women

How Women Are Changing Mainstream Politics

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Women are running for office in record numbers since the 2016 election. Michael Tackett of the New York Times writes that Clinton’s loss triggered not only a surge of female candidates but also a surge of young women managing campaigns and “reshap[ing] a profession long dominated by men.” Many women running for office want female campaign managers who will shape winning messages and plan bold platforms and strategies. Tackett reports that this year, 40 percent of campaign managers for Democratic congressional candidates are women—a dramatic increase from the negligible numbers counted in a 2010 study conducted by Rutger’s University Center for American Women and Politics. Many of the campaign messages produced so far this year by both Republican and Democratic women are changing the rules of politics. Stephanie Ebbert of the Boston Globe notes that “running like a man often doesn’t work” for women. Women candidates are throwing caution to the wind and, according to Dianne Bystrom, director of the Carrie Chapman Catt Center for Women and Politics, are “running very boldly.” For example:

  • One Republican congresswoman running for the Senate told her party in a campaign ad to “grow a pair of ovaries.”
  • Two Democratic candidates for governor have created ads to pitch their candidacies while breast-feeding on camera.
  • A Democratic woman asked in her campaign ad, “Who can you trust most not to show you their penis in a professional setting?”
  • The Vote Me Too PAC is running ads that say, “51 percent of our population has vaginas. 81 percent of members of Congress don’t have vaginas. [This] leads to a culture where sexual discrimination and sexual violence are tolerated.”
Ebbert quotes Kelley Ditmas, assistant professor of political science at Rutgers University, who says that women are touting “their gender as a value-added, as a credential, as one among many merits that they bring to office-holding.” Susan Chira of the New York Times writes that women running for office are using motherhood not just as a credential but also as a weapon in some of the following ways:
  • They tell their own wrenching stories of sick children and their fears for them as they watch their government attack healthcare.
  • They tout their experiences with motherhood helping them to hone the skill of multitasking, which will help them cut through the gridlock in Congress.
  • They tell stories of their fears of gun violence in their children’s neighborhoods and schools as they support gun control measures.
  • In one campaign ad where the candidate was breast-feeding on camera, she linked her work as a state legislator to a bill she helped pass to ban BPA from baby bottles.
As part of the record-breaking surge of women running for office, Julie Turkewitz of the New York Times notes that a historic number of Native American women are running for elective office. No Native American woman has ever served in the U.S. Congress. Four are running for Congress and many more are running for seats in state government. This surge is partly the result of liberal energy unleashed by the 2016 election, the #MeToo movement, and a broader move of Native Americans into mainstream politics in recent years. Turkewitz shares the story of Deb Haaland of the Laguna Pueblo in New Mexico, a Native American woman running for office. Haaland argues that many of the issues affecting native communities, such as low wage jobs, violence against women, and access to safe and affordable healthcare, affect everyone. In several states, the Native American population is large enough to sway elections. Having more women in elected office can create great change as issues concerning women gain more support. These are exciting times to support women candidates. Let’s encourage everyone to vote in primaries and the November elections.   Photo courtesy of Chris Tse (CC BY-ND 2.0)]]>

Sexual Harassment: New Research on the Numbers

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The #MeToo Movement has surprising momentum and appears to be reshaping our national dialogue and workplace cultures—at last! It seems that every week we read about high profile men (and some women) getting fired for sexual harassment. Almost every organization I work with as a consultant reports firing or disciplining employees in a variety of roles and levels for sexual harassment. Sexual harassment has been in the news at various times in the past, including in 1991 when Anita Hill accused Supreme Court nominee Clarence Thomas of sexual harassment during his Senate confirmation hearing. But we have not been able to grasp the seriousness of the problem as a society, “believe the women” bringing accusations, or undertake research that can help us understand the depth and breadth of the problem. Susan Chira of the New York Times cites Holly Kearl, author of an important new study, as explaining why we must take this problem seriously: “Sexual harassment is a human rights violation—whether it takes place on the sidewalk of a street or in an executive boardroom—because it can cause emotional harm and limit and change harassed persons’ lives.” I can personally attest to that. The #MeToo Movement has provided an outlet for women and men to share their stories and finally be heard. The scope of the problem fueling and sustaining the movement has finally been documented in Kearl’s study. This study asks about a broader range of behaviors in multiple locations, not just in the workplace, over a longer time span and provides a clearer picture of the pervasiveness of this problem than we have had to date. Previous studies had a narrower focus, such as only in the workplace, only about rape or assault, or only during a narrow band of age, and did not give the whole picture. Chira notes that this well-designed study asked a nationally representative sample of one thousand women and one thousand men about verbal harassment, sexual touching, cyber sexual harassment, being followed on the street, genital flashing, and sexual assault in public spaces, in workplaces, in schools, online, and in homes. The findings from this study highlight the extent of this problem:

  • Eighty-one percent of women and 43 percent of men said they had experienced sexual harassment or assault over their lifetimes.
  • Seventy-seven percent of women and 34 percent of men said they had encountered verbal sexual harassment.
  • Fifty-one percent of women and 17 percent of men reported unwelcome sexual touching.
  • Forty-one percent of women and 22 percent of men said they were sexually harassed online.
  • About a third of women and one in ten men reported being physically followed, while 30 percent of women and 12 percent of men experienced genital flashing.
  • Twenty-seven percent of women and 7 percent of men reported sexual assaults.
  • Few differences were found by race or ethnicity among women who reported harassment. Hispanic men reported the most sexual harassment and assault in every category the survey recorded for men.
  • People who reported having a disability were much more likely to experience sexual harassment and assault.
  • Lesbians, bisexuals, and gay men were more likely to experience sexual assault than straight women and men.
Thanks to studies like this one, we can finally have an informed dialogue about the need for strategies to address this problem and stop it from being swept under the rug again. Let’s keep the pressure on for change.   Photo courtesy of Giuseppe Milo (CC BY 2.0)]]>

The Cost of Success for Women: Perspectives from a Male Ally

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After reading a recent article by Sendhil Mullainathan in the New York Times, I understood what my black colleagues mean when they say that having white allies gives them room to breathe. What are allies? The North American Students of Cooperation (NASCO) offers these helpful definitions:

  • Allies validate and support people who are different from themselves.
  • Allies examine their own prejudices and privileges and are not afraid to look at themselves.
  • Allies act to be part of the solution.
As a white woman, I have spent much of my life thinking and talking and writing about how women need to work together to push for change to improve the lives of women. Mullainathan, a professor at Harvard, writing as a male ally about the part men play in creating challenges for successful women, gives me room to breathe. Even when women manage to buck societal barriers and become successful, Mullainathan reports on the unseen costs of success for women:
  • A recent Swedish study of gender differences found that the divorce rate increased for successful female political candidates, but not for male candidates. The authors acknowledge that this study, like most, focuses only on heterosexual partners.
  • Women who become CEOs divorce at a higher rate than men.
  • Another study found that women who received Oscars in Hollywood for best actress were more likely to divorce, which is not the case for men who won for best actor.
  • When the wife in a couple earns more than her spouse, she spends more time on household chores than her husband and is more likely to end up divorced.
Other researchers concluded that to a significant extent, “women are bringing personal glass ceilings from home to the workplace,” installed by spouses who cannot tolerate their success. The author steps forward as an ally when he notes that if sexism is so widespread among other men, he himself is probably sexist. “Fixing these problems is my responsibility—and the responsibility of other men, too.” He suggests that men need to
  • Engage in introspection and become aware of their attitudes and behaviors
  • Ask questions of the women in their lives and listen to their pain-filled answers
  • Identify behavior changes they can make and encourage other men to do the same
When I read this article, I immediately felt and thought, “I can breathe!”   Photo courtesy of Ryan McGuire (CC 1.0)]]>

Women Are Breaking Barriers

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Women are breaking barriers and forging new pathways. Michael Tackett of the New York Times reports that because they are dismayed by the direction the country is going and energized by the Women’s March in 2017 after Trump’s inauguration, women are running for office in record numbers. Stephanie Schriock, the president of Emily’s List, the largest national organization devoted to electing female candidates, reports that more women than ever before have contacted Emily’s List about running for office. Schriock notes that about a thousand women contacted Emily’s List in the year before the 2016 election, but in the twelve months since the election, twenty-two thousand women have contacted the organization. Here’s what we know at this point:

  • 11 women flipped seats in the Virginia House of Delegates race in November 2017. Their numbers included the first Latinas, the first Asian American woman, and the first transgender candidate in Virginia.
  • 354 female candidates are running for the United States House of Representatives in 2018, which is four times the number of women who ran in 2016. Twice as many women are running for the United States Senate in 2018 compared to 2016.
  • While the majority of the female candidates are Democrats, Republican women are also running in larger numbers than ever before.
When asked why they are running, many female candidates report that damage to the social safety net, threats to the Affordable Care Act, attacks on reproductive rights, and the recent flood of sexual harassment allegations, some against Trump himself, have motivated them to seek election. Tackett notes that, after all, both Republican and Democratic women know how it feels to be harassed. Women are running for local offices as well. Rick Rojas of the New York Times writes about a town council race in Greenwich, Connecticut, where women have taken a sudden interest in running for council seats. This race, which has previously had more seats available than candidates to fill them, currently has 270 people, 110 of whom are first-time candidates and over half of whom are women, running for 230 seats. Some of the women running explain that they were motivated by the Women’s March, where they heard the message “If you want to make a change, start locally.” One candidate explained that she couldn’t “be a bystander anymore.” The record number of women running for the United States Congress in 2018 even includes some veterans. Michael Tackett writes in the New York Times that Elaine Luria, Amy McGrath and Mikie Sherrill, all graduates of the United States Naval Academy, are trying to do something that “no female Annapolis graduate has ever accomplished: to win seats in Congress.” Luria commanded an assault ship with a crew of four hundred in the Persian Gulf, McGrath was the first female Marine to fly an F-18 fighter jet in combat, and Sherrill was a Navy helicopter pilot. The three were motivated to run after Trump’s election. Tackett notes that military credentials have always propelled men to office. We will see how these well-credentialed military women do. In another first, Senator Tammy Duckworth, a Democrat from Illinois and a veteran of the Iraq War who lost both of her legs in combat, will become the first United States senator to give birth while serving in the Senate. Matt Stevens of the New York Times reports that Senator Duckworth will be one of only ten women who have given birth while serving in Congress. This will be the senator’s second child. Her staff report that Duckworth, as a working mother, brings an “important” and “underrepresented” perspective to Congress, where she has sponsored legislation to support working mothers. Change is in the air. What changes are you seeing in your local elections?   Image courtesy of JIRCAS Library (CC BY 2.0)]]>

Women in Physics and Medicine: Closing the Gender Pay Gap, Increasing Respect, and Decreasing Burnout

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New studies on women in physics and medicine find continuing disparities in pay and promotions. Audrey Williams June, writing for the Chronicle of Higher Education, reports the results of a new study by the Statistical Research Center at the American Institute of Physics showing a gender pay gap of 6 percent for female faculty members in physics. The study also found that men are overrepresented in senior faculty roles and that women receive fewer grants for research and lab space. For women in medicine, the issues can be severe. Dhruv Khullar of the New York Times reports that female physicians

  • are more than twice as likely to commit suicide as the general population;
  • earn significantly less than male colleagues
  • are less likely to advance to professorships; and
  • account for only one-sixth of medical school deans.
Khullar notes that gender bias begins to impact women physicians during medical residency training and continues throughout their careers. He points out that the structure of medical training and practice has not changed much since the 1960s, when almost all medical residents were men and only 7 percent of medical school graduates were women. Today women account for more than one-third of practicing physicians and one-half of physicians in residency training. Unchanged training structures that assume a stay-at-home spouse to support a trainee’s eighty-hour-work week create work-family conflicts for women. The combination of work-family conflicts and embedded gender discrimination in the profession takes a toll on women’s lives and careers in some of the following ways:
  • In households where both spouses are doctors, women with children work eleven hours less per week, while there is no difference in the hours worked by men with children. This statistic reflects the greater responsibility that women doctors carry for family care that their spouses do not share equitably.
  • Female physicians are more likely to divorce than male physicians.
  • For female physicians, getting patients and other doctors to show them respect by calling them “doctor” is a battle. Women physicians are assumed to be either physician assistants or nurses by both patients and other doctors and are often introduced by their first names in professional settings instead of by their professional title of “doctor.”
  • The gender pay gap for female physicians is significant and was detailed in an earlier article.
  • A recent study at Harvard found that gender bias affects referrals to female surgeons from other physicians.
What can be done to close the gender pay gap, increase respect, and decrease burnout for women in physics and medicine? Both June and Khullar suggest that having more women in leadership and mentorship roles could make a big difference. Khullar also notes that “disparities don’t close on their own. They close because we close them.” Let’s continue to put pressure on our institutions to be more equitable and inclusive. Do these disparities exist in your own profession? Please share with us what efforts your organization is making to close these gaps. Photo by Walt Stoneburner, CC BY 2.0.]]>

