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From YouTube: Gender Equity in the Workplace
Description
Arlington WoW Presents Gender Equity in the Workplace.
A conversation with Kimberly Churches, CEO, American Association of University Women (AAUW). Ms. Churches shared what policymakers at the national and local levels are doing to close the pay and leadership gaps for women.
A
We're
gonna
go
ahead
and
get
started
so
thanks,
everybody
for
showing
up
I'm
Dianne
crash,
the
director
of
libraries
and
the
convener
of
WoW,
which
is
women,
work,
and
it's
the
employee
resource
group
for
women
leaders
in
Arlington
County,
but
we're
open
to
anybody
who's
interested
in
advancing
the
employees
who
have
Arlington
through
the
organization.
So
thank
you
all
for
being
here.
Thank
you
for
friends
in
the
in
the
fire
department
for
joining
us.
It's
great
to
have
you
here
and
so
today
we're
going
to
talk
about
pay
equity.
A
Does
anybody
think
about
pay
equity
ever
in
the
workplace?
I
I
heard
Kim
and
a
couple
of
other
panelists
on
the
Kojo
Nnamdi
show
on
April
2nd,
which
happened
to
be
pay
equity
day,
which
is
the
day
this
year.
That
symbolically
equates
to
what
men
earned
all
of
last
year
based
on
the
disparity
in
pay
levels,
so
it
happened
to
fall
on
April,
2nd
Kojo
had
a
show
Kimberly
and
her
panelists
did
or
what
I
thought
was
a
really
terrific
discussion.
A
B
Hi
everybody
so,
as
I
told
the
gentleman
as
he
was
turning
on
the
microphone
I'm,
a
reformed
high
school
English
and
journalism
and
public
speaking
teacher,
so
to
keep
seventeen
year
olds,
awake
I
typically
moved
around
if
I
seemed
to
I'm,
not
great,
when
I
have
to
be
fourscore
in
7
years
ago.
Here,
I
can
stay
here.
If
everybody
can
hear
me,
but
I
may
move
around,
because
what
I'd
like
to
do
if
you're
good
with
this
is
keep
it
as
conversational
as
possible.
B
I
am
transparent.
I
can
think
on
my
feet
in
those
ways
and
I
think
those
lead
to
the
best
discussions
on
these
issues,
because
overall
I
would
say
I'm
exceedingly
bullish
on
how
we
think
about
equity
roles
in
our
schools,
in
on
our
campuses,
at
the
college
and
university
level,
in
our
workplaces
and
in
our
communities
that,
as
we
think
about
the
full
life
scale,
how
we
interact-
and
why
am
I
bullish?
B
B
We
debunked
our
very
first
research
report
was
essentially
debunking
that
myth
that
women
could
in
indeed
still
procreate
and
continue
to
build
families,
even
as
they
were,
seeking
higher
ed
degrees
in
in
biomedical
fields
and
engineering
in
mathematics
or
in
the
social
sciences
or
liberal
arts,
and
so
that's
kind
of
how
we
started
was
ensuring
that
women
could
have
access
to
whatever
fields
they
wish
to
pursue.
But
the
good
news
is
women,
make
up
58%
of
the
undergraduate
population
today
so
yay,
and
we
won
that
battle
about
two
and
a
half
decades
ago.
B
So
it's
not
like
it
was
yesterday
that
women
were
making
up
the
majority
of
students
at
the
Community
College
college
and
university
levels.
We
make
up
about
56%
of
graduate
degrees
and
about
52%
of
doctoral
degrees.
So
that's
great.
We
make
up
about
right
now
about
48%
of
the
labor
force
in
the
United
States,
but
what
we
have
seen
from
day,
one
so
even
if
Joe
and
Jane
both
earn
the
exact
same
degree,
have
the
exact
same
educational
background
from
the
exact
same
College
fast
forward.
B
B
In
addition
to
that
advocacy
work
at
a
very
grassroots
level
to
federal
level.
We
also
work
to
ensure
we
can
create
the
right
programs
that
can
help
to
impact
change
and
I
say
that,
because
again,
laws
in
and
of
themselves,
don't
solve
all
of
the
problems.
There
are
still
a
lot
of
programs.
We
need
to
help
us
all
to
grow
so
think
about
the
extraordinary
gains
we've
made
with
the
LGBTQ
community
and
how
we
think
about
inclusion
and
diversity
so
much
differently.
B
Today
think
about
title
9:
does
anybody
know
what
title
9
is
okay
and
we
think
about
title
nine,
because
I'm
a
former
division,
one
I'm
a
division,
1
grad,
we
think
about
it
a
lot
of
times
as
just
access
for
girls
to
sports
title.
Nine
is
far
far
more
than
just
about
access
to
sports
at
a
K
through
five
level:
middle
school,
high,
school
and
college
level.
B
It's
also
really
just
frankly
about
eliminating
discrimination
in
our
schools,
pre-k
through
college
and
university
experience,
so
that
gets
to
harassment
and
assault
on
campuses
that
gets
to
a
professor
who
might
say
no
Diane,
I,
don't
I,
don't
think
you
should
pursue
electoral
engineering.
I,
really
think
you
should
look
at
sociology
or
teaching
instead
and
and
how
we
ensure
that
we're
not
allowing
our
unconscious
or
implicit
bias
to
determine
the
future
of
others
really
eliminating
those
barriers.
B
So
we
really
believe
in
the
advocacy
programs,
but
if
we
don't
create
actual
educational
programs,
so
we
can
have
the
types
of
dialogue,
I,
hope
we
can
have
over
our
time
together
today
we're
not
going
to
affect
the
type
of
change.
We
really
need
now.
How
many
of
you
have
ever
checked
what
your
own
unconscious
or
implicit
bias
is?
Has
anybody
ever
done
a
test
on
that?
B
So,
if
you
haven't,
there
is
a
test
you
can
take
that
Harvard
developed
it's
at
implicit,
impl
I,
see
ITT
harvard.edu
and
you
know
I
work
with
a
group
of
bad
ass
women
at
the
American
Association
of
University
Women.
We
are
a
hundred
and
seventy
thousand
members
and
supporters
in
every
congressional
district
in
the
United
States
and
in
US
territory,
so
we're
all
over
the
place,
and
yet,
even
when
our
own
members
and
supporters
took
the
test,
they
went,
yeah
I
typically
see
a
leader
as
a
white
male
yeah.
B
That's
what
that
looks
like
to
me
is
that
what
we
think
about
as
leadership
today,
should
we
be
thinking
that
way?
How
are
we
checking
our
own
bias,
as
we
think
about
who
should
be
in
front
of
us
even
as
I
am
hiring
at
different
positions?
I've
had
I've
had
women
who've
come
in
who've
been
seven
months
pregnant
and
have
you
know,
told
me
or
shared
with
me
right
out
of
the
gate?
