Will you let Working Mother magazine speak for you?
Will you let Working Mother, Abbott, and two organizations of corporations speak to U.S. policymakers for you?
Working Mother, Abbott, Corporate Voices for Working Familes and the International Formula Council will hold a teleconference on Nov. 15 to discuss public policy, advocacy and working mothers.
An example of an issue important to them:
… some states are considering proposals to restrict the information new mothers receive about infant feeding options.
An Abbott publication called “Ensuring Optimal Infant Nutrition: A Shared Responsibility,” says that “92 percent of mothers approve of the distribution of infant formula samples,” according to an August 2002 survey conducted by Fairbank, Maslin, Maullin & Associates with Wirthlin Worldwide. It doesn’t, however, provide details of the survey. How many mothers participated in the survey? Ten? Twenty? One hundred? We have no idea, and the survey is not available online. What they intend to do with this survey is to say, hey, why all the fuss about advertising for infant formula? They want to fight laws that ban or restrict their ability to sell formula.
Does this top your list of important issues as a working mother? Or do you have other ideas about what’s important to you and your family? If you’d like to hear what these groups plan to say to policymakers on your behalf, why not register and participate in the teleconference?
Mark your calendar: Nov. 15, 2007, noon-1 p.m., Raise Your Voice: Advocating for Better Working Family Policy
Posted by Becky @
3:22 pm |
This is for Arwen … cheers!
From the Working Mother October 2007 issue, “You’re Cut Off,” p. 104
One day last spring, Lorie Baker walked into her home office just outside Annapolis, Md., and logged on to her computer to catch up on a bit of work. As the mother of twin daughters and a director in the advisory practice at PricewaterhouseCoopers (“I’m a type A person, and I work in a type A company”), she struggles to fit in everything she feels she needs to get done. So she’d often log in to the work system on her days off, stealing whatever moments she could.
On this occasion, as she stared at her computer screen, something unexpected happened. An official-looking pop-up appeared, beginning with this simple declaration: “It’s the weekend.” What happened next was nothing short of an aha experience.
“I actually asked myself, ‘What am I doing on my PC? Can’t this wait until Monday?'” Lorie recalls. She turned the computer off, gathered her girls, Allison and Amanda, and headed straight for the swing set at the park. “It really was a stark wake-up call that the weekends are so valuable,” she says.
Sure. It could happen.
[pause]
Pah-ha-ha-ha-ha-ha-ha-ha-ha-ha-ha-ha-ha!
But seriously. Do these “programs” elicit such a breathless, dewy-eyed response in real life? Really?
Posted by Becky @
5:57 pm |
What Working Mother magazine won’t tell you, part 1
The Work, Family, and Equity Index, published by the Institute for Health and Social Policy at McGill University and the Project on Global Working Families. The report studied and compared 177 countries, finding that the United States does well regarding an equitable right to work and guaranteeing time-and-a-half for overtime. The United States, however, lags behind all high-income countries and even many medium- and low-income countries, especially regarding 1) leave around childbearing, 2) breastfeeding support, 3) work hours and 4) leave for illness and family care.
Of 173 countries studied for this topic, 169 countries offer guaranteed leave with income to women in connection with childbirth; 98 of these countries offer 14 or more weeks paid leave. Although in a number of countries many women work in the informal sector, where these government guarantees do not always apply, the United States guarantees no paid leave for mothers in any segment of the work force, leaving it in the company of only three other nations: Liberia, Papua New Guinea and Swaziland.
- Fathers in 66 countries get paid paternity leave or have a right to paid parental leave; 31 of these countries offer 14 or more weeks of paid leave. The United States guarantees fathers neither paid paternity nor paid parental leave.
- At least 107 countries protect working women’s right to breastfeed; in at least 73 of these the breaks are paid. The United States does not guarantee the right to breastfeed.
- At least 137 countries mandate paid annual leave; 121 countries guarantee two weeks or more each year. The United States does not.
- At least 134 countries have laws that fix the maximum length of the workweek. The United States does not have a maximum length of the workweek or a limit on mandatory overtime per week.
