As I was getting ready to write something about the book, I ran across Maloney’s July 29, 2008, appearance on Comedy Central’s Colbert Report. At first, I thought I would just include it with other links, but the more I thought about it, the more it bothered me.
Is it really funny that women get fired for lactating?
Here’s a quote from Maloney’s book.
I also heard numerous stories about difficulties in the workplace, including one woman whose male colleagues mooed outside the door as she expressed milk to take home and another woman being banished to do so in her car across the street from her office.
I didn’t laugh once while reading her book, but maybe I missed something. Exactly which issue that she wrote about was funny? Rape? Domestic violence? Burkas? Breast cancer? Or maybe prostitution? That link goes to a 2007 feature in Prism magazine, which Maloney reprinted on page 246 of her book and said it made the strongest case against sex trafficking she had ever seen.
Depictions of prostitution in the media and popular culture (including the movie Pretty Woman) can be grossly misleading, even glamorous. In fact, street prostitutes are typically trafficked, exploited, battered, and often force-fed drugs by slavemaster pimps. This series of mugshots of street prostitutes, which documents their first arrest to their eighth, illustrates the reality of life on the street, which more closely resembles a descent into hell than a Hollywood movie.
Is that funny? If not, I’m confused about why one of the first places she went to discuss her book was Comedy Central.
I’ve written about the blurred lines between celebrity and politics. It’s as if something has shifted. Instead of looking back as former government officials (elected or not), they now have to prove they don’t take themselves too seriously while they’re in office, no matter how “serious” the positions they hold. They have to prove that they get the joke. Hey, they’re even in on the joke because so many things that happen in Washington are, well, a joke. Is that it?
Maybe I just don’t get the whole Inside the Beltway atmosphere. Is it really just a non-stop college kegger where everyone has to hit the beer bong and slam shots until they puke their guts out to prove they can keep up?
Maloney’s book is a fairly comprehensive list of women’s issues — what’s been done, what’s been undone and what still needs to be done. For those who regularly keep up on these issues, not much of the information is new, but it’s interesting to read about the issues from Maloney’s perspective as a policymaker.
She put a “take-action guide” at the end of each chapter, providing contact information for some of the groups and organizations working on specific issues. Her goal is to convince readers to do something, anything: “I hope to persuade you that any action in support of your beliefs matters, whether it is large or small, brief or time-consuming, successful or unsuccessful.”
She included women’s personal stories as well as her own story and a wealth of information from other sources.
She also included some of her own research and highlighted inconsistencies between cultural myth and everyday reality.
Maloney mentioned Morgan Stanley, which settled a class-action sex-discrimination case for $54 million and then another one for $46 million, yet it consistently appears on Working Mother magazine’s 100 Best Companies for Working Mothers list, a topic I have written about many times.
You might think that Morgan Stanley would work especially hard to eradicate sex discrimination after so costly [$54 million] an episode. But the firm settled another class action sex discrimination suit in 2007 for $46 million — bringing its overall sex discrimination price tag to an even $100 million. That sounds like a lot, but it only amounts to a few good days of trading.
Despite these incidents, Morgan Stanley has been cited numerous times by Working Mother magazine as one of the 100 Best Companies for Working Mothers. That makes me wonder how bad things are at other companies.
While she pointed out the inconsistency of the companies that appear in Working Mother with their employment track record, she listed in the take-action guide the National Association for Female Executives, which might be a perfectly fine organization. But it falls under the umbrella of Working Mother Media, which publishes Working Mother magazine, whose 100 Best list is — well, let’s just say I’m highlyskeptical of the wholething.
She also gave this example.
If you drive your Mitsubishi to the airport after filling its tank at Sunoco, board a Boeing-built plane for a United Airlines flight, use your Verizon cell phone service to call your spouse before you take off, and then bite into a Krispy Kreme doughnut, you’ve just enriched six household-name companies that have settled or lost sex discrimination cases and lawsuits in recent years.
Right. At least one of those companies — Verizon — makes Working Mother magazine’s 100 Best Companies for Working Mothers list year after year.
