Misogyny in Politics: Women in Politics Face Violence and Abuse

Whether women are elected to local, state, or national office or are appointed to visible senior roles in federal government, they face more threats and attacks, sometimes physical, than ever before. Adeel Hassan of the New York Times reports that 79 percent of mayors in the United States “report being the victim of harassment, threats or other psychological abuse, according to a recent study” published in the academic journal State and Local Government Review. Hassan goes on to note that in a statistical analysis of the study data, gender stood out as a predictor of whether a mayor would be a target:

  • Female mayors were more than twice as likely as their male counterparts to experience psychological abuse, such as online threats.
  • Female mayors were almost three times as likely to experience physical violence.

Hassan notes that while many mayors now accept that verbal and physical abuse are part of public life, it doesn’t keep people from running for office, “but it burns people out once they’re in it.”

In the United Kingdom, women running for office report a significant increase in death threats, abuse on social media, and threatening graffiti. A study, reported by Megan Specia of the New York Times and conducted during the most recent election, “showed that female lawmakers received disproportionately more abuse on social media, with women of color receiving an even larger share.” In 2016, Jo Cox, a Labour lawmaker, was shot and killed by a man shouting “Britain first” and “Death to traitors” as she campaigned for Britain to remain in the European Union. While women are still running for office in the United Kingdom, they are more cautious about how they campaign since the death of Jo Cox.

Julian Borger, writing for the Guardian, reported that Dr. Fiona Hill, the senior director for Europe and Russia in the National Security Council in the US government, said she has been subjected to a campaign of harassment and intimidation, which reached a new peak after she agreed to testify in congressional impeachment hearings. Since those hearings, the harassment has continued and intensified.

Misogyny, or the hatred of women, is deeply embedded in white Western cultures and is a big factor in why women are not equitably represented in senior leadership roles. Women of color are subjected to a double dose of discouragement and intimidation as they deal with both sexism and racism when they seek leadership roles. Lisa Lerer and Jennifer Medina of the New York Times note that in her candidacy for president of the United States, Kamala Harris could neither get support from the Democratic Party nor raise the funds she needed to continue her campaign because as a black women she was deemed “unelectable” in majority-white areas.

What will it take for the talents of women of all races to be valued and for the harassment and threats to stop? Let us hear from you about what you think could bring positive change.

 

Photo by Evangeline Shaw on Unsplash

 

Respect for Women: Where Are Our Role Models?

When President Trump and Melania Trump visited France this July,  President Trump’s first action was to look First Lady of France Brigitte Macron up and down and pronounce her to be “fit.” Trump said to her, “You’re in such good shape.” He then turned to the President of France, Emmanuel Macron, and said, “She’s in such good physical shape. Beautiful.” Clearly uncomfortable, Brigitte Macron grabbed Melania’s arm and stepped back away from Trump. This incident was broadcast live around the world. What message does it send when the American President treats the First Lady of France like a sex object? This public example of sexist behavior—disrespectful treatment of women as sex objects—is what keeps the “bro culture” in place in the workplace and in society. Author Dan Lyons of the New York Times, writing about the cultures of many technology startup companies, explains that, “Bro cos. become corporate frat houses, where employees are chosen like pledges, based on ‘culture fit.’ Women get hired, but they rarely get promoted and sometimes complain of being harassed. Minorities and older workers are excluded.” Author Áine Cain of Business Insider agrees that “the resulting ‘bro culture’ tends to prioritize young men over all other employees, creating an environment that’s ripe for toxic behaviors like excessive partying and systemic harassment of colleagues.” Bro culture exists in all sectors and industries in the United States, though, not just in tech startups. In another article, Sam Polk of the New York Times  describes the bro culture in Wall Street firms that results in women being overlooked for a promotion, being ridiculed or ignored in meetings, and generally being treated disrespectfully. There is a close connection between all of Trump’s anti-woman actions:

  • His public displays of disrespect for women
  • His proud comments about sexually assaulting women in the Access Hollywood tape
  • His assault on women’s reproductive rights
  • His executive orders to strip women, especially poor women, of access to health care by attempting to defund Planned Parenthood and weaken Title X
Michelle Goldberg of the New York Times writes, “Mr. Trump doesn’t care about women’s health or rights.” I agree. I would add that he does not respect women. Period. As a role model to young men about how to treat women, he is a disaster. As a role model to all men about how to treat women, he is a disaster. We must all speak out, women and our male allies, to provide a different example and to challenge this one.   Photo courtesy of The White House. Public domain]]>

Four Reasons Why Women’s Empowerment Is a National Security Issue

I admit that I got nervous when the Trump transition team demanded that the State Department submit details of programs and jobs dedicated to promoting gender equity. Given Donald J. Trump’s history of demeaning and assaulting women and his sexist behavior during the presidential campaign, it seems quite possible that his administration will pursue the elimination of all funding for women’s empowerment programs in the same way they have planned to defund Planned Parenthood, which will deprive poor women of basic healthcare services. For this reason, I was glad to read the article by Valerie M. Hudson and Dara Kay Cohen, which makes the case for resisting the elimination of these empowerment programs funded by the State Department as an issue of national security for the United States. The US State Department makes small grants to nongovernmental organizations (NGOs) all over the world to help make progress in women’s empowerment. The authors offer four reasons why these programs have strategic importance for us here at home and should remain intact:

  1. Reduce member recruitment by terrorist groups. Terrorist groups such as Boko Haram in West Africa and Lashkar-e-Taiba in Pakistan find recruits among frustrated young men. In the regions where they operate, high bride prices on young women establish the young women as chattel to be bought and sold. These high bride prices frustrate young men who cannot afford them, making it easier for terrorists to recruit them. NGOs funded by the State Department are working to abolish bride prices, thereby reducing the population vulnerable to terrorist recruitment. Young men recruited as terrorists could very well end up attacking US interests in many parts of the world.
  2. Create more durable peace agreements. A landmark study by the United Nations found that peace agreements lasted longer and were more stable when women took part in the negotiations. One example of a strategic interest for the United States is to get a stable peace accord in Afghanistan. We need Afghanistan to be stable to help stabilize the region with nuclear-armed Pakistan next door. Once stable, Afghanistan will be able to provide its own security so that it is not dependent on the US military, thereby enabling the United States to withdraw from the region. If there is to be a durable peace agreement for Afghanistan, it would be wise to have both Afghan and American women at the negotiating table.
  3. Stabilize high-conflict regions. More than a decade of research shows that women’s advancement is critical to the stability of countries with a history of ethnic conflict and civil war. When girls are educated and empowered, countries are more stable and secure.
  4. Deal with matters of life, death, and dignity. The State Department makes small grants to NGOs to help women deal with the aftermath of rape during war, to eliminate genital cutting and forced marriage, and to help girls gain access to education. To his credit, President George W. Bush identified “respect for women” as a “nonnegotiable demand of human dignity.”
The Trump administration says it cares about foreign policy with a focus on national security. The authors note, “To build such a foreign policy, women’s rights are an indispensable pillar.” What are your views about continuing to support stability in war-torn areas by empowering women?   This image provided courtesy of ResoluteSupportMedia (CC BY 2.0)  ]]>

Misogyny and Double Standards for Women in Politics and at Work

Misogyny is a difficult and important concept to understand if we are to grasp many of the challenges that women face in politics and in the workplace. One source of confusion is that misogyny is actually an umbrella term that encompasses multiple concepts such as sexism, patriarchy, gender-based oppression, and internalized oppression. Both women and men participate in perpetuating the misogynistic attitudes, behaviors, and practices motivated by hatred or distrust of women. Such concepts are largely unconscious in individuals and often institutionalized in the policies and practices of organizations and societal institutions. I wrote about some post-election examples of misogynistic behaviors in a recent article. Another way to understand misogyny is to consider examples of double standards that women regularly experience. In order to succeed, women are often evaluated against different and harsher standards than are men, as the following examples show.