- While only 28 countries have restrictions or prohibitions on night work, 50 countries have government-mandated evening and night wage premiums. The United States neither restricts nor guarantees wage premiums for night work.
- At least 126 countries require employers to provide a mandatory day of rest each week. The United States does not.
- At least 145 countries provide paid sick days for short- or long-term illnesses, with 136 providing a week or more annually. More than 81 countries provide sickness benefits for at least 26 weeks or until recovery. The United States provides only unpaid leave for serious illnesses through the FMLA, which does not cover all workers.
- At least 49 countries guarantee leave for major family events such as marriage or funerals; in 40 of these countries, leave for one or both of these family events is paid.
According to its 2004 report:
- The United States is tied with Ecuador and Suriname for 39th place regarding enrollment in early childhood care and education for 3- to 5-year-olds. Almost all European countries perform better and a range of developing and transitioning countries — despite being poorer — had higher enrollment rates than the United States.
- Employer-sponsored childcare in the United States is available to only one in eight employees.
It is legal in most states for employers to discriminate against American mothers.
While illegal, American women deal with pregnancy discrimination every day. (Just in case you don’t think it happens, here’s a lawsuit filed by an employee who was fired in December 2005, two weeks after telling her employer she was pregnant.)
The only way for American women to get a chance at guaranteed affordable, high-quality child care is to join the military.
Women still earn less than men do, and mothers earn less than anyone.
Many of the “benefits” and “perks” offered by the “100 best” companies are completely voluntary and certainly not permanent. Time to slash 2,000 jobs or cut the budget? Let’s cut [insert family-friendly benefit].
While many of the companies offer six weeks of paid maternity leave here or a lactation room there, not one of the companies measures up to what’s required of employers in much of the rest of the world. While Working Mother compares the “100 best” to other U.S. companies (click on “Download a snapshot of how the 100 Best compare to all the rest”), it fails to mention that many of the “100 best” operate in Canada, Norway and Sweden — for example — and, by law, must provide employees in those countries with some of the most generous and comprehensive benefits in the world. That’s not required in the United States, though. Instead, some of the things Working Mother cites as cool “benefits” American employees might get, depending where they work:
- Yoga or exercise classes
- Meditation classes
- Knitting classes
- Surfing lessons
- Massage therapy
- Stress-management counseling or stress seminars
- Financial-planning advice and/or tax software
- Online support groups
- A diaper bag
- Event-planning service
- First-aid classes
- A parenting kit
- A pop-up window that tells employees who fire up their work computers on Saturday or Sunday that, “It’s the weekend.”
Posted by Becky @
4:22 pm |
Know your Working Mother press releases
Along with a media kit (for advertising in the coming year, natch), Working Mother apparently provides canned press-release text for each of the winning companies. It goes like this.
Headline: [Insert company name]Â Named to Working Mother ‘100 Best Companies’ List
[Insert dateline]Â Sept. 25Â — For the [insert number]Â consecutive year, [insert company name]Â ([insert NYSE link]) has been named one of the “100 Best Companies” by Working Mother magazine, the company announced today. [Optional sentence, if applies] In 2006, [insert company name] was inducted into the Working Mother Hall of Fame in recognition of its [insert number] consecutive year on the list.
“Every year our winning companies raise the bar for what it means to be an employer of choice for working families,” said Carol Evans, CEO and President, Working Mother Media. “[Insert company name] not only offers essential benefits like flextime and telecommuting — they go above and beyond with a range of best practices and policies to ease the difficulties for working parents and their families. Their supportive culture makes a huge difference to employees who want to be great moms and great workers.”
Added Suzanne Riss, Editor-in-Chief of Working Mother magazine, “As a working mother myself, I understand how absolutely essential it is for companies to find ways to nurture the personal and professional lives of employees. I commend [insert company name here] for conceiving and effectively implementing programs and benefits that offer an inspiring paradigm for the rest of corporate America: it is possible to be both family-friendly and financially successful.”
