
For an entire decade a man enjoyed the hard work of his female subordinate. Ten years the two worked side-by-side in a dental office without incident. But, following a midlife crisis, failure in his own marriage, or some other unprovoked change of heart, the boss suddenly finds his assistant too attractive to be around. He promptly fires her.
“Dr. Knight said I couldn’t work in the office, because he was becoming attracted to me, and not able to focus on his family, and his family life… I instantly broke down in tears. All I remember is just sitting there, and not able to get up, telling him that I love my job,” explains Melissa Nelson in an interview with “20/20” correspondent Paula Faris, reports ABC News.
A lawsuit was filed on the grounds of wrongful termination due to gender.
Dr. James Knight, the dentist in question, doesn’t agree with Nelson’s claims. Although he doesn’t deny the sexual advances through text message or other incidents, his attorney told ABC News: “… she was not terminated because of her gender, but to preserve the best interest of his marriage.”
Sadly, the Iowa Supreme Court agreed with Knight. The most sympathy they could utter was that Nelson’s one month’s severance pay was “ungenerous” but his actions, legal.
This outcome is less surprising when we consider the justices, David, Daryl, Brent, Bruce, Edward, Thomas, and Chief Justice Mark. More than their verdict, there’s another commonality among these lawmakers—they’re all men.
See, it’s hard to keep track of the whims of men these days.
For every dollar men earn, women still earn just 77 cents. Nonetheless, the majority of Congress is unconcerned.
The Senate was six votes shy of passing the Paycheck Fairness Act this year. Why? Republicans argued that discrimination based on gender is already illegal, and feel their hands are tied to do anything more. If those laws worked for women like Nelson, then that would be true.
What’s sad is that these unjust cases of discrimination or sexual harassment are not new.
Bloomberg Businessweek admitted that an unpaid intern that is not legally considered an employee, and thus cannot sue for sexual harassment in the workplace:
“This discrepancy’s not new: Unpaid interns aren’t covered by Title VII of the 1964 Civil Rights Act, and while local laws can protect them, New York’s state and city laws do not.” In many states, it seems the law does not favor female subordinate employees. But, life’s even harder on female bosses.
Only 4.6 percent of public companies have female CEOs.
“The United States, once a world leader in gender equality, now lags behind other similarly wealthy nations in women’s economic participation. In the two decades from 1990 to 2010, our country fell from having the sixth-highest rate of female labor-force participation among 22 Organisation for Economic Co-operation and Development, or OECD, countries to 17th on the list,” writes Michelle Patterson, Founder and President of The California Women’s Conference and President and CEO of Women Network.
An astounding 46 percent of Russia’s leadership roles are held by women, 24 percent in Europe, and 31 percent in Turkey. These numbers are significantly higher than North America’s mere 18 percent, according to Career Bright’s article on the marginalization of professional women.
On a list of 200 companies with a workforce of over 1,000 employees, a survey by Glassdoor found only 2 companies with female bosses ranked high on employee approval of CEOs. Forbes, who reported on the survey, asks pertinently: “Do We Hate Female Bosses?”
Well, do we?
Some blame confidence. Men are just more confident in leadership roles.
If that’s true, it’s not at all surprising why—given all the legal cards stacked against a women: Don’t look too attractive, don’t look too ugly, don’t be “bossy” or “bitchy” yet still command your subordinates with authority…
How could any woman balance such a heavy double standard?
If there’s one thing a woman in the workplace can do to be taken seriously, it’s speak up—more often and more assertively. Like this blog post. Like today at work.
Are you too nice, too modest or way too quiet when it comes to saying and getting what you want in the workplace? Do you assume the blame when things go wrong? And what about when things go right? Do you credit other people, good luck or circumstances for your success?
You’re not alone. In fact, a recent survey found that half of women managers admitted to feelings of self-doubt about their performance and career, but only 31 percent of men reported the same.
Condescending colleagues, gender bias, and stereotypes can make it hard for women to take credit when it’s due, or steer the company ship with confidence. But a woman’s actions, assertiveness and communication skills—or lack thereof—could also be sabotaging her career.
So, take The Center For Competitive Management’s audio course Friday, July 11, 2014 from 11AM to 12:15pm EST: The Smart Woman’s Guide to Confident, Assertive Leadership.
While it will likely take more time to convince lawmakers that effort and work ethic, not the sexual desires and whims of men, should take priority in the workplace, it doesn’t take much for a woman to ask for promotions, initiate salary negotiations, speak up at meetings, manage subordinates productively and successful manager, and master guiltless self-promotion with gusto.