Entitled: How Male Privilege Hurts Women – Kate Manne
In this bold and stylish critique, Cornell philosopher Kate Manne offers a radical new framework for understanding misogyny. Ranging widely across the culture, from Harvey Weinstein and the Brett Kavanaugh hearings to “Cat Person” and the political misfortunes of Elizabeth Warren, Manne’s book shows how privileged men’s sense of entitlement – to sex, yes, but more insidiously to admiration, care, bodily autonomy, knowledge, and power – is a pervasive social problem with often devastating consequences.
In clear, lucid prose, Manne argues that male entitlement can explain a wide array of phenomena, from mansplaining and the under-treatment of women’s pain to mass shootings by incels and the seemingly intractable notion that women are “unelectable.” Moreover, Manne implicates each of us in toxic masculinity: It’s not just a product of a few bad actors; it’s something we all perpetuate, conditioned as we are by the social and cultural mores of our time. The only way to combat it, she says, is to expose the flaws in our default modes of thought while enabling women to take up space, say their piece, and muster resistance to the entitled attitudes of the men around them.
With wit and intellectual fierceness, Manne sheds new light on gender and power and offers a vision of a world in which women are just as entitled as men to our collective care and concern.
The Moment of Lift: How Empowering Women Changes the World – Melinda Gates
For the last twenty years, Melinda Gates has been on a mission. Her goal, as co-chair of the Bill & Melinda Gates Foundation, has been to find solutions for people with the most urgent needs, wherever they live. Throughout this journey, one thing has become increasingly clear to her: If you want to lift a society up, invest in women.
In this candid and inspiring book, Gates traces her awakening to the link between women’s empowerment and the health of societies. She shows some of the tremendous opportunities that exist right now to “turbo-charge” change. And she provides simple and effective ways each one of us can make a difference.
Convinced that all women should be free to decide whether and when to have children, Gates took her first step onto the global stage to make a stand for family planning. That step launched her into further efforts: to ensure women everywhere have access to every kind of job; to encourage men around the globe to share equally in the burdens of household work; to advocate for paid family leave for everyone; to eliminate gender bias in all its forms.
Throughout, Gates introduces us to her heroes in the movement towards equality, offers startling data, shares moving conversations she’s had with women from all over the world—and shows how we can all get involved.
A personal statement of passionate conviction, this book tells of Gates’ journey from a partner working behind the scenes to one of the world’s foremost advocates for women, driven by the belief that no one should be excluded, all lives have equal value, and gender equity is the lever that lifts everything.
Rewriting History: Life and Times of Pandita Ramabai – Uma Chakravarti
This work outlines the reconstruction of patriarchies in 19th-century Maharashtra through an exploration of the life, work and times of Pambita Ramabai, one of India’s earliest feminists.
It examines the manner in which the colonial state’s new institutional structures, caste contestations, class formation and nationalism transformed and reorganized gender relations.
It also explores the nature of the new agendas being set for women, how theses were received by them and in what ways and to what extent their consent to these reconstructed patriarchies was produced.
The author shows that while many women were ready to act as willing reproducers of caste, class and gender norms, there were others who witheld consent to the dominant model of patriarchy emerging in the 19th-century. She argues that certain processes in 19th-century Maharashtra created the conditions for a sharp critique of patriarchy to emerge
What’s a wise, witty travel writer to do when she reaches forty and is still single? Wander the globe searching for romance and adventure, of course.
On a trip to Oaxaca, Mexico, to celebrate her fortieth birthday, Laura Fraser confronts the unique trajectory of her life. Divorced and childless in her thirties, she found solace in the wanderlust that had always directed her heart—and found love and comfort in the arms of a dashing Frenchman. Their Italian affair brought her back to herself—but now she wonders if her passion for travel (and for short-lived romantic rendezvous) has deprived her of what she secretly wants most from life: a husband, a family, a home.
When her Parisian lover meets her in Oaxaca and gives her news that he’s found someone new, Laura is stunned and hurt. Now, it seems, she has nothing but her own independence for company—and, at forty, a lot more wrinkles on her face and fewer years of fertility. How is Laura going to reconcile what seem to be two opposite desires: for adventure, travel, great food, and new experiences, but also a place to call home—and a loving pair of arms to greet her there?
And so, she globe hops. What else is a travel writer to do? From Argentina to Peru, Naples to Paris, she basks in the glow of new cultures and local delicacies, always on the lookout for the “one” who might become a lifelong companion. But when a terrible incident occurs while she’s on assignment in the South Pacific, Laura suddenly finds herself more aware of her vulnerability and becomes afraid of traveling. It seems as if she might lose the very thing that has given her so much pleasure in her life, not to mention the career she has built for herself as a world traveler and chronicler of far-flung places.
Finding herself again will be both more difficult and more natural than she imagined. Ultimately, Laura realizes the most important journey she must take is an internal one. And the tale of how she reaches that place will captivate every woman who has ever yearned for a different life.
Today is the International Equal Pay Day. World over, irrespective of where women work, they always earn less than a man in the same position. This is something I have always rallied about why a man should earn more than a woman when both are doing what is essentially the same thing.
