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We'll talk about her work, her life and how she and her husband, Gov. Gavin Newsom, handle the chores in their household.\u003c/span>\u003c/p>\n\u003cp>\u003cb>Something Beautiful: Crissy Field\u003cbr>\n\u003c/b>\u003cspan style=\"font-weight: 400\">We visit one of Newsom's favorite places in the Bay Area; Crissy Field was a former military airfield that has been converted since 2001 into a national park. Today you'll find people picnicking and walking dogs at the beach with scenic views of the Bay and the Golden Gate Bridge.\u003c/span>\u003c/p>\n\u003cp>[ad fullwidth]\u003c/p>\u003cp>\u003c/p>\n","blocks":[],"excerpt":null,"status":"publish","parent":0,"modified":1663608991,"stats":{"hasAudio":false,"hasVideo":false,"hasChartOrMap":false,"iframeSrcs":[],"hasGoogleForm":false,"hasGallery":false,"hasHearkenModule":false,"hasPolis":false,"paragraphCount":4,"wordCount":110},"headData":{"title":"Jennifer Siebel Newsom | KQED","description":"Jennifer Siebel Newsom We talk with California's first partner and documentary filmmaker Jennifer Siebel Newsom, whose latest film, "Fair Play," examines the division of labor in the home. We'll talk about her work, her life and how she and her husband, Gov. Gavin Newsom, handle the chores in their household. Something Beautiful: Crissy Field We","ogTitle":"","ogDescription":"","ogImgId":"","twTitle":"","twDescription":"","twImgId":"","schema":{"@context":"http://schema.org","@type":"NewsArticle","headline":"Jennifer Siebel Newsom","datePublished":"2022-09-16T22:54:22.000Z","dateModified":"2022-09-19T17:36:31.000Z","image":"https://cdn.kqed.org/wp-content/uploads/2020/02/KQED-OG-Image@1x.png","isAccessibleForFree":"Y","publisher":{"@type":"NewsMediaOrganization","@id":"https://www.kqed.org/#organization","name":"KQED","url":"https://www.kqed.org","logo":"https://cdn.kqed.org/wp-content/uploads/2020/02/KQED-OG-Image@1x.png"}}},"disqusIdentifier":"11925851 https://ww2.kqed.org/news/?p=11925851","disqusUrl":"https://ww2.kqed.org/news/2022/09/16/jennifer-siebel-newsom/","disqusTitle":"Jennifer Siebel Newsom","videoEmbed":"https://youtu.be/0BVbjtu4SMc","templateType":"standard","featuredImageType":"standard","excludeFromSiteSearch":"Include","path":"/news/11925851/jennifer-siebel-newsom","audioTrackLength":null,"parsedContent":[{"type":"contentString","content":"\u003cdiv class=\"post-body\">\u003cp>\u003cp>\u003cb>Jennifer Siebel Newsom\u003cbr>\n\u003c/b>\u003cspan style=\"font-weight: 400\">We talk with California's first partner and documentary filmmaker Jennifer Siebel Newsom, whose latest film, \"Fair Play,\" examines the division of labor in the home. We'll talk about her work, her life and how she and her husband, Gov. Gavin Newsom, handle the chores in their household.\u003c/span>\u003c/p>\n\u003cp>\u003cb>Something Beautiful: Crissy Field\u003cbr>\n\u003c/b>\u003cspan style=\"font-weight: 400\">We visit one of Newsom's favorite places in the Bay Area; Crissy Field was a former military airfield that has been converted since 2001 into a national park. Today you'll find people picnicking and walking dogs at the beach with scenic views of the Bay and the Golden Gate Bridge.\u003c/span>\u003c/p>\n\u003cp>\u003c/p>\u003c/div>","attributes":{"named":{},"numeric":[]}},{"type":"component","content":"","name":"ad","attributes":{"named":{"label":"fullwidth"},"numeric":["fullwidth"]}},{"type":"contentString","content":"\u003cdiv class=\"post-body\">\u003cp>\u003c/p>\u003cp>\u003c/p>\n\u003c/div>\u003c/p>","attributes":{"named":{},"numeric":[]}}],"link":"/news/11925851/jennifer-siebel-newsom","authors":["236"],"programs":["news_7052"],"categories":["news_223","news_457","news_8","news_13"],"tags":["news_28914","news_4867","news_31645","news_17921","news_25015","news_25284","news_20297","news_19177"],"featImg":"news_11925855","label":"news_7052"},"news_11883957":{"type":"posts","id":"news_11883957","meta":{"index":"posts_1591205157","site":"news","id":"11883957","score":null,"sort":[1628212559000]},"guestAuthors":[],"slug":"coaches-speak-up-after-report-finds-ncaa-undervalues-womens-sports","title":"Coaches Speak Up After Report Finds NCAA Undervalues Women's Sports","publishDate":1628212559,"format":"audio","headTitle":"KQED News","labelTerm":{"site":"news"},"content":"\u003cp>Following the \u003ca href=\"https://www.kqed.org/news/11883760/report-finds-that-ncaa-undervalues-womens-basketball-prioritizes-mens-teams\">release this week of an external review\u003c/a> that found that the NCAA has underfunded and undervalued women's sports for years, many female college coaches and athletes are corroborating the report's findings.\u003c/p>\n\u003cp>In a \u003ca href=\"https://wbca.org/about/press-releases/wbca-executive-director-danielle-donehew-reacts-release-kaplan-hecker-report\">statement released on Tuesday\u003c/a>, Danielle Donehew, executive director of the Women's Basketball Coaches Association, said that the \u003ca href=\"https://ncaagenderequityreview.com/\">report's findings\u003c/a> validated the concerns expressed by many female coaches in the sport.\u003c/p>\n\u003cp>“The report is exhaustive,\" she said. \"The report addresses every issue of great concern, including branding, marketing and staffing of the women's championship.\"\u003c/p>\n\u003cblockquote class=\"twitter-tweet\">\n\u003cp dir=\"ltr\" lang=\"en\">WBCA Executive Director \u003ca href=\"https://twitter.com/DanielleDonehew?ref_src=twsrc%5Etfw\">@DanielleDonehew\u003c/a> reacts to the release of the Kaplan Hecker & Fink LLP report from its gender equity review of \u003ca href=\"https://twitter.com/NCAA?ref_src=twsrc%5Etfw\">@NCAA\u003c/a> women's and men's basketball programs.\u003c/p>\n\u003cp>Full statement and report: \u003ca href=\"https://t.co/tvQJ3YGJDu\">https://t.co/tvQJ3YGJDu\u003c/a>\u003ca href=\"https://twitter.com/hashtag/OurFairShot?src=hash&ref_src=twsrc%5Etfw\">#OurFairShot\u003c/a> | \u003ca href=\"https://twitter.com/OurFairShot?ref_src=twsrc%5Etfw\">@OurFairShot\u003c/a> \u003ca href=\"https://t.co/QbHbWJtbrs\">pic.twitter.com/QbHbWJtbrs\u003c/a>\u003c/p>\n\u003cp>— Women's Basketball Coaches Association (@WBCA1981) \u003ca href=\"https://twitter.com/WBCA1981/status/1422645152368189446?ref_src=twsrc%5Etfw\">Aug. 3, 2021\u003c/a>\u003c/p>\u003c/blockquote>\n\u003cp>The review was prompted in March after the NCAA came under fire from athletes and fans after a video of the minimal equipment in the women's weight room at the organization's championships was posted by University of Oregon basketball player Sedona Prince.\u003c/p>\n\u003cp>The video, which immediately gained traction and was \u003ca href=\"https://www.tiktok.com/@sedonerrr/video/6941180880127888646?lang=en\">widely critiqued on TikTok\u003c/a>, showed that the NCAA did not provide the women's Division I basketball teams the lavish amenities that it did for the men's tournaments. The NCAA commissioned the review shortly afterward.\u003c/p>\n\u003cp>Led by New York law firm Kaplan Hecker & Fink LLP, the \u003ca href=\"https://ncaagenderequityreview.com/\">report recommends\u003c/a> reforms to the NCAA's basketball programs. It calls for a combined Final Four tournament and changes to the organization's leadership structure, media contracts and revenue calculations.\u003c/p>\n\u003cp>\"With respect to women's basketball, the NCAA has not lived up to its stated commitment to 'diversity, inclusion and gender equity among its student-athletes, coaches and administrators,'\" the report states.\u003c/p>\n\u003cp>On Thursday, KQED spoke with \u003ca href=\"https://gostanford.com/sports/womens-basketball/roster/coaches/tara-vanderveer/3849\">Tara VanDerveer\u003c/a>, the head women's basketball coach at Stanford University with a record of over a thousand career victories, to understand how the report's findings could affect women's basketball for years to come.\u003c/p>\n\u003cp>\u003cem>The following interview has been edited for length and clarity.\u003c/em>\u003c/p>\n\u003cp>\u003cstrong>KQED's Natalia Navarro: How does this report inform the long-standing inequalities that you've noticed?\u003c/strong>\u003c/p>\n\u003cp>\u003cstrong>Tara VanDerveer\u003c/strong>: It's a battle to deal with the disparities between how the men are treated at the NCAA tournament and how women are treated. Whether it's the weight room, the food, hotel accommodations — all kinds of things have really come to the forefront and need to be discussed and changed.\u003c/p>\n\u003cfigure id=\"attachment_11884040\" class=\"wp-caption alignnone\" style=\"max-width: 2560px\">\u003cimg class=\"size-full wp-image-11884040\" src=\"https://ww2.kqed.org/app/uploads/sites/10/2021/08/GettyImages-1311195732-scaled.jpg\" alt=\"\" width=\"2560\" height=\"1707\" srcset=\"https://ww2.kqed.org/app/uploads/sites/10/2021/08/GettyImages-1311195732-scaled.jpg 2560w, https://ww2.kqed.org/app/uploads/sites/10/2021/08/GettyImages-1311195732-800x533.jpg 800w, https://ww2.kqed.org/app/uploads/sites/10/2021/08/GettyImages-1311195732-1020x680.jpg 1020w, https://ww2.kqed.org/app/uploads/sites/10/2021/08/GettyImages-1311195732-160x107.jpg 160w, https://ww2.kqed.org/app/uploads/sites/10/2021/08/GettyImages-1311195732-1536x1024.jpg 1536w, https://ww2.kqed.org/app/uploads/sites/10/2021/08/GettyImages-1311195732-2048x1366.jpg 2048w, https://ww2.kqed.org/app/uploads/sites/10/2021/08/GettyImages-1311195732-1920x1280.jpg 1920w\" sizes=\"(max-width: 2560px) 100vw, 2560px\">\u003cfigcaption class=\"wp-caption-text\">Tara VanDerveer, head coach of the Stanford women's basketball team, celebrates after cutting down the net during the National Championship game of the 2021 NCAA Women's Basketball Tournament at the Alamodome on April 4, 2021, in San Antonio. VanDerveer has described as a \"battle\" dealing with the gender disparities in the NCAA. \u003ccite>(Photo by Elsa/Getty Images)\u003c/cite>\u003c/figcaption>\u003c/figure>\n\u003cp>\u003cstrong>What other specific examples of differences between the way the men's and the women's teams are treated have you seen?\u003c/strong>\u003c/p>\n\u003cp>[pullquote align=\"right\" size=\"medium\" citation=\"Tara VanDerveer, Head Women's Basketball Coach at Stanford\"]'It's a battle to deal with the disparities between how the men are treated at the NCAA tournament and how women are treated.'[/pullquote]Well, this past year is how we were tested for COVID-19. Antigen testing for the women versus PCR [polymerase chain reaction] testing for the men. PCR testing is the gold standard in testing. Just the promotion of the tournament, the fact that the men's tournament gets just so many more resources that go towards the production of the men's tournament versus the women's tournament, signage, making the tournament feel like a big-time event. The men will have a big concert, whereas the women don't have that entertainment. It's something that's lacking in the women's tournament right now and hopefully will be changed.\u003c/p>\n\u003cp>\u003cstrong>What kind of impact could these findings have in changing the culture of college sports?\u003c/strong>\u003c/p>\n\u003cp>The perception of women's basketball, by the NCAA and promoted by the NCAA, was that women's basketball was a loser financially. But in fact, through top media consultants, women's basketball could be a major contributor to the NCAA's and colleges' athletic departments' coffers.\u003cbr>\n[ad fullwidth]\u003cbr>\n\u003cstrong>What are you seeing in the way women's and men's teams are treated on the financial side?\u003c/strong>\u003c/p>\n\u003cp>[aside label ='Related Coverage' tag='olympics']So much of the content we see on television is not just dictated by viewership but companies willing to sponsor women's sports. And we really need corporate sponsorship to step up and value women's sports in the same way that they value men's sports. And we need sponsorship, not just for television but other platforms and support of the tournament. I think that corporate America understands that women spend a lot of money and that there are so many athletes, so many female athletes, so hopefully, those corporate sponsors will get on board.\u003c/p>\n\u003cp>\u003cstrong>What can universities do to make a change?\u003c/strong>\u003c/p>\n\u003cp>Well, I think universities can help promote women's sports. They can make sure that on their campus, women are treated fairly and equitably. Let me be really clear, the men's tournament is a great tournament and it is the cash cow right now of universities in the NCAA. Football is totally separate but the NCAA men's basketball does support a lot of their programs. But women's basketball and other sports can be revenue sources as well.\u003c/p>\n\u003cp>\u003cem>This post includes reporting by NPR's Josie Fischels.\u003c/em>\u003cbr>\n[ad fullwidth]\u003c/p>\n\u003cp>\u003c/p>\n","blocks":[],"excerpt":"Tara VanDerveer, head coach of the women's basketball team at Stanford University, shared that it's a \"battle\" dealing with the gender disparities in the NCAA.","status":"publish","parent":0,"modified":1657153858,"stats":{"hasAudio":false,"hasVideo":false,"hasChartOrMap":false,"iframeSrcs":[],"hasGoogleForm":false,"hasGallery":false,"hasHearkenModule":false,"hasPolis":false,"paragraphCount":22,"wordCount":950},"headData":{"title":"Coaches Speak Up After Report Finds NCAA Undervalues Women's Sports | KQED","description":"Tara VanDerveer, head coach of the women's basketball team at Stanford University, shared that it's a "battle" dealing with the gender disparities in the NCAA.","ogTitle":"","ogDescription":"","ogImgId":"","twTitle":"","twDescription":"","twImgId":"","schema":{"@context":"http://schema.org","@type":"NewsArticle","headline":"Coaches Speak Up After Report Finds NCAA Undervalues Women's Sports","datePublished":"2021-08-06T01:15:59.000Z","dateModified":"2022-07-07T00:30:58.000Z","image":"https://cdn.kqed.org/wp-content/uploads/2020/02/KQED-OG-Image@1x.png","isAccessibleForFree":"Y","publisher":{"@type":"NewsMediaOrganization","@id":"https://www.kqed.org/#organization","name":"KQED","url":"https://www.kqed.org","logo":"https://cdn.kqed.org/wp-content/uploads/2020/02/KQED-OG-Image@1x.png"}}},"disqusIdentifier":"11883957 https://ww2.kqed.org/news/?p=11883957","disqusUrl":"https://ww2.kqed.org/news/2021/08/05/coaches-speak-up-after-report-finds-ncaa-undervalues-womens-sports/","disqusTitle":"Coaches Speak Up After Report Finds NCAA Undervalues Women's Sports","audioUrl":"https://www.kqed.org/.stream/anon/radio/RDnews/2021/08/NCAAWomensBasketballNavarro.mp3","excludeFromSiteSearch":"Include","path":"/news/11883957/coaches-speak-up-after-report-finds-ncaa-undervalues-womens-sports","audioTrackLength":null,"parsedContent":[{"type":"contentString","content":"\u003cdiv class=\"post-body\">\u003cp>\u003cp>Following the \u003ca href=\"https://www.kqed.org/news/11883760/report-finds-that-ncaa-undervalues-womens-basketball-prioritizes-mens-teams\">release this week of an external review\u003c/a> that found that the NCAA has underfunded and undervalued women's sports for years, many female college coaches and athletes are corroborating the report's findings.\u003c/p>\n\u003cp>In a \u003ca href=\"https://wbca.org/about/press-releases/wbca-executive-director-danielle-donehew-reacts-release-kaplan-hecker-report\">statement released on Tuesday\u003c/a>, Danielle Donehew, executive director of the Women's Basketball Coaches Association, said that the \u003ca href=\"https://ncaagenderequityreview.com/\">report's findings\u003c/a> validated the concerns expressed by many female coaches in the sport.\u003c/p>\n\u003cp>“The report is exhaustive,\" she said. \"The report addresses every issue of great concern, including branding, marketing and staffing of the women's championship.\"\u003c/p>\n\u003cblockquote class=\"twitter-tweet\">\n\u003cp dir=\"ltr\" lang=\"en\">WBCA Executive Director \u003ca href=\"https://twitter.com/DanielleDonehew?ref_src=twsrc%5Etfw\">@DanielleDonehew\u003c/a> reacts to the release of the Kaplan Hecker & Fink LLP report from its gender equity review of \u003ca href=\"https://twitter.com/NCAA?ref_src=twsrc%5Etfw\">@NCAA\u003c/a> women's and men's basketball programs.\u003c/p>\n\u003cp>Full statement and report: \u003ca href=\"https://t.co/tvQJ3YGJDu\">https://t.co/tvQJ3YGJDu\u003c/a>\u003ca href=\"https://twitter.com/hashtag/OurFairShot?src=hash&ref_src=twsrc%5Etfw\">#OurFairShot\u003c/a> | \u003ca href=\"https://twitter.com/OurFairShot?ref_src=twsrc%5Etfw\">@OurFairShot\u003c/a> \u003ca href=\"https://t.co/QbHbWJtbrs\">pic.twitter.com/QbHbWJtbrs\u003c/a>\u003c/p>\n\u003cp>— Women's Basketball Coaches Association (@WBCA1981) \u003ca href=\"https://twitter.com/WBCA1981/status/1422645152368189446?ref_src=twsrc%5Etfw\">Aug. 3, 2021\u003c/a>\u003c/p>\u003c/blockquote>\n\u003cp>The review was prompted in March after the NCAA came under fire from athletes and fans after a video of the minimal equipment in the women's weight room at the organization's championships was posted by University of Oregon basketball player Sedona Prince.\u003c/p>\n\u003cp>The video, which immediately gained traction and was \u003ca href=\"https://www.tiktok.com/@sedonerrr/video/6941180880127888646?lang=en\">widely critiqued on TikTok\u003c/a>, showed that the NCAA did not provide the women's Division I basketball teams the lavish amenities that it did for the men's tournaments. The NCAA commissioned the review shortly afterward.\u003c/p>\n\u003cp>Led by New York law firm Kaplan Hecker & Fink LLP, the \u003ca href=\"https://ncaagenderequityreview.com/\">report recommends\u003c/a> reforms to the NCAA's basketball programs. It calls for a combined Final Four tournament and changes to the organization's leadership structure, media contracts and revenue calculations.\u003c/p>\n\u003cp>\"With respect to women's basketball, the NCAA has not lived up to its stated commitment to 'diversity, inclusion and gender equity among its student-athletes, coaches and administrators,'\" the report states.\u003c/p>\n\u003cp>On Thursday, KQED spoke with \u003ca href=\"https://gostanford.com/sports/womens-basketball/roster/coaches/tara-vanderveer/3849\">Tara VanDerveer\u003c/a>, the head women's basketball coach at Stanford University with a record of over a thousand career victories, to understand how the report's findings could affect women's basketball for years to come.\u003c/p>\n\u003cp>\u003cem>The following interview has been edited for length and clarity.\u003c/em>\u003c/p>\n\u003cp>\u003cstrong>KQED's Natalia Navarro: How does this report inform the long-standing inequalities that you've noticed?\u003c/strong>\u003c/p>\n\u003cp>\u003cstrong>Tara VanDerveer\u003c/strong>: It's a battle to deal with the disparities between how the men are treated at the NCAA tournament and how women are treated. Whether it's the weight room, the food, hotel accommodations — all kinds of things have really come to the forefront and need to be discussed and changed.