  • Women are given more negative performance reviews with more negative personality criticisms.
  • Women get interrupted more and then are criticized for not talking more in meetings.
  • Women must walk a tightrope between being effective versus likeable and too feminine versus not feminine enough.
  • Women in academia receive less research funding and less tenure credit for publishing, even though they publish as much as men also on the tenure track.
  • The gender-wage gap persists in most professions in the United States, including for teachers and nurses, for female physicians, and in the financial sector. Maria Tadeo of Bloomberg News reports on a study by the World Economic Forum showing that it will take 170 years to achieve pay equity due to continuing deterioration in progress over the past twelve months.
Nicholas Kristof of the New York Times writes that we must consider the double standards women face in politics, noting that women are subjected to greater scrutiny than men in politics. He asks us to imagine how Hillary Clinton would have fared in her presidential campaign if she had
  • been married three times with five children by three husbands and referred to her daughter as “a piece of ass”
  • boasted about the size of her vagina during an election debate
  • had less experience in government or the military than any person who had ever become president
  • been caught on tape referring in a degrading way to men’s genitals
  • been accused of sexual assault by more than fifteen people
  • been sued for racial discrimination and retweeted white supremacists
  • filed six bankruptcies and withheld payment from many people who worked for her
I have seen people and organizations change once leaders become aware and support each other. I recently advised an organization trying to be more fair and inclusive to white women and to people of color. After a series of awareness training sessions, the managers began to call each other out about applying double standards when making hiring or promotion decisions. Their decisions became more conscious and intentional, resulting in a significant increase over time in hires and promotions of white women and people of color. Here are actions we can take to effectively change double standards.
  • Join together with other women and men to call out misogynistic behaviors or practices when they occur so that such actions do not remain unconscious.
  • Do not allow misogynistic behavior to be seen as “normal” or “just the way men are” either within yourself or others.
  • Form study groups to read and discuss double standards applied to white women and to people of color.
  • Take action together to recommend changes in your community or organization.
Do you have success stories? Let us hear about them so we can learn from each other.   The image in this post is courtesy of Nguyen Hung Vu (CC BY 2.0)]]>

The Long March to Break the Highest Glass Ceiling: The Next Step Taken

Women in the United States struggled many years to win the right to vote, and we still have not been able to win the presidency. At least fifty-two other countries in the world have had a female head of state—some countries multiple times—but we have not. Hillary Clinton’s recent run was not successful, but she took us one more step along a very long journey for women in the United States. Gail Collins of the New York Times reminds us that when women implored the men writing the US Constitution to include women’s rights, the men laughed and ignored the request. It took almost another 150 years for women to win the right to vote in 1920. Once the struggle to win the vote got underway in earnest, it took fifty-two years of nonstop campaigning to win, and the campaigns were often met with violence, arrests, and mockery. We won the vote, but we still have not gotten the Equal Rights Amendment (ERA) passed, which would put American women into the Constitution. I marched in the streets for the ERA and cried when it failed to pass. I am still waiting. Collins notes that even after winning the vote in 1920, women did not vote as a bloc; they voted more like their husbands, “on the basis of ethnicity, economic class, and geographic location,” a pattern that was also reflected by white women voters in this election. Collins points out that, unlike in the Civil Rights Movement, “where black Americans had grown up as a separate group, victims of endless injustice and brutality,” and fought together against the white majority (and are still fighting), white women were not a separate enslaved group. Collins explains that while white women had precious few rights themselves, “they were living in the bedrooms and parlors of the male authority figures. . . . When they rebelled, they were laughed at.” As we just saw in the 2016 election, women are still not a voting bloc. In fact, Susan Chiara explains that 53 percent of white women voted for Trump. Joan C. Williams, writing in the Harvard Business Review, notes that although a majority of married women, college-educated women, minority women, and unmarried women voted for Hillary, “WWC [white working-class] women voted for Trump over Clinton by a whopping 28-point margin—62% to 34%. If they’d split 50-50, she would have won. Class trumps gender,” and it probably always has. Chiara cites Nancy Isenberg, author of the book White Trash, as saying, “class shapes gender identity.” Chiara notes that racial fears and perceived competition with African Americans and immigrants for good jobs and opportunities are a higher concern for WWC women than is sexism. This may illuminate why the release of the Access Hollywood tapes with sexist remarks by Trump about women did not turn many WWC women voters away from Trump. The fact that Hillary Clinton ran for president as the first-ever female nominee of a major political party is a step along the road for US women. Margaret Chase Smith and Shirley Chisholm were the first women to try for the nomination of the Republican and Democratic parties, respectively, but they did not win their party’s nomination. Now Hillary Clinton has broken that barrier. She did not win, but Sarah Lyall describes the profound moment for many women on Election Day when, carrying with them mementos of long-dead grandmothers and mothers, they finally got to vote for a woman for president! Women proudly marched to the polls in groups wearing white to symbolize the suffragists, in pantsuits or wearing “Nasty Woman” t-shirts. Groups of women put flowers on the grave of Susan B. Anthony, who fought for suffrage but died before women’s right to vote became law. Mothers drove daughters past the childhood home of Hillary Rodham Clinton in Illinois to point it out to them. Hillary Clinton did not win, but she took us the next step along the path. Thank you, Hillary.   Hillary Clinton speaking with supporters at a town hall in Manchester, New Hampshire © 2016 by Gage Skidmore, licensed under CC BY-SA 2.0  ]]>