B
Do
I
create
my
own
implicit
bias
by
assuming
I
know
how
she
is
going
to
care,
take
for
her
family
or
do
I
have
a
conversation
and
listen
to
her
directly.
If
I'm
using
my
implicit
bias
at
the
door,
is
she
going
to
be
able
to
live
her
best
life,
or
am
I
choosing
the
pathways
for
her?
That's
how
we
have
to
think
about
implicit
bias.
It's
not
to
say
that
implicit
bias
is
bad.
For
goodness
sake,
we
have
bias
since
the
cave
people
essentially
to
make
sure
we're
protected.
B
You
know
more
more
fire,
more
food,
more
shelter,
that's
why
it's
its
protection
and
safety
for
human
beings,
but
when
we
allow
our
own
unconscious
bias
to
impact
the
lives
of
others,
now
we're
putting
our
beliefs
and
value
systems
on
them
and
not
allowing
them
to
live
their
own
best
lives.
So
those
are
some
of
the
programs
we
work
on.
So
let's
get
into.
As
Diane
said,
you
know
some
of
the
things
we
work
on.
We
start
with
basis
of
knowing
that
education
should
be
the
vanguard.
B
You
should
be
able
to,
in
my
mind
and
in
the
mind
of
the
majority
of
Americans,
based
on
a
recent
poll
we
conducted,
you
should
be
able
to
pursue
your
your
career
choice,
not
worrying
about
gender
bias
as
to
salaries
and
to
your
point
as
well,
knowing
how
to
negotiate
that
salary
as
well
to
counter
any
of
that
bias
or
discrimination,
but
as
we
leave
and
enter
the
workforce,
as
I
said
before.
Does
anybody
remember
the
statistic
if
the
average
human
being
with
a
four-year
degree,
is
male
versus
female?
B
So
we
have
to
think
about
what
that
means
in
terms
of
pay
equity,
so
how
we
can
make
sure
we
can
put
together
the
right
programs,
the
right
practices,
the
right
policies
and
the
right
laws
to
protect
human
beings,
but
we
also
have
to
make
sure
we're
working
with
human
beings
and
creating
not
just
bystander
programs
but
upstander
programs,
so
that,
if
John
in
that
example
from
before
goes
that's
weird
I
think
Jane
is
earning
more
than
I.
Am
I
wonder
if
I
should
say
something
about
that
that
John
feels
empowered
to
do
so.
B
Furthermore,
if
you
think
about,
as
we
go
to
college,
how
many
of
you
have
are
still
paying
off
student
loans
or
have
student
loans
you're
taking
on
for
kids
or
other
folks,
you're
caregiving
for
anybody
have
I
just
I'm
paying
for
elementary
and
middle
school
right
now.
But
a
lot
of
us
are
thinking
about
how
we're
saving
for
college
right-
and
we
know
the
student
loan
debt-
is
a
national
phenomenon.
B
It's
a
national
tragedy
of
where
we
are
with
student
loan
debt
today,
but
you
know
that
there's
even
gender
bias
on
student
loan,
women
on
average
take
on
almost
$3,000
more
student
loan
debt
than
men
do
and
for
women
of
color.
It's
far
worse,
the
average
white
male
will
take
on
about
nineteen
thousand
dollars
worth
of
student
loan
debt.
The
average
black
female
will
take
on
thirty
one
thousand
five
hundred
dollars
worth
of
debt.
Think
about
that
great.
Why
is
that?
Partially?
B
It
is
bias
if
you
can
believe
it
it
based
on
a
lot
of
national
polls,
even
in
2018
and
2019
families
will
still,
sadly
save
more
for
their
male
offspring
than
they
do
their
female
offspring
for
college
women
because
of
child
care
elder
care,
other
responsibilities
sometimes
go
in
and
out
of
schooling,
and
so
therefore
can't
stay
steady
state.
So
there's
more
non-traditional
students
as
women
going
back.
Many
are
working
caretaking
for
children
and
going
to
schooling.
B
So
all
of
these
factors
take
that
into
account
women
also,
as
we
look
at
this,
also
are
taking
on
more
credit
card
debt
at
the
same
time
as
well
and
paying
for
schooling
in
non-traditional
ways.
So
some
of
what
we're
working
on
at
a
UW
around
student
loan
debt
crisis
is
on
strengthening
the
Pell
Grant
on
ensuring
we
can
work
with
all
of
our
public
institutions
to
make
sure
they're
also
strengthening
resources
for
non-traditional
students.
B
Things
like
childcare
on
campus
at
defined
hours
that
match
with
when
classes
are
offered,
and
not
just
in
in
you
know,
10
2,
News,
spots,
etc,
and
a
lot
of
other
programs
I
can
share
too,
as
we
think
about
the
economic
security
initiatives,
it's
more
than
just
pay.
It's
also
when
I
understand
from
Diane,
you
all
had
a
great
speaker
last
fall
around
grassman
in
the
workplace
and
it
doesn't
really
start
with
harassment,
the
workplace.
B
You
know
it's
not
about
litigating
and
mitigating
it's,
not
the
Matt
Lauer
stories
and
and
the
Harvey
Weinstein
stories
I
mean
those
are
big
stories.
Don't
get
me
wrong,
but
it's
also
those
the
little
micro
aggressions
that
can
easily
turn
into
a
culture
of
macro
aggressions.
So
it's
what
you
hear
about
a
water
around
a
water,
cooler
and
being
brave
enough
to
say
not
cool,
to
say
that
about
our
colleague
Jane
or
that's,
that's
an
unfair
assessment
before
it
turns
into
macro
aggressive,
aggressive,
so
aggressions.
B
So
as
we
think
about
economic
security,
it's
more
than
just
your
pay.
It's
also
the
environment
in
which
we
work
to
make
sure
it
can
be
an
inclusive
environment.
So
all
can
thrive
right.
But
if
women
are
taking
on
more
student
loan
debt
disproportionately
to
their
male
colleagues,
if
they're
paid
less
from
their
first
job
and
hey
guess
what
team
women
live
longer
than
men
yay.
So
what
does
that?
Look
like
just
with
basic
arithmetic
as
it
compounds
over
time?
B
So
all
of
that
adds
up
to
a
big
for
women
as
they
approach
retirement
and,
frankly,
retirement
becomes
a
word,
that's
more
like
white
male
privilege
than
it
is
about
how
we
think
about
retirements
as
we're
all
thinking
about
our
futures
as
well
and
last
on
this
I
will
say
because
Diane
mentioned
leadership,
we
cannot
I,
have
a
leadership
report
up
here
and
some
handouts.
If
you
didn't
grab
it
you're
welcome
to
it.
B
You
cannot
look
at
pay
equity
without
also
looking
at
the
leadership
gap,
because
if
we
don't
see
ourselves
in
leadership,
roles
and
I'm,
not
just
talking
about
it
PepsiCo
or
at
Google,
or
even
in
these
storied
halls
of
county
government,
I
mean
in
every
single
level
of
society
and
I'll.