Across all regions, women are paid less than men, with the gender pay gap estimated at 23 per cent globally. Gender equality and the empowerment of women and girls continues to be held back owing to the persistence of historical and structural unequal power relations between women and men, poverty and inequalities and disadvantages in access to resources and opportunities that limit women’s and girls’ capabilities. Progress on narrowing that gap has been slow. Women earn 77 cents for every dollar men earn for work of equal value – with an even wider wage gap for women with children. At the current rate of progress, the World Economic Forum predicts that it will take another 217 years before the gender pay gap finally closes. While equal pay for men and women has been widely endorsed, applying it in practice has been difficult. Women are concentrated in lower-paid, lower-skill work with greater job insecurity and under-represented in decision-making roles and women carry out at least two and a half times more unpaid household and care work than men.
Recognising this to be something the world needs to take note of, this year for the first time, the United Nations has declared today, that is September 18 to be the International Equal Pay Day.
This day calls attention to the severe gender pay gap and the reasons for this gap are manifold and intertwined. The major causes of a pay gap between men and women include factors like women’s work being undervalued, the lack of women in certain sectors like perhaps construction and STEM subject fields, women still face a glass ceiling when moving up the career ladder, women working part-time more often than men, women interrupting their careers more frequently due to family-related breaks, and of course the widespread prevelance of gender stereotypes. Cultural bias, societal assumptions and a lack of progress in workplace design all contribute to the gender pay gap.
So why does this pay gap exist between the genders?
There are many reasons for this. At the heart of which is the assumption that senior roles can’t be done by women who can’t spend a lot of time at work which women who have to work at home too can’t do. And women who are in senior positions have not had the gender pay gap reduced in over almost half a century. But today with the world working from home and showing it can be done and effectively too lets us know that women can manage a home and a senior position, so that’s one excuse which can be thrown away.
Another reason for this pay gap could be attributed to the maternity leave that women of certain years take. Though it is illegal to ask this question in many countries, there are many Asian countries in which hiring managers do and will ask women who are in their twenties and thirties this question and not only does this discriminate hiring practices, it also enables hiring managers to offer women a lower starting pay as compared to a man with the same qualifications and career trajectory. Unfortunately, even if women try to return to work after having a child, they often face what is known as the “motherhood penalty”. As most workplaces still don’t offer much flexibility for mothers, they are often forced to take on lower-paying and less demanding jobs. However, even if they are able to find a job that suits them, mothers are much less likely to get an interview compared to fathers and childless women. What’s more, while women are penalised for having children, men are rewarded, with research from the University of Massachusetts finding fathers are more likely to be hired than childless men and tend to be paid more.
The third reason is that there is perceived wisdom that women choose low-paid occupations like that of teachers and nurses because they offer more flexibility, or are more family-friendly. Again, the perception that it is a choice to prioritise children over paid work, rather than being due to a lack of viable alternatives, positions the gender pay gap as a fact of life, and releases employers from responsibility for changing it.
Another reason is that although a study by Harvard Business Review found that women actually rank more highly than men in 12 out of the top 16 leadership qualities – including problem solving, communication skills and innovativeness – women are consistently overlooked by employers, who still tend to view men as being more competent.
And not only are women being short-changed when it comes to hiring decisions and negotiating salaries – we’re also receiving less in performance bonuses. An Australian study by Mercer found that men were receiving up to 35 per cent more in performance bonuses than women, despite receiving the same performance rating.
In some more developed countries like South Korea the gap is as much as 33% while other developed countries don’t fare well either with countries like Germany has a 22% income gap and the United Kingdom has 20%, Switzerland has 17%. On the other hand, less developed countries seem to have lower gender income gaps, with countries like Pakistan and Vietnam having a gap of almost 11%, Colombia with a gap of 0.3% and countries in southeast Asia like Thailand and Malaysia having a negative gap, meaning here women tend to earn more than men with women earning more than men by about 2.25% in Malaysia and 21.5% in Thailand.
So what can be done to bridge this income and pay gap between men and women? Economists say one thing hiring managers could do is share salary information during the hiring itself and not make sharing of your pay an unwritten offence in a organisation. The more information that is available, the easier it will be able to know what a man gets for the same role and women can be in a better position to negotiate salaries.
When both parents share in the household chores, it makes it easier for mums to be able to spend more time at work and is able to climb the career ladder. So if the mother is the one who is always called by school and child care about her child and is expected to drop everything to get there, then her career is bound to suffer. When both parents are equally responsible, then both will have a career trajectory. This is something cultural and will take some time before men step up, though many men are staunch defenders of a woman’s right to a successful career.
Women should be encouraged to work in occupations which are not traditionally female-centric like nursing and teaching. Yes, today more and more women are joining occupations not traditionally female, but there is still work to be done for more representation in sectors like construction and STEM related fields. I also believe that women should seek out and search for mentors in their fields of study and work who can guide them so they can achieve the success they deserve.
Source: United Nations
This gender pay gap is something all of us, women and men have to work on to ensure that our children and grandchildren get paid fairly for the work they do. Nobody should be penalised just because of their gender and everyone should have access to equal pay for the work they do. Let’s all work together for this!
Memories and Such 