\u003c/p>\n\u003cfigure id=\"attachment_11884040\" class=\"wp-caption alignnone\" style=\"max-width: 2560px\">\u003cimg class=\"size-full wp-image-11884040\" src=\"https://ww2.kqed.org/app/uploads/sites/10/2021/08/GettyImages-1311195732-scaled.jpg\" alt=\"\" width=\"2560\" height=\"1707\" srcset=\"https://ww2.kqed.org/app/uploads/sites/10/2021/08/GettyImages-1311195732-scaled.jpg 2560w, https://ww2.kqed.org/app/uploads/sites/10/2021/08/GettyImages-1311195732-800x533.jpg 800w, https://ww2.kqed.org/app/uploads/sites/10/2021/08/GettyImages-1311195732-1020x680.jpg 1020w, https://ww2.kqed.org/app/uploads/sites/10/2021/08/GettyImages-1311195732-160x107.jpg 160w, https://ww2.kqed.org/app/uploads/sites/10/2021/08/GettyImages-1311195732-1536x1024.jpg 1536w, https://ww2.kqed.org/app/uploads/sites/10/2021/08/GettyImages-1311195732-2048x1366.jpg 2048w, https://ww2.kqed.org/app/uploads/sites/10/2021/08/GettyImages-1311195732-1920x1280.jpg 1920w\" sizes=\"(max-width: 2560px) 100vw, 2560px\">\u003cfigcaption class=\"wp-caption-text\">Tara VanDerveer, head coach of the Stanford women's basketball team, celebrates after cutting down the net during the National Championship game of the 2021 NCAA Women's Basketball Tournament at the Alamodome on April 4, 2021, in San Antonio. VanDerveer has described as a \"battle\" dealing with the gender disparities in the NCAA. \u003ccite>(Photo by Elsa/Getty Images)\u003c/cite>\u003c/figcaption>\u003c/figure>\n\u003cp>\u003cstrong>What other specific examples of differences between the way the men's and the women's teams are treated have you seen?\u003c/strong>\u003c/p>\n\u003cp>\u003c/p>\u003c/div>","attributes":{"named":{},"numeric":[]}},{"type":"component","content":"'It's a battle to deal with the disparities between how the men are treated at the NCAA tournament and how women are treated.'","name":"pullquote","attributes":{"named":{"align":"right","size":"medium","citation":"Tara VanDerveer, Head Women's Basketball Coach at Stanford","label":""},"numeric":[]}},{"type":"contentString","content":"\u003cdiv class=\"post-body\">\u003cp>Well, this past year is how we were tested for COVID-19. Antigen testing for the women versus PCR [polymerase chain reaction] testing for the men. PCR testing is the gold standard in testing. Just the promotion of the tournament, the fact that the men's tournament gets just so many more resources that go towards the production of the men's tournament versus the women's tournament, signage, making the tournament feel like a big-time event. The men will have a big concert, whereas the women don't have that entertainment. It's something that's lacking in the women's tournament right now and hopefully will be changed.\u003c/p>\n\u003cp>\u003cstrong>What kind of impact could these findings have in changing the culture of college sports?\u003c/strong>\u003c/p>\n\u003cp>The perception of women's basketball, by the NCAA and promoted by the NCAA, was that women's basketball was a loser financially. But in fact, through top media consultants, women's basketball could be a major contributor to the NCAA's and colleges' athletic departments' coffers.\u003cbr>\n\u003c/p>\u003c/div>","attributes":{"named":{},"numeric":[]}},{"type":"component","content":"","name":"ad","attributes":{"named":{"label":"fullwidth"},"numeric":["fullwidth"]}},{"type":"contentString","content":"\u003cdiv class=\"post-body\">\u003cp>\u003cbr>\n\u003cstrong>What are you seeing in the way women's and men's teams are treated on the financial side?\u003c/strong>\u003c/p>\n\u003cp>\u003c/p>\u003c/div>","attributes":{"named":{},"numeric":[]}},{"type":"component","content":"","name":"aside","attributes":{"named":{"label":"Related Coverage ","tag":"olympics"},"numeric":[]}},{"type":"contentString","content":"\u003cdiv class=\"post-body\">\u003cp>So much of the content we see on television is not just dictated by viewership but companies willing to sponsor women's sports. And we really need corporate sponsorship to step up and value women's sports in the same way that they value men's sports. And we need sponsorship, not just for television but other platforms and support of the tournament. I think that corporate America understands that women spend a lot of money and that there are so many athletes, so many female athletes, so hopefully, those corporate sponsors will get on board.\u003c/p>\n\u003cp>\u003cstrong>What can universities do to make a change?\u003c/strong>\u003c/p>\n\u003cp>Well, I think universities can help promote women's sports. They can make sure that on their campus, women are treated fairly and equitably. Let me be really clear, the men's tournament is a great tournament and it is the cash cow right now of universities in the NCAA. Football is totally separate but the NCAA men's basketball does support a lot of their programs. But women's basketball and other sports can be revenue sources as well.\u003c/p>\n\u003cp>\u003cem>This post includes reporting by NPR's Josie Fischels.\u003c/em>\u003cbr>\n\u003c/p>\u003c/div>","attributes":{"named":{},"numeric":[]}},{"type":"component","content":"","name":"ad","attributes":{"named":{"label":"fullwidth"},"numeric":["fullwidth"]}},{"type":"contentString","content":"\u003cdiv class=\"post-body\">\u003cp>\u003c/p>\n\u003cp>\u003c/p>\n\u003c/div>\u003c/p>","attributes":{"named":{},"numeric":[]}}],"link":"/news/11883957/coaches-speak-up-after-report-finds-ncaa-undervalues-womens-sports","authors":["11756","11708"],"categories":["news_8","news_10"],"tags":["news_18058","news_17921","news_25292","news_29764","news_5960","news_2399","news_1158","news_516","news_29769","news_1131"],"featImg":"news_11883998","label":"news"},"news_11883760":{"type":"posts","id":"news_11883760","meta":{"index":"posts_1591205157","site":"news","id":"11883760","score":null,"sort":[1628118036000]},"guestAuthors":[],"slug":"report-finds-that-ncaa-undervalues-womens-basketball-prioritizes-mens-teams","title":"Report Finds That NCAA Undervalues Women's Basketball, Prioritizes Men's Teams","publishDate":1628118036,"format":"standard","headTitle":"KQED News","labelTerm":{},"content":"\u003cp>A highly anticipated external review has found that the NCAA has treated women's games unfairly, both undervaluing and underfunding them for years.\u003c/p>\n\u003cp>Led by New York law firm Kaplan Hecker & Fink LLP, the \u003ca href=\"https://ncaagenderequityreview.com/\">report recommends\u003c/a> reforms to the NCAA's basketball programs. It calls for a combined Final Four tournament and changes to the organization's leadership structure, media contracts and revenue calculations.\u003c/p>\n\u003cp>The review was prompted in March, when the NCAA came under fire after a video of the minimal equipment in the women's weight room at the organization's championships was posted by University of Oregon basketball player Sedona Prince. The video, which immediately \u003ca href=\"https://www.tiktok.com/@sedonerrr/video/6941180880127888646?lang=en\">gained traction on TikTok\u003c/a>, showed that the NCAA did not provide the women's Division I basketball teams the lavish amenities that it did for the men's tournaments. The NCAA commissioned the review shortly afterward.\u003c/p>\n\u003cp>[pullquote align=\"right\" size=\"medium\" citation=\"NCAA External Gender Equity Review\"]'With respect to women's basketball, the NCAA has not lived up to its stated commitment to 'diversity, inclusion and gender equity among its student-athletes, coaches and administrators.' '[/pullquote]Now, the \u003ca href=\"https://ncaagenderequityreview.com/\">113-page\u003c/a> report has found evidence of \"systemic gender inequity issues\" at the NCAA.\u003c/p>\n\u003cp>\"With respect to women's basketball, the NCAA has not lived up to its stated commitment to 'diversity, inclusion and gender equity among its student-athletes, coaches and administrators,'\" the report states.\u003c/p>\n\u003cp>The report describes the undervaluing of women's teams as \"perpetuating a mistaken narrative that women's basketball is destined to be a 'money loser' year after year. Nothing could be further from the truth.\"\u003c/p>\n\u003cp>It notes increasing television audiences and female players' \"huge followings on social media,\" and says the NCAA could negotiate far higher fees for coverage of the women's games.\u003c/p>\n\u003cp>The report found numerous instances of gender inequity in the NCAA's treatment of women's teams, including providing women's teams less effective COVID-19 tests and poor quality food while also seeking corporate food sponsorships with Wendy's, Pizza Hut and Buffalo Wild Wings to feed men's tournament players.\u003c/p>\n\u003cp>The NCAA spent $2.4 million on signage for the men's tournament, but only $783,000 on signage for the women's tournament, adding to the list of things that make the two events' \"very different in their look and feel,\" the report says. The organization repeatedly denied women's tournament organizers the use of the March Madness trademark on any promotional materials.\u003c/p>\n\u003cp>[aside label ='Related Coverage' tag='gender-equality']After the disparities at the women's tournament were exposed this spring, the NCAA apologized but also pointed out that the women's game generated less money than the men's. However, the review found the NCAA had \"skewed\" the calculations the organization had published in a fact sheet claiming women's basketball lost them money.\u003c/p>\n\u003cp>The external review found that systemic disparities are partly due to the root financial deal for the NCAA and its member schools, which according to the report, is \"designed to maximize the value of and support to the Division I Men's Basketball Championship as the primary source of funding for the NCAA and its membership.\"\u003c/p>\n\u003cp>A statement by the NCAA Board of Governors said the organization is \"wholly committed to an equitable experience among its championships.\"\u003c/p>\n\u003cp>\"We know that has not always been the case and the instance of the Division I Women's Basketball Championship is an important impetus for us to improve our championship experience so it is not repeated,\" the statement reads. \"This report provides useful guidance to improve our championships.\"\u003c/p>\n\u003cp>The statement added that the board had directed the NCAA president to \"act urgently to address any organizational issues\" and called on him to begin work this week to outline the NCAA's next steps.\u003cbr>\n[ad fullwidth]\u003c/p>\n\u003cp>\u003c/p>\n","blocks":[],"excerpt":"\"With respect to women's basketball, the NCAA has not lived up to its stated commitment to 'diversity, inclusion and gender equity among its student-athletes, coaches and administrators,' \" the report states.","status":"publish","parent":0,"modified":1628121098,"stats":{"hasAudio":false,"hasVideo":false,"hasChartOrMap":false,"iframeSrcs":[],"hasGoogleForm":false,"hasGallery":false,"hasHearkenModule":false,"hasPolis":false,"paragraphCount":15,"wordCount":639},"headData":{"title":"Report Finds That NCAA Undervalues Women's Basketball, Prioritizes Men's Teams | KQED","description":""With respect to women's basketball, the NCAA has not lived up to its stated commitment to 'diversity, inclusion and gender equity among its student-athletes, coaches and administrators,' " the report states.","ogTitle":"","ogDescription":"","ogImgId":"news_11883781","twTitle":"","twDescription":"","twImgId":"news_11883781","schema":{"@context":"http://schema.org","@type":"NewsArticle","headline":"Report Finds That NCAA Undervalues Women's Basketball, Prioritizes Men's Teams","datePublished":"2021-08-04T23:00:36.000Z","dateModified":"2021-08-04T23:51:38.000Z","image":"https://cdn.kqed.org/wp-content/uploads/2020/02/KQED-OG-Image@1x.png","isAccessibleForFree":"Y","publisher":{"@type":"NewsMediaOrganization","@id":"https://www.kqed.org/#organization","name":"KQED","url":"https://www.kqed.org","logo":"https://cdn.kqed.org/wp-content/uploads/2020/02/KQED-OG-Image@1x.png"}}},"disqusIdentifier":"11883760 https://ww2.kqed.org/news/?p=11883760","disqusUrl":"https://ww2.kqed.org/news/2021/08/04/report-finds-that-ncaa-undervalues-womens-basketball-prioritizes-mens-teams/","disqusTitle":"Report Finds That NCAA Undervalues Women's Basketball, Prioritizes Men's Teams","source":"NPR","sourceUrl":"https://www.npr.org/","nprByline":"\u003ca href=\"https://www.npr.org/people/1012333718/josie-fischels\">Josie Fischels\u003c/a>","path":"/news/11883760/report-finds-that-ncaa-undervalues-womens-basketball-prioritizes-mens-teams","audioTrackLength":null,"parsedContent":[{"type":"contentString","content":"\u003cdiv class=\"post-body\">\u003cp>\u003cp>A highly anticipated external review has found that the NCAA has treated women's games unfairly, both undervaluing and underfunding them for years.\u003c/p>\n\u003cp>Led by New York law firm Kaplan Hecker & Fink LLP, the \u003ca href=\"https://ncaagenderequityreview.com/\">report recommends\u003c/a> reforms to the NCAA's basketball programs. It calls for a combined Final Four tournament and changes to the organization's leadership structure, media contracts and revenue calculations.\u003c/p>\n\u003cp>The review was prompted in March, when the NCAA came under fire after a video of the minimal equipment in the women's weight room at the organization's championships was posted by University of Oregon basketball player Sedona Prince. The video, which immediately \u003ca href=\"https://www.tiktok.com/@sedonerrr/video/6941180880127888646?lang=en\">gained traction on TikTok\u003c/a>, showed that the NCAA did not provide the women's Division I basketball teams the lavish amenities that it did for the men's tournaments. The NCAA commissioned the review shortly afterward.\u003c/p>\n\u003cp>\u003c/p>\u003c/div>","attributes":{"named":{},"numeric":[]}},{"type":"component","content":"'With respect to women's basketball, the NCAA has not lived up to its stated commitment to 'diversity, inclusion and gender equity among its student-athletes, coaches and administrators.' '","name":"pullquote","attributes":{"named":{"align":"right","size":"medium","citation":"NCAA External Gender Equity Review","label":""},"numeric":[]}},{"type":"contentString","content":"\u003cdiv class=\"post-body\">\u003cp>Now, the \u003ca href=\"https://ncaagenderequityreview.com/\">113-page\u003c/a> report has found evidence of \"systemic gender inequity issues\" at the NCAA.\u003c/p>\n\u003cp>\"With respect to women's basketball, the NCAA has not lived up to its stated commitment to 'diversity, inclusion and gender equity among its student-athletes, coaches and administrators,'\" the report states.\u003c/p>\n\u003cp>The report describes the undervaluing of women's teams as \"perpetuating a mistaken narrative that women's basketball is destined to be a 'money loser' year after year. Nothing could be further from the truth.\"\u003c/p>\n\u003cp>It notes increasing television audiences and female players' \"huge followings on social media,\" and says the NCAA could negotiate far higher fees for coverage of the women's games.\u003c/p>\n\u003cp>The report found numerous instances of gender inequity in the NCAA's treatment of women's teams, including providing women's teams less effective COVID-19 tests and poor quality food while also seeking corporate food sponsorships with Wendy's, Pizza Hut and Buffalo Wild Wings to feed men's tournament players.\u003c/p>\n\u003cp>The NCAA spent $2.4 million on signage for the men's tournament, but only $783,000 on signage for the women's tournament, adding to the list of things that make the two events' \"very different in their look and feel,\" the report says. The organization repeatedly denied women's tournament organizers the use of the March Madness trademark on any promotional materials.\u003c/p>\n\u003cp>\u003c/p>\u003c/div>","attributes":{"named":{},"numeric":[]}},{"type":"component","content":"","name":"aside","attributes":{"named":{"label":"Related Coverage ","tag":"gender-equality"},"numeric":[]}},{"type":"contentString","content":"\u003cdiv class=\"post-body\">\u003cp>After the disparities at the women's tournament were exposed this spring, the NCAA apologized but also pointed out that the women's game generated less money than the men's. However, the review found the NCAA had \"skewed\" the calculations the organization had published in a fact sheet claiming women's basketball lost them money.\u003c/p>\n\u003cp>The external review found that systemic disparities are partly due to the root financial deal for the NCAA and its member schools, which according to the report, is \"designed to maximize the value of and support to the Division I Men's Basketball Championship as the primary source of funding for the NCAA and its membership.\"\u003c/p>\n\u003cp>A statement by the NCAA Board of Governors said the organization is \"wholly committed to an equitable experience among its championships.\"\u003c/p>\n\u003cp>\"We know that has not always been the case and the instance of the Division I Women's Basketball Championship is an important impetus for us to improve our championship experience so it is not repeated,\" the statement reads. \"This report provides useful guidance to improve our championships.\"\u003c/p>\n\u003cp>The statement added that the board had directed the NCAA president to \"act urgently to address any organizational issues\" and called on him to begin work this week to outline the NCAA's next steps.\u003cbr>\n\u003c/p>\u003c/div>","attributes":{"named":{},"numeric":[]}},{"type":"component","content":"","name":"ad","attributes":{"named":{"label":"fullwidth"},"numeric":["fullwidth"]}},{"type":"contentString","content":"\u003cdiv class=\"post-body\">\u003cp>\u003c/p>\n\u003cp>\u003c/p>\n\u003c/div>\u003c/p>","attributes":{"named":{},"numeric":[]}}],"link":"/news/11883760/report-finds-that-ncaa-undervalues-womens-basketball-prioritizes-mens-teams","authors":["byline_news_11883760"],"categories":["news_8","news_10"],"tags":["news_18058","news_17921","news_25292","news_29764","news_5960","news_2399","news_1158","news_1131"],"featImg":"news_11883781","label":"source_news_11883760"},"news_11791969":{"type":"posts","id":"news_11791969","meta":{"index":"posts_1591205157","site":"news","id":"11791969","score":null,"sort":[1576706806000]},"guestAuthors":[],"slug":"how-californias-woman-quota-is-already-changing-corporate-boards","title":"How California’s ‘Woman Quota’ Is Already Changing Corporate Boards","publishDate":1576706806,"format":"standard","headTitle":"The California Report | KQED News","labelTerm":{},"content":"\u003cp>For 46 publicly held companies in California with all-male boards, the clock is ticking.\u003c/p>\n\u003cp>The corporations, including pharmaceutical, financial and software companies that tend to be on the smaller, younger side, have only until revelers ring in 2020 to name a woman to their boards of directors or face a $100,000 penalty.\u003c/p>\n\u003cp>\u003ca href=\"https://calmatters.org/economy/2018/11/california-women-boardroom-law-faces-legal-challenges/\" target=\"_blank\" rel=\"noopener noreferrer\">A bill signed into law \u003c/a>by former Gov. Jerry Brown in September 2018 required public companies with headquarters in California to name at least one female director by the end of 2019. The law further mandates that companies with five-member boards have at least two female directors by the end of 2021; corporations with six or more directors need at least three women. The penalties for failing to comply rise accordingly.\u003c/p>\n\u003cp>The Golden State became the first in the nation to legislate the requirement for female board members, inspiring lawmakers in Massachusetts and New Jersey to introduce similar proposals. Illinois enacted a pale version of the California law, requiring publicly traded companies to report each year their boards’ demographics and plans to promote diversity.