Working Mother measures and scores companies in seven areas when compiling its list of the best companies for mothers: workforce profile, compensation, child care, flexibility, time off and leaves, family-friendly programs, and company culture. Profiled in the October issue, [insert company name] fosters an environment and culture that recognizes the professional and personal needs of all employees — including working mothers.
[Insert company name] was selected for the 2007 Working Mother 100 Best Companies based on an extensive application of 575 questions. The application included detailed questions about workforce, compensation, child-care and flexibility programs, leave policies, and more. It also checked the usage, availability and tracking of programs, as well as the accountability of managers who oversee them. Seven areas were measured and scored: workforce profile, compensation, child care, flexibility, time off and leaves, family-friendly programs, and company culture. For this year’s 100 Best, particular weight was given to flexibility and family-friendly policies.
“We are proud and honored to be included in the Working Mother ‘100 Best Companies’ list again this year,” said [insert name, title and department]. “[Insert company name] is committed to attracting, developing, and retaining talented individuals, and we are pleased that the success of our efforts is once again recognized by Working Mother.”
For example, [insert company name] offers a number of attractive options to help employees balance their professional lives with their personal responsibilities. Today, many women find it difficult to return to the workforce after having children — or staying out of the workforce longer than expected.(1) [Insert option reference.]
“At [insert company name], more than [insert percentage] of our employees are women, so we have a vested interest in encouraging them to return to work after having children — and facilitating that process,” [insert name] said. [Insert company name] has seen significant improvement in its employees’ work/life balance by offering flexible work schedules, including [insert example, such as telecommuting, job-sharing, and flextime]. In addition, employees have access to [insert another example, such as company-sponsored on- or near-site child care centers]. [Insert other examples].
One of the themes of the October issue of Working Mother is benefit equity: at the 100 Best, benefits are available to everyone — from the top executives to hourly-wage earners. To illustrate that point, the issue features a profile of [insert carefully selected success story, title, work location].
[Insert company name] also offers a number of development programs for its female employees, including [insert program name].
In addition to recognition by Working Mother, [insert company name] has also earned [insert names of other awards].
About Working Mother
Founded in 1979, Working Mother magazine reaches nearly 3 million readers and is the only national magazine for career mothers. Its 22-year signature initiative, Working Mother 100 Best Companies, is the most important benchmark for work/life practices in corporate America. The publication also releases the annual list of the Best Companies for Multicultural Women in the June issue. Working Mother is published by Working Mother Media (WMM), which also owns the National Association for Female Executives (NAFE), NAFE Magazine, the annual 100 Best Companies WorkLife Congress, as well as the Best Companies for Multicultural Women Conference and regional Town Halls. In 2006, WMM acquired Diversity Best Practices, the preeminent organization for diversity thought leaders.
About [insert company name, information and link].
Editor’s Note: For more information on the 2007 Working Mother 100 Best Companies and for a complete list of winners, visit www.workingmother.com.
(1) McGrath M, Driscoll M, Gross M. “Back in the Game — Returning to Business After a Hiatus: Experiences and Recommendations for Women, Employers, and Universities.” Wharton Center for Leadership and Change. June 2005.
Examples
Carlson
General Mills
GlaxoSmithKline
Goldman Sachs
The McGraw-Hill Companies
Verizon Wireless
P.S. Internet search hits are up to 364 368.
Posted by Becky @
10:37 pm |
Psst! Scientists prove girls prefer pink! Pass it on!
Well, not really. But I made you look, didn’t I?
Maybe you missed the headlines a couple of weeks ago about research that claims to show that girls like pink, but they caught my eye. It must have been all the pretty pink headlines and flowery language [girly sigh]. Maybe I’m making a magenta mountain out of a muted-pink molehill, but let’s just say this were a study on, say, the war in Iraq. I believe this little molehill indicates a much larger problem in journalism that goes like this:
- Take a press release.
- Rearrange a few words to “earn” a byline (with zero reporting and zero fact-checking) and, if you feel like it, add a witty sentence or two.
- Slap a headline on it.