In the take-action guide at the end of the “Health Care That’s Always There” chapter, she recommended (among others) Dove’s Campain for Real Beauty as a way to “start health education early by teaching our young and teenaged girls about issues that affect them.” If you scratch the surface of Dove, you’ll find a wee bit of image manipulation of its own.
Unilever is the maker of Dove products (and major “research” funder), which are the basis for the Campaign for Real Beauty and its self-esteem education for young girls. Unilever also makes and markets Axe products, which exist in a parallel universe where the V.I.X.E.N.S. (Very Interactive Xtremely Entertaining Naughty Supermodels) and Bom Chicka Wah Wahs don’t have “real beauty” or self-esteem issues.
In “The Pretty Woman Myth” chapter, Maloney wrote about misleading portrayals of prostitution in popular culture and mentioned that the Academy Award for Best Original Song in 2006 went to ‘It’s Hard Out Here for a Pimp,’” whose lyrics include:
Wait I got a snow bunny, and a black girl too
You pay the right price and they’ll both do you
That’s the way the game goes, gotta keep it strictly pimpin
Gotta have my hustle tight, makin change off these women, yeah
I remember when that happened, thinking, what?!? There was George Clooney, smugly patting himself on the back for Hollywood being “out of touch” for “giving Hattie McDaniel an Oscar when blacks were still sitting in the backs of theaters.” That was in 1939. Just how long was it, dear George, until the next black person was so honored? That would be 1948, then 1964, then 1982, then 2002. And just how far has Hollywood come, George, by glorifying “the black man” … as a pimp, not to mention portraying women of all colors as simply a venue for making money? Hollywood’s out of touch, George. Ya think?
Which brings me back around to the Comedy Central appearance.
If it’s a matter of reaching a younger audience? C’mon, they deserve more credit than that. It’s not only “the kids” watching Comedy Central, and “the younger audience” is watching much more than just Comedy Central. And there are tons of young, vibrant, intelligent voices on the Internet. Dust off the mouse and start clicking.
Besides, there’s not a damn thing that’s funny about this book. Just like the issues Maloney discusses in the book — the media and popular-culture myths that harm the efforts to improve the lives of real people — Maloney’s Comedy Central appearance did nothing but belittle and mock some very serious societal issues. The people behind the stories about sex discrimination, prostitution and unacceptably high infant-mortality rates (to name just a few) deserve much more than to become the butt of a comedian’s joke.
Aviva and Devra are in da house! Merry Christmas Ya’ll! Maybe you aren’t expecting a holiday greeting from the Two Jew Crew, but when Becky asked if we would guest blog, we requested Christmas. Why? Because we knowYou Peopleour Christian mishpuka should be able to spend time with their families, so we shall work today so you don’t have to! (So when Rosh Hashana and Yom Kippur roll around return the fave. K?)
Jews and Chinese Food. Add Christmas to the mix and you get a Holy Trinity representing a Trifecta of Treyf. Why is this night different from any other night? Why on this night do Jews eat at Shun Lee instead of at home? From Christmas Eve to Christmas Day Jews are making their Kung Pao pilgrimages. Even Working Mother Magazine Jews can’t tell you where this longstanding holiday observance originated, we only know it’s tradition. It’s how we roll. Everyone should know more about Jewish holiday observances beyond, “They tried to annihilate us. We survived. Let’s Eat!” If Becky where here, she would no doubt be calling out the people striving to be our nation’s leader to tell us why Jews eat Chinese food On Christmas.
Hillary should know. Fred Thompson may have the secret. Is Barack is just one consonant away from unlocking the mystery? Oh hell. Move over politics! Let’s dish…
Believe it or not, the combination of Jews and Chinese food is an ancient custom – OK, not biblical ancient nor is it an Ancient Chinese Secret, but it does appear to go back to the late 1800’s – no putzing around!