\u003c/p>\n\u003cp>[pullquote size=\"medium\" align=\"right\" citation=\"Anastasia Boden, Pacific Legal Foundation\"]'We’re not claiming that the injury to him is having a woman on the board per se. The injury is forcing people to make decisions based on sex.'[/pullquote]\u003c/p>\n\u003cp>Researchers tracking the situation in California say the new law appears to be having the intended effect, with more than 90% of publicly traded companies based in the state now in compliance — and with women added to at least two dozen all-male boards just since July. But the measure has also drawn legal challenges, as many observers predicted.\u003c/p>\n\u003cp>In acknowledging “serious legal objections” to the law, Brown \u003ca href=\"https://ca-times.brightspotcdn.com/89/11/e07e898d40bfa1a532dabef65abe/sb-826-signing-message.pdf\" target=\"_blank\" rel=\"noopener noreferrer\">said when he signed\u003c/a> that it was nonetheless important to send a message to the male-dominated business world. That message has resulted in at least two lawsuits. One was \u003ca href=\"https://pacificlegal.org/wp-content/uploads/2019/11/Creighton-Meland-v.-Alex-Padilla-Secretary-of-State-of-California-Complaint.pdf\" target=\"_blank\" rel=\"noopener noreferrer\">filed in November\u003c/a> by the libertarian Pacific Legal Foundation, a public interest law firm, on behalf of a shareholder of OSI Systems Inc., a manufacturer of airport security, medical and other equipment based in Hawthorne.\u003c/p>\n\u003cp>In that suit, filed in U.S. District Court in Sacramento, Creighton Meland Jr., a retired corporate attorney, maintains that the “woman quota” would force him to discriminate when voting for OSI board members. Instead of voting for the best candidate, he said, he would have to consider the person’s sex as well. OSI, which did not respond to multiple requests for comment, has a seven-member board that includes founder and Chief Executive Deepak Chopra (not the internationally famed holistic medicine proponent).\u003c/p>\n\u003cp>“We’re not claiming that the injury to him is having a woman on the board per se,” said Anastasia Boden, a senior attorney with the Pacific Legal Foundation, who is handling the Meland case. “The 2020injury is forcing people to make decisions based on sex.”\u003c/p>\n\u003cp>That would violate the equal protection clause of the U.S. Constitution, which was meant to create a sex- and race-blind society, she said, adding: “This law … just reduces people back down to their immutable traits.”\u003c/p>\n\u003cp>[ad fullwidth]\u003c/p>\n\u003cp>An earlier challenge was filed in August by Judicial Watch, a conservative group based in Washington, on behalf of three California taxpayers. That suit argues that spending taxpayer money to enforce the law would violate the state’s Constitution. Jill Farrell, a Judicial Watch spokeswoman, said the case was scheduled to be heard March 9 in Los Angeles County Superior Court.\u003c/p>\n\u003cp>Both suits name Secretary of State Alex Padilla, whose office handles corporate filings and \u003ca href=\"https://www.sos.ca.gov/business-programs/women-boards/\" target=\"_blank\" rel=\"noopener noreferrer\">processes the records\u003c/a> of entities that conduct business in California. Padilla has asked a judge to throw out the Judicial Watch lawsuit, saying taxpayers have not been harmed and thus have no standing to sue. Paula Valle, a spokeswoman for the secretary of state, said his office would review the Pacific Legal Foundation suit and “respond in court.”\u003c/p>\n\u003cp>\u003cimg class=\"size-full wp-image-11791982 alignright\" src=\"https://ww2.kqed.org/app/uploads/sites/10/2019/12/women-on-boards-graphic-e1576700766468.jpg\" alt=\"\" width=\"430\" height=\"800\">\u003c/p>\n\u003cp>Although the number of women in boardrooms is rising, sexual parity remains a distant prospect in California and globally. According to the accounting giant Deloitte’s \u003ca href=\"https://www2.deloitte.com/global/en/pages/risk/articles/women-in-the-boardroom-global-perspective.html\" target=\"_blank\" rel=\"noopener noreferrer\">most recent report\u003c/a> on the issue, released in October, women hold just 16.9% of board seats worldwide, a 1.9-point increase from 2017. Norway, with 41% of board seats held by women, the highest percentage in the world, was the first country to enact legislation requiring female representation, in 2005.\u003c/p>\n\u003cp>In California, women now hold 21.2% of the board seats at the state’s 444 largest corporations, according to \u003ca href=\"https://2020wob.com/educate2/#ourReport\" target=\"_blank\" rel=\"noopener noreferrer\">2020 Women on Boards\u003c/a>, an education and advocacy organization based in Los Angeles. In the boardrooms of the 414 companies on the Russell 3000 lists in both 2018 and 2019, female corporate directors gained 183 seats between July 2018 and June 2019. Still, 36 of the Russell 3000 companies in California had no women on their boards as of June. The Russell 3000 tracks the performance of the 3,000 largest U.S.-traded stocks.\u003c/p>\n\u003cp>State Sen. Hannah-Beth Jackson — the Santa Barbara Democrat who wrote the legislation, \u003ca href=\"https://leginfo.legislature.ca.gov/faces/billTextClient.xhtml?bill_id=201720180SB826\" target=\"_blank\" rel=\"noopener noreferrer\">Senate Bill 826\u003c/a> — noted when the measure became law that a quarter of California’s publicly traded companies did not have a woman on their boards.\u003c/p>\n\u003cp>This was despite the fact that women made more than 70% of buying decisions, she said, making their input “critical to discussions and decisions that affect corporate culture, actions and profitability.”\u003c/p>\n\u003cp>Of the legal challenges, Jackson said recently in a statement: “I certainly respect the constitutional right of anyone to challenge the law in our courts. However, I strongly believe that this measure meets constitutional requirements and will be held up in court. Significant research has shown the importance of adding women to boards to improve profitability and add to the economic well-being of the state, as well the interest of the state to advance gender equality.”\u003c/p>\n\u003cp>The law itself does appear to have spurred some companies to add women to their boards. Skechers, Stamps.com and TiVo, for instance, all named women to previously all-male boards after SB 826’s passage; they and several other companies contacted for this story did not respond or issued a “no comment” to requests for interviews.\u003c/p>\n\u003cp>[pullquote size=\"medium\" align=\"right\" citation=\"Betsy Berkhemer-Credaire, 2020 Women on Boards\"]'We’ve already won the hearts and minds of corporations and good-governance leaders throughout the country. We’ve already won the public awareness campaign.'[/pullquote]“We knew that someone would sue,” said Betsy Berkhemer-Credaire, a Los Angeles executive recruiter and board member of the California chapter of the National Assn. of Women Business Owners, which lobbied extensively for the measure. She said she doubted that the cases would get far.\u003c/p>\n\u003cp>“I don’t expect it to be much beyond a kerfuffle,” said Berkhemer-Credaire, who is also chief executive of 2020 Women on Boards. “The reason I sound so cavalier about it is that we’ve already won the hearts and minds of corporations and good-governance leaders throughout the country. We’ve already won the public awareness campaign.”\u003c/p>\n\u003cp>Institutional investors have helped to spark public awareness about the relative lack of diversity in the boardroom. TIAA’s “Women on Boards” initiative, which began in 2018, targeted about 470 mid- and small-cap companies, asking that each company either add a female director or adopt a formal policy to emphasize diversity. More than one-third of the companies had added a female director by the end of the 2019 proxy season. Companies that did not cooperate faced TIAA opposition via proxy votes.\u003c/p>\n\u003cp>The long-running failure of some technology companies to include women on their boards helped to fuel support for the mandate. Twitter, the social networking entity founded in San Francisco in 2006, tweeted the naming of its first female director in November 2013, days after becoming a public company. Diversity proponents had disparaged the company for having a board consisting only of white men, including three directors named Peter.\u003c/p>\n\u003cp>One company that determinedly maintained an all-male board, until recently, was Skechers. The nearly three-decade-old footwear brand, based in Manhattan Beach, would seem to be the sort of fashion and fitness entity that would benefit from female feedback in the boardroom.\u003c/p>\n\u003cp>In 2014, CtW Investment Group, which was working with union pension funds investing in Skechers, pushed other shareholders to urge Skechers to freshen its largely insider board by adding diversity of “gender, race and experience.” Only last May did the company \u003ca href=\"https://labusinessjournal.com/news/2019/may/16/katherine-blair-named-first-woman-skechers-board/\" target=\"_blank\" rel=\"noopener noreferrer\">name Katherine Blair\u003c/a>, a partner with Manatt, Phelps & Phillips, as its first female director.\u003c/p>\n\u003cp>Blair said by email that she was too busy to speak. The company did not respond to requests for comment, but Robert Greenberg, the chief executive and board chair, said in the statement naming Blair that her background “expands the diverse viewpoints of our board.” Her appointment brought the nine-member board to 10.\u003c/p>\n\u003cp>Two other companies that named women to their boards after the law went into effect would not weigh in on the topic.\u003c/p>\n\u003cp>[aside tag=\"gender-equality\" label=\"Related coverage\"]Eric Nash, a spokesman for El Segundo-based Stamps.com, a provider of online postage and shipping software, said the company had no comment beyond its \u003ca href=\"https://www.sec.gov/Archives/edgar/data/1082923/000108292319000040/stmp-2019def14a.htm\" target=\"_blank\" rel=\"noopener noreferrer\">April announcement \u003c/a>of entrepreneur \u003ca href=\"https://investor.stamps.com/corporate-governance/board-of-directors\" target=\"_blank\" rel=\"noopener noreferrer\">Kate Ann May\u003c/a>’s appointment to the board. May did not respond to a request for comment.\u003c/p>\n\u003cp>TiVo Corp., the San Jose-based company whose device became the generic name for digital video recorders, did not respond to emails and calls seeking comment about its \u003ca href=\"https://www.businesswire.com/news/home/20190411005191/en/TiVo-Corporation-Adds-New-Members-Board-Directors\" target=\"_blank\" rel=\"noopener noreferrer\">appointment of two women\u003c/a> to its board in April. Loria Yeadon, chief executive of the YMCA of Greater Seattle, declined to speak. Laura Durr, a former technology executive, could not be reached.\u003c/p>\n\u003cp>\u003ca href=\"https://www.sciencedirect.com/science/article/pii/S092911991930375X\" target=\"_blank\" rel=\"noopener noreferrer\">A study \u003c/a>by Daniel Greene and Vincent Intintoli, Clemson University assistant finance professors, and Kathleen Kahle, a University of Arizona finance professor, showed that, as of July, 70 of the 602 publicly traded companies with headquarters in California were not in compliance with the new law. Since then, the number has dropped to 46 (about 8%), said Clemson’s Greene. The three did not name the companies.\u003c/p>\n\u003cp>The initial study showed that the costs of board expansion were negligible for the largest firms but substantial for the smallest. For many firms, the study showed, the cost of expanding a board to accommodate a woman could outweigh the financial penalty for failing to comply by the 2019 deadline.\u003c/p>\n\u003cp>Companies that continue to fail to satisfy the law face fines of $300,000 for a second or subsequent violation.\u003c/p>\n\u003cp>SeaSpine Holdings Corp., a medical device company based in Carlsbad that was spun off from its parent in 2015, recently named two women to its board who brought expertise in marketing and finance. But they were not the first females in the company’s boardroom. Another woman, who had been on the board since before SB 826, resigned after a work-related move to Boston.\u003c/p>\n\u003cp>SeaSpine President and Chief Executive Keith Valentine said he applauded the new law’s goal of moving more women into boardrooms.\u003c/p>\n\u003cp>“From our perspective, I think this is appropriate, progressive movement forward,” he said. “There are going to be folks who want to argue it. … We have very talented people now on our board, and we’re a better company for it.”\u003c/p>\n\u003cp>Kimberly Commins-Tzoumakas, a seasoned CEO and one of the two women SeaSpine appointed, said board seats have typically been filled through historical relationships. “I do not believe that every all-male board is in place for discriminatory reasons,” she said. “I do, however, commend California for taking a stand of inclusion and opening doors for equality on boards.”\u003c/p>\n\u003cp>\u003cem>\u003ca href=\"http://CalMatters.org\" target=\"_blank\" rel=\"noopener noreferrer\">CalMatters.org\u003c/a> is a nonprofit, nonpartisan media venture explaining California policies and politics.\u003c/em>\u003c/p>\n\u003cp>[ad floatright]\u003c/p>\n","blocks":[],"excerpt":"Public companies headquartered in California have until Jan. 1 to name at least one female director. The new law has prompted both anticipated lawsuits and boardroom diversity. ","status":"publish","parent":0,"modified":1576706806,"stats":{"hasAudio":false,"hasVideo":false,"hasChartOrMap":false,"iframeSrcs":[],"hasGoogleForm":false,"hasGallery":false,"hasHearkenModule":false,"hasPolis":false,"paragraphCount":39,"wordCount":2021},"headData":{"title":"How California’s ‘Woman Quota’ Is Already Changing Corporate Boards | KQED","description":"Public companies headquartered in California have until Jan. 1 to name at least one female director. The new law has prompted both anticipated lawsuits and boardroom diversity. ","ogTitle":"","ogDescription":"","ogImgId":"","twTitle":"","twDescription":"","twImgId":"","schema":{"@context":"http://schema.org","@type":"NewsArticle","headline":"How California’s ‘Woman Quota’ Is Already Changing Corporate Boards","datePublished":"2019-12-18T22:06:46.000Z","dateModified":"2019-12-18T22:06:46.000Z","image":"https://cdn.kqed.org/wp-content/uploads/2020/02/KQED-OG-Image@1x.png","isAccessibleForFree":"Y","publisher":{"@type":"NewsMediaOrganization","@id":"https://www.kqed.org/#organization","name":"KQED","url":"https://www.kqed.org","logo":"https://cdn.kqed.org/wp-content/uploads/2020/02/KQED-OG-Image@1x.png"}}},"disqusIdentifier":"11791969 https://ww2.kqed.org/news/?p=11791969","disqusUrl":"https://ww2.kqed.org/news/2019/12/18/how-californias-woman-quota-is-already-changing-corporate-boards/","disqusTitle":"How California’s ‘Woman Quota’ Is Already Changing Corporate Boards","source":"CaLMatters","sourceUrl":"https://calmatters.org/","nprByline":"\u003ca href=\"https://calmatters.org/author/martha-groves/\"> Martha Groves \u003ca />","path":"/news/11791969/how-californias-woman-quota-is-already-changing-corporate-boards","audioTrackLength":null,"parsedContent":[{"type":"contentString","content":"\u003cdiv class=\"post-body\">\u003cp>\u003cp>For 46 publicly held companies in California with all-male boards, the clock is ticking.\u003c/p>\n\u003cp>The corporations, including pharmaceutical, financial and software companies that tend to be on the smaller, younger side, have only until revelers ring in 2020 to name a woman to their boards of directors or face a $100,000 penalty.\u003c/p>\n\u003cp>\u003ca href=\"https://calmatters.org/economy/2018/11/california-women-boardroom-law-faces-legal-challenges/\" target=\"_blank\" rel=\"noopener noreferrer\">A bill signed into law \u003c/a>by former Gov. Jerry Brown in September 2018 required public companies with headquarters in California to name at least one female director by the end of 2019. The law further mandates that companies with five-member boards have at least two female directors by the end of 2021; corporations with six or more directors need at least three women. The penalties for failing to comply rise accordingly.\u003c/p>\n\u003cp>The Golden State became the first in the nation to legislate the requirement for female board members, inspiring lawmakers in Massachusetts and New Jersey to introduce similar proposals. Illinois enacted a pale version of the California law, requiring publicly traded companies to report each year their boards’ demographics and plans to promote diversity.\u003c/p>\n\u003cp>\u003c/p>\u003c/div>","attributes":{"named":{},"numeric":[]}},{"type":"component","content":"'We’re not claiming that the injury to him is having a woman on the board per se. The injury is forcing people to make decisions based on sex.'","name":"pullquote","attributes":{"named":{"size":"medium","align":"right","citation":"Anastasia Boden, Pacific Legal Foundation","label":""},"numeric":[]}},{"type":"contentString","content":"\u003cdiv class=\"post-body\">\u003cp>\u003c/p>\n\u003cp>Researchers tracking the situation in California say the new law appears to be having the intended effect, with more than 90% of publicly traded companies based in the state now in compliance — and with women added to at least two dozen all-male boards just since July. But the measure has also drawn legal challenges, as many observers predicted.\u003c/p>\n\u003cp>In acknowledging “serious legal objections” to the law, Brown \u003ca href=\"https://ca-times.brightspotcdn.com/89/11/e07e898d40bfa1a532dabef65abe/sb-826-signing-message.pdf\" target=\"_blank\" rel=\"noopener noreferrer\">said when he signed\u003c/a> that it was nonetheless important to send a message to the male-dominated business world. That message has resulted in at least two lawsuits. One was \u003ca href=\"https://pacificlegal.org/wp-content/uploads/2019/11/Creighton-Meland-v.-Alex-Padilla-Secretary-of-State-of-California-Complaint.pdf\" target=\"_blank\" rel=\"noopener noreferrer\">filed in November\u003c/a> by the libertarian Pacific Legal Foundation, a public interest law firm, on behalf of a shareholder of OSI Systems Inc., a manufacturer of airport security, medical and other equipment based in Hawthorne.\u003c/p>\n\u003cp>In that suit, filed in U.S. District Court in Sacramento, Creighton Meland Jr., a retired corporate attorney, maintains that the “woman quota” would force him to discriminate when voting for OSI board members. Instead of voting for the best candidate, he said, he would have to consider the person’s sex as well. OSI, which did not respond to multiple requests for comment, has a seven-member board that includes founder and Chief Executive Deepak Chopra (not the internationally famed holistic medicine proponent).\u003c/p>\n\u003cp>“We’re not claiming that the injury to him is having a woman on the board per se,” said Anastasia Boden, a senior attorney with the Pacific Legal Foundation, who is handling the Meland case. “The 2020injury is forcing people to make decisions based on sex.”