Gretchen Carlson, Formerly of Fox News: How to Stop Sexual Harassment

Gretchen Carlson went public about the sexual harassment she endured from Roger Ailes as an employee of Fox News and got Roger Ailes fired. Carlson did not agree to stay silent when offered a settlement as part of a nondisclosure agreement, and she got fired. It took courage to go public, and, subsequently, many women have come forward to tell their previously undisclosed stories of sexual harassment. In her article in the New York Times, Carlson notes that, according to the National Women’s Law Center, “almost half of all women have been sexually harassed at work. And those are the ones who have been brave enough to reveal it.” In a previous article, I explain why sexual harassment is still so prevalent in the workplace. Carlson has committed herself to taking action to create workplaces free of sexual harassment for our daughters––places where offensive comments about women will not be dismissed as “locker room talk” and sexual assault will not be tolerated. She explains that while women need to feel able to come forward and say, “This is not OK,” creating harassment-free work environments will require more than women speaking up after the fact. She offers the following suggestions:

  • Companies should not be allowed to force newly hired employees to sign contracts that require secret arbitration of all discrimination disputes, including sexual harassment claims. Carlson explains that secrecy silences women and leaves harassers free from accountability. In addition, arbitration rarely favors the accuser and cannot be appealed. Carlson plans to testify before Congress to help fight forced arbitration, and we all need to weigh in with our representatives to support legislation to stop forced arbitration contracts.
  • We should reassess whether human resources (HR) departments are the right places for victims to lodge their complaints. As demonstrated by Carson’s case at Fox News, HR and corporate legal departments are often loyal to the company executives who hire them and see their job as protecting the company by covering up the misdeeds of executives to prevent lawsuits. In fact, when I was consulting to companies in the 1990s and early 2000s about how to set up policies and procedures that would create harassment-free environments for employees, a best practice was to have an outside ombudsman, often an employment law firm, on retainer to represent the interests of the employees. After this time, arbitration clauses were added to employment contracts and this route to safety for employees was closed off.
  • We should reassess sexual harassment training given by companies. I agree with Carlson that such training is often a corporate façade that creates the illusion of compliance with antiharassment laws. While Carlson suggests that harassment training should be assessed for effectiveness, I maintain that training without effective reporting procedures that bring perpetrators to justice can never be effective. In other words, don’t blame the training. Employees always know when “no tolerance” statements are insincere or not backed up by procedures with teeth to protect them.
  • We should be conscious and intentional about raising both boys and girls to show respect to each other at school and at home.
  • Men should hire more women into positions of power and stop enabling harassers. Carlson states that men and women need to work together: “This is not only a women’s issue. It’s a societal issue.”
Gretchen Carlson lost her job when she took on Roger Ailes. We all need to endorse her efforts to end sexual harassment and support her on her path to whatever is next in her career. Good luck, Gretchen, and thank you!   Image: “Black and White, City, Man, People”]]>