Give
you
one
example
of
this.
B
I
was
recently
part
of
a
study
in
the
state
of
Massachusetts
kind
of
the
of
liberal
democracy
up
there
in
Massachusetts
that
looked
at
women's
leadership
at
the
community
college
level,
all
the
way
up
to
MIT
and
Harvard
from
10
years
ago
to
today.
So
when
I
say
about
leadership
roles,
those
are
the
highest
levels
of
staffing:
tenure-tract,
professor
ships,
from
entry
level,
all
the
way
through
department
chairs,
Dean's,
Provost,
president
or
Chancellor
and
boards
of
director,
with
both
fiduciary
responsibilities
and
not.
How
do
you
think
we
did
from
10
years
ago
to
today.
B
We
actually
rolled
backwards
in
every
single
level,
except
for
in
community
colleges
and
sometime
that,
that's
because
again
with
that
unconscious
bias,
we
say.
Oh,
we
see
Jane
in
that
role,
great
check
the
box,
we're
done.
We've
got
a
female
there.
We've
nailed
diversity
and
inclusion,
as
opposed
to
really
putting
forward
accountability,
metrics
and
making
sure
that
our
hiring
and
promotion
practices
reflect
what
our
values
on
a
placard
on
the
wall
represent.
B
Too
often,
we
lay
out
our
values
about
intersectionality
inclusion
and
diversity
in
employee
handbooks
or
a
one-and-done
training,
and
we
forget
how
to
infuse
them
into
every
single
level
of
hiring
and
promotion
to
ensure
we're
really
making
sure
our
leadership
teams
reflect
the
community's
reflect
the
values
of
our
organizations
at
every
level.
So
this
isn't
a
fortune
500
or
fortune
100
problem.
This
is
in
our
nation's
kate,
through
12
schools.
B
This
is
on
our
college
campuses,
the
almost
400
a
billion
dollars
a
year
given
to
philanthropy
to
your
nation's
nonprofit
organizations
to
the
public
sector,
etc.
So
as
we
think
about
nonprofit
sector,
which
I
know
a
lot
of
you
working
in
government
to
sometimes
it's
it's
like
working,
what
in
the
work
that
I
do
we're
doing
it
because
we
love
and
we
are
caring
and
feeding
our
communities
in
meaningful,
meaningful
ways
and
yet
in
the
nation's
nonprofit
organizations,
87
percent
of
the
employees
are
females.
What
do
you
think
the
percentages
of
women
CEOs?
B
Oh
it's
not
that
bad,
it's
not
as
bad
as
fortune
500
but
great.
She
it's
about
15%
right
now,
so
we're
making
up
the
majority
of
the
employees,
but
only
about
15%
of
the
leadership
roles.
So
we
work
on
in
that
level,
then.
So
we
start
with
facts
and
research.
We
create
advocacy
programs
that
we
can
do
to
be
able
to
suggest
good
bills
going
forward
at
a
municipal,
county,
state
and
federal
level,
and
then
we
start
to
work
on
programs
that
we
can
start
to
change
human
behavior
right.
B
So
let's
look
at
right
here
in
our
metropolitan
area.
So
in
the
DC
Maryland
Virginia
area,
women
on
average
are
paid
86
cents
on
the
dollar
compared
to
men.
Now
the
national
average
is
80
cents
on
the
dollar,
so
20%
gap,
so
we're
doing
a
little
bit
better.
But
does
anybody
here
want
to
take
home
14
percent
less
than
their
male
counterparts?
A
B
The
reality
is
this:
isn't
about
women's
rights.
This
is
actually
about
Economic
Security
for
families.
This
is
frankly
about
how
we
can
be
better
taxpayers,
be
stronger
consumer
spenders
in
our
regions,
be
more
productive
in
the
office,
because
hiring
and
attrition
is
very
expensive.
So
when
you
find
out
about
pay
gaps,
it
usually
can
people
leave
people
feeling
grumbly
and
wanting
to
go
work
somewhere
else,
and
it's
it's
really
about
what
we're
also
teaching
these
next
generations
about
their
opportunities
in
the
world.
B
Do
you
know
the
two
states
that
don't
have
any
laws
on
the
books
for
pay,
equity,
I
heard
Mississippi,
that's
a
thinking
game,
that's
one!
What's
the
other
one
Alabama
who's
gonna
come
yeah.
Alabama
Mississippi
neither
have
a
single
pay
equity
law
on
the
books,
although
we
just
passed
unanimously
with
the
bill
that
we
helped
to
author
in
a
bipartisan
way
in
Alabama
in
the
house
and
we'll
see
on
the
Senate
so
pretty
exciting
that
we
could
see
a
little
bit
of
traction
there,
because
again
it's
just
about
Economic
Security.
These
aren't
women
versus
men.
B
It's
not
take
away.
This
is
about
ensuring
the
fabric
of
your
community
continues.
So
in
Virginia.
What
do
you
think
the
pay
gap
is
in
the
state
of
Virginia
seventy-nine
close
enough,
so
Virginia
ranks
29th
in
in
the
state
and
frankly,
it
is
a
lot
about
the
fact
that
in
legislature
is
obviously
over
already,
but
we
haven't
seen
enough
movement
on
some
new
progressive
Pay
Equity
laws
that
could
really
ensure
the
residents
of
Virginia
can
continue
to
thrive.
B
There's
a
lot
of
really
good
ideas
out
there,
a
lot
of
advocates
from
the
south
to
the
north
on
it
and
at
the
end
of
the
day,
I
speak
in
red,
blue
and
purple
parts
of
the
nation.
The
mayor
of
Murfreesboro
Tennessee
a
couple
months
ago,
gave
me
the
key
to
the
city
because,
and
that
says
red
as
red
gets
because
he
said
this
just
actually
makes
good
economic
sense
as
we
think
about
the
livelihoods
of
my
citizens.
B
These
are
the
things
that
worry
me
about
the
future
of
our
great
city,
and
so,
as
we
work
together
to
problem-solve,
it
doesn't
have
to
be
left
versus
right.
This
is
just
good
common
sense,
as
we
think
about
our
futures
right
and,
as
he
noted
it's
also,
it's
not
just
good
for
the
individuals
and
good
for
their
families.
It's
good
for
business.
Why?
There
is
data
up
the
wazoo
research
reports,
a
plenty
about
what
it
means
for
ROI
return
on
investment,
meaning
earnings
go
up,
productivity
goes
up,
attrition
goes
down,
innovation
and
dynamism.
B
Ism
goes
up
because
having
different
people
around
the
table
means
we're
not
all
Stepford
Wives
that
we're
all
thinking
and
new
and
creative
ways
to
problem-solve
and
make
things
better.
The
great
big
tech
giant
s
AP,
it
actually
was
a
financial
was
the
green
visors
that
made
the
decision
to
make
sure
they
could
work
on
the
pay
gap
and
the
leadership
gap
more
productively.