- Call it news.
Let’s start with the study.
Researchers from Newcastle University in the United Kingdom published the results of a color-preference study on 208 college-age (20-26) volunteers in the Aug. 21, 2007, issue of Current Biology. The article was announced in a press release issued by Cell Press, which publishes Current Biology and several other scientific journals. Current Biology is a peer-reviewed journal, which means that materials submitted for publication are reviewed or “refereed” by a panel of experts in the same field to determine if they meet the standards of their scientific discipline.
Current Biology has 1,709 subscribers, and it’s distributed at about 30 conferences a year. At $179 a year, I doubt your average news consumer would subscribe just to read this article. I doubt they would even pay the $30 I did to download and read the 1,297-word article (a couple of pages) and its supplemental data. Apparently none of the media outlets that published the press release would either, although they really should have.
Or maybe it should be freely available, as Bad Science blogger, Dr. Ben Goldacre (who has a few things to say about the article), points out:
Unless you have an Athens login, you are not allowed to read what the researchers actually said, instead of what the media said they said. Because although they are publicly funded academics at the University of Newcastle, and although this work has been publicised in every major mainstream media outlet in Britain and the US, and although the journal is edited by academics you fund, and paid for by subscriptions from university libraries the actual academic article is behind a paywall, with a payment model geared towards institutions, rather than interested individuals.
Bad luck you. I guess you have to rely on journalists.
According to the supplemental data, researchers tested three groups:
- 1) 90 subjects (28 British females, 25 British males, 18 Chinese females and 19 Chinese males) tested on 24 colors in three hue groups
- 2) 35 subjects (21 British females and 14 British males) tested on 44 colors in six hue groups
- 3) 83 subjects (43 British females and 40 British males) tested on 16 colors in three hue groups
Why the tests weren’t exactly the same in each setting, researchers didn’t say, and nobody asked. When were the tests done? 2007? 2006? 2005? Researchers didn’t say, and nobody asked.
The first group also completed the Bem Sex Role Inventory, which scores feminity and masculinity based on subjects rating themselves from 1 to 7 on a list of adjectives and phrases, such as self-reliant, yielding, dominant and soft-spoken. Why? Researchers didn’t say, although they found a “significant” correlation between feminity scores (of 46 females) and the preference test. Why this group and not the others? Researchers didn’t say. Nobody asked.
Cell’s press release said, quoting researcher Anya Hurlbert:
The universal favorite color for all people appears to be blue.
“On top of that, females have a preference for the red end of the red-green axis, and this shifts their color preference slightly away from blue towards red, which tends to make pinks and lilacs the most preferred colors in comparison with others.”
Actually, Hurlbert wrote in the Current Biology article:
On average, all subjects give positive weight to the S-(L+M) contrast component (“bluish” contrasts), with British females weighting it significantly higher than British males. (Emphasis added.)
That means 92 women preferred blue even more than 79 men. Do we need a new headline?
Girls like blue even more than boys do!
The article also said, “On average, all males give large negative weight to the L-M [red-green] axis, whereas all females weight it slightly positively.” (Emphasis added.) New headline?
Boys hate red; girls think it’s OK
To rule out cultural influences on color preference, researchers also tested 18 Chinese women and 19 Chinese men. Researchers thought they would get a higher preference for red from the Chinese participants because, they said, red signifies “good luck” in Chinese culture. (I don’t know. Isn’t that like saying the Irish like green?) Results were similar, thus proving to researchers that color preference had nothing to do with culture and everything to do with biology.
Which brings us to this gem:
We speculate that this [girls’ preference for pink] sex difference arose from sex-specific functional specializations in the evolutionary division of labour. The hunter-gatherer theory proposes that female brains should be specialized for gathering-related tasks and is supported by studies of visual spatial abilities.
“Gatherer” females apparently had to identify red fruit among all the green leaves and be highly aware of changes in skin color because of their role as “empathizers.” Sooooo … it’s a scientific fact that a small group of 20-something 21st century women “prefer” reddish hues over men who dislike it because of evolution. Remember, cultural influences were removed as a factor because the Chinese participants didn’t like red any more than the others, even though, according to researchers, they should have.