\u003c/p>\n\u003cp>That would violate the equal protection clause of the U.S. Constitution, which was meant to create a sex- and race-blind society, she said, adding: “This law … just reduces people back down to their immutable traits.”\u003c/p>\n\u003cp>\u003c/p>\u003c/div>","attributes":{"named":{},"numeric":[]}},{"type":"component","content":"","name":"ad","attributes":{"named":{"label":"fullwidth"},"numeric":["fullwidth"]}},{"type":"contentString","content":"\u003cdiv class=\"post-body\">\u003cp>\u003c/p>\n\u003cp>An earlier challenge was filed in August by Judicial Watch, a conservative group based in Washington, on behalf of three California taxpayers. That suit argues that spending taxpayer money to enforce the law would violate the state’s Constitution. Jill Farrell, a Judicial Watch spokeswoman, said the case was scheduled to be heard March 9 in Los Angeles County Superior Court.\u003c/p>\n\u003cp>Both suits name Secretary of State Alex Padilla, whose office handles corporate filings and \u003ca href=\"https://www.sos.ca.gov/business-programs/women-boards/\" target=\"_blank\" rel=\"noopener noreferrer\">processes the records\u003c/a> of entities that conduct business in California. Padilla has asked a judge to throw out the Judicial Watch lawsuit, saying taxpayers have not been harmed and thus have no standing to sue. Paula Valle, a spokeswoman for the secretary of state, said his office would review the Pacific Legal Foundation suit and “respond in court.”\u003c/p>\n\u003cp>\u003cimg class=\"size-full wp-image-11791982 alignright\" src=\"https://ww2.kqed.org/app/uploads/sites/10/2019/12/women-on-boards-graphic-e1576700766468.jpg\" alt=\"\" width=\"430\" height=\"800\">\u003c/p>\n\u003cp>Although the number of women in boardrooms is rising, sexual parity remains a distant prospect in California and globally. According to the accounting giant Deloitte’s \u003ca href=\"https://www2.deloitte.com/global/en/pages/risk/articles/women-in-the-boardroom-global-perspective.html\" target=\"_blank\" rel=\"noopener noreferrer\">most recent report\u003c/a> on the issue, released in October, women hold just 16.9% of board seats worldwide, a 1.9-point increase from 2017. Norway, with 41% of board seats held by women, the highest percentage in the world, was the first country to enact legislation requiring female representation, in 2005.\u003c/p>\n\u003cp>In California, women now hold 21.2% of the board seats at the state’s 444 largest corporations, according to \u003ca href=\"https://2020wob.com/educate2/#ourReport\" target=\"_blank\" rel=\"noopener noreferrer\">2020 Women on Boards\u003c/a>, an education and advocacy organization based in Los Angeles. In the boardrooms of the 414 companies on the Russell 3000 lists in both 2018 and 2019, female corporate directors gained 183 seats between July 2018 and June 2019. Still, 36 of the Russell 3000 companies in California had no women on their boards as of June. The Russell 3000 tracks the performance of the 3,000 largest U.S.-traded stocks.\u003c/p>\n\u003cp>State Sen. Hannah-Beth Jackson — the Santa Barbara Democrat who wrote the legislation, \u003ca href=\"https://leginfo.legislature.ca.gov/faces/billTextClient.xhtml?bill_id=201720180SB826\" target=\"_blank\" rel=\"noopener noreferrer\">Senate Bill 826\u003c/a> — noted when the measure became law that a quarter of California’s publicly traded companies did not have a woman on their boards.\u003c/p>\n\u003cp>This was despite the fact that women made more than 70% of buying decisions, she said, making their input “critical to discussions and decisions that affect corporate culture, actions and profitability.”\u003c/p>\n\u003cp>Of the legal challenges, Jackson said recently in a statement: “I certainly respect the constitutional right of anyone to challenge the law in our courts. However, I strongly believe that this measure meets constitutional requirements and will be held up in court. Significant research has shown the importance of adding women to boards to improve profitability and add to the economic well-being of the state, as well the interest of the state to advance gender equality.”\u003c/p>\n\u003cp>The law itself does appear to have spurred some companies to add women to their boards. Skechers, Stamps.com and TiVo, for instance, all named women to previously all-male boards after SB 826’s passage; they and several other companies contacted for this story did not respond or issued a “no comment” to requests for interviews.\u003c/p>\n\u003cp>\u003c/p>\u003c/div>","attributes":{"named":{},"numeric":[]}},{"type":"component","content":"'We’ve already won the hearts and minds of corporations and good-governance leaders throughout the country. We’ve already won the public awareness campaign.'","name":"pullquote","attributes":{"named":{"size":"medium","align":"right","citation":"Betsy Berkhemer-Credaire, 2020 Women on Boards","label":""},"numeric":[]}},{"type":"contentString","content":"\u003cdiv class=\"post-body\">\u003cp>“We knew that someone would sue,” said Betsy Berkhemer-Credaire, a Los Angeles executive recruiter and board member of the California chapter of the National Assn. of Women Business Owners, which lobbied extensively for the measure. She said she doubted that the cases would get far.\u003c/p>\n\u003cp>“I don’t expect it to be much beyond a kerfuffle,” said Berkhemer-Credaire, who is also chief executive of 2020 Women on Boards. “The reason I sound so cavalier about it is that we’ve already won the hearts and minds of corporations and good-governance leaders throughout the country. We’ve already won the public awareness campaign.”\u003c/p>\n\u003cp>Institutional investors have helped to spark public awareness about the relative lack of diversity in the boardroom. TIAA’s “Women on Boards” initiative, which began in 2018, targeted about 470 mid- and small-cap companies, asking that each company either add a female director or adopt a formal policy to emphasize diversity. More than one-third of the companies had added a female director by the end of the 2019 proxy season. Companies that did not cooperate faced TIAA opposition via proxy votes.\u003c/p>\n\u003cp>The long-running failure of some technology companies to include women on their boards helped to fuel support for the mandate. Twitter, the social networking entity founded in San Francisco in 2006, tweeted the naming of its first female director in November 2013, days after becoming a public company. Diversity proponents had disparaged the company for having a board consisting only of white men, including three directors named Peter.\u003c/p>\n\u003cp>One company that determinedly maintained an all-male board, until recently, was Skechers. The nearly three-decade-old footwear brand, based in Manhattan Beach, would seem to be the sort of fashion and fitness entity that would benefit from female feedback in the boardroom.\u003c/p>\n\u003cp>In 2014, CtW Investment Group, which was working with union pension funds investing in Skechers, pushed other shareholders to urge Skechers to freshen its largely insider board by adding diversity of “gender, race and experience.” Only last May did the company \u003ca href=\"https://labusinessjournal.com/news/2019/may/16/katherine-blair-named-first-woman-skechers-board/\" target=\"_blank\" rel=\"noopener noreferrer\">name Katherine Blair\u003c/a>, a partner with Manatt, Phelps & Phillips, as its first female director.\u003c/p>\n\u003cp>Blair said by email that she was too busy to speak. The company did not respond to requests for comment, but Robert Greenberg, the chief executive and board chair, said in the statement naming Blair that her background “expands the diverse viewpoints of our board.” Her appointment brought the nine-member board to 10.\u003c/p>\n\u003cp>Two other companies that named women to their boards after the law went into effect would not weigh in on the topic.\u003c/p>\n\u003cp>\u003c/p>\u003c/div>","attributes":{"named":{},"numeric":[]}},{"type":"component","content":"","name":"aside","attributes":{"named":{"tag":"gender-equality","label":"Related coverage "},"numeric":[]}},{"type":"contentString","content":"\u003cdiv class=\"post-body\">\u003cp>Eric Nash, a spokesman for El Segundo-based Stamps.com, a provider of online postage and shipping software, said the company had no comment beyond its \u003ca href=\"https://www.sec.gov/Archives/edgar/data/1082923/000108292319000040/stmp-2019def14a.htm\" target=\"_blank\" rel=\"noopener noreferrer\">April announcement \u003c/a>of entrepreneur \u003ca href=\"https://investor.stamps.com/corporate-governance/board-of-directors\" target=\"_blank\" rel=\"noopener noreferrer\">Kate Ann May\u003c/a>’s appointment to the board. May did not respond to a request for comment.\u003c/p>\n\u003cp>TiVo Corp., the San Jose-based company whose device became the generic name for digital video recorders, did not respond to emails and calls seeking comment about its \u003ca href=\"https://www.businesswire.com/news/home/20190411005191/en/TiVo-Corporation-Adds-New-Members-Board-Directors\" target=\"_blank\" rel=\"noopener noreferrer\">appointment of two women\u003c/a> to its board in April. Loria Yeadon, chief executive of the YMCA of Greater Seattle, declined to speak. Laura Durr, a former technology executive, could not be reached.\u003c/p>\n\u003cp>\u003ca href=\"https://www.sciencedirect.com/science/article/pii/S092911991930375X\" target=\"_blank\" rel=\"noopener noreferrer\">A study \u003c/a>by Daniel Greene and Vincent Intintoli, Clemson University assistant finance professors, and Kathleen Kahle, a University of Arizona finance professor, showed that, as of July, 70 of the 602 publicly traded companies with headquarters in California were not in compliance with the new law. Since then, the number has dropped to 46 (about 8%), said Clemson’s Greene. The three did not name the companies.\u003c/p>\n\u003cp>The initial study showed that the costs of board expansion were negligible for the largest firms but substantial for the smallest. For many firms, the study showed, the cost of expanding a board to accommodate a woman could outweigh the financial penalty for failing to comply by the 2019 deadline.\u003c/p>\n\u003cp>Companies that continue to fail to satisfy the law face fines of $300,000 for a second or subsequent violation.\u003c/p>\n\u003cp>SeaSpine Holdings Corp., a medical device company based in Carlsbad that was spun off from its parent in 2015, recently named two women to its board who brought expertise in marketing and finance. But they were not the first females in the company’s boardroom. Another woman, who had been on the board since before SB 826, resigned after a work-related move to Boston.\u003c/p>\n\u003cp>SeaSpine President and Chief Executive Keith Valentine said he applauded the new law’s goal of moving more women into boardrooms.\u003c/p>\n\u003cp>“From our perspective, I think this is appropriate, progressive movement forward,” he said. “There are going to be folks who want to argue it. … We have very talented people now on our board, and we’re a better company for it.”\u003c/p>\n\u003cp>Kimberly Commins-Tzoumakas, a seasoned CEO and one of the two women SeaSpine appointed, said board seats have typically been filled through historical relationships. “I do not believe that every all-male board is in place for discriminatory reasons,” she said. “I do, however, commend California for taking a stand of inclusion and opening doors for equality on boards.”\u003c/p>\n\u003cp>\u003cem>\u003ca href=\"http://CalMatters.org\" target=\"_blank\" rel=\"noopener noreferrer\">CalMatters.org\u003c/a> is a nonprofit, nonpartisan media venture explaining California policies and politics.\u003c/em>\u003c/p>\n\u003cp>\u003c/p>\u003c/div>","attributes":{"named":{},"numeric":[]}},{"type":"component","content":"","name":"ad","attributes":{"named":{"label":"floatright"},"numeric":["floatright"]}},{"type":"contentString","content":"\u003cdiv class=\"post-body\">\u003cp>\u003c/p>\n\u003c/div>\u003c/p>","attributes":{"named":{},"numeric":[]}}],"link":"/news/11791969/how-californias-woman-quota-is-already-changing-corporate-boards","authors":["byline_news_11791969"],"programs":["news_72"],"categories":["news_6188","news_8","news_13"],"tags":["news_17611","news_17921","news_30","news_2833"],"affiliates":["news_18481"],"featImg":"news_11791977","label":"source_news_11791969"},"news_11748564":{"type":"posts","id":"news_11748564","meta":{"index":"posts_1591205157","site":"news","id":"11748564","score":null,"sort":[1558400591000]},"guestAuthors":[],"slug":"equal-pay-for-women-kamala-harris-says-shed-hold-companies-accountable","title":"Equal Pay for Women? Kamala Harris Says She'd Hold Companies Accountable","publishDate":1558400591,"format":"standard","headTitle":"Equal Pay for Women? Kamala Harris Says She’d Hold Companies Accountable | KQED","labelTerm":{"term":72,"site":"news"},"content":"\u003cp>U.S. Sen. Kamala Harris on Monday released a plan as part of her 2020 presidential bid that would require employers to show they are not paying women less than men for similar work, and would fine those that are, a senior campaign official said.\u003c/p>\n\u003cp>The California Democrat’s plan would change how challenges to pay discrimination are administered by placing the burden on companies rather than employees, who often face costly lawsuits in taking on their employers, the official said.\u003c/p>\n\u003cp>\u003ca href=\"https://kamalaharris.org/equalpay/\" target=\"_blank\" rel=\"noopener\">Harris’ plan\u003c/a> would require large companies to report — among other information — the overall pay and total compensation gap that exists between men and women, and to get an “Equal Pay Certification” from the Equal Employment Opportunity Commission, which would post compliance reports on its website.\u003c/p>\n\u003cp>[pullquote size='small' align='right' citation='Paul Grossman, California Employment Law Council']‘Raw data on jobs rarely has relevance to whether or not there is pay discrimination … there are so many factors that go into determining pay.’[/pullquote]To get certified, companies would have to align their pay policies with best practices, including allowing employees to discuss their pay and banning the practice of asking potential hires about prior salary history.\u003c/p>\n\u003cp>Businesses that don’t get the EEOC certification would be fined 1% of their average daily profits during the last fiscal year for every 1% wage gap. Those fines would help fund family and medical leave, which Harris’ campaign said was a significant driver of the pay gap, calling it a “wage penalty” that women pay when caring for a new child or a sick parent.\u003c/p>\n\u003cp>[ad fullwidth]\u003c/p>\n\u003cp>“Generally, it is difficult for individual employees to even know when there’s been a wage gap, even know when they’ve been discriminated against,” said Vasu Reddy, senior policy counsel for workplace programs at the National Partnership for Women & Families (NPWF). “That information is not freely available and many companies have secrecy policies in place that punish workers or prohibit them from discussing their pay with their coworkers.”\u003c/p>\n\u003cp>[aside tag='equal-pay' label='Equal Pay in California']“Taking some of the burden off of employees means that you are able to proactively prevent those gaps as opposed to relying on employees who may or may not have all the information, who may or may not have the resources to pursue a claim, who may be afraid of retaliation to pursue a claim — and should hopefully make it easier for those gaps to get revealed,” she added.\u003c/p>\n\u003cp>Not all are sold on Harris’ plan: Paul Grossman, general counsel for the \u003ca href=\"http://caemploymentlaw.org\" target=\"_blank\" rel=\"noopener\">California Employment Law Council\u003c/a>, a Los Angeles-based nonprofit made up of about 70 of the state’s largest employers, said “it’s just not that simplistic.”\u003c/p>\n\u003cp>“Raw data on jobs rarely has relevance to whether or not there is pay discrimination,” said \u003ca href=\"http://www.paulhastings.com/professionals/details/paulgrossman\" target=\"_blank\" rel=\"noopener\">Grossman\u003c/a>, co-author of “Employment Discrimination Law,” noting that multiple objective and subjective factors go into determining pay. “When you drill down, sometimes there is discrimination and sometimes there isn’t.”\u003c/p>\n\u003cp>“All of our members share the Senator’s commitment” to equal pay, he added. “The proposal is just too simplistic and would lead to conclusions that are inaccurate.”\u003c/p>\n\u003cp>[pullquote size='small' align='right' citation='Vasu Reddy, National Partnership for Women & Families']‘It is difficult for individual employees to even know when there’s been a wage gap, even know when they’ve been discriminated against.’[/pullquote]\u003c/p>\n\u003cp>Another critic, Anastasia Boden, a Sacramento-based lawyer with the conservative leaning \u003ca href=\"https://pacificlegal.org\" target=\"_blank\" rel=\"noopener\">Pacific Legal Foundation\u003c/a>, said Harris’ plan is “misguided” and would place a “hefty” burden on businesses.\u003c/p>\n\u003cp>“It’s going to drive up the cost of doing business, largely as a boon to plaintiffs’ lawyers,” Boden said. “Businesses are going to balk at it because it may paint them in a light that’s not fair.”\u003c/p>\n\u003cp>Nationwide, women employed full time and year-round are \u003ca href=\"http://www.nationalpartnership.org/our-work/resources/workplace/fair-pay/americas-women-and-the-wage-gap.pdf\" target=\"_blank\" rel=\"noopener\">paid $0.80 for every dollar paid to men\u003c/a>, according to the NPWF.\u003c/p>\n\u003cp>In California, women are paid from $0.41 to $0.80 for every $1 paid to a white man — a wide range that varies by race — despite efforts by lawmakers to bridge that gap, including a series of recent amendments to the state’s Equal Pay Act. The total annual wage losses for California women amount to more than $87 billion a year, according to the \u003ca href=\"http://www.nationalpartnership.org/our-work/workplace/wage-gap/the-wage-gap-in-california.html\" target=\"_blank\" rel=\"noopener\">NPWF\u003c/a>.\u003c/p>\n\u003cfigure id=\"attachment_11737305\" class=\"wp-caption alignnone\" style=\"max-width: 800px\">\u003cimg loading=\"lazy\" decoding=\"async\" class=\"size-medium wp-image-11737305\" src=\"https://ww2.kqed.org/news/wp-content/uploads/sites/10/2019/04/04022019_graphic_pay-gap-equal-pay-day-women-discrimination-qut-800x890.jpg\" alt=\"Those gaps amount to yearly lost earnings in the thousands of dollars for women: $44,500 for Latinas, $39,000 for Native Americans, $31,000 for blacks, $21,500 for Asian Americans, and $15,100 for white, non-Hispanics. Data analysis by the National Partnership for Women & Families using U.S. Census data from 2017 and 2018.