A New Way for Women to Support Each Other: Social Media

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Women have always found ways to help each other survive racism and sexism in the workplace by meeting informally outside of work for validation and support. This support might be in the form of listening to and understanding stories of mistreatment; sharing tips for how to deal with discrimination, salary negotiation, and work-life balance; or sharing the names of sexual predators to increase a woman’s ability to protect herself at work. Women across the decades and occupations have always benefited from this type of support in safe spaces such as living rooms and coffee shops. But the rise of the internet has opened important new forms of safe space. Julie Creswell and Tiffany Hsu of the New York Times explain that the internet has become a clearinghouse for complaints. The recent outpouring of sexual harassment complaints against high- profile individuals has heightened awareness of sexual harassment and opened a floodgate of untold stories as women discover that they are not alone in their experiences of inappropriate behavior. Long unvoiced or ignored, pent-up complaints of inappropriate behavior are pouring out into public and private online forums. It still remains unsafe for most individuals to lodge formal complaints with human resources (HR) departments whose primary interest is protecting powerful people and the legal interests of organizations. Individuals are still at risk of retaliation or of being ignored, but the large number of women (and men) coming forward makes it safer. The Equal Employment Opportunity Commission (EEOC) notes that outrageous and unchecked behavior has been going on for so long that fewer than two in ten female harassment victims ever file a complaint for fear of retribution. Creswell and Hsu note that current public forums and invitation-only online support groups include the following:

  • Tech Ladies, an invitation-only Facebook group
  • #HelpASisterOut, a forum for advice on how to file a complaint or learn about a company’s culture
  • Blind, an app for anonymous chats about the workplace
  • BetterBrave, an online guide to resources for sexual harassment victims
  • SheWorx, an advocacy group for online entrepreneurs
Creswell and Hsu explain that social media platforms yield results for sexual harassment victims who are ignored by their HR departments. For example:
  • When Susan Fowler of Uber published her blog with accusations about sexual harassment by her supervisor that had been ignored by HR, she got action, including the firing of the company founder.
  • Two women at YouTube reported Andy Signore for sexual harassment to HR and nothing happened. When they went public on social media, he was swiftly terminated.
There is a downside, of course, to anonymous online allegations, which can spread quickly and damage reputations with no chance for the accused to defend themselves. We do need just and fair processes—for everyone. Women haven’t had them. We are now in a period of realignment where the pressure may be back on for organizations to take women’s complaints seriously and to put effective policies and procedures in place that protect women and work for everyone. We had good practices in place in the 1990s after Anita Hill brought the issue of sexual harassment against Supreme Court nominee Clarence Thomas out into the light of day, but then they were replaced by corporate lawyers with arbitration clauses in employment contracts and nondisclosure agreements that do not protect victims of harassment. It’s time to get back to protecting women and men from harassment.   Photo by Donna Cleveland, CC BY 2.0.]]>