It
wasn't
because
somebody
on
an
inclusion
committee
said
this
isn't
fair
to
women
and
people
of
color.
They
actually
noted
that
it
was
the
CFO
who
was
he
was
going
through.
B
All
the
various
business
lines
of
the
company
saw
that
when
women
are
included
at
the
table,
our
earnings
go
up.
What
happens
if
we
pull
on
that
lever
a
bit
and
we
across
the
board
make
it
that
we
have
to
have
at
least
25
percent
women
at
every
leadership
decision
at
every
level,
and
then
they
saw
earnings,
go
up
on
every
single
business
line,
and
so
now
they've
pushed
and
said
what
happens
if
we
get
to
30%.
B
So
they
have
a
goal
by
the
end
of
this
year
to
be
at
30%,
and
then
they're
gonna
push
it
again,
because
the
shareholders
are
happy,
their
employees
are
happy.
Their
leaders
are
happy
and
they're
earning
money.
That
can
be
a
great
motivator.
So
it's
okay!
If
it's
for
financial
reasons,
I'm
great,
either
way,
if
it's
for
values
or
or
otherwise,
so
over
the
past
four
years,
we've
seen
some
trends
on
what
we're
seeing
in
pay
equity
and
particularly
on
the
pay
gap.
B
One
I
should
say
to
you:
over
the
past
four
years,
16
states
and
Puerto
Rico
have
all
passed
pretty
progressive
new
laws,
which
is
great,
we've
been
apart,
a
lot
of
a
lot
of
them
in
2019.
There
are
42
states
that
currently
have
potential
bills
out
there
do.
You
know
who
the
first
state
was
pass
a
law
this
year
this
calendar
year,
Wyoming
pretty
cool.
B
It
was
their
first
major
pay
equity
bill
because
again
they
started
seeing
their
young
people
leaving
the
state
going
to
other
states
where
they
had
more
opportunities
and
they're
actually
worried
about
brain
drain.
So
this
is
another
opportunity,
as
you
think
about
it,
but
one
of
the
biggest
laws
that
were
looking
at
at
a
state
level
right
now
are
passing
bans
on
salary
history
use
by
employers,
I
see
some
nodding.
Why
do
you
think
that's
important?
B
B
Boom,
your
past
compensation
has
nothing
to
do
with
today
and
tomorrow,
because
if
you
were
unlike
remember
my
negotiation
for
that
awesome,
$18,000
a
year
job
to
work
almost
70
hours
a
week,
my
entire
negotiation
was
saying.
Thank
you.
So
if
I
was
underpaid
by
$9,000
a
year,
then
compared
to
my
male
counterparts,
how
is
that
$18,000
going
to
influence
my
pay
today?
I
mean
sure
every
employer
would
love
to
save
a
little
bit
on
their
salaries
and
benefits
line.
But
is
that
fair
to
the
individual,
of
course?
B
Not
so
banning
salary
histories
you're
actually
seeing
even
proactively
major
employers
around
the
nation,
not
waiting
for
policymakers,
but
actually
doing
that
on
behalf
of
themselves,
because
they
know
it's
best
practices
not
just
for
future
employees
but
for
their
current
employees
to
see
them
living
with
more
transparency
on
these
issues.
So
the
Equal
Pay
Act
was
passed
in
1963,
which
is
a
little
bit
like
the
Ozzie
and
Harriet
image.
B
I
was
giving
you
before
of
my
roasted
chicken
and
the
Scotch
in
my
hands,
with
a
smile
on
my
face
and
ruby
red
lipstick
waiting
for
my
my
man
to
come
home
and
feed
him
dinner
after
a
long
day.
The
reality
is
if
it
was
1963,
the
workforce
looked
a
little
different
one
I'm,
not
wearing
a
corduroy
miniskirt
I,
don't
have
a
bouffant
hairdo.
Luckily,
for
you
and
I
am
the
way
that
we
work
in
2019
with
digital
media,
with
flexible
schedules
with
more
women
than
ever
in
graduating
with
advanced
degrees,
etc.
B
It
looks
different
than
1963.
Would
you
agree
so
we
have
to
update
our
laws
are
not
meant
to
be
steady-state
when
we
pass
them
and
it's
it's
a
static
moment
in
time
that
they're
by
it
this
will
live
on
forever
and
ever
in
some
cases
they
do,
but
really,
as
we
think,
about
the
modern
workplace,
it
has
evolved
and
we
need
to
make
sure
our
laws
are
in
place
to
evolve
it.
B
Likewise,
that's
why
we
led
the
coalition
to
reintroduce
the
Paycheck
Fairness
Act
in
the
116th,
Congress
and
I
was
really
proud
to
stand
up
there
with
lilly
Ledbetter
who,
if
you've
ever
heard
of
a
lilly
Ledbetter
law
which
was
signed
into
law
by
a
decade
ago
by
then
President
Obama.
It
really
ensured
she'd
worked
for
Goodyear
Tire
for
decades
and
found
out
through
an
anonymous
tip
that
for
more
than
20
years,
she
had
been
underpaid
compared
to
her
male
colleagues,
but
because
of
statue
of
limitations.
B
She
wasn't
able
to
reap
back
and
so
part
of
what
the
Paycheck
Fairness
Act
does
is
eliminate
those
those
statute
of
limitations.
But
it
also
does
a
couple
of
other
things:
one.
It
prohibits
the
use
of
salary
history
so,
instead
of
us
having
to
wait
for
every
state
to
pass
that
law.
If
the
Paycheck
Fairness
Act
passed
the
Senate
and
becomes
law,
then
in
fact,
actually
it
would
be
the
law
of
the
land,
which
would
be
amazing.
B
If
you've
got
stained,
White's
yep
put
them
out
in
the
Sun
and
when
you're
releasing
and
putting
information
out
there
without
opacity,
but
by
having
sunshine
on
them.
Good
things
happen.
If
we
keep
it
all
private,
we
can
keep
our
bad
practices
going
and
we
don't
insure
that
all
can
thrive.
So
by
having
that
data
collection
and
regular
pay
audits,
we
really
can
make
sure
we're
doing
much
more
for
the
average
individual
okay.
B
One
employers
can
make
a
big,
bold
Terr,
a
long-term
commitment
like
sa
P
did
and
it
can
be
driven
by
money,
I'm
cool
with
that
or
it
can
be
driven
by
values
and
really
saying
we
recognize
you
might
have
seen
City
Citibank
Citigroup,
they
released
their
numbers
back
in
January
and
their
CEO
I
think
took
the
right
tone
with
it
and
didn't
get
defensive,
but
said
these
are
lousy.
Numbers
I,
don't
like
what
I'm
seeing
women
are
earning
on
average
29
percent,
less
than
male
counterparts
at
Citi.
B
Here
our
plan
to
address
it,
but
they
decided
to
come
clean
and
share
the
information
to
be
able
to
say
we
know
we
need
to
do
better
if
we're
going
to
maintain
our
employee
base
and
our
customer
base.