What Is Misogyny? A New Word with an Old Meaning

Image courtesy of pixabay.com.[/caption] I have been designing and facilitating women’s leadership-development programs for more than twenty-five years, and I always include a segment on misogyny.  I begin by asking for participants to raise their hands if they have heard the term misogyny before—usually no one has, until this year.  This fall, when I asked the question, almost every woman in the audience raised her hand and knew the definition:  having or showing a hatred or distrust of women.  The women in my most recent program were from the whole spectrum of political ideologies, but this year’s election campaign elevated both the term misogyny (which is not really a new word but had almost disappeared from use) and awareness of the behaviors associated with it to the level of national discourse.  Misogyny has always been with us, but we often didn’t see it, had become numb to it, or did not have a name for it.  This election campaign brought misogynistic attitudes and behaviors to the surface and out in the open. It’s also possible that some misogynistic behaviors are increasing because of the campaign rhetoric.  As an example, Ginia Bellafante of the New York Times reports that in September of this year, six women, each walking separately in midtown Manhattan in the early evening hours, were approached by young men who tried to light them on fire. Only females were targeted in these attacks.  Bellafante suggests that Donald Trump’s campaign inflicted damage on our culture by bringing to the surface male rage.  It has always been there, somewhat hidden, but may have been unleashed.  She reports that the Southern Poverty Law Center, which monitors hate groups, discovered during the past four years a “dark world of woman hatred” in online forums that denigrate and condemn women as liars, cheaters, whores and social cancers” and advocate their imprisonment and collective rape.  Remember the phrases liar and lock her up during the campaign?  These phrases were not created by Donald Trump just for Hillary Clinton.  The Southern Poverty Law Center reports that for “the radical right in recent years, misogyny has become an increasingly common means of articulating broader discontent.” This is quite a serious matter.  Here are some other examples of misogyny in the United States today:

  • One in five women and one in seventy-one men in the United States have been raped.
  • Every day in the United States, more than three women are murdered by husbands or boyfriends.
  • Many universities in the United States are under pressure for sheltering athletes and coaches accused of rape and of disbelieving their accusers. For example, in the Stanford rape case involving swimmer Brock Turner, the university sheltered him, and his father defended him by explaining that he should not be punished because he was “only having a little fun” when he sexually assaulted an unconscious woman on campus. Turner was eventually convicted after a large public outcry forced his arrest.
  • A survey last year of twenty-seven college campuses by the Association of American Universities found that 23 percent of women responding reported experiencing sexual assault since enrolling in their university. Harvard found sexual assault to be widespread on campus with 31 percent of the class of 2015 reporting some form of it.
  • Because of misogyny, it is difficult for women to be elected to high offices, such as president of the United States or secretary general of the United Nations. There has never been a woman in either role.  After seven strong and qualified women were recently rejected as the next leader of the United Nations in favor of one more man, one female diplomat explained, “Misogyny is baked into this system.”
Let’s be clear.  It is not only men who can enact misogynistic attitudes and behaviors.  Women often internalize misogyny and hold other women to harsher standards, undermine the success of other women, and generally withhold their support of women leaders. What’s to be done?  I think the women of the 2012 Harvard soccer team who were the focus of a “scouting report” by the 2012 men’s soccer team that exhibited misogynistic practices of objectifying the women said it best in their Harvard Crimson article:
‘Locker room talk’ is not an excuse because this is not limited to athletic teams. The whole world is a locker room.  The actions and the words of the 2012 men’s soccer team have deeply hurt us.  They were careless, disgusting, and appalling.  As women of Harvard Soccer and of the world, we want to take this experience as an opportunity to encourage our fellow women to band together in combatting this [misogynistic] type of behavior because we are a team and we are stronger when we are united.  To the men of Harvard soccer and to the men of the world, we invite you to join us, because ultimately we are all members of the same team.  We are human beings and we should be treated with dignity.  We want your help in combatting this.  We need your help in preventing this.”
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