\" width=\"800\" height=\"890\" srcset=\"https://cdn.kqed.org/wp-content/uploads/sites/10/2019/04/04022019_graphic_pay-gap-equal-pay-day-women-discrimination-qut-800x890.jpg 800w, https://cdn.kqed.org/wp-content/uploads/sites/10/2019/04/04022019_graphic_pay-gap-equal-pay-day-women-discrimination-qut-160x178.jpg 160w, https://cdn.kqed.org/wp-content/uploads/sites/10/2019/04/04022019_graphic_pay-gap-equal-pay-day-women-discrimination-qut-1020x1135.jpg 1020w, https://cdn.kqed.org/wp-content/uploads/sites/10/2019/04/04022019_graphic_pay-gap-equal-pay-day-women-discrimination-qut-1079x1200.jpg 1079w, https://cdn.kqed.org/wp-content/uploads/sites/10/2019/04/04022019_graphic_pay-gap-equal-pay-day-women-discrimination-qut-1920x2136.jpg 1920w, https://cdn.kqed.org/wp-content/uploads/sites/10/2019/04/04022019_graphic_pay-gap-equal-pay-day-women-discrimination-qut.jpg 1841w\" sizes=\"(max-width: 800px) 100vw, 800px\">\u003cfigcaption class=\"wp-caption-text\">Analysis by the National Partnership for Women & Families using U.S. Census data from 2017 and 2018. \u003ccite>(Elena Lacey/KQED)\u003c/cite>\u003c/figcaption>\u003c/figure>\n\u003cp>Harris is one of more than 20 people running for the Democratic nomination for president. Other candidates have \u003ca href=\"http://time.com/5562209/equal-pay-day-2020-candidates/\" target=\"_blank\" rel=\"noopener\">made the gender pay gap\u003c/a> a part of their campaign, including Sens. Kirsten Gillibrand, Bernie Sanders and Elizabeth Warren, as well as businessman Andrew Yang and motivational speaker Marianne Williamson.\u003c/p>\n\u003cp>Some of Harris’ proposals also fit into efforts already being made by equal-pay advocates. That includes the \u003ca href=\"https://www.congress.gov/bill/116th-congress/senate-bill/270/text\" target=\"_blank\" rel=\"noopener\">Paycheck Fairness Act,\u003c/a> introduced into the U.S. Senate this year (and co-sponsored by Harris and a number of other presidential candidates, including Sens. Cory Booker, Amy Klobuchar, Gillibrand, Sanders and Warren), said Reddy of NPWF. The legislation would authorize the EEOC to collect compensation data and would prohibit asking about salary history.\u003c/p>\n\u003cp>While Reddy said she hadn’t seen proposals like Harris’ corporate accountability one, she said some states have taken a more preventive approach: Minnesota and New Jersey have laws requiring employers to collect gender wage-gap data, and some states have considered bills requiring any company bidding on a public contract to first obtain an equal pay certificate.\u003c/p>\n\u003cp>“Transparency about wages is a really important piece of fighting for equal pay because it can help the people who are enforcing equal pay laws identify where the most problematic industries are, where the most problematic job categories might be coming up, and really understand how to target their enforcement,” Reddy said.\u003c/p>\n\u003cp>\u003c/p>\n\u003cp>\u003cem>Got a news tip or comment? Email the reporter: mleitsinger@kqed.org. You can also reach her on the encrypted communications app, Signal: 650-888-2765.\u003c/em>\u003c/p>\n\n","blocks":[],"excerpt":"U.S. Sen. Kamala Harris on Monday released a plan as part of her 2020 presidential bid that would force employers to show they aren’t engaging in gender pay discrimination and would fine those that are.","status":"publish","parent":0,"modified":1701972632,"stats":{"hasAudio":false,"hasVideo":false,"hasChartOrMap":false,"iframeSrcs":[],"hasGoogleForm":false,"hasGallery":false,"hasHearkenModule":false,"hasPolis":false,"paragraphCount":22,"wordCount":1063},"headData":{"title":"Equal Pay for Women? Kamala Harris Says She'd Hold Companies Accountable | KQED","description":"U.S. Sen. Kamala Harris on Monday released a plan as part of her 2020 presidential bid that would force employers to show they aren’t engaging in gender pay discrimination and would fine those that are.","ogTitle":"","ogDescription":"","ogImgId":"","twTitle":"","twDescription":"","twImgId":"","schema":{"@context":"http://schema.org","@type":"NewsArticle","headline":"Equal Pay for Women? Kamala Harris Says She'd Hold Companies Accountable","datePublished":"2019-05-21T01:03:11.000Z","dateModified":"2023-12-07T18:10:32.000Z","image":"https://cdn.kqed.org/wp-content/uploads/2020/02/KQED-OG-Image@1x.png","isAccessibleForFree":"Y","publisher":{"@type":"NewsMediaOrganization","@id":"https://www.kqed.org/#organization","name":"KQED","url":"https://www.kqed.org","logo":"https://cdn.kqed.org/wp-content/uploads/2020/02/KQED-OG-Image@1x.png"}}},"sticky":false,"path":"/news/11748564/equal-pay-for-women-kamala-harris-says-shed-hold-companies-accountable","audioTrackLength":null,"parsedContent":[{"type":"contentString","content":"\u003cdiv class=\"post-body\">\u003cp>\u003cp>U.S. Sen. Kamala Harris on Monday released a plan as part of her 2020 presidential bid that would require employers to show they are not paying women less than men for similar work, and would fine those that are, a senior campaign official said.\u003c/p>\n\u003cp>The California Democrat’s plan would change how challenges to pay discrimination are administered by placing the burden on companies rather than employees, who often face costly lawsuits in taking on their employers, the official said.\u003c/p>\n\u003cp>\u003ca href=\"https://kamalaharris.org/equalpay/\" target=\"_blank\" rel=\"noopener\">Harris’ plan\u003c/a> would require large companies to report — among other information — the overall pay and total compensation gap that exists between men and women, and to get an “Equal Pay Certification” from the Equal Employment Opportunity Commission, which would post compliance reports on its website.\u003c/p>\n\u003cp>\u003c/p>\u003c/div>","attributes":{"named":{},"numeric":[]}},{"type":"component","content":"‘Raw data on jobs rarely has relevance to whether or not there is pay discrimination … there are so many factors that go into determining pay.’","name":"pullquote","attributes":{"named":{"size":"small","align":"right","citation":"Paul Grossman, California Employment Law Council","label":""},"numeric":[]}},{"type":"contentString","content":"\u003cdiv class=\"post-body\">\u003cp>To get certified, companies would have to align their pay policies with best practices, including allowing employees to discuss their pay and banning the practice of asking potential hires about prior salary history.\u003c/p>\n\u003cp>Businesses that don’t get the EEOC certification would be fined 1% of their average daily profits during the last fiscal year for every 1% wage gap. Those fines would help fund family and medical leave, which Harris’ campaign said was a significant driver of the pay gap, calling it a “wage penalty” that women pay when caring for a new child or a sick parent.\u003c/p>\n\u003cp>\u003c/p>\u003c/div>","attributes":{"named":{},"numeric":[]}},{"type":"component","content":"","name":"ad","attributes":{"named":{"label":"fullwidth"},"numeric":["fullwidth"]}},{"type":"contentString","content":"\u003cdiv class=\"post-body\">\u003cp>\u003c/p>\n\u003cp>“Generally, it is difficult for individual employees to even know when there’s been a wage gap, even know when they’ve been discriminated against,” said Vasu Reddy, senior policy counsel for workplace programs at the National Partnership for Women & Families (NPWF). “That information is not freely available and many companies have secrecy policies in place that punish workers or prohibit them from discussing their pay with their coworkers.”\u003c/p>\n\u003cp>\u003c/p>\u003c/div>","attributes":{"named":{},"numeric":[]}},{"type":"component","content":"","name":"aside","attributes":{"named":{"tag":"equal-pay","label":"Equal Pay in California "},"numeric":[]}},{"type":"contentString","content":"\u003cdiv class=\"post-body\">\u003cp>“Taking some of the burden off of employees means that you are able to proactively prevent those gaps as opposed to relying on employees who may or may not have all the information, who may or may not have the resources to pursue a claim, who may be afraid of retaliation to pursue a claim — and should hopefully make it easier for those gaps to get revealed,” she added.\u003c/p>\n\u003cp>Not all are sold on Harris’ plan: Paul Grossman, general counsel for the \u003ca href=\"http://caemploymentlaw.org\" target=\"_blank\" rel=\"noopener\">California Employment Law Council\u003c/a>, a Los Angeles-based nonprofit made up of about 70 of the state’s largest employers, said “it’s just not that simplistic.”\u003c/p>\n\u003cp>“Raw data on jobs rarely has relevance to whether or not there is pay discrimination,” said \u003ca href=\"http://www.paulhastings.com/professionals/details/paulgrossman\" target=\"_blank\" rel=\"noopener\">Grossman\u003c/a>, co-author of “Employment Discrimination Law,” noting that multiple objective and subjective factors go into determining pay. “When you drill down, sometimes there is discrimination and sometimes there isn’t.”\u003c/p>\n\u003cp>“All of our members share the Senator’s commitment” to equal pay, he added. “The proposal is just too simplistic and would lead to conclusions that are inaccurate.”\u003c/p>\n\u003cp>\u003c/p>\u003c/div>","attributes":{"named":{},"numeric":[]}},{"type":"component","content":"‘It is difficult for individual employees to even know when there’s been a wage gap, even know when they’ve been discriminated against.’","name":"pullquote","attributes":{"named":{"size":"small","align":"right","citation":"Vasu Reddy, National Partnership for Women & Families","label":""},"numeric":[]}},{"type":"contentString","content":"\u003cdiv class=\"post-body\">\u003cp>\u003c/p>\n\u003cp>Another critic, Anastasia Boden, a Sacramento-based lawyer with the conservative leaning \u003ca href=\"https://pacificlegal.org\" target=\"_blank\" rel=\"noopener\">Pacific Legal Foundation\u003c/a>, said Harris’ plan is “misguided” and would place a “hefty” burden on businesses.\u003c/p>\n\u003cp>“It’s going to drive up the cost of doing business, largely as a boon to plaintiffs’ lawyers,” Boden said. “Businesses are going to balk at it because it may paint them in a light that’s not fair.”\u003c/p>\n\u003cp>Nationwide, women employed full time and year-round are \u003ca href=\"http://www.nationalpartnership.org/our-work/resources/workplace/fair-pay/americas-women-and-the-wage-gap.pdf\" target=\"_blank\" rel=\"noopener\">paid $0.80 for every dollar paid to men\u003c/a>, according to the NPWF.\u003c/p>\n\u003cp>In California, women are paid from $0.41 to $0.80 for every $1 paid to a white man — a wide range that varies by race — despite efforts by lawmakers to bridge that gap, including a series of recent amendments to the state’s Equal Pay Act. The total annual wage losses for California women amount to more than $87 billion a year, according to the \u003ca href=\"http://www.nationalpartnership.org/our-work/workplace/wage-gap/the-wage-gap-in-california.html\" target=\"_blank\" rel=\"noopener\">NPWF\u003c/a>.\u003c/p>\n\u003cfigure id=\"attachment_11737305\" class=\"wp-caption alignnone\" style=\"max-width: 800px\">\u003cimg loading=\"lazy\" decoding=\"async\" class=\"size-medium wp-image-11737305\" src=\"https://ww2.kqed.org/news/wp-content/uploads/sites/10/2019/04/04022019_graphic_pay-gap-equal-pay-day-women-discrimination-qut-800x890.jpg\" alt=\"Those gaps amount to yearly lost earnings in the thousands of dollars for women: $44,500 for Latinas, $39,000 for Native Americans, $31,000 for blacks, $21,500 for Asian Americans, and $15,100 for white, non-Hispanics. Data analysis by the National Partnership for Women & Families using U.S. Census data from 2017 and 2018.\" width=\"800\" height=\"890\" srcset=\"https://cdn.kqed.org/wp-content/uploads/sites/10/2019/04/04022019_graphic_pay-gap-equal-pay-day-women-discrimination-qut-800x890.jpg 800w, https://cdn.kqed.org/wp-content/uploads/sites/10/2019/04/04022019_graphic_pay-gap-equal-pay-day-women-discrimination-qut-160x178.jpg 160w, https://cdn.kqed.org/wp-content/uploads/sites/10/2019/04/04022019_graphic_pay-gap-equal-pay-day-women-discrimination-qut-1020x1135.jpg 1020w, https://cdn.kqed.org/wp-content/uploads/sites/10/2019/04/04022019_graphic_pay-gap-equal-pay-day-women-discrimination-qut-1079x1200.jpg 1079w, https://cdn.kqed.org/wp-content/uploads/sites/10/2019/04/04022019_graphic_pay-gap-equal-pay-day-women-discrimination-qut-1920x2136.jpg 1920w, https://cdn.kqed.org/wp-content/uploads/sites/10/2019/04/04022019_graphic_pay-gap-equal-pay-day-women-discrimination-qut.jpg 1841w\" sizes=\"(max-width: 800px) 100vw, 800px\">\u003cfigcaption class=\"wp-caption-text\">Analysis by the National Partnership for Women & Families using U.S. Census data from 2017 and 2018. \u003ccite>(Elena Lacey/KQED)\u003c/cite>\u003c/figcaption>\u003c/figure>\n\u003cp>Harris is one of more than 20 people running for the Democratic nomination for president. Other candidates have \u003ca href=\"http://time.com/5562209/equal-pay-day-2020-candidates/\" target=\"_blank\" rel=\"noopener\">made the gender pay gap\u003c/a> a part of their campaign, including Sens. Kirsten Gillibrand, Bernie Sanders and Elizabeth Warren, as well as businessman Andrew Yang and motivational speaker Marianne Williamson.\u003c/p>\n\u003cp>Some of Harris’ proposals also fit into efforts already being made by equal-pay advocates. That includes the \u003ca href=\"https://www.congress.gov/bill/116th-congress/senate-bill/270/text\" target=\"_blank\" rel=\"noopener\">Paycheck Fairness Act,\u003c/a> introduced into the U.S. Senate this year (and co-sponsored by Harris and a number of other presidential candidates, including Sens. Cory Booker, Amy Klobuchar, Gillibrand, Sanders and Warren), said Reddy of NPWF. The legislation would authorize the EEOC to collect compensation data and would prohibit asking about salary history.\u003c/p>\n\u003cp>While Reddy said she hadn’t seen proposals like Harris’ corporate accountability one, she said some states have taken a more preventive approach: Minnesota and New Jersey have laws requiring employers to collect gender wage-gap data, and some states have considered bills requiring any company bidding on a public contract to first obtain an equal pay certificate.\u003c/p>\n\u003cp>“Transparency about wages is a really important piece of fighting for equal pay because it can help the people who are enforcing equal pay laws identify where the most problematic industries are, where the most problematic job categories might be coming up, and really understand how to target their enforcement,” Reddy said.\u003c/p>\n\u003cp>\u003c/p>\n\u003cp>\u003cem>Got a news tip or comment? Email the reporter: mleitsinger@kqed.org. You can also reach her on the encrypted communications app, Signal: 650-888-2765.\u003c/em>\u003c/p>\n\n\u003c/div>\u003c/p>","attributes":{"named":{},"numeric":[]}}],"link":"/news/11748564/equal-pay-for-women-kamala-harris-says-shed-hold-companies-accountable","authors":["11310"],"programs":["news_72"],"categories":["news_1758","news_8","news_13"],"tags":["news_18565","news_17921","news_25371","news_17041","news_25370"],"featImg":"news_11748570","label":"news_72"},"news_11737293":{"type":"posts","id":"news_11737293","meta":{"index":"posts_1591205157","site":"news","id":"11737293","score":null,"sort":[1554246958000]},"guestAuthors":[],"slug":"women-in-california-are-still-paid-less-than-men-how-some-female-leaders-want-to-change-that","title":"Women in California Are Still Paid Less Than Men. How Some Female Leaders Want to Change That","publishDate":1554246958,"format":"standard","headTitle":"Women in California Are Still Paid Less Than Men. How Some Female Leaders Want to Change That | KQED","labelTerm":{"term":72,"site":"news"},"content":"\u003cp>Women in California are paid from 41 cents to 80 cents for every dollar paid to a white man — a wide range that varies by race — despite efforts by lawmakers to bridge that gap, including a series of recent amendments to the state’s equal pay act. The total losses amount to more than $87 billion a year for women in the state.\u003c/p>\n\u003cp>Overall, women employed full-time, year-round in California are typically paid 89 cents for every dollar paid to all men in the state, according to the National Partnership for Women & Families.\u003c/p>\n\u003cp>[aside tag='equal-pay' label='Equal Pay in California']\u003c/p>\n\u003cp>Some female leaders, including First Partner Jennifer Siebel Newsom, are aiming to close that divide even further with an initiative announced Monday: They’re asking businesses to pledge to conduct an annual gender pay analysis and to review hiring and promotion practices to stamp out unconscious bias and structural barriers to ensuring equal pay.\u003c/p>\n\u003cp>Thirteen businesses, including Apple, Airbnb, AT&T Communications Inc., Salesforce and Square, have signed on to the initiative, which is also being led by \u003ca href=\"https://women.ca.gov/\" target=\"_blank\" rel=\"noopener\">California Commission on the Status of Women and Girls\u003c/a> and \u003ca href=\"https://www.timesupnow.com/\" target=\"_blank\" rel=\"noopener\">Time’s Up\u003c/a>.\u003c/p>\n\u003cp>[ad fullwidth]\u003c/p>\n\u003cp>“Across industries, women in the workforce earn less money than men do, and women of color often lose out the most. While California has some of the strongest laws on the books to ensure equal pay, passing a law is only the first step,” said Rebecca Goldman, interim CEO of Time’s Up.\u003c/p>\n\u003cp>California has been hailed as leading the nation in efforts to close the pay gap: In 2016, a new state law went into effect (the \u003ca href=\"https://www.kqed.org/news/10663618/equal-pay-bill-heads-to-governors-desk-for-promised-signature\" target=\"_blank\" rel=\"noopener\">California Fair Pay Act\u003c/a>) mandating that women be paid the same as their male colleagues “for substantially similar work.” It also imposed a ban on retaliation against women who discuss their pay, or ask about the salaries of colleagues, while on the job.\u003c/p>\n\u003cp>In 2017, lawmakers amended an older state law — the California Equal Pay Act, stating that an employer could not rely on prior pay to set salaries. In 2018, the law was amended again to say that employers could no longer ask about a potential employee’s previous salary.\u003c/p>\n\u003cp>Nonetheless, the gap remains. The National Partnership for Women & Families found wide gulfs between what a white man earns and what white women and women of color make in California:\u003c/p>\n\u003cfigure id=\"attachment_11737305\" class=\"wp-caption alignnone\" style=\"max-width: 800px\">\u003cimg loading=\"lazy\" decoding=\"async\" class=\"size-medium wp-image-11737305\" src=\"https://ww2.kqed.org/news/wp-content/uploads/sites/10/2019/04/04022019_graphic_pay-gap-equal-pay-day-women-discrimination-qut-800x890.jpg\" alt=\"Those gaps amount to yearly lost earnings in the thousands of dollars for women: $44,500 for Latinas, $39,000 for Native Americans, $31,000 for blacks, $21,500 for Asian Americans, and $15,100 for white, non-Hispanics. Data analysis by the National Partnership for Women & Families using U.S. Census data from 2017 and 2018.\" width=\"800\" height=\"890\" srcset=\"https://cdn.kqed.org/wp-content/uploads/sites/10/2019/04/04022019_graphic_pay-gap-equal-pay-day-women-discrimination-qut-800x890.jpg 800w, https://cdn.kqed.org/wp-content/uploads/sites/10/2019/04/04022019_graphic_pay-gap-equal-pay-day-women-discrimination-qut-160x178.jpg 160w, https://cdn.kqed.org/wp-content/uploads/sites/10/2019/04/04022019_graphic_pay-gap-equal-pay-day-women-discrimination-qut-1020x1135.jpg 1020w, https://cdn.kqed.org/wp-content/uploads/sites/10/2019/04/04022019_graphic_pay-gap-equal-pay-day-women-discrimination-qut-1079x1200.jpg 1079w, https://cdn.kqed.org/wp-content/uploads/sites/10/2019/04/04022019_graphic_pay-gap-equal-pay-day-women-discrimination-qut-1920x2136.jpg 1920w, https://cdn.kqed.org/wp-content/uploads/sites/10/2019/04/04022019_graphic_pay-gap-equal-pay-day-women-discrimination-qut.jpg 1841w\" sizes=\"(max-width: 800px) 100vw, 800px\">\u003cfigcaption class=\"wp-caption-text\">Analysis by the National Partnership for Women & Families using U.S. Census data from 2017 and 2018. \u003ccite>(Elena Lacey/KQED)\u003c/cite>\u003c/figcaption>\u003c/figure>\n\u003cp>Those gaps mean women are typically paid this much less than white, non-Hispanic men every year: $44,500 for Latinas, $39,000 for Native Americans, $31,000 for blacks, $21,500 for Asian Americans, and $15,100 for white non-Hispanics.