All-righty.
Here‘s what one blogger had to say about the scientific aspects of the article. Here’s what the Bad Science blogger/doctor said about it. (Red Jenny tipped me off to Bad Science.)
What’s the point of the research, and how will results be used? Researchers didn’t say, except that they plan to study color preference in infants, and perhaps they need funding for that. Except that research apparently has already been done, according to a May 8, 2005, article by BBC News. Even so, nobody asked.
Who’s funding this research and why? Researchers didn’t say, and nobody asked.
However, Unilever was acknowledged for supporting co-researcher Yazhu Ling with a studentship in a 2002 article in Perception and a 2004 article in the Journal of Vision. Unilever was also listed under “support” for a presentation on color perception by Hurlbert and Ling at the 29 European Conference on Visual Perception in St. Petersburg, Russia, on Aug. 21, 2006.
While studentships are usually rare because of limited funding, Unilever’s studentship funding seems to be plentiful, offered at Cambridge University, the University of Manchester, the University of Nottingham, the Imperial College London, the University College London, and University of Newcastle upon Tyne, to name a few. Unilever even established its own “world-leading research group” by investing £13M (about $26 million) in the Unilever Centre for Molecular for Science Informatics at Cambridge University, opening a new building in 2000.
Unilever provides financial support for research through its Port Sunlight office in Liverpool, which boasts more than “700 scientists and engineers from various backgrounds and nationalities working to create innovative products for consumers around the world. The global brands our teams contribute to include Dove, Sunsilk, Lynx/Axe, Cif, Persil/Omo and Domestos.” This work, the Web site continues, results in more than 100 patent filings and about 140 peer-reviewed papers and conference presentations. Oh, and by the way, Unilever also created “The Gamekillers,” a television series set to debut on MTV on Sept. 21, to sell Axe antiperspirant, according to an article in the Sept. 13, 2007, Wall Street Journal.
How to sell products to consumers?
“Psychologists, social scientists, and experts in cognitive neuroscience form another important team — Consumer Science Insight — whose role is to investigate how a consumer’s ‘need’ or ‘desire’ translates into a product.”
Let’s check out the headlines. This one’s from Cell’s press release:
Girls prefer pink, or at least a redder shade of blue
Psst! Wouldn’t a “redder shade of blue” be purple?
Other headlines
Study: Why Girls Like Pink (Time.com, Aug. 20, 2007)
Why women love a red, red rose (USATODAY, Aug. 20, 2007)
Girls Really Do Prefer Pink (HealthDay/Yahoo! News, Aug. 20, 2007)
The HealthDay article was picked up by U.S. News & World Report, the Atlanta Journal-Constitution and several others. It was even picked up by healthfinder.gov, “Your Guide to Reliable Health Information, sponsored by the Office of Disease Prevention and Health Promotion.”
Color biases may be nature, not nurture (Los Angeles Times, Aug. 21, 2007)
At last, science discovers why blue is for boys but girls really do prefer pink (The Times, Aug. 21, 2007)
Why girls ‘really do prefer pink’ (BBC, Aug. 21, 2007)
Girls Prefer Pink, Or At Least A Redder Shade of Blue (Science Daily, Aug. 22, 2007)
I saved the best for last. No, there’s nothing special about the headline. It’s about the same as all the others. The article is the same.
Girls really do prefer pink, study shows (Telegraph, Aug. 21, 2007)
Oh, but this … this takes the cake. The Telegraph’s science editor, Dr. Roger Highfield, made a video version of the article, complete with color-screen changes with a snap of his fingers and a tone of authority and finality. As in, this is the truth, this is scientific fact, these researchers said so, I’m a doctor and I say so, amen.
P.S. The good Dr. Highfield used to work for Unilever.
Posted by Becky @
11:38 pm |
Ministry of Truth: Iraq is fun!