Fast forward a few hundred years and it is still generally true. Chinese food does not include dairy products. The fear of mixing a little dairy with your meat isn’t an issue. (You say, ”Pork!” We say, “Kosher house, not Kosher stomach.”) Look, Chinese food became a status symbol for our people during The Depression – immigrant Jews who ate out at Chinese restaurants identified themselves and others as being chic and sophisticated-why should we want to change that practice? Is it so terrible? Who does it hurt? Don’t you want your mother to be happy?
Nowadays, you can find many eateries willing to open their doors to make a buck on Christmas, and you can find quite a few folks who would rather buy a meal instead of cook one. However, it wasn’t so long ago, Chinese restaurants were about the only option for eating out on Christmas day. Another bonus to Chinese food on Christmas is the holiday repast is available before or after the matinee. Just because Christmas is not a Jewish holiday, does this mean no Jewish observance? Feh. Whatever your observance, we wish you Good Fortune and a very Merry Christmas!
One signed copy of The Ghost in the House: Motherhood, Raising Children, and Struggling with Depression by Tracy Thompson is on the way. Thanks, Rhonda, and thanks to everyone who played along. Big thanks to Tracy, too.
Remember how Working Mother “teamed up with” Medela to sell more breast pumps make sure companies support breastfeeding employees? Well, Working Mother also is “in partnership with” Kraft Foods Inc. to sell diet food offer employees “nutritious food.”
Kraft (a “100 best” company and major advertiser) and Working Mother held the “first-ever Office Kitchen Takeover” at SC Johnson’s corporate and manufacturing facilities in Racine, Wis. (SC Johnson is a “100 best” company and major advertiser.) They stocked the company’s kitchen for a day with Kraft’s South Beach Diet prepackaged foods on Sept. 18, 2007, for a captive audience of some 2,500 employees.
“SC Johnson is on our ‘100 Best Companies’ due to its family-oriented culture and its commitment to helping employees strike a good work/life balance,” says Tammy Palazzo, Vice President of Research and Women’s Initiative, Working Mother Magazine. “The South Beach Diet(R) Office Kitchen Takeover awards the company even further by providing healthier food options for busy employees — from the convenience of their own office cafeteria.”
Touted as healthy, convenient, nutritious and delicious, the South Beach Diet is a weight-loss plan, according to Kraft’s own press release, with three phases that couldn’t possibly have been implemented in one day. What’s next? Weekly weigh-ins?
If they were really interested in providing employees with healthy snacks, why not “take over” the kitchen with baskets of fruits, vegetables and nuts? But where’s the selling point in that?
Not only does Working Mother offer its 2.2 million readers as a target audience for advertisers, it now uses employees of “100 best” companies/advertisers as a captive target audience.
What a teleconference! Oh, the things they plan to do! For you!
Paid family leave?
Paid sick leave?
Paid vacation days?
Portable, affordable health insurance?
High-quality, affordable childcare and preschool?
:::Shh! Hear that? That’s the sound of corporate executives across the country having a collective heart attack.:::
Nah, not really. The teleconference was a platform for Working Mother to roll out its latest venture: to give “best of congress” awards every two years (starting in September 2008) to members of Congress “in recognition of their leadership in improving the quality of life for working families.”
But I’m jumping ahead. Here’s what happened.
Donna Klein, who earns $200,000 a year as founder and CEO of Corporate Voices, read her welcoming remarks and said we would hear from Rep. Deborah Pryce, R-Ohio, Working Mother Media CEO Carol Evans and Jami Taylor, a mother and activist. Klein tossed out some statistics — that the American workforce was under increasing pressure to meet the goals of a global economy and that childcare-related absences cost business $3 billion a year. (The $3 billion a year is a statistic from 1991 by an organization, Child Care Action Campaign, that apparently no longer exists.)
She mentioned that more than 30 bills dealing with family issues — FMLA, childcare-subsidy increases, workplace flexibility, etc. — were before Congress. She gave statistics about breastfeeding and encouraged working mothers to “advocate for lactation space” because “many employers are open to suggestions.”
Evans also talked about breastfeeding and lactation rooms. Which made me wonder … why are they so focused on lactation rooms?