So
you
can
make
a
bold
long-term
commitment
with
actual
percentages
with
numbers,
with
accountability
and
with
metrics
create
more
transparency
that
sunshine
around
hiring
and
promotion
practices,
eliminate
bias
and
hiring.
Some
of
that
can
be
as
easy
as
changing
language
in
a
job
description.
B
Do
you
know
that
men
and
women
react
to
different
adjectives,
verbs
and
nouns
and
there's
the
old,
good
old-fashioned
story
to
your
point
on
on
negotiation,
that
a
woman
will
look
at
a
potential
job
and
see
like
I
can
do
that?
Ooh
I,
don't
know!
If
I
can
do
that,
not
sure
about
that?
If
they
only
can
do
about
65%,
they
don't
even
bother
applying,
whereas
men
overall
say
I'll,
learn
that
in
the
first
couple
weeks,
I'll
be
fine.
I
got
this
I'm
going
to
apply
so
that
confidence
level
of
understanding
it.
B
But
if
we
change
some
of
that
language
as
employers
and
job
descriptions,
we
can
get
to
the
heart
of
that
and
there's
some
really
good
materials
online
to
help
you
provide
that
on
our
website
and
others
improving
parental
leave
and
I'm,
saying
that
with
a
capital
P,
not
mamama
parental
leave
and
for
the
gentleman
in
the
room,
if
you
are
able
to
receive
parental
leave
or
the
mails
on
your
teams
are
able
to.
Please
pretty,
please
encourage
them
to
take
the
darn
leave
the
only
way
we
can
change
the
m
to
a
P.
B
The
M
to
the
P
is,
if
men
join
us
in
this
effort
to
say
that
parenting
is
not
the
sole
responsibility
of
the
women
of
this
country.
Would
you
agree?
Good
I
see
nodding
good,
that's
great,
flexible
policies.
We
all
are
on
our
cell
phones.
I
know
everybody
in
this
room
likely
has
a
smartphone.
If
you
don't
Godspeed
and
good
luck
to
you,
so
we're
on
constantly
right,
and
so
we
work
everywhere.
Sometimes
I
work
at
2:00
a.m.
sometimes
I'm
doing
my
best
writing
at
5:00
a.m.
B
sometimes
while
I'm
making
my
grandmother's
famous
ragu
for
my
daughter,
I'm
on
a
conference
call
like
this.
So
our
work
is
not
a
Dolly
Parton
song
of
9:00
to
5:00
anymore.
Our
work
has
changed
not
just
since
1963,
but
actually
for
a
long
time
since,
and
therefore
we
should
be
thinking
about
flexibility
in
how
we
think
about
our
schedules
that
something
else
employers
can
do
and
then
last
is
promoting.
B
It's
not
just
about
enough
to
say
we
believe
in
diversity
and
inclusion
at
XYZ,
company
or
XYZ
employer,
and
we
put
it
up
on
a
poster
on
a
bulletin
board
in
the
cafeteria.
It's
living
and
breathing
those
cultures
and
demanding
that
accountability
at
every
single
level
of
leadership,
so
not
doing
a
wink-wink,
nudge-nudge
and
saying
a
john
such
a
good
producer.
B
We're
not
gonna
worry
about
the
fact
that
he
only
has
white
males
on
his
team
because
he's
earning
a
lot
of
money,
we're
gonna,
hold
him
accountable
and
make
sure
he's
living
by
our
benefits
and
policies
and
practices.
So
now
she
very
kindly
brought
up
negotiation,
which
is
a
big
part
of
what
we
do,
because
yes
ma'am
in
performance
evaluations.
How
does
that
work?
Oh,
no,
you
of
course,
so
the
the
organizations
that
have
repercussions
for
accountability
on
that
means
no
bonus.
B
No
pay
raise
in
the
same
way
is
that
if
you're
doing
your
job,
that's
part
of
your
job
and
it
is
held
accountable
at
the
exact
same
level,
hiring
and
promotion
practices.
If
this
is
a
practice
of
your
organization
and
you're,
not
holding
your
supervisors,
managers,
directors
and
leaders
accountable
on
those
shame
on
you,
it's
in
word
only
and
not
in
real
action.
B
So
it's
not
just
about
what
you
deliver
to
the
humans
you
serve
or
the
customers
or
the
widgets
you're
trying
to
sell
it's
also
holding
up
accountability
on
hiring
and
promotion
practices,
and
it's
amazing.
So
the
financial
industry
is
one
of
the
worst.
So
people
always
say
you
know
on
pay
equity,
Oh
women
choose
different
jobs,
it's
their
own
fault
because
they
choose
things
like
Social,
Work
and
teaching,
and
they
don't
choose
Electrical,
Engineering
and
the
like.
B
So
this
is
where,
to
your
point
of
how
do
you
do
this?
There
were
just
recently
I,
won't
name
the
bank,
a
couple
of
really
major
folks
and
Investment
Banking.
That
were
let
go
because
they
were
not
living
the
organization's,
hiring
and
promotion
practices
and
they
were
avoiding
it
all.
They
were
still
earning
a
boatload
of
money
for
the
firm,
but
they
were
not
living
that
and
therefore
they
were
keeping
a
toxic
workplace
environment.
So
they
were
let
go
so
that's
a
good
example.
Oh
agreed
agreed.
B
Come
with
me
on
some
of
these
focus
groups,
you'll
be
less
cynical,
I
promise,
okay,
so
on
negotiation,
because
we
know
that
it's
not
just
about
policies
and
laws,
it's
also
about
training,
all
of
us,
men,
women
and
all
people
here
on
how
we
can
negotiate
our
own
futures,
but
is
negotiation.
A
solitary
practice
are
you
negotiating
with
just
yourself
no
you're
negotiating
at
least
one
other
human
likely
more
than
one
other
human
and
they
have
their
own
biases
discriminations
and
thoughts
on
things
too.
B
So
we
have
a
free
course
there's
some
Flyers
up
here
on
it
and
some
little
bookmarks.
Here
too,
that's
an
online
curriculum.
We
also
do
in-person
workshops
in
DC,
Maryland
and
Virginia
all
free
of
charge,
and
what
this
course
does,
if
you're
doing
it
in
person
it's
to
about
two
hours,
long
to
teach
you
how
to
negotiate
and
I
will
tell
you
it's
not
just
about
how
to
learn.
I
mean
how
many
of
you
took
a
negotiation
class
in
high
school
or
college
all
right.
Well,
maybe
you
should
teach
this
then
yeah
great.
B
Negotiation
plays
out
in
all
parts
of
our
world,
even
if
you're
negotiating,
who
does
dishes
in
your
house
at
night
how
to
get
a
new
mortgage,
how
to
buy
a
car.
You
know
how
you're
working
with
a
potential
contractor
or
whom
you're
hiring
we're
negotiating
every
day
in
our
lives,
and
it's
not
a
skill.