All you see among the talking heads is that another soldier was killed today. It must be taken into perspective. How many people were killed in Washington, D.C., at the same time? — Rep. Jerry Lewis, R-Calif., criticizing media coverage of Iraq after his visit there when rockets damaged an American-occupied hotel in Baghdad (Bucks County Courier Times, Sept. 29, 2003).
Perspective?
According to this chart, Washington, D.C., had about 250 murders in 2003. That’s 4.8 people killed every week.
In 2003 in Iraq:
That’s 12,930 people who died in Iraq, or 248 a week, the equivalent of people killed in D.C. in the entire year. What exactly was his point anyway? When just “another soldier was killed today,” what does he want the “talking heads” to report?
Maybe someone who works for the Ministry of Truth government can answer that.
Susan Phalen is a senior adviser for Iraq communications for the U.S. Department of Stateand oversees the Global Outreach Team for the U.S. Embassy Public Affairs Section. She has been to Iraq nine times as a public-affairs team leader. Phalen spoke Friday, Aug. 24, 2007, at the Heritage Foundation in Washington, D.C., at a luncheon held by the Conservative Women’s Network of the Clare Booth Luce Policy Institute. The speech aired on C-SPAN. (I can’t get the video link to work, but maybe it will show up in the archives.)
She talked about “what’s happening in Iraq that you’re not getting from the media.” She described her work as “fun” several times.
In an interview published April 9, 2007, in the Omaha World-Herald, Phalen said:
Our goal is to try to show the American taxpayers what’s happening over here and what the story is beyond the bloodshed and the car bombs.
Almost in the same breath, she described living in the Green Zone where “rockets and mortars sometimes fly inside and explode.” She said that a rocket recently blew up just outside of a building where she was, killing several people and wounding several others.
Those of us on the inside tried to rush back out because we could hear screaming. But we couldn’t get out. They locked the building down. It was a very intense and emotional little while.
Yeah, sounds like fun! to me.
In an interview published April 26, 2007, by the Lincoln Journal-Star, the story Phalen told went “beyond the blood and the bombs” to the “good news” of Iraq. On this particular day, she visited the Army hospital in the Green Zone and found six children:
- a malnourished 13-month-old named Shahar whose parents were killed by an IED (improvised explosive device).
- a 7-year-old named Mohammed whose mouth was wired open because a sniper’s bullet pierced his jaw and cheek.
- a 5-year-old named Zaib who was caught in crossfire and shot in the stomach.
- a 10-year-old girl, who shares a room with her father; both were injured by an IEDÂ that killed her mother.
- a 10-year-old boy, who was shot in the stomach.
- a girl who could have been 6Â or 10, who died by the time Phalen returned to the hospital that afternoon.
Hold on. I just lost my train of thought there for a second. Someone help me out here (because the reporter certainly didn’t). What was the “good news” part of this story again?
Back to her luncheon speech, Phalen criticized journalists for not leaving Baghdad to cover the rest of Iraq, which she does regularly, under full security by the U.S. military. They’re missing out on some good stories, she said.
Sigh. Tsk, tsk. Those journalists. They just don’t know how to have fun!
Wall Street Journal reporter Farnaz Fassihi was removed from Iraq for a “scheduled vacation” after she described an unfun Iraq in an e-mail to family and friends in 2004. It leaked and made the rounds in cyberspace. She wrote a diary for Columbia Journalism Review, eventually returned from vacation (newly assigned to Lebanon) and wrote an article about Iraq in 2006.
Sig Christenson, a military writer for the San Antonio Express-News, was in Baghdad the day Sen. John McCain, R-Ariz., toured a Baghdad market in April 2007, declared it fun! and then later complained in the Washington Post about how journalists reported only bad news. Rep. Mike Pence, R-Ind., said the Baghdad market was just like a normal outdoor market back home in Indiana.
Christenson called bullshit in an Aug. 6, 2007, article on Nieman Watchdog. He said nothing in Iraq is normal, except death:
You can’t put lipstick on this little pig and pass it off as life in Indiana.
Yeah, but is it fun?
Posted by Becky @
9:49 pm |