Inspiring Women in Baseball

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When my cousin’s daughter was five or six years old, she was obsessed with becoming a professional baseball player. She would only wear a baseball uniform, including a baseball cap for her favorite team, and was rarely without her catcher’s mitt. It broke my heart to know that she would never be able to realize her dream because she was female. That was a long time ago, but not much has changed for women in professional baseball. For this reason, I found it inspiring to read about two women who are pioneers in the sport: Jessica Mendoza and Claire Smith. They are ESPN baseball analysts and journalists who are battling sexism in the sport to have their talents recognized. My niece never had a chance to see women in these roles when she was young. While not in center field, sports analysts and journalists are still important roles. Almost as inspiring to me is their male ally, Doug Glanville, who wrote the story about these women in the New York Times to acknowledge them and urge others to appreciate and support them. Glanville is an ally in the true sense of the word because he understands and is willing to give voice to the unfair challenges that women face in professional sports. He also appreciates the importance of role models for young girls and boys who have dreams that are blocked by stereotypes. Glanville begins by telling us about Jessica Mendoza, ESPN’s first and only Major League Baseball (MLB) analyst. Even though Mendoza is an Olympic gold and silver medalist in softball, a trusted insider, and a highly competent commentator, she is routinely disparaged by sports fans on social media and told she does not belong in baseball. Yet she persists as trailblazers must. Glanville also writes of Claire Smith, an African American baseball reporter for the New York Times, who just became the first woman ever recognized in the Baseball Hall of Fame with the highest honor in baseball journalism. Hers will be the first female face on the wall of journalistic award recipients. Both Mendoza and Smith have faced enormous challenges that men do not face. Glanville identifies some of these challenges as double standards based on gender. For example, men are allowed to be both competent and likable, unlike women. Glanville argues that “sports, on and off the field, should set an example for fairness, decency and humanity for all of our children, not just the legacy of boys already in the boys club.” Our children need to see that they can break barriers and be whatever they aspire to become. My niece would still not be a professional player in center field, but today, at least, she would have role models for other ways to be seriously involved in the sport she loves. Thank you to Jessica Mendoza and Claire Smith for being pioneers.   Photo courtesy of greg westfall (CC BY 2.0)]]>

Five Reasons Why You Should Hire an Older Woman

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As a member of the hiring committee of a nonprofit’s board of trustees, I recently worked with an executive search firm to fill a CEO vacancy in the organization. The search firm representative asked us if we wanted to screen out women over fifty from the candidate pool. We were surprised and asked, “Why would we?” The reply was, “Most of our clients won’t consider hiring women over fifty, and we don’t want to waste your time or ours by including them if you want us to screen them out.” Wow! This question was asked quietly, since it is illegal to discriminate based on age, but it was asked because this dynamic is so prevalent. Men are considered to be viable employees at older ages than women. Ashton Applewhite of the New York Times cites a 2016 study by the National Bureau of Economic Research that “found ‘robust’ evidence that age discrimination in the workplace starts earlier for women and never relents.” Applewhite explains that ageism, or discrimination based on age, “is the result of a network of attitudes and institutional practices.” In other words, it is baked into our social and workplace cultures that women over fifty are not valued. Sally Koslow, writing for the New York Times, cites a study by the Bureau of Labor Statistics showing that nearly half—48.8 percent—of women aged fifty-five to sixty-four are among the long-term unemployed. These numbers reflect the desire of older women to work but their difficulty in getting hired. Many older women want to work not only because they enjoy it but also because they often need to work. Koslow reports that, according to the National Institute on Retirement Security, “women are 80 percent more likely than men to be impoverished at age sixty-five and older.” Why should you hire a woman over fifty? Applewhite suggests the following considerations:

  • Older workers can bring deep knowledge, well-honed interpersonal skills, better judgment, and a more balanced perspective to the workplace.
  • Older workers represent a wealth of productive and creative potential that is a source of social capital that should not be wasted.
  • Not one negative stereotype about older workers holds up under examination. Research shows that older workers are reliable, handle stress well, master new skills, and are the most engaged workers when offered the chance to grow and advance.
  • Older workers might take longer to do a task, but they make fewer mistakes.
  • It is a myth that older workers crowd out younger ones. Economists have debunked this “lump of labor” fallacy many times.
What changes can we make to open more employment opportunities for older women? Let’s be clear that ageism and an overemphasis on youth culture in our country are deeply engrained. Nonetheless, we can bring about change by not buying into the myth that some women are too old to do certain jobs or learn new skills. We can make friends of all ages and point out age bias when we see it. Most importantly, though, we need to join forces and speak up about the issue of ageism. We need to challenge the assumptions about older women as workers and hire older women when we are managers. Our board of trustees hired a woman over fifty for our vacant CEO position, and she brought a wide range of experience and contacts to our organization that proved to be quite valuable. What ways can you influence the hiring of an older woman worker?  What successes have you experienced with older workers?  Let us hear from you. Photo courtesy of shooterple.    ]]>