Then I found this.
A full-page advertisement in Working Mother’s October 2007 issue by Medela, a major breast-pump manufacturer, said that Working Mother “teamed up with” Medela “to gain a better understanding of what the Working Mother 100 Best Companies are doing to help support their employees who are breastfeeding.” Medela offers — for a price — services to corporate clients through its Healthy Babies, Happy Moms, Inc. (That’s one of their corporate lactation rooms in the picture.)
Business ears perked up with the news in 2005 that 73 percent of mothers were breastfeeding. Considering that the United States has a high percentage of working mothers yet offers no guaranteed paid maternity leave … well, you do the math. What did Medela hear? Ka-ching! If maternity leaves were kept at the bare minimum or non-existent, Medela got to sell more breast pumps. Eh?
According to a Jan. 10, 2007, Wall Street Journalarticle, “it is all about business plans, market share and product placement.”
In another lift to sales, nursing products are being reconceived as fashion accessories. Celebrities have discussed their nursing protocols with the news media. When U.S. pump company Medela Inc., a unit of Medela Holding AG of Switzerland, sought to put its products on TV shows three years ago, it found no takers. Last fall, its pumps were included in story lines on “ER,” “Weeds,” and “The Office.”
(Medela, based in McHenry, Ill., is affiliated with the U.S. Chamber of Commerce via its membership in the McHenry Area Chamber of Commerce.)
Back to the teleconference.
Pryce mentioned several initiatives before Congress (mortgage foreclosures, war on terror, health care, education, SCHIP) to illustrate “that Congress is always working on something that can affect you,” but she didn’t mention where she stood on any of the issues.
She also didn’t mention that she has been endorsed by the U.S. Chamber of Commerce, which should offer an idea on where she stands on issues important to employees and working families. Here’s her voting record. Here’s who gives her money.
Next up was Evans, who was introduced as having “surprising” news. Evans went through the list of lists her magazine publishes (100 best, best small companies, best law firms, etc.). Then she talked about a survey of 500 women that revealed the No. 1 reason they work was for money. The No. 2 “surprising” answer was to use talents and training. No. 3 was to be great role models for their children. (She didn’t give specifics of the survey, so I don’t know when or by whom it was conducted.)
Why was the No. 2 answer a stop-the-presses! surprise? Got me. What did she expect the answer to be? Besides, it wasn’t clear what this “surprise” had to do with advocacy.
Here are her suggestions for callers to “get involved.”
Ask your company to apply for our list.
Express your voice through our MomBlog (at workingmother.com, natch).
Next up was Jami Leigh Taylor with “an amazing story of courage and triumph.” Taylor explained that she had been working for a few years on availability and accessibility of maternity insurance. They paid $22,000 out-of-pocket for a healthy pregnancy with no complications because her husband’s company dropped its maternity coverage just before she had a baby. Here are her tips.
Start with congressional staff. Make friends with the chief of staff.
Attend events they are already scheduled to attend.
Bring the kids! (Whisk them out if they get too fussy.)
Look at it as a way to get dressed up and go out on a date!
The results of her BFF-ships with staffers? Has she gotten anyone to write legislation or pass laws? Dunno. She didn’t say.
After a few questions, the teleconference ended.
So what did we learn?
Working Mother and Corporate Voices will give “best of congress” awards.
Evans was surprised! that women work to use their talents and training.
In an August 2007 survey, 89 percent of employees polled said work/life balance programs are important. Employers? Not so much. About half of the human-resources professionals polled considered them important, according to the 2007 Monster Work/Life Balance Survey.
The online survey included 506 HR professionals and 830 employees. While the survey is not scientific, the results illustrate a wide gap between what employees and employers consider important, despite all the public relations surrounding work/life balance. Maybe it’s a bit like the gap between what Corporate Voices for Working Families says it considers important in theory and what the U.S. Chamber of Commerce shows what it considers important in practice.
Corporate Voices for Working Families says it focuses on “Five Pillars of Work,” 1) Afterschool Care and Early Childhood Education, 2) Youth Transitions, 3) Mature Workforce, 4) Flexibility and 5) Lower Wage Work.