Most
of
us
took
in
school
either
in
K,
through
12
or
in
college,
and
so
part
of
what
we're
aiming
to
do,
because
we
know
men
are
almost
four
times
more
likely
almost
four
times
more
likely
to
negotiate
than
women.
B
Exactly
to
your
point,
ma'am,
we
want
to
give
an
armed
women
with
those
skills,
but
it's
not
just
confidence
building
skills.
It's
not
just
enough
to
come
in
and
say
actually
no
I
know
that
I'm
worth
a
$100,000
a
year,
salary-
and
here
are
the
four
reasons
why
it's
also
understanding
your
value
in
the
geography
and
the
space
in
which
you're
in
because
what
we
earn
in
our
metropolitan
area
is
different
than
what
I
would
earn
in
Atlanta
and
it's
different
than
what
I
would
were
earned
in
Chicago
for
the
same
work.
B
So
we
also
teach
market
value
how
you
can
find
the
median
point
and
know
where,
if
you're
a
public
relations
manager,
what
your
median
value
is
for
that
skill
set
that
level
of
education
and
your
geography
compared
to
a
big
curve
of
peers.
So
you
can
determine
what
your
walkaway
point
is,
what
your
high
aspiration
is
and
what
your
mid-level
is,
and
we
teach
you
how
to
counter
those
biases
that
you
might
receive
from
the
people
with
whom
you
are
negotiating.
B
How
to
overcome
knows
how
to
think
through
it
and,
as
we
think
about
negotiation
too
often
as
we
come
into
negotiations,
we
tend
to
start
with
personal
pronoun.
I
I
want
I
need
I
deserve.
But
if
you,
if
you
take
the
tact
of
negotiation
as
more
of
a
we
exercise,
we
are
going
to
be
an
amazing
team.
I
believe
in
supporting
our
shared
mission
in
this
work
together,
you're
going
to
create
a
whole
different
environment
of
a
conversation-
and
it
is
a
conversation,
it
doesn't
have
to
be
the
only
conversation.
B
So
if
you
have
not
ever
taken
a
negotiation
course,
you
can
do
it
online
for
free,
your
pajamas
and
fluffy
slippers
at
home,
at
your
own
leisure,
at
salary,
dot,
a
w
dot
o-r-g
and
it's
a
module
that
will
go
through
knowing
your
value
understanding
how
to
do
your
research
on
market
value,
how
to
understand
your
target,
salary
and
benefits,
and
what
those
it's
not
just
salary.
It's
also
benefits
right:
it's
retirement,
its
health
and
medical.
It's
flexible
skeletal
schedules,
it's
car,
reimbursement,
cell
phone
reimbursement
vacation
time.
All
of
those
things
right.
B
We
want
you
to
understand
your
strategy.
How
you're
going
to
go
in
and
approach
this,
because
you
can
set
the
tone
and
how
to
practice
practice
practice.
My
11
year
old
daughter,
finally
learned
how
to
blow
bubble
gum
bubbles
and
she
stood
in
front
of
her
bathroom
mirror
practicing
it
for
a
half
an
hour.
We
can
at
least
do
the
same
of
trying
to
practice
with
a
friend
with
a
family
member
or
in
our
own
bathroom
mirror,
like
my
daughter
Ruby.
So
our
course
again
is
at
salary,
AAU
wrog.
B
And
Diana
didn't
do
this
over
cocktails.
I
can't
do
that
over
a
glass
of
wine,
alright
yeah,
so
that
gets
to
the
tone
side
of
what
we
teach
in
the
course
too
and
I'll
give
you
another
really
great
example
of
this
I'm
gonna.
If
she's
asking
about
how
do
we
deal
with
the
stereotypes
of
what
assertive
looks
like
in
a
man
versus
what
assertive
looks
like
in
a
woman
right,
remember
before
I
said
not
leading
with
personal
pronoun
I,
and
you
lead
more
with
we
and
we're
in
this
together.
B
Women
can
be
confident
and
assertive
by
using
that
inclusive
language,
far
easier
and
better
than
using
personal
pronoun
I.
Is
it
fair?
No,
it's
not,
but
that
is
how
we
get
about
making
sure
that
we
can
get
to
the
conversation
I'll.
Take
it
a
step.
Further
I
recently
spoke
with
Howard,
University
and
I
was
putting
together
a
negotiation
course.
The
full
course
on
to
go.
She
Asian
for
faculty
for
graduate
students,
staff
and
alumni
and
the
alumna
the
female
alums.
B
We're
calling
in
the
phone
lines
were
lighting
up
like
crazy
because
they
went
when
I
try
to
negotiate
I'm
seen
as
an
angry
black
woman.
How
do
I
make
sure
I
can
use
these
skills
and
not
be
seen
as
an
angry
black
woman?
Some
of
it
is
smiling
I
mean
it
is
sad
to
say,
but
that
we
have
to
how
many
times
women
in
the
room.
Have
you
been
told,
hey,
lady,
put
a
smile
on
your
face.
We
never
hear
people
saying
hey,
sir,
put
a
smile
on
your
face.
A
B
Yes,
yes,
there
are
real
biases.
This
is
why
I
really
encourage
you
to
take
implicit
dot,
harvard.edu
to
check
your
own
unconscious
or
implicit
biases,
because
all
of
us
have
them
it's
totally
natural
to
have
them,
but
when
you
allow
that
to
permeate
into
how
you
are
interacting
with
somebody
behind
you
who
perhaps
is
trying
to
you
know,
do
a
leadership
pose
and
really
own
their
space
and
own.
B
Why
they
deserve
this
salary
and
these
benefits
we
need
to
make
sure
we're
training
both
sides
of
this,
not
just
the
humans
that
we'll
be
negotiating
for
a
better
financial
future,
but
for
the
hiring
managers,
the
HR
managers
and
decision
makers,
so
that
we're
all
taking
a
breath
and
saying:
let's
look
at
the
data,
let's
look
at
what
the
market
value
is
here
and,
let's
make
sure
this
human
being
is
being
paid
their
worth
and
you'll
notice.
I
didn't
say
this
woman
I
said
this
human
being
because
again,
this
is
not
just
about
women.
B
This
is
about
the
economic
security
of
our
nation.
So
in
the
course
we
do
go
into
specifics.
We're
actually
right
now
working
on
new
curriculum
in
the
state
of
New
York,
which
will
be
available
both
in
Spanish
but
also
for
low-skilled
workers.
So
for
folks
who
are
hourly,
workers
who
are
I
do
not
have
advanced
degrees,
but
also
want
to
negotiate
their
future,
but
are
not
part
of
unions,
and
the
reality
is.
B
Do
you
know
that
there
are
some
states
that
have
a
non-compete
on
the
books
to
say
that
if
you
work
for
Target
in
Rhode
Island,
you
can't
immediately
leave
and
go
for
more
money
to
work
for
Walmart.