How Technology Companies Can Hire and Retain More Women

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For some time now, technology companies have acknowledged that women are underrepresented in their companies in technology and leadership positions. Both large and small companies in Silicon Valley have publicly announced their intentions to increase the representation of women and minorities in their ranks, yet not much progress has been made. Katharine Zaleski, the cofounder of a company that helps clients diversify their workforces, writes in the New York Times that a big part of the solution could come from making changes in the interview process. She maintains that often well-intentioned, but clueless, men send clear messages to women during the interview process that they are not welcome or valued. But sometimes these interviewers are not well-intentioned. In one example, Zaleski set up an interview with a tech company for an African American woman software engineer. Zaleski recounts, “after meeting with the hiring panel, she [the applicant] withdrew her application, telling us she felt demeaned by the all-white male group that failed to ask her any questions about her coding skills.” In fact, one of the men told her that because she wasn’t a “cultural fit,” there was no need to proceed with technical questions. But what does it mean to be a “cultural fit?” Zaleski suggests that the template for “fit” is based on young white men. What can companies do to be successful in hiring diverse candidates? Zaleski offers these tips:

  • Include women in the hiring process by intentionally forming diverse interview panels.
  • Make current female employees available to speak to candidates about their experience in the company.
  • Make themselves appealing to female candidates by telling them not only about their ping pong tables and retreats but also about their parental leave policies, childcare programs, and breast-pumping rooms. Emphasizing these policies demonstrates that the company has a culture that values and includes women.
  • Hold webinars for potential candidates led by female employees who talk about how the organization is working to become more inclusive. There is a lot of negative press about tech companies that makes women skeptical about whether they will be valued, and companies need to address these concerns directly.
Let’s be clear: while these steps will help with hiring, retention is another matter. My niece recently returned to work in a technology company after giving birth to her first child, and her manager is unsupportive. The first thing her manager said to her upon returning to work was, “How many more are you planning to have and how soon?” He did not even welcome her back and he is unhappy that she needs breaks to pump. She no longer wants to work there and is actively looking for another job. Does your company make it clear that they value women? Please share with us what efforts your organization makes to be inclusive of women. Photo courtesy of MDGovpics (CC BY 2.0)    ]]>

6 Steps That Can Help Women Advance in Law Firms

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Progress has been very slow for women’s advancement in law firms. Why is this the case? As Elizabeth Olson of the New York Times reports, women are

  • Slightly over 50 percent of current law school graduates (and have been for a long time)
  • Under 35 percent of lawyers at law firms
  • Only 20 percent of equity partners, where the highest compensation and best opportunities for leadership exist
Olson cites a recent study by Anne Urda of Law360 that found that “only nine of 300 firms surveyed had a lawyer work force that was 50 percent or more female.” Olson notes that a number of recent gender bias lawsuits have been filed against law firms alleging substantial gender pay disparities and discrimination for either associates or partners, reflecting
  • Substantially lower starting salaries for female associates compared to their male counterparts
  • Promotions for female associates without commensurate pay increases
  • Female partners being excluded from meetings about client matters, not being allowed to pitch to firm clients, and being thwarted in their efforts to assume greater leadership
  • Company tolerance for female partners being targeted for harassment and humiliation by firm leaders and peers
  • Being made nonequity partners rather than equity partners, where the compensation levels are higher and the opportunities for leadership available
Shira A. Scheindlin, a recently retired federal district court judge writes that in her courtroom, it was rare for female lawyers to have a lead role or to speak at all. The talking was done primarily by white men, with women sitting at the counsel table, usually junior and silent, although they were clearly the ones most familiar with the details of the case. In a study that she recently conducted with the New York Bar Association, the gender of the lawyers who primarily spoke in court in 2,800 cases over four months was recorded. Scheindlin found that
  • Women were the lead lawyers for private parties barely 20 percent of the time.
  • Overall, women were lead counsel for only 25 percent of criminal and commercial cases in courtrooms across New York.
Without the opportunity to be in the lead counsel role, women find it hard to advance in law firms. What can be done?  Scheindlin suggests the following:
  1. Clients can demand that their legal teams be diverse.
  2. Law firms can take concrete steps to pay women and men at the same rate for the same work.
  3. Firms can ensure that junior female lawyers participate in the same number of depositions as their male counterparts.
  4. Firms can ensure that every trial team has at least one woman.
  5. Firms can ensure that women are meeting clients at the same rate as men.
  6. Law firms can make sure that bright, aggressive women are given the same opportunities for leadership positions as their equally qualified male colleagues.
These are serious and concrete steps that can remove the barriers to success for women in law firms. Isn’t it about time?   Photo courtesy of Cal Injury Lawyer (CC Public Domain Mark 1.0)]]>