It testified in June 2007 before the House Committee on Education and Labor, Subcommittee on Workforce Protections, as part of the committee’s consideration of H.R. 2392 (The Balancing Act), to highlight work/life policies already in place.
Oppose expanding workplace laws and craft alternatives when necessary. Aggressively oppose union-backed proposals to increase the minimum wage and abolish secret ballot elections in favor of card check majorities for union recognition. Oppose any efforts to expand Family and Medical Leave Act (FMLA) leave or mandate paid sick leave. Block attempts to increase penalties for criminal violations of OSHA. Continue to expose unreasonable union organization tactics such as salting and corporate campaigns. Protect the use of binding arbitration in employment. Aggressively advocate for pro-employer provisions in priority international labor and employment policy proposals. Continue to push for a reasonable application of the revised Americans with Disabilities Act accessibility guidelines.
The U.S. Chamber believes NCLB is one of the critical tools needed to transform U.S. education so that all students graduate academically prepared for college, citizenship, and the 21st century workplace.
The Chamber supported the presidential veto of SCHIP (State Children’s Health Insurance Program).
Shellenbarger (who was named one of America’s “25 Most Influential Working Mothers” by Working Mother magazine in 1997, according to a lecture bio) started with, “Tis the season for workplace rankings, with ‘best-workplace’ lists sprouting everywhere this fall,” and she mentioned Working Mother magazine’s list, as well as Business Week’s “Best Places to Launch a Career” list. Then she broke it into “what’s hot” and “what’s not” categories.
Hot
Flexibility. She mentioned AstraZeneca, where “more than two-thirds of the 30 employees in a medical-resources group are regular users of alternative setups tailored to their needs.” (That’s 20 employees.) Which is odd because Working Mother said 90 percent of employees at the main office — almost 2,700 employees — worked some sort of flexible schedule. In any case, neither Working Mother nor Shellenbarger offered more details.
She wrote that in Abbott’s office in Ohio, “75 percent of 108 employees are on flexible work setups and the rest have day-to-day flexibility.” That’s 81 employees.
Broader programs. She wrote that Pfizer and The Phoenix Cos. added paid paternity leave. Working Mother did not mention this about Phoenix on its list, but it did spell it out for Pfizer, which is actually impressive, relatively speaking, with 35 weeks of maternity leave (15 fully paid) for mothers and 26 weeks of paid leave for fathers and adoptive parents (six weeks fully paid). Even so, it’s still a far cry from what Pfizer employees in Norway and Sweden get.
Vacation time. She mentioned that at Xerox (not a Working Mother “100 best” company), employees can buy an extra vacation week.
Xerox has employees in every country listed on the chart, meaning its employees in those countries get up to seven weeks paid leave (vacation and holidays) — guaranteed by law. Xerox employees in the United States buy vacation days.
Whew. Somebody open a window. That’s smokin’ hot.
…
This really deserves its own post, but since she mentioned Shellenbarger by name, I’ll put it here. Former Working Mother magazine editor Lisa Benenson gave publicity tips to corporate benefits managers at a Diversity Roundtable, called “A Journalist’s Perspective: Making the Grade Matters,” in 2002. (Benenson is now editor-in-chief of Hallmark Magazine, giving lessons on the TODAY show about “what flowers say.”)
What does it take to get a Sue Shellenbarger to laud your company in The Wall Street Journal … More importantly, why does it matter?
She referred to journalists who cover work/life issues as “some of your most important advocates.”
The end result of making any of the “Best Of” lists is a bountiful supply of positive news coverage that reflects well on the company, its leadership and employees. The companies that make a top 10 list get incredible publicity. There is nothing like it. There are thousands of media hits all across the country. You just get huge press coverage and recognition for the good work that you’re doing.
Benenson encouraged participants to “seriously consider subjecting their operations to the close scrutiny of journalistic investigation.”
Posted by Becky @ 4:10 pm | 11 Comments 