Think
about
what
that
does
by
having
an
compete
Klaus
out
there
of
not
allowing
people
to
make
the
right
decisions
to
pay
their
electric
bill
to
feed
their
families
and
take
care
of
themselves,
and
so
we're
also
working
on
low-skilled
workers,
new
curriculum.
B
So
we
can
make
sure
every
human
being
here
can
have
a
job
that
is
paying
a
living
wage
that
is
paid
with
equity
and
dignity
at
every
single
level
of
our
society.
But
we
also
have
to
learn
on
that.
That's
why
the
practice
comes
into
place
so
much
because
our
own
distinctive
abilities,
if
you're
not
accustomed
to
public
speaking,
if
you're
not
used
to
negotiating
these
ways,
women
can
be
seen
as
overly
aggressive
or
overly
timid
as
well,
and
so
we
have
a
lot
to
counter
in
this.
B
We
heard
actually
on
the
Kojo
Nnamdi
show
that
Diane
mentioned
we
had
to
humans
in
on
the
panel
with
me,
a
woman
in
the
restaurant
industry
and
golly
gee
I
worked
in
restaurants
from
about
the
age
of
17
and
put
myself
through
school.
I
know
what
I
faced
with
sexism
and
harassment.
Her
stories
were
atrocious,
not
just
on
invasion
of
personal
space,
but
also
in
terms
of
pay
and
leadership
abilities,
and
so,
and
there
was
a
Latina
woman
as
well
on
our
panel,
who
talked
a
little
bit
about
what
she
faces
as
a
Hispanic
woman.
B
So
there's
a
lot
more
to
this
than
just
saying
what
your
market
value
is.
It's
also
all
of
those
nuances
of
with
whom
you
are
negotiating
I'll,
say
one
more
thing
on
negotiating
and
then
just
really
encourage
you
to
get
into
the
course
as
well
online
and
if
you
ever
have
any
questions
on
that
and
want
to
reach
out
to
me
or
my
colleagues.
My
card
is
up
here
too,
but
we
have
to
also
make
sure
that
this
is
a
conversation
and
I
think
far
too
often,
human
beings
are
listening
to
speak.
B
You
know
what
that
means.
We're
hearing
because
we're,
but
but
but
let
me
insert
my
thoughts
and
my
thinking
on
this
and
in
a
negotiation.
One
of
the
most
important
things
you
can
be
doing
is
watching
the
other
person
or
persons
with
whom
you're
negotiating.
What's
their
body
language
look
like.
Are
they
yawning?
Are
they
rolling
their
eyes
right?
Are
they
getting
defensive
about
their
packages
they're
offering?
How
can
you
put
them
at
ease?
B
You
can
have
a
productive
conversation,
so
spending
more
time
being
a
sociologist
or
an
anthropologist
than
only
just
negotiating
on
your
own
behalf.
Now
I
do
want
to
say
something
about
also
because
it's
not
just
about
negotiating.
It's
also
about
networking,
mentorship
and
sponsorship,
and
this
is
another
big
area
for
me
as
we
look
at
closing
the
leadership
gap.
How
many
of
you
think
you're
good
networkers
in
your
chosen
field
that
you're
you're
good
at
knowing
Allah
wide
Network
I,
see
one
here?
What
makes
you
great
at
networking.
B
B
Well,
it's
not
like
you
know
finding
out
how
many
jellybeans
are
in
the
jar.
It's
not
about
quantity,
it's
about
quality
and
there
are
four
big
areas
that
you
need
in
your
network.
You
need
influencers,
so
you
need
people
way
above
you
who
have
an
ability
to
garner
an
audience.
You
need
experts,
you
need
people
who
really
know
your
field
right.
B
You
need
creators,
people
who
are
really
already
doing
the
work
or
creating
new
work,
and
you
need
those
connectors
who
might
be
your
peers,
but
sadly,
women
tend
to
do
better
in
their
networks
with
their
peers,
because
it's
a
comfort
level.
So
we
get
people
who
are
basically
at
our
level
below
our
level
or
just
above
our
level,
rather
than
seeking
out
those
big
influencers
or
experts
and
really
making
sure
we're
being
intentional
about
who
our
network
is
and
how
we
build
it.
B
B
Do
a
monthly
piece
for
NBC
News
on
know
your
value
on,
and
this
month
I
wrote
for
Morning
Joe
show
on
on
the
value
of
the
mentor
mentee
relationship
and
some
tips
for
mentees
on
what
you
can
do
to
make
sure
you're,
actually
in
a
relationship
with
another
person
to
make
that
as
valuable
of
an
experience
on
both
sides.
Does
anybody
know
what
the
difference
is:
mentoring
and
sponsorship.
B
He,
let
me
know
I'm
now
your
sponsor,
where
he
said:
Kim
I
see
great
things
in
you,
I'm.
Now,
speaking
on
your
behalf
to
get
you
into
this
leadership
level
at
the
University
when
I
was
in
a
khadeem
and
that
person
was
going,
you
know
behind
closed
doors
without
me,
knowing
it
working
on
my
behalf
to
help
me
move
up
and
frankly,
men
are
more
likely
to
have
mentors
and
sponsors
and
women
are
more
likely
to
have
mentors
but
not
sponsors.
B
We
have
about
a
thousand
college
women
student
leaders
coming
in
from
over
300
college
and
university
campuses
for
a
Leadership
Conference
that
begins
tonight
and
runs
through
Saturday,
and
these
kids
are,
and
these
kids
and
these
women
are
extraordinary.
I
mean
they
are
real
leaders
and
when
you
hear
how
they
are
approaching,
both
their
education
and
how
they're
thinking
about
their
professions,
I
guarantee
you're
going
to
be
more
like
Tigger.
B
When
you
go
to
sleep
tonight
than
you
are,
because
the
future
is
bright
as
we
look
at
where
the
young
people
are
because
they
simply
just
demand.
It
it'll
be
two
years
this
Friday
that
I
started
at
a
UW
and
I
left
the
Brookings
Institution,
where
I
had
a
really
rich
career
working
in
public
policy.
At
a
public
policy
think-tank
and
I
loved
my
work,
my
daughter
who's
now
11
as
I
was
leaving.
B
She
was
then
nine
started
to
cry
and
said
why
in
the
world,
would
you
ever
leave
rooking
'he's,
I
love
it
here,
I'm
growing
up
here,
everybody's,
so
cool
and
you're
gonna
meet
places,
and
what
is
this?
8Uw
I
mean
that's
dumb.
Why
is
there
an
organization
that
helps
girls
and
women
I
mean
everybody
knows
we
can
do
what
the
boys
can
do.
So
if
we
have
Ruby's
ideals
and
we
don't
allow
that
to
be,
you
know,
she's
still
pitching
for
her
little
league
team
baseball,
not
softball.
