post 39

There are a wide variety of practices that needs to occur in order for there to be a balance between family and work. Not only for there to be a balance between family and work but also for equity between men and women. In the reading Gender on Trial, Holly English describes her new vision for the future. In the reading she addresses points to ending inequality in the workplace. The first point that she addresses is how legal services are “delivered.” Men and women should be able to work together and create a “healthy environment.” There should be a positive relationship between men and women in the occupation so that there is no stereotype and other negative accusations between both genders. Also, there should not have to be a definition for the term “real lawyer.” There should be new “traits that makes a good lawyer.” Holly English recommends that if the profession is able to re define the traits to a person being a “good lawyer” it gives each individual the opportunity to bring in and incorporate new “approaches” for their practices. A change in the ideal of authority and leadership can also contribute to ending the inequity between both genders. Men and women can benefit in leadership styles and management. Women and men can work together in high position of authority to create a more sufficient and positive workplace. A different view on commitment and parenthood can help improve balance and equality as well. Mothers and fathers that work in the law profession and request reduced hours will considered to be a “good father” or “good mother” and still be praised for their legal work instead of being put down negatively. Also, if society and people are able to look beyond traditional stereotypes it will contribute and aid in ending inequality between men and women workers.

Post 38

Judge Jane M. Bolin was born April 11, 1908 in Poughkeepsie, New York.
Judge Jane M. was America’s first African American to graduate for “Yale Law School.” Being the first African American women to graduate Yale Law School and also to be the first African American women to pass and join the “New York City Bar Association,” Bolin opened a door for minorities. Not only was she the first African American women to join the City Bar Association, Judge Jane M. Bolin was the first African American women to join the “city’s law department.” In the year of 1937, Judge Jane M. Bolin was then given the opportunity and was named the “Assistant Corporation Counsel for the City of New York.” Mayor LaGuardia, recognized Judge Jane M. Bolin success and appointed her as the “judge of the Domestic Relations Court.” Judge Jane M. Bolin was the first African American woman to become a judge in the United States. There she served as a successful “judge for 40 years.”

In 1971 another women was recognized as being successful. Bella Abzug was a “graduate of Hunter College and Columbia University Law School.” Bella Abzug, in 1971, was elected to Congress. She was elected to Congress to serve as a representative from “New York's 19th district.” According to “ Women in The Practice Law,” Bella Abzug was always known for her talent in the “house as a labor lawyer.” She believed and fought for civil rights and women’s rights. Bella had organized a “Women strike for peace.” She also went against the Vietnam war which “called a withdrawal in the troops.” Bella contributed a great deal of effort for civil rights and women rights. She created and presented a book which goes in depth of her arguments and experiences. Bella Abzug wrote and always spoke for those “of the unheard voices.”

Post 37

The report, “Charting Our Progress, by the American Bar Association Commission on Women in the Profession,” holds many similarities with the reading, Gender on Trial. Although, it is a struggle for women in the areas of advancement, the percentage of women entering this particular profession has increased. Women entering “law schools, law firm partnership, general counselors, and judiciary” (Charting our Progress) continues to increase. Gender has always viewed and stereotypes has always been placed on each gender. Women in particular still holds particular stereotypes of femininity. The findings from the reading and from the report, states that women are still perceived based on stereotypes. Still women are perceived as “too bossy, too aggressive, not aggressive enough, too emotional, or too strident” (Charting our Progress). As explained in the readings and in the report women are still trying to balance work and family. Although, research as shown that more occupations are becoming more flexible with work and family. Women still believe that it is too risky to work part time or flexible hours. Women still believe that their position is at risk if they choose to flex hours or choose to work part time. The reading also explains how those who take these chances are often not considered to be “real lawyers” (Gender on Trial). Workers believe that their chances for opportunity is limited as well as “promotions” (Charting Our Progress). These two readings also addresses the inequality of diversity. Women of color, gays, and lesbians, experience a greater struggle when working in law professions. Also, elder women who are just entering into law professions have difficulty in areas of advancement as well. Some recommendations that both these readings present are to be flexible and create a new vision for the future. Creating more diversity in the work areas and getting rid of the glass ceiling. I believe that these few recommendations can aid in improving the inequity in women workers.

post 36

The glass ceiling has been cracked however, never broken. Women have always competed against men in their professions. Although, there is a rise in women graduating and working, women still have not yet reached to break the glass ceiling. It is a challenge for women to break the glass ceiling because women experience more problems then men. One of the big issues that women experience is time. In order to reach the top it requires very long work weeks. It is easier for men to work these long hours because men are not traditionally nurtures. Since the traditional role for women is to be nurtures, it takes time to attend to parenting. Since women are being required to work long extensive hours and go through the stereotypes and struggles some women end up ending their position. According to the recording, corporate America requires workers to work long hours during the week which causes women to end their jobs. Women observe how challenging it can be and sometimes quit because they want to have a life and have time for family. I believe that corporate America can’t lure women back into workforce because of the time that is required. For women that have responsibilities such as parenting, corporate America would not be able to retrieve these workers unless the requirement of hours is decreased. However, women who have children and have already raised their children re enter into corporate America. Some women create their own business as a way of re entering into corporate America. Though men are still considered to be the ideal workers, women workers are continuing to increase. However, even though these women workers are continuing to increasing there are those who still decide to leave corporate America because of the stress that remains within it. At what time will the glass ceiling be broken? It is a very difficult journey for women to over take this goal.