\u003c/p>\n\u003cp>\u003cimg loading=\"lazy\" decoding=\"async\" class=\"alignnone size-medium wp-image-11737294\" src=\"https://ww2.kqed.org/news/wp-content/uploads/sites/10/2019/04/Wage-Gap-KQED.gif\" alt=\"California Pay Gap Wage Gap-KQED\" width=\"800\" height=\"800\">\u003c/p>\n\u003cp>“You put a law on the books but that doesn’t stop things overnight, said Andrea Johnson, senior counsel for state policy at the National Women’s Law Center. “A lot of the stereotypes that lead to pay discrimination are very deeply ingrained. And so there is a lot that we need to be doing to stop them from being perpetuated throughout workplaces on the front end.”\u003c/p>\n\u003cp>One of those efforts, she said, is Siebel Newsom’s initiative — which echoes that of the Obama administration’s White House equal pay pledge that a number of companies signed onto.\u003c/p>\n\u003cp>“It’s an important tool to increase awareness amongst companies of the many things that are affecting pay,” she said. Having companies pledge to conduct companywide gender pay analysis is “important,” she added, because “doing that regular equal pay analysis is a crucial tool to closing the wage gap.”\u003c/p>\n\u003cp>[pullquote size='small' align='right' citation='Andrea Johnson, senior counsel for state policy at the National Women’s Law Center']‘A lot of the stereotypes that lead to pay discrimination are very deeply ingrained. And so there is a lot that we need to be doing to stop them from being perpetuated throughout workplaces on the front end.’[/pullquote]\u003c/p>\n\u003cp>While this kind of initiative is an important part of the fight to achieving equal pay, “on its own, it’s incomplete,” said Vasu Reddy, senior policy counsel for workplace programs at the National Partnership for Women & Families.\u003c/p>\n\u003cp>“These types of initiatives are really great at pulling out companies that want to do better, but they don’t address bad actors that are out there that are not interested in improving their practices,” she said. “And you really need laws to back up these practices.”\u003c/p>\n\u003cp>Since the initiative is outreach around California law, Reddy said, “it is a really powerful part of getting towards equal pay.”\u003c/p>\n\u003cp>“Other states don’t do as well necessarily with passing laws or with creating these kinds of initiatives,” she added. “It’s really important that we continue to have progress towards federal solutions on equal pay, because it’s really important that whether you’re paid fairly shouldn’t depend on where you live.”\u003c/p>\n\u003cp>\u003c/p>\n\u003cp>\u003cem>Got a news tip or comment? Email the reporter: mleitsinger@kqed.org. You can also reach her on the encrypted communications app, Signal: 650-888-2765.\u003c/em>\u003c/p>\n\n","blocks":[],"excerpt":"In California, women lose a combined total of more than $87 billion each year due to the wage gap.","status":"publish","parent":0,"modified":1701972644,"stats":{"hasAudio":false,"hasVideo":false,"hasChartOrMap":false,"iframeSrcs":[],"hasGoogleForm":false,"hasGallery":false,"hasHearkenModule":false,"hasPolis":false,"paragraphCount":22,"wordCount":904},"headData":{"title":"Women in California Are Still Paid Less Than Men. How Some Female Leaders Want to Change That | KQED","description":"In California, women lose a combined total of more than $87 billion each year due to the wage gap.","ogTitle":"","ogDescription":"","ogImgId":"","twTitle":"","twDescription":"","twImgId":"","schema":{"@context":"http://schema.org","@type":"NewsArticle","headline":"Women in California Are Still Paid Less Than Men. How Some Female Leaders Want to Change That","datePublished":"2019-04-02T23:15:58.000Z","dateModified":"2023-12-07T18:10:44.000Z","image":"https://cdn.kqed.org/wp-content/uploads/2020/02/KQED-OG-Image@1x.png","isAccessibleForFree":"Y","publisher":{"@type":"NewsMediaOrganization","@id":"https://www.kqed.org/#organization","name":"KQED","url":"https://www.kqed.org","logo":"https://cdn.kqed.org/wp-content/uploads/2020/02/KQED-OG-Image@1x.png"}}},"audioUrl":"https://www.kqed.org/.stream/anon/radio/tcr/2019/04/OrrEqualPay.mp3","sticky":false,"audioTrackLength":75,"path":"/news/11737293/women-in-california-are-still-paid-less-than-men-how-some-female-leaders-want-to-change-that","audioDuration":75000,"parsedContent":[{"type":"contentString","content":"\u003cdiv class=\"post-body\">\u003cp>\u003cp>Women in California are paid from 41 cents to 80 cents for every dollar paid to a white man — a wide range that varies by race — despite efforts by lawmakers to bridge that gap, including a series of recent amendments to the state’s equal pay act. The total losses amount to more than $87 billion a year for women in the state.\u003c/p>\n\u003cp>Overall, women employed full-time, year-round in California are typically paid 89 cents for every dollar paid to all men in the state, according to the National Partnership for Women & Families.\u003c/p>\n\u003cp>\u003c/p>\u003c/div>","attributes":{"named":{},"numeric":[]}},{"type":"component","content":"","name":"aside","attributes":{"named":{"tag":"equal-pay","label":"Equal Pay in California "},"numeric":[]}},{"type":"contentString","content":"\u003cdiv class=\"post-body\">\u003cp>\u003c/p>\n\u003cp>Some female leaders, including First Partner Jennifer Siebel Newsom, are aiming to close that divide even further with an initiative announced Monday: They’re asking businesses to pledge to conduct an annual gender pay analysis and to review hiring and promotion practices to stamp out unconscious bias and structural barriers to ensuring equal pay.\u003c/p>\n\u003cp>Thirteen businesses, including Apple, Airbnb, AT&T Communications Inc., Salesforce and Square, have signed on to the initiative, which is also being led by \u003ca href=\"https://women.ca.gov/\" target=\"_blank\" rel=\"noopener\">California Commission on the Status of Women and Girls\u003c/a> and \u003ca href=\"https://www.timesupnow.com/\" target=\"_blank\" rel=\"noopener\">Time’s Up\u003c/a>.\u003c/p>\n\u003cp>\u003c/p>\u003c/div>","attributes":{"named":{},"numeric":[]}},{"type":"component","content":"","name":"ad","attributes":{"named":{"label":"fullwidth"},"numeric":["fullwidth"]}},{"type":"contentString","content":"\u003cdiv class=\"post-body\">\u003cp>\u003c/p>\n\u003cp>“Across industries, women in the workforce earn less money than men do, and women of color often lose out the most. While California has some of the strongest laws on the books to ensure equal pay, passing a law is only the first step,” said Rebecca Goldman, interim CEO of Time’s Up.\u003c/p>\n\u003cp>California has been hailed as leading the nation in efforts to close the pay gap: In 2016, a new state law went into effect (the \u003ca href=\"https://www.kqed.org/news/10663618/equal-pay-bill-heads-to-governors-desk-for-promised-signature\" target=\"_blank\" rel=\"noopener\">California Fair Pay Act\u003c/a>) mandating that women be paid the same as their male colleagues “for substantially similar work.” It also imposed a ban on retaliation against women who discuss their pay, or ask about the salaries of colleagues, while on the job.\u003c/p>\n\u003cp>In 2017, lawmakers amended an older state law — the California Equal Pay Act, stating that an employer could not rely on prior pay to set salaries. In 2018, the law was amended again to say that employers could no longer ask about a potential employee’s previous salary.\u003c/p>\n\u003cp>Nonetheless, the gap remains. The National Partnership for Women & Families found wide gulfs between what a white man earns and what white women and women of color make in California:\u003c/p>\n\u003cfigure id=\"attachment_11737305\" class=\"wp-caption alignnone\" style=\"max-width: 800px\">\u003cimg loading=\"lazy\" decoding=\"async\" class=\"size-medium wp-image-11737305\" src=\"https://ww2.kqed.org/news/wp-content/uploads/sites/10/2019/04/04022019_graphic_pay-gap-equal-pay-day-women-discrimination-qut-800x890.jpg\" alt=\"Those gaps amount to yearly lost earnings in the thousands of dollars for women: $44,500 for Latinas, $39,000 for Native Americans, $31,000 for blacks, $21,500 for Asian Americans, and $15,100 for white, non-Hispanics. Data analysis by the National Partnership for Women & Families using U.S. Census data from 2017 and 2018.\" width=\"800\" height=\"890\" srcset=\"https://cdn.kqed.org/wp-content/uploads/sites/10/2019/04/04022019_graphic_pay-gap-equal-pay-day-women-discrimination-qut-800x890.jpg 800w, https://cdn.kqed.org/wp-content/uploads/sites/10/2019/04/04022019_graphic_pay-gap-equal-pay-day-women-discrimination-qut-160x178.jpg 160w, https://cdn.kqed.org/wp-content/uploads/sites/10/2019/04/04022019_graphic_pay-gap-equal-pay-day-women-discrimination-qut-1020x1135.jpg 1020w, https://cdn.kqed.org/wp-content/uploads/sites/10/2019/04/04022019_graphic_pay-gap-equal-pay-day-women-discrimination-qut-1079x1200.jpg 1079w, https://cdn.kqed.org/wp-content/uploads/sites/10/2019/04/04022019_graphic_pay-gap-equal-pay-day-women-discrimination-qut-1920x2136.jpg 1920w, https://cdn.kqed.org/wp-content/uploads/sites/10/2019/04/04022019_graphic_pay-gap-equal-pay-day-women-discrimination-qut.jpg 1841w\" sizes=\"(max-width: 800px) 100vw, 800px\">\u003cfigcaption class=\"wp-caption-text\">Analysis by the National Partnership for Women & Families using U.S. Census data from 2017 and 2018. \u003ccite>(Elena Lacey/KQED)\u003c/cite>\u003c/figcaption>\u003c/figure>\n\u003cp>Those gaps mean women are typically paid this much less than white, non-Hispanic men every year: $44,500 for Latinas, $39,000 for Native Americans, $31,000 for blacks, $21,500 for Asian Americans, and $15,100 for white non-Hispanics.\u003c/p>\n\u003cp>\u003cimg loading=\"lazy\" decoding=\"async\" class=\"alignnone size-medium wp-image-11737294\" src=\"https://ww2.kqed.org/news/wp-content/uploads/sites/10/2019/04/Wage-Gap-KQED.gif\" alt=\"California Pay Gap Wage Gap-KQED\" width=\"800\" height=\"800\">\u003c/p>\n\u003cp>“You put a law on the books but that doesn’t stop things overnight, said Andrea Johnson, senior counsel for state policy at the National Women’s Law Center. “A lot of the stereotypes that lead to pay discrimination are very deeply ingrained. And so there is a lot that we need to be doing to stop them from being perpetuated throughout workplaces on the front end.”\u003c/p>\n\u003cp>One of those efforts, she said, is Siebel Newsom’s initiative — which echoes that of the Obama administration’s White House equal pay pledge that a number of companies signed onto.\u003c/p>\n\u003cp>“It’s an important tool to increase awareness amongst companies of the many things that are affecting pay,” she said. Having companies pledge to conduct companywide gender pay analysis is “important,” she added, because “doing that regular equal pay analysis is a crucial tool to closing the wage gap.”\u003c/p>\n\u003cp>\u003c/p>\u003c/div>","attributes":{"named":{},"numeric":[]}},{"type":"component","content":"‘A lot of the stereotypes that lead to pay discrimination are very deeply ingrained. And so there is a lot that we need to be doing to stop them from being perpetuated throughout workplaces on the front end.’","name":"pullquote","attributes":{"named":{"size":"small","align":"right","citation":"Andrea Johnson, senior counsel for state policy at the National Women’s Law Center","label":""},"numeric":[]}},{"type":"contentString","content":"\u003cdiv class=\"post-body\">\u003cp>\u003c/p>\n\u003cp>While this kind of initiative is an important part of the fight to achieving equal pay, “on its own, it’s incomplete,” said Vasu Reddy, senior policy counsel for workplace programs at the National Partnership for Women & Families.\u003c/p>\n\u003cp>“These types of initiatives are really great at pulling out companies that want to do better, but they don’t address bad actors that are out there that are not interested in improving their practices,” she said. “And you really need laws to back up these practices.”\u003c/p>\n\u003cp>Since the initiative is outreach around California law, Reddy said, “it is a really powerful part of getting towards equal pay.”\u003c/p>\n\u003cp>“Other states don’t do as well necessarily with passing laws or with creating these kinds of initiatives,” she added. “It’s really important that we continue to have progress towards federal solutions on equal pay, because it’s really important that whether you’re paid fairly shouldn’t depend on where you live.”\u003c/p>\n\u003cp>\u003c/p>\n\u003cp>\u003cem>Got a news tip or comment? Email the reporter: mleitsinger@kqed.org. You can also reach her on the encrypted communications app, Signal: 650-888-2765.\u003c/em>\u003c/p>\n\n\u003c/div>\u003c/p>","attributes":{"named":{},"numeric":[]}}],"link":"/news/11737293/women-in-california-are-still-paid-less-than-men-how-some-female-leaders-want-to-change-that","authors":["11310"],"programs":["news_72"],"categories":["news_1758","news_8","news_13"],"tags":["news_18565","news_17921","news_25371","news_25370"],"featImg":"news_11737304","label":"news_72"},"news_11719988":{"type":"posts","id":"news_11719988","meta":{"index":"posts_1591205157","site":"news","id":"11719988","score":null,"sort":[1548205029000]},"guestAuthors":[],"slug":"progressive-leader-when-it-comes-to-female-lawmakers-california-ties-georgia-for-20th-place","title":"Progressive Leader? When It Comes to Female Lawmakers, California Ties Georgia for 20th Place","publishDate":1548205029,"format":"standard","headTitle":"The California Report | KQED News","labelTerm":{},"content":"\u003cp>With the 2018 election hailed as the Year of the Woman, how far has California — a state that prides itself on being on the progressive vanguard — actually come?\u003c/p>\n\u003cp>As CALmatters \u003ca href=\"https://projects.calmatters.org/2019/california-legislators-like-you/\">reported\u003c/a>, only three out of every 10 lawmakers are now women. That means not only is California far behind neighboring Nevada, which became the first state with a majority of female legislators, it lags behind 19 states, including neighbors Arizona, Oregon and Washington, not to mention New York and Colorado, according to the latest count by the National Conference of State Legislatures.\u003c/p>\n\u003cp>This is true despite the fact that California reached a high watermark in the last election for the largest number of women elected to state and federal offices this century.\u003c/p>\n\u003caside class=\"alignright\">\n\u003ch3>\u003ca href=\"https://www.kqed.org/news/11717433/find-yourself-in-the-california-legislature-or-not\">Find Yourself in the California Legislature — or Not\u003c/a>\u003c/h3>\n\u003cfigure>\u003ca href=\"https://www.kqed.org/news/11717433/find-yourself-in-the-california-legislature-or-not\">\u003cimg src=\"https://ww2.kqed.org/news/wp-content/uploads/sites/10/2019/01/e91e39de-gettyimages-1043264356-e1548196839201.jpg\" alt=\"\">\u003c/a>\u003c/figure>\n\u003c/aside>\n\u003cp>Notably, California is represented by powerful women in Washington D.C., including both U.S. senators and the House Speaker, as well as its first female lieutenant governor Eleni Kounalakis and Toni Atkins, California Senate president pro tempore. The state has never come close to accurately reflecting the majority of adult Californians — who are female — nor electing a female governor.\u003c/p>\n\u003cp>Why the gap?\u003c/p>\n\u003cp>Political scientists have noted that women sometimes face a double standard of judgment even from female voters and that women typically face more obstacles raising campaign cash.\u003c/p>\n\u003cp>There’s another potential barrier that deters women from running and winning elected office — the need for childcare. A bill introduced by Democratic Assemblyman Rob Bonta of Alameda aims to lessen that barrier.\u003c/p>\n\u003cp>Even Bonta, when he first ran for Assembly, found that a lack of childcare impacted him. “I had to miss meetings,” he said. “I had to miss important campaign events.”\u003c/p>\n\u003cp>[ad fullwidth]\u003c/p>\n\u003cp>Assemblywoman Blanca Rubio, who has children, recalled traveling to events where her departing flight left at 7 a.m. and her returning flight at 9 p.m. She even filled in 16 different names on her children’s emergency contact forms so that a vast cadre of family and friends were authorized to pick up her kids when she was on the campaign trail.\u003c/p>\n\u003cp>While the law now allows candidates to spend a maximum of $200 per event on childcare — according to the California Fair Political Practices Commission’s campaign manual — Bonta’s bill would eliminate that cap.\u003c/p>\n\u003cp>The manual currently doesn’t specify what constitutes an event or whether parents may spend money on child care when they have flight schedules that conflict with their children’s school schedule. Bonta said the bill will create clarity.\u003c/p>\n\u003caside class=\"alignright\">\n\u003ch3>\u003ca href=\"https://www.kqed.org/news/11704561/election-2018-was-it-the-year-of-the-woman-in-california\">Election 2018: Was It the Year of the Woman in California?\u003c/a>\u003c/h3>\n\u003cfigure>\u003ca href=\"https://www.kqed.org/news/11704561/election-2018-was-it-the-year-of-the-woman-in-california\">\u003cimg src=\"https://ww2.kqed.org/news/wp-content/uploads/sites/10/2018/11/katiehill_getty-qut-1180x715.jpg\" alt=\"\">\u003c/a>\u003c/figure>\n\u003c/aside>\n\u003cp>Childcare has proven a challenge for many female candidates — among them Oakland’s new Democratic Assemblywoman Buffy Wicks, who has acknowledged the complications of breastfeeding her child while running for office.\u003c/p>\n\u003cp>“The thing that I realize is, sometimes in order to fight for change you need a little help changing the diaper,” said Wicks.\u003c/p>\n\u003cp>Parents of young children are part of this year’s class of new lawmakers. While the number of female lawmakers still doesn’t match the number of men, the update in campaign finance rules could be one way to close that gap.\u003c/p>\n\u003cp>“The simple truth is that women are underrepresented at every level of government — from city councils to state Assembly to Congress,” said the bill’s co-author Democratic Assemblywoman Cottie Petrie-Norris of Laguna Beach, in a press release. “This bill removes a critical barrier and helps more women run for office and enter public service.”\u003c/p>\n\u003cp>\u003cem>Note: This comparison is based on CALmatters’ calculation of the percentage of California’s female legislators, which at 30.5 percent ranks California slightly higher for gender equity than the 29.2 percentage used by the National Conference of State Legislatures. Our percentage is based on a total of 118 California legislators instead of 120, because two seats are currently vacant and will be filled by upcoming special elections.