B
C
B
This
is
the
division
of
household
and
childcare,
labor
that
we
were
talking
about
with
the
capital
P
for
maternal
maternity
leave,
versus
parental
leave
and
the
reality
is
no
matter
what
summer
time
actually
becomes.
Gonna
be
a
USA
Today
story
in
the
next
couple
days
on
how
summer
time
is
even
worse
for
women
than
it
is
for
men,
and
it's
not
just
because
it's
hot
and
women
get
a
lot
more
saw.
We
say,
lascivious
comments
towards
them
and
their
bodies
and
their
sexuality,
but
also
because
they
shoulder
when
school
gets
out.
B
I
start
panicking
about
what
I'm
going
to
do
with
my
daughter
as
the
school
year
gets
out,
because
I
have
a
guarantee
for
nine
months
as
to
what
she's
going
to
be
doing
Monday
through
Friday,
but
what
happens
in
the
summertime.
It's
like
an
Escher
print
of
trying
to
paste
together
a
whole
bunch
of
camps
and
and
day
trips
and
the
like
and
so
you're
right.
Unfortunately,
in
2019,
women
still
are
overburdened
by
household
chores
and
by
childcare
and
elder
care
responsibilities.
B
Some
of
it
is
because
we
we
too
also
have
some
of
it
is
just
because
of
these
social
norms.
When
I
say
to
you,
our
entire
working
environment
is
still
based
off
of
antiquated
paradigms
out
of
about
the
1940s.
I
cannot
emphasize
that
enough,
but
the
change
only
comes
when
we
as
women
and
we
as
men
demand
change.
So
my
my
daughter's
father
is
a
federal
agent.
B
A
diaper
I
work
for
the
federal
government
I
am
entitled
to,
even
though
none
of
my
peers
have
taken
it.
I'm
gonna
take
three
months:
leave
you're
gonna,
take
this
promotion
and
you're
gonna
kick
ass
in
it,
and
so
what
I
did
I
took?
We
went
to
China
for
two
weeks.
I
stayed
home
for
two
weeks
after
that,
and
then
I
got
back
on
the
road
and
I
will
say
to
you
on
this,
though,
to
this
gets
back
to
ion's
point
earlier
on
how
we
perceive
all
of
this,
you
would
think
everybody
go.
B
This
is
so
cool
there
being
modern
they're
doing
it
differently.
Joel
is
learning
how
to
change
a
diaper,
and
let
me
tell
you
his
first
few
tries
were
not
successful
and
it
worked
really
well
with
his
bonding
to
learn
how
to
become
a
parent.
I
was
still
absolutely
very
much
engaged
in
my
daughter's
life,
but
what
happened
with
perceptions?
B
Coworkers
men
would
go.
Congratulations
rock
on
you
got
this
job,
that's
great!
But
how
are
you
gonna
do
this
with
a
baby
at
home?
Do
you
think
a
man
is
ever
asked
on
a
promotion?
How
are
you
gonna?
Do
it
with
a
baby
at
home
mother's
face
a
motherhood
penalty
financially
for
promotion
and
salaries?
Men,
on
average,
receive
a
fatherhood
bonus,
he's
now
seen
as
a
family
guy
reliable
and
now,
therefore,
is
earning
more
because
he's
a
father
and
in
my
own
direct
experience
because
you've
had
anecdotal
experiences
and
so
of
I.
B
It
wasn't
just
men,
it
was
women.
Women
who
I
had
admired,
who
said
good
for
you,
I
mean
I,
couldn't
do
that
cuz
I'd
need
to
be
home,
but
good
for
you
and
my
husband
was
treated
as
if
he
had
just
walked
from
the
heavens
down.
Can
you
believe
it
he's
babysitting
that
baby
I'm
like
actually
it's
called
parenting?
He's
not
babysitting
he's
parenting,
so
we
have
to
if
we're
gonna
get
to
that
parental
leave.
B
We
have
to
actually
shift
the
way,
we're
working
and
think
about
it
differently,
and
that
has
to
also
mean
that
we,
as
women
and
I'm
gonna
say
it
can't
be
martyrs.
Thinking
were
the
only
ones
who
can
take
the
child
for
shots.
Who
can
take
the
kid
from
this
camp
to
the
other
camp?
Who
is
that
you
know
doing
baking,
the
muffins
for
the
bake
sale
for
the
soccer
team,
etc?
We
have
to
give
a
little
bit
to
it.
B
I'm
gonna
say
one
other
thing
on
the
networking
and
then
we
can
get
reactions
to
this
I,
don't
believe
as
well.
In
networking
events
that
are
labeled
with
that
capital.
End
of
networking
I
think
networking.
Intentional
networking
can
happen
everywhere.
It
can
happen
in
your
cafeteria.
It
can
happen
while
you're
in
the
queue
to
drop
off
your
kids
at
school.
It
can
happen
after
a
meeting.
It
can
happen
at
a
Leadership
Conference.
B
It
can
happen
in
a
lot
of
different
places,
but
you
have
to
be
intentional
about
I'm,
going
to
use
an
old
word
about
your
own
role
in
or
your
outlook
contact
list
or
your
address
book
of
who's
in
it
and
as
you're
thinking
about
the
next
step
in
your
career.
What
are
those
missing
gaps?
What
are
those
Delta's
that
you
can
be
intentionally
trying
to
fill
not
just
with
a
libation
after
work,
but
really
being
intentional
about
with
whom
your
circles
of
influence
are
other
thoughts?
Yes,
ma'am.
D
One
of
the
candidates
for
chair
of
the
Board
of
Supervisors
in
Fairfax
is
a
woman
and
she
was
asked
the
men
were
not
asked
this
question:
how
are
you
going
to
take
care
of
your
children
and
be-
and
this
happens
in
2019
this
was
last
week.
So
that's
one
thing:
how
do
we
influence
the
media
and
then
the
second
one?
There
are
women
who
are
biased
towards
women,
because
last
week
I
was
told
by
a
woman
business
owner
in
Arlington
that
she
likes
this
candidate.
D
B
About
how
do
we
influence
the
media
because,
let's
be
honest,
it's
easier
for
them,
it's
sexier
for
them
and
it's
better
headlines
when
they
stick
to
the
same
old
script.
That's
been
working
for
them
for
decades
right,
so
I
do
a
lot
of
media
interviews
and
if
journalist
has
a
particular
bent
because
all
of
them
do
because
we
all
have
bias
because
we're
human
I,
correct
him
and
say
actually
that's
the
wrong
question.
B
We
can't
avoid
it,
but
checking
yourself
on
it,
so
you're
not
taking
on
what
you've
seen
for
far
too
long
think
about
Rosie
Rios,
who
was
the
u.s.
treasurer
who's,
been
really
working
to
try
and
get
a
female
on
some
of
our
US
currency.
Do
you
know
of
140
countries?
It's
just
us
and
Saudi
Arabia
that
do
not
have
a
female
on
US
currency.
Yeah,
yeah
yeah
got
it
Oh.