Post 35

The document that was present by the Equal Employment Opportunity Commission, presents practices that can improve family and work. As we know women who work fulltime hours and are mothers, are put at a huge disadvantage for more opportunities at work. After giving birth to a child management styles and leadership styles change for some women at work according to Gender on Trial. Also, time becomes a huge factor in parenting. This is where work and home conflict with each other. Mothers have to choose whether to spend more time at work, working full time hours. Or spending a lot of their time at home with their child or children. If mothers take the role to spend more time at home rather then work means that their hours are reduced or they made the transition to part time. This transition however, can create problems in the areas for advancement according to the reading, Gender on Trial. In the document written by, Joanna L. Grossman it proposes practices that can improve “workers ability to balance family and work.” Joanna L. Grossman document proposes that companies go “beyond” to adopt practices that will improve these workers situations. By creating a family friendly environment and workplace can help improve the workers performance. Not only can this type of workplace can improve workers performance, it can also improve the balance between family and work. This allows the workers to have the opportunity to flex hours or reduce their work hours without having to stress if they will be able to have the same opportunity for advancement. Men and women experience this challenge. However, according to Joanna Grossman, it is more likely found in women. Child care responsibilities, whether it is their own child or aging parents, is a responsibility that most women experience. Practicing in some of the recommendations that the EEOC presents can help improve the balancing between work and family.

Post 34

Juggling work and family came be difficult for mothers and fathers. As explained in our reading and the material that was presented, trying to balance family and work can hurt a woman’s career. According to Joan Williams, the press and media displays a pretty “distorted impression of work and family.” The impression that the media portrays to society is misleading. In the video clip, Joan William categorizes family and work into three different classes. The first group is the low wage women, then the missing middle, and last the professional women. With these three different groups women experience a variety of struggles. The low wage women get hit the hardest when it comes to juggling work and family. This group usually consist of single mother women. The reason low wage women are at a high disadvantage, is because they usually they rely on friends or family members for child care arrangements. As read previously in our reading, child care arrangements are more likely to break down then any other care arrangements. According to Joan Williams, the children of this group or more likely to experience illness and health issues. They are also more likely not to have health insurance. These findings presented by Joan William correlates with material from the reading, Gender on Trial because both explains the struggle and challenges these mothers face when working in inflexible work places. Joan William also explains the issues of the missing middle women. These women are usually married however, those who are married “experience a high divorce rate” (Joan William). The reason for this is both the father and mother usually work. However, to try and balance work and family, they “tag team” in child care arrangements. When one get off of work the other leaves for work. This hurts the relationship of the two simply because there is no balance with work and family. They do not have the time to spend with each other as a whole. The last group that Joan mentioned was the professional women. These women work long hours and many are viewed as “unhappy.” Usually, the reason that women quit their job is because they want to be the nurtures and primary caregiver for their child. Also, because men are viewed as the “breadwinners” and according to Joan William, men usually work the longest hours 50 to 60 per week. Women therefore, quit there job so that their partner can work the long hours. In the reading, “Gender on Trial,” it also states that men are the “breadwinners” and women traditional roles are to be “nurturers.” Both the reading and the material explains and demonstrates how balancing work and family can be challenging and also bring problems. In one report a women who was working for a small job ended up giving birth early to her premature child. She was then laid off from work after they told her she still had her position and was getting maternity leave. Women experience situations like this in many workplaces. Some occupations are stern about time off, flexible hours, reduced hours, and part time. Work/ life balance is a big issue that many parents face.

Post 33

Opportunities in advancement for women is not easy. Women are still perceived to be incompetent in the eyes of men. Women advancing in the legal profession is slowly rising however, the glass ceiling still has not been broken. Many women are advancing in the field in of law however, in order for these women to get these advancement they go through a lot of challenges and struggles. One woman who has advanced significantly is Sonia Sotomayor. Though a good example that shows how gender is an issue with justice and law is the example that Sonia Sotomayor stated, “there is only one woman in the Justice Supreme Court.” Women are still not getting the equal opportunity for advancement which pushes them in some cases to leave these big firms. In the report, “Women's History Month: Cracking The Glass Ceiling One Client At A Time,” the women who was previously working for a large firm had to end their positions there in order to take it upon themselves to advance in the legal profession. Therefore, these two women started their own firm. They ran the risk of a pay cut, in which they received, however, they were given the opportunity for advancement. Hilary Clinton has also opened new doors for advancement for women. Sarah Palin has also contributed to areas for advancement for women. She was able to advance to a nominee for a position in the Vice Presidential position. Some challenges that these women run into or has experienced is stereotype and judgments. Like Sonia Sotomayar these women who experience these advancement experience media attention and strict criticism. Another challenge that women experience is inequity in treatment. Women constantly are put to the test to prove their competency. Another challenge that these women face is juggling work and family. These women who work in the legal profession and who has children, biggest challenge in separating the two as well as juggling work and parenting.