\u003c/em>\u003c/p>\n\u003cp>\u003c/p>\n","blocks":[],"excerpt":"Despite ushering a record number of women into political office last November, California lags far behind in the number of women representing its voter makeup.","status":"publish","parent":0,"modified":1548261769,"stats":{"hasAudio":false,"hasVideo":false,"hasChartOrMap":false,"iframeSrcs":[],"hasGoogleForm":false,"hasGallery":false,"hasHearkenModule":false,"hasPolis":false,"paragraphCount":18,"wordCount":686},"headData":{"title":"Progressive Leader? When It Comes to Female Lawmakers, California Ties Georgia for 20th Place | KQED","description":"Despite ushering a record number of women into political office last November, California lags far behind in the number of women representing its voter makeup.","ogTitle":"","ogDescription":"","ogImgId":"","twTitle":"","twDescription":"","twImgId":"","schema":{"@context":"http://schema.org","@type":"NewsArticle","headline":"Progressive Leader? When It Comes to Female Lawmakers, California Ties Georgia for 20th Place","datePublished":"2019-01-23T00:57:09.000Z","dateModified":"2019-01-23T16:42:49.000Z","image":"https://cdn.kqed.org/wp-content/uploads/2020/02/KQED-OG-Image@1x.png","isAccessibleForFree":"Y","publisher":{"@type":"NewsMediaOrganization","@id":"https://www.kqed.org/#organization","name":"KQED","url":"https://www.kqed.org","logo":"https://cdn.kqed.org/wp-content/uploads/2020/02/KQED-OG-Image@1x.png"}}},"disqusIdentifier":"11719988 https://ww2.kqed.org/news/?p=11719988","disqusUrl":"https://ww2.kqed.org/news/2019/01/22/progressive-leader-when-it-comes-to-female-lawmakers-california-ties-georgia-for-20th-place/","disqusTitle":"Progressive Leader? When It Comes to Female Lawmakers, California Ties Georgia for 20th Place","source":"CALmatters","sourceUrl":"https://calmatters.org/","nprByline":"\u003ca href=\"https://calmatters.org/articles/author/elizabeth-castillo/\">Elizabeth Castillo\u003c/a>\u003cbr>CALmatters","path":"/news/11719988/progressive-leader-when-it-comes-to-female-lawmakers-california-ties-georgia-for-20th-place","audioTrackLength":null,"parsedContent":[{"type":"contentString","content":"\u003cdiv class=\"post-body\">\u003cp>\u003cp>With the 2018 election hailed as the Year of the Woman, how far has California — a state that prides itself on being on the progressive vanguard — actually come?\u003c/p>\n\u003cp>As CALmatters \u003ca href=\"https://projects.calmatters.org/2019/california-legislators-like-you/\">reported\u003c/a>, only three out of every 10 lawmakers are now women. That means not only is California far behind neighboring Nevada, which became the first state with a majority of female legislators, it lags behind 19 states, including neighbors Arizona, Oregon and Washington, not to mention New York and Colorado, according to the latest count by the National Conference of State Legislatures.\u003c/p>\n\u003cp>This is true despite the fact that California reached a high watermark in the last election for the largest number of women elected to state and federal offices this century.\u003c/p>\n\u003caside class=\"alignright\">\n\u003ch3>\u003ca href=\"https://www.kqed.org/news/11717433/find-yourself-in-the-california-legislature-or-not\">Find Yourself in the California Legislature — or Not\u003c/a>\u003c/h3>\n\u003cfigure>\u003ca href=\"https://www.kqed.org/news/11717433/find-yourself-in-the-california-legislature-or-not\">\u003cimg src=\"https://ww2.kqed.org/news/wp-content/uploads/sites/10/2019/01/e91e39de-gettyimages-1043264356-e1548196839201.jpg\" alt=\"\">\u003c/a>\u003c/figure>\n\u003c/aside>\n\u003cp>Notably, California is represented by powerful women in Washington D.C., including both U.S. senators and the House Speaker, as well as its first female lieutenant governor Eleni Kounalakis and Toni Atkins, California Senate president pro tempore. The state has never come close to accurately reflecting the majority of adult Californians — who are female — nor electing a female governor.\u003c/p>\n\u003cp>Why the gap?\u003c/p>\n\u003cp>Political scientists have noted that women sometimes face a double standard of judgment even from female voters and that women typically face more obstacles raising campaign cash.\u003c/p>\n\u003cp>There’s another potential barrier that deters women from running and winning elected office — the need for childcare. A bill introduced by Democratic Assemblyman Rob Bonta of Alameda aims to lessen that barrier.\u003c/p>\n\u003cp>Even Bonta, when he first ran for Assembly, found that a lack of childcare impacted him. “I had to miss meetings,” he said. “I had to miss important campaign events.”\u003c/p>\n\u003cp>\u003c/p>\u003c/div>","attributes":{"named":{},"numeric":[]}},{"type":"component","content":"","name":"ad","attributes":{"named":{"label":"fullwidth"},"numeric":["fullwidth"]}},{"type":"contentString","content":"\u003cdiv class=\"post-body\">\u003cp>\u003c/p>\n\u003cp>Assemblywoman Blanca Rubio, who has children, recalled traveling to events where her departing flight left at 7 a.m. and her returning flight at 9 p.m. She even filled in 16 different names on her children’s emergency contact forms so that a vast cadre of family and friends were authorized to pick up her kids when she was on the campaign trail.\u003c/p>\n\u003cp>While the law now allows candidates to spend a maximum of $200 per event on childcare — according to the California Fair Political Practices Commission’s campaign manual — Bonta’s bill would eliminate that cap.\u003c/p>\n\u003cp>The manual currently doesn’t specify what constitutes an event or whether parents may spend money on child care when they have flight schedules that conflict with their children’s school schedule. Bonta said the bill will create clarity.\u003c/p>\n\u003caside class=\"alignright\">\n\u003ch3>\u003ca href=\"https://www.kqed.org/news/11704561/election-2018-was-it-the-year-of-the-woman-in-california\">Election 2018: Was It the Year of the Woman in California?\u003c/a>\u003c/h3>\n\u003cfigure>\u003ca href=\"https://www.kqed.org/news/11704561/election-2018-was-it-the-year-of-the-woman-in-california\">\u003cimg src=\"https://ww2.kqed.org/news/wp-content/uploads/sites/10/2018/11/katiehill_getty-qut-1180x715.jpg\" alt=\"\">\u003c/a>\u003c/figure>\n\u003c/aside>\n\u003cp>Childcare has proven a challenge for many female candidates — among them Oakland’s new Democratic Assemblywoman Buffy Wicks, who has acknowledged the complications of breastfeeding her child while running for office.\u003c/p>\n\u003cp>“The thing that I realize is, sometimes in order to fight for change you need a little help changing the diaper,” said Wicks.\u003c/p>\n\u003cp>Parents of young children are part of this year’s class of new lawmakers. While the number of female lawmakers still doesn’t match the number of men, the update in campaign finance rules could be one way to close that gap.\u003c/p>\n\u003cp>“The simple truth is that women are underrepresented at every level of government — from city councils to state Assembly to Congress,” said the bill’s co-author Democratic Assemblywoman Cottie Petrie-Norris of Laguna Beach, in a press release. “This bill removes a critical barrier and helps more women run for office and enter public service.”\u003c/p>\n\u003cp>\u003cem>Note: This comparison is based on CALmatters’ calculation of the percentage of California’s female legislators, which at 30.5 percent ranks California slightly higher for gender equity than the 29.2 percentage used by the National Conference of State Legislatures. Our percentage is based on a total of 118 California legislators instead of 120, because two seats are currently vacant and will be filled by upcoming special elections.\u003c/em>\u003c/p>\n\u003cp>\u003c/p>\n\u003c/div>\u003c/p>","attributes":{"named":{},"numeric":[]}}],"link":"/news/11719988/progressive-leader-when-it-comes-to-female-lawmakers-california-ties-georgia-for-20th-place","authors":["byline_news_11719988"],"programs":["news_72"],"categories":["news_8","news_13"],"tags":["news_20770","news_24864","news_20179","news_2704","news_22683","news_19542","news_17921","news_3674","news_22804","news_5986","news_1932"],"affiliates":["news_18481"],"featImg":"news_11720042","label":"source_news_11719988"},"news_11717904":{"type":"posts","id":"news_11717904","meta":{"index":"posts_1591205157","site":"news","id":"11717904","score":null,"sort":[1547410203000]},"guestAuthors":[],"slug":"the-push-to-break-up-the-boys-club-at-the-fed","title":"The Push To Break Up The Boys' Club At The Fed","publishDate":1547410203,"format":"standard","headTitle":"NPR | KQED News","labelTerm":{},"content":"\u003cp>The field of economics has a problem. At a time when more women than men are graduating from college and earning doctorates, \u003ca href=\"https://pubs.aeaweb.org/doi/pdfplus/10.1257/jep.30.4.221\">just a third\u003c/a> of Ph.D.s in economics go to women. That statistic has hardly budged in decades.\u003c/p>\n\u003cp>The lack of gender diversity has trickled its way into one of the field's biggest employers of economists: the Federal Reserve, which crafts U.S. monetary policy. For most of its existence the Fed has been dominated by men. That's why it was such a big deal when Janet Yellen became \u003ca href=\"https://www.npr.org/2014/01/31/269496733/after-overcoming-early-obstacles-yellen-assumes-feds-top-job\">the first woman to run the Fed\u003c/a> in 2014.\u003c/p>\n\u003cp>But Lael Brainard, a Federal Reserve governor, says the central bank \"has a lot of work to do to have a truly diverse set of leaders.\" Brainard, an economist, has spent much of her career as one of the few women in the room when major policy decisions are made.\u003c/p>\n\u003cp>\"When you're sitting around a decision-making table, you look around and you say to yourself: 'Hmm, this table doesn't look like a typical classroom in America.' And until it does we're not going to be getting the best possible outcomes that this country deserves,\" she says.\u003c/p>\n\u003caside class=\"alignright\">\n\u003ch3>\u003ca href=\"https://www.kqed.org/news/11717433/find-yourself-in-the-california-legislature-or-not\">Find Yourself in the California Legislature — or Not\u003c/a>\u003c/h3>\n\u003cfigure>\u003ca href=\"https://www.kqed.org/news/11717433/find-yourself-in-the-california-legislature-or-not\">\u003cimg src=\"https://ww2.kqed.org/news/wp-content/uploads/sites/10/2019/01/Legislators-like-you-PHOTO-1-e1547161083527.jpg\" alt=\"\">\u003c/a>\u003c/figure>\n\u003c/aside>\n\u003cp>Brainard says a growing body of research suggests that diversity leads to better decision-making. Top voices at the Fed are raising the red flag at a time when the Fed's integrity is under intense scrutiny, with President Trump \u003ca href=\"https://www.npr.org/2018/08/20/640332224/trump-not-thrilled-with-fed-chairman-over-interest-rate-hikes\">routinely blasting the central bank\u003c/a> for raising interest rates.\u003c/p>\n\u003cp>The institution has been a political punching bag before, most notably in recent times for its handling of the financial crisis. The seminal legislation that came out of that era, the Dodd-Frank Act, called for the U.S. Government Accountability Office to examine governance at the Federal Reserve Banks. The GAO's \u003ca href=\"https://www.gao.gov/assets/590/585807.pdf\">2011 report\u003c/a> found that more diversity would strengthen the Fed's legitimacy.\u003c/p>\n\u003cp>Lawmakers have taken notice. Last Tuesday, Rep. Joyce Beatty, D-Ohio, \u003ca href=\"https://beatty.house.gov/media-center/press-releases/beatty-rule-introduced-in-house-and-senate\">introduced legislation\u003c/a> aimed at boosting diversity among Federal Reserve Bank presidents. It would require that at least one gender-diverse candidate and racially or ethnically diverse candidate gets interviewed when there's an opening. Sen. Kamala Harris, D-Calif., has introduced companion legislation in the Senate.\u003c/p>\n\u003cp>[ad fullwidth]\u003c/p>\n\u003cp>Former Fed chiefs are also concerned and are weighing in.\u003c/p>\n\u003cp>At an \u003ca href=\"https://www.npr.org/sections/money/2019/01/08/683177953/econ-too\">annual gathering\u003c/a> of the American Economic Association in Atlanta last week, former Fed Chairman Ben Bernanke and the association's new president, acknowledged that a reputation for hostility has kept women — and minorities — away.\u003c/p>\n\u003caside class=\"pullquote alignright\">'As we try to develop knowledge for the use of policymakers and as we try to develop specific policies, we're hindered by the lack of diversity in our ranks.'\u003ccite>Amanda Bayer, professor at Swarthmore College\u003c/cite>\u003c/aside>\n\u003cp>\"I think it's very important for economics that we change equilibrium, that we change the perception of economics as being unfriendly to any group of people,\" he said during a panel discussion that also included Yellen.\u003c/p>\n\u003cp>She said it \"should be the highest priority for us over the next couple of years.\" And Yellen said the association, which she will lead starting next year, has formed a committee that will focus on ways to improve \"the environment for women and minorities.\"\u003c/p>\n\u003cp>In recent years, the Fed has taken deliberate steps to address not just the gender disparity, but also racial and ethnic diversity. A few years ago, it brought on professor Amanda Bayer of Swarthmore College as an adviser.\u003c/p>\n\u003cp>\"As we try to develop knowledge for the use of policymakers and as we try to develop specific policies, we're hindered by the lack of diversity in our ranks,\" she says.\u003c/p>\n\u003cp>Bayer organized the Fed's first national summit on diversity in 2014. That summit is now an annual event. And last month, she partnered with the central bank on \u003ca href=\"https://www.newyorkfed.org/data-and-statistics/data-visualization/diversity-in-economics#interactive/overview\">a new website\u003c/a> that gives U.S. universities a visual scorecard on diversity at the undergraduate level, where she says the problem often begins.\u003c/p>\n\u003caside class=\"alignright\">\n\u003ch3>\u003ca href=\"https://www.kqed.org/news/11713470/for-transgender-and-non-binary-protections-california-came-first\">For Transgender and Nonbinary Protections, California Came First\u003c/a>\u003c/h3>\n\u003cfigure>\u003ca href=\"https://www.kqed.org/news/11713470/for-transgender-and-non-binary-protections-california-came-first\">\u003cimg src=\"https://ww2.kqed.org/news/wp-content/uploads/sites/10/2018/12/IMG_0043-1180x885.jpg\" alt=\"\">\u003c/a>\u003c/figure>\n\u003c/aside>\n\u003cp>\"Before very recently, fingers were pointed at women themselves looking to factors like women's tastes or math preparation as explainers of why they didn't choose us and join us as economists,\" Bayer says.\u003c/p>\n\u003cp>But increasingly, the field is looking within to understand why so few women decide to pursue it. Step one of finding a solution is admitting there's a problem, says Bayer, and it's clear that economics has one.\u003c/p>\n\u003cp>\u003ca href=\"https://www.dropbox.com/s/v6q7gfcbv9feef5/Wu_EJMR_paper.pdf?dl=0\"> A thesis\u003c/a> penned by UC Berkeley student Alice Wu helped shine a light on the problem. She used machine learning to analyze posts on an anonymous online jobs forum popular with economics.\u003c/p>\n\u003cp>\"She came up with a very convincing case that there was a lot of sexism and a lot of homophobia in the postings on this forum,\" says Berkeley professor Martha Olney. \"Her research simply codified what lots of people could have told you. But the people who could have told you that were women, people of color, and queer students.\"\u003c/p>\n\u003cp>Once the story was \u003ca href=\"https://www.nytimes.com/2017/08/18/upshot/evidence-of-a-toxic-environment-for-women-in-economics.html\">picked up\u003c/a> in \u003cem>The New York Times\u003c/em>, Wu's paper made the rounds among some of the most prestigious names in the field, and perhaps more significantly, those just starting out in it. It was a wake-up call.\u003c/p>\n\u003caside class=\"pullquote alignright\">'When you show up, you are female and bringing that to the table is just as important as bringing your skill set to the table.'\u003ccite>Mary Daly, president of the San Francisco Federal Reserve Bank\u003c/cite>\u003c/aside>\n\u003cp>\"It made me reflect a little bit about — 'Are the people I'm surrounding with thinking those things and just not saying them out loud?' \" says third-year Ph.D. student Nina Roussille.\u003c/p>\n\u003cp>Roussille says an aggressive seminar culture alienates some women. One researcher has said that \"trying to \u003ca href=\"https://www.minneapolisfed.org/publications/the-region/interview-with-anne-case\">nail the speaker to the blackboard\u003c/a>\" isn't the goal in other disciplines as it often seems to be in economics.\u003c/p>\n\u003cp>Mary Daly is championing the cause of bringing more women into the Fed by stopping leaks earlier in the pipeline. In October, she took over as president of the San Francisco Federal Reserve Bank. That gave her a vote in the most recent Fed policy meetings this fall.\u003c/p>\n\u003cp>Like the few other women at the top, Daly routinely offers encouragement through speeches, as she did at a Fed-sponsored \u003ca href=\"https://www.stlouisfed.org/education/women-in-economics/symposium-daly-presentation\">symposium for women in economics\u003c/a> last year in St. Louis.\u003c/p>\n\u003cp>\"When you show up, you are female and bringing that to the table is just as important as bringing your skill set to the table,\" Daly told the audience.\u003c/p>\n\u003cp>A labor economist, Daly has looked at \u003ca href=\"https://www.frbsf.org/economic-research/publications/economic-letter/2018/november/why-are-us-workers-not-participating/\">why more women aren't in the U.S. workforce\u003c/a>. Rising through the ranks over two decades, she grew interested in why there were hardly any women at the Fed itself, even in entry-level roles.\u003c/p>\n\u003caside class=\"alignright\">\n\u003ch3>\u003ca href=\"https://www.kqed.org/perspectives/201601138106/male-privilege\">Perspectives: Male Privilege\u003c/a>\u003c/h3>\n\u003cfigure>\u003ca href=\"https://www.kqed.org/perspectives/201601138106/male-privilege\">\u003cimg src=\"https://ww2.kqed.org/wp-content/uploads/sites/44/2016/01/LarryLee.jpg\" alt=\"\">\u003c/a>\u003c/figure>\n\u003c/aside>\n\u003cp>\"I called over 250 colleges myself — placement directors, chairs of departments — and said, 'What do you think of the Fed?' And they said it's an old boys' club where women wouldn't be welcome. And I said, 'Let me talk to you more about the Fed.' \"\u003c/p>\n\u003cp>Her approach worked. The proportion of women in research associate roles at the San Francisco Fed more than doubled, jumping from 20 percent to 50 percent over the past five years.\u003c/p>\n\u003cp>But bringing them in is one thing. Now the task is getting them to stay — and helping them one day rise to the top of an institution where women remain scarce.\u003c/p>\n\u003cdiv class=\"fullattribution\">\u003cimg src=\"https://www.google-analytics.com/__utm.gif?utmac=UA-5828686-4&utmdt=The+Push+To+Break+Up+The+Boys%27+Club+At+The+Fed&utme=8(APIKey)9(MDAxOTAwOTE4MDEyMTkxMDAzNjczZDljZA004)\">\u003c/div>\n\u003cp>[ad floatright]\u003c/p>\n","blocks":[],"excerpt":"At a time when more women than men are graduating from college and earning doctorates, just a third of Ph.D.s in economics go to women. Now there's an effort to increase women economists at the Fed. ","status":"publish","parent":0,"modified":1547415651,"stats":{"hasAudio":false,"hasVideo":false,"hasChartOrMap":false,"iframeSrcs":[],"hasGoogleForm":false,"hasGallery":false,"hasHearkenModule":false,"hasPolis":false,"paragraphCount":30,"wordCount":1265},"headData":{"title":"The Push To Break Up The Boys' Club At The Fed | KQED","description":"At a time when more women than men are graduating from college and earning doctorates, just a third of Ph.D.s in economics go to women. Now there's an effort to increase women economists at the Fed. ","ogTitle":"","ogDescription":"","ogImgId":"","twTitle":"","twDescription":"","twImgId":"","schema":{"@context":"http://schema.org","@type":"NewsArticle","headline":"The Push To Break Up The Boys' Club At The Fed","datePublished":"2019-01-13T20:10:03.000Z","dateModified":"2019-01-13T21:40:51.000Z","image":"https://cdn.kqed.org/wp-content/uploads/2020/02/KQED-OG-Image@1x.png","isAccessibleForFree":"Y","publisher":{"@type":"NewsMediaOrganization","@id":"https://www.kqed.org/#organization","name":"KQED","url":"https://www.kqed.org","logo":"https://cdn.kqed.org/wp-content/uploads/2020/02/KQED-OG-Image@1x.png"}}},"disqusIdentifier":"11717904 https://ww2.kqed.org/news/?p=11717904","disqusUrl":"https://ww2.kqed.org/news/2019/01/13/the-push-to-break-up-the-boys-club-at-the-fed/","disqusTitle":"The Push To Break Up The Boys' Club At The Fed","source":"NPR","sourceUrl":"https://www.npr.org","nprImageCredit":"Cliff Owen","nprImageAgency":"AP","nprStoryId":"682997898","nprApiLink":"http://api.npr.org/query?id=682997898&apiKey=MDAxOTAwOTE4MDEyMTkxMDAzNjczZDljZA004","nprHtmlLink":"https://www.npr.org/2019/01/13/682997898/the-push-to-break-up-the-boys-club-at-the-fed?ft=nprml&f=682997898","nprRetrievedStory":"1","nprPubDate":"Sun, 13 Jan 2019 09:43:00 -0500","nprStoryDate":"Sun, 13 Jan 2019 09:42:23 -0500","nprLastModifiedDate":"Sun, 13 Jan 2019 09:43:46 -0500","nprAudio":"https://ondemand.npr.org/anon.npr-mp3/npr/atc/2019/01/20190107_atc_the_push_to_break_up_the_boys_club_at_the_fed.mp3?orgId=150&topicId=1006&d=230&story=682997898&ft=nprml&f=682997898","nprAudioM3u":"http://api.npr.org/m3u/1684462198-d5204f.m3u?orgId=150&topicId=1006&d=230&story=682997898&ft=nprml&f=682997898","audioTrackLength":231,"path":"/news/11717904/the-push-to-break-up-the-boys-club-at-the-fed","audioUrl":"https://ondemand.npr.org/anon.npr-mp3/npr/atc/2019/01/20190107_atc_the_push_to_break_up_the_boys_club_at_the_fed.mp3?orgId=150&topicId=1006&d=230&story=682997898&ft=nprml&f=682997898","parsedContent":[{"type":"contentString","content":"\u003cdiv class=\"post-body\">\u003cp>\u003cp>The field of economics has a problem. At a time when more women than men are graduating from college and earning doctorates, \u003ca href=\"https://pubs.aeaweb.org/doi/pdfplus/10.1257/jep.30.4.221\">just a third\u003c/a> of Ph.D.s in economics go to women. That statistic has hardly budged in decades.\u003c/p>\n\u003cp>The lack of gender diversity has trickled its way into one of the field's biggest employers of economists: the Federal Reserve, which crafts U.S. monetary policy. For most of its existence the Fed has been dominated by men. That's why it was such a big deal when Janet Yellen became \u003ca href=\"https://www.npr.org/2014/01/31/269496733/after-overcoming-early-obstacles-yellen-assumes-feds-top-job\">the first woman to run the Fed\u003c/a> in 2014.\u003c/p>\n\u003cp>But Lael Brainard, a Federal Reserve governor, says the central bank \"has a lot of work to do to have a truly diverse set of leaders.\" Brainard, an economist, has spent much of her career as one of the few women in the room when major policy decisions are made.\u003c/p>\n\u003cp>\"When you're sitting around a decision-making table, you look around and you say to yourself: 'Hmm, this table doesn't look like a typical classroom in America.' And until it does we're not going to be getting the best possible outcomes that this country deserves,\" she says.\u003c/p>\n\u003caside class=\"alignright\">\n\u003ch3>\u003ca href=\"https://www.kqed.org/news/11717433/find-yourself-in-the-california-legislature-or-not\">Find Yourself in the California Legislature — or Not\u003c/a>\u003c/h3>\n\u003cfigure>\u003ca href=\"https://www.kqed.org/news/11717433/find-yourself-in-the-california-legislature-or-not\">\u003cimg src=\"https://ww2.kqed.org/news/wp-content/uploads/sites/10/2019/01/Legislators-like-you-PHOTO-1-e1547161083527.jpg\" alt=\"\">\u003c/a>\u003c/figure>\n\u003c/aside>\n\u003cp>Brainard says a growing body of research suggests that diversity leads to better decision-making. Top voices at the Fed are raising the red flag at a time when the Fed's integrity is under intense scrutiny, with President Trump \u003ca href=\"https://www.npr.org/2018/08/20/640332224/trump-not-thrilled-with-fed-chairman-over-interest-rate-hikes\">routinely blasting the central bank\u003c/a> for raising interest rates.\u003c/p>\n\u003cp>The institution has been a political punching bag before, most notably in recent times for its handling of the financial crisis. The seminal legislation that came out of that era, the Dodd-Frank Act, called for the U.S. Government Accountability Office to examine governance at the Federal Reserve Banks. The GAO's \u003ca href=\"https://www.gao.gov/assets/590/585807.pdf\">2011 report\u003c/a> found that more diversity would strengthen the Fed's legitimacy.\u003c/p>\n\u003cp>Lawmakers have taken notice. Last Tuesday, Rep. Joyce Beatty, D-Ohio, \u003ca href=\"https://beatty.house.gov/media-center/press-releases/beatty-rule-introduced-in-house-and-senate\">introduced legislation\u003c/a> aimed at boosting diversity among Federal Reserve Bank presidents. It would require that at least one gender-diverse candidate and racially or ethnically diverse candidate gets interviewed when there's an opening. Sen. Kamala Harris, D-Calif., has introduced companion legislation in the Senate.\u003c/p>\n\u003cp>\u003c/p>\u003c/div>","attributes":{"named":{},"numeric":[]}},{"type":"component","content":"","name":"ad","attributes":{"named":{"label":"fullwidth"},"numeric":["fullwidth"]}},{"type":"contentString","content":"\u003cdiv class=\"post-body\">\u003cp>\u003c/p>\n\u003cp>Former Fed chiefs are also concerned and are weighing in.\u003c/p>\n\u003cp>At an \u003ca href=\"https://www.npr.org/sections/money/2019/01/08/683177953/econ-too\">annual gathering\u003c/a> of the American Economic Association in Atlanta last week, former Fed Chairman Ben Bernanke and the association's new president, acknowledged that a reputation for hostility has kept women — and minorities — away.\u003c/p>\n\u003caside class=\"pullquote alignright\">'As we try to develop knowledge for the use of policymakers and as we try to develop specific policies, we're hindered by the lack of diversity in our ranks.'\u003ccite>Amanda Bayer, professor at Swarthmore College\u003c/cite>\u003c/aside>\n\u003cp>\"I think it's very important for economics that we change equilibrium, that we change the perception of economics as being unfriendly to any group of people,\" he said during a panel discussion that also included Yellen.\u003c/p>\n\u003cp>She said it \"should be the highest priority for us over the next couple of years.\" And Yellen said the association, which she will lead starting next year, has formed a committee that will focus on ways to improve \"the environment for women and minorities.\"\u003c/p>\n\u003cp>In recent years, the Fed has taken deliberate steps to address not just the gender disparity, but also racial and ethnic diversity. A few years ago, it brought on professor Amanda Bayer of Swarthmore College as an adviser.\u003c/p>\n\u003cp>\"As we try to develop knowledge for the use of policymakers and as we try to develop specific policies, we're hindered by the lack of diversity in our ranks,\" she says.\u003c/p>\n\u003cp>Bayer organized the Fed's first national summit on diversity in 2014. That summit is now an annual event. And last month, she partnered with the central bank on \u003ca href=\"https://www.newyorkfed.org/data-and-statistics/data-visualization/diversity-in-economics#interactive/overview\">a new website\u003c/a> that gives U.S. universities a visual scorecard on diversity at the undergraduate level, where she says the problem often begins.\u003c/p>\n\u003caside class=\"alignright\">\n\u003ch3>\u003ca href=\"https://www.kqed.org/news/11713470/for-transgender-and-non-binary-protections-california-came-first\">For Transgender and Nonbinary Protections, California Came First\u003c/a>\u003c/h3>\n\u003cfigure>\u003ca href=\"https://www.kqed.org/news/11713470/for-transgender-and-non-binary-protections-california-came-first\">\u003cimg src=\"https://ww2.kqed.org/news/wp-content/uploads/sites/10/2018/12/IMG_0043-1180x885.jpg\" alt=\"\">\u003c/a>\u003c/figure>\n\u003c/aside>\n\u003cp>\"Before very recently, fingers were pointed at women themselves looking to factors like women's tastes or math preparation as explainers of why they didn't choose us and join us as economists,\" Bayer says.\u003c/p>\n\u003cp>But increasingly, the field is looking within to understand why so few women decide to pursue it. Step one of finding a solution is admitting there's a problem, says Bayer, and it's clear that economics has one.\u003c/p>\n\u003cp>\u003ca href=\"https://www.dropbox.com/s/v6q7gfcbv9feef5/Wu_EJMR_paper.pdf?dl=0\"> A thesis\u003c/a> penned by UC Berkeley student Alice Wu helped shine a light on the problem. She used machine learning to analyze posts on an anonymous online jobs forum popular with economics.\u003c/p>\n\u003cp>\"She came up with a very convincing case that there was a lot of sexism and a lot of homophobia in the postings on this forum,\" says Berkeley professor Martha Olney. \"Her research simply codified what lots of people could have told you. But the people who could have told you that were women, people of color, and queer students.\"\u003c/p>\n\u003cp>Once the story was \u003ca href=\"https://www.nytimes.com/2017/08/18/upshot/evidence-of-a-toxic-environment-for-women-in-economics.html\">picked up\u003c/a> in \u003cem>The New York Times\u003c/em>, Wu's paper made the rounds among some of the most prestigious names in the field, and perhaps more significantly, those just starting out in it. It was a wake-up call.\u003c/p>\n\u003caside class=\"pullquote alignright\">'When you show up, you are female and bringing that to the table is just as important as bringing your skill set to the table.'\u003ccite>Mary Daly, president of the San Francisco Federal Reserve Bank\u003c/cite>\u003c/aside>\n\u003cp>\"It made me reflect a little bit about — 'Are the people I'm surrounding with thinking those things and just not saying them out loud?' \" says third-year Ph.D. student Nina Roussille.\u003c/p>\n\u003cp>Roussille says an aggressive seminar culture alienates some women. One researcher has said that \"trying to \u003ca href=\"https://www.minneapolisfed.org/publications/the-region/interview-with-anne-case\">nail the speaker to the blackboard\u003c/a>\" isn't the goal in other disciplines as it often seems to be in economics.\u003c/p>\n\u003cp>Mary Daly is championing the cause of bringing more women into the Fed by stopping leaks earlier in the pipeline. In October, she took over as president of the San Francisco Federal Reserve Bank. That gave her a vote in the most recent Fed policy meetings this fall.\u003c/p>\n\u003cp>Like the few other women at the top, Daly routinely offers encouragement through speeches, as she did at a Fed-sponsored \u003ca href=\"https://www.stlouisfed.org/education/women-in-economics/symposium-daly-presentation\">symposium for women in economics\u003c/a> last year in St. Louis.\u003c/p>\n\u003cp>\"When you show up, you are female and bringing that to the table is just as important as bringing your skill set to the table,\" Daly told the audience.\u003c/p>\n\u003cp>A labor economist, Daly has looked at \u003ca href=\"https://www.frbsf.org/economic-research/publications/economic-letter/2018/november/why-are-us-workers-not-participating/\">why more women aren't in the U.S. workforce\u003c/a>. Rising through the ranks over two decades, she grew interested in why there were hardly any women at the Fed itself, even in entry-level roles.\u003c/p>\n\u003caside class=\"alignright\">\n\u003ch3>\u003ca href=\"https://www.kqed.org/perspectives/201601138106/male-privilege\">Perspectives: Male Privilege\u003c/a>\u003c/h3>\n\u003cfigure>\u003ca href=\"https://www.kqed.org/perspectives/201601138106/male-privilege\">\u003cimg src=\"https://ww2.kqed.org/wp-content/uploads/sites/44/2016/01/LarryLee.jpg\" alt=\"\">\u003c/a>\u003c/figure>\n\u003c/aside>\n\u003cp>\"I called over 250 colleges myself — placement directors, chairs of departments — and said, 'What do you think of the Fed?' And they said it's an old boys' club where women wouldn't be welcome. And I said, 'Let me talk to you more about the Fed.' \"\u003c/p>\n\u003cp>Her approach worked. The proportion of women in research associate roles at the San Francisco Fed more than doubled, jumping from 20 percent to 50 percent over the past five years.\u003c/p>\n\u003cp>But bringing them in is one thing. Now the task is getting them to stay — and helping them one day rise to the top of an institution where women remain scarce.\u003c/p>\n\u003cdiv class=\"fullattribution\">\u003cimg src=\"https://www.google-analytics.com/__utm.gif?utmac=UA-5828686-4&utmdt=The+Push+To+Break+Up+The+Boys%27+Club+At+The+Fed&utme=8(APIKey)9(MDAxOTAwOTE4MDEyMTkxMDAzNjczZDljZA004)\">\u003c/div>\n\u003cp>\u003c/p>\u003c/div>","attributes":{"named":{},"numeric":[]}},{"type":"component","content":"","name":"ad","attributes":{"named":{"label":"floatright"},"numeric":["floatright"]}},{"type":"contentString","content":"\u003cdiv class=\"post-body\">\u003cp>\u003c/p>\n\u003c/div>\u003c/p>","attributes":{"named":{},"numeric":[]}}],"link":"/news/11717904/the-push-to-break-up-the-boys-club-at-the-fed","authors":["11552"],"categories":["news_1758","news_8","news_13"],"tags":["news_3651","news_17687","news_19542","news_4866","news_23921","news_17921","news_17827"],"affiliates":["news_253"],"featImg":"news_11717909","label":"source_news_11717904"},"news_11717433":{"type":"posts","id":"news_11717433","meta":{"index":"posts_1591205157","site":"news","id":"11717433","score":null,"sort":[1547168921000]},"guestAuthors":[],"slug":"find-yourself-in-the-california-legislature-or-not","title":"Find Yourself in the California Legislature — or Not","publishDate":1547168921,"format":"image","headTitle":"The California Report | KQED News","labelTerm":{},"content":"\u003cp>There are (still) more white men named James or Jim in the California Legislature than African-American and Asian-American women combined.\u003c/p>\n\u003cp>Throw in some white Robs, Bobs and Roberts, and you have a pretty sizable “JimBob” caucus with a membership larger than the number of Republican women, openly gay or lesbian legislators, or women from any party under the age of 40.\u003c/p>\n\u003cp>This week, California seats a new class of lawmakers. You may not know their names, but their work is important to your day-to-day life, impacting everything from your taxes to the quality of the air you breathe.\u003c/p>\n\u003cp>But while California prides itself on diversity, in many ways state government looks more like the California of 30 years ago than the California of today.\u003c/p>\n\u003ch3>Women make major gains, but California trails other states on gender parity\u003c/h3>\n\u003cp>After a year in which sexual misconduct allegations led to calls for both parties to run more female candidates, women made significant gains in the Legislature in November’s election.\u003c/p>\n\u003caside class=\"alignright\">\n\u003ch3>\u003ca href=\"https://www.kqed.org/news/11704561/election-2018-was-it-the-year-of-the-woman-in-california\">Election 2018: Was It the Year of the Woman in California?\u003c/a>\u003c/h3>\n\u003cfigure>\u003ca href=\"https://www.kqed.org/news/11704561/election-2018-was-it-the-year-of-the-woman-in-california\">\u003cimg src=\"https://ww2.kqed.org/news/wp-content/uploads/sites/10/2018/11/katiehill_getty-qut-1180x715.jpg\" alt=\"\">\u003c/a>\u003c/figure>\n\u003c/aside>\n\u003cp>California opens 2019 with 36 women in the Legislature — a near record (the previous high was 37 at the end of 2006). Nearly 60 percent of all newly elected California lawmakers are women, mirroring a surge in successful female candidacies across the country.\u003c/p>\n\u003cp>But California’s statehouse still falls far short of equal gender representation. Even after this election’s gains, women account for just 31 percent of California legislators. (If you’re wondering, women make up a little more than half of voting-age Californians.)\u003c/p>\n\u003cp>\u003c!-- iframe plugin v.4.3 wordpress.org/plugins/iframe/ -->\u003cbr>\n\u003ciframe src=\"https://e.infogram.com/0a06ed03-204f-4f8e-a1fb-2656db56409b?src=embed\" title=\"Legislatures\" width=\"800\" height=\"820\" scrolling=\"no\" frameborder=\"0\" style=\"border:none;\" allowfullscreen=\"allowfullscreen\" class=\"iframe-class\">\u003c/iframe>\u003c/p>\n\u003cp>Male-dominated politics are hardly a uniquely California phenomenon. More than 75 percent of the new Congress is male.\u003c/p>\n\u003cp>But California still trails many other states, including some of its more conservative neighbors. Oregon and Arizona each have a higher proportion of women in their legislatures than California, while Nevada recently made history as the first state to elect a legislature with a female majority.\u003c/p>\n\u003ch3>Asian-American women are sorely underrepresented\u003c/h3>\n\u003cp>Nearly 1 in 10 voting-age Californians is a woman with Asian-American or Pacific Islander heritage. That’s a bigger proportion than the state’s entire voting-age African-American population, male and female.\u003c/p>\n\u003cp>\u003c!-- iframe plugin v.4.3 wordpress.org/plugins/iframe/ -->\u003cbr>\n\u003ciframe src=\"https://e.infogram.com/d8ee3b0b-339e-4de8-b5a9-d121a8e6e9b6?src=embed\" title=\"triplets\" width=\"800\" height=\"1149\" scrolling=\"no\" frameborder=\"0\" style=\"border:none;\" allowfullscreen=\"allowfullscreen\" class=\"iframe-class\">\u003c/iframe>\u003c/p>\n\u003cp>But only 1 in 118 California legislators is an Asian-American woman. Ling Ling Chang, a Taiwanese Republican senator from Diamond Bar in eastern Los Angeles County, won her seat in the June recall of a sitting Democratic legislator. She’ll likely face a tough re-election battle in 2020.\u003c/p>\n\u003caside class=\"alignright\">\n\u003ch3>\u003ca href=\"https://www.kqed.org/forum/2010101867144/election-2018-asian-american-voters-remain-untapped-by-both-parties\">Election 2018: Asian-American Voters Remain Untapped by Both Parties\u003c/a>\u003c/h3>\n\u003cfigure>\u003ca href=\"https://www.kqed.org/forum/2010101867144/election-2018-asian-american-voters-remain-untapped-by-both-parties\">\u003cimg src=\"https://ww2.kqed.org/news/wp-content/uploads/sites/10/2019/01/GettyImages-155682080.jpg\" alt=\"\">\u003c/a>\u003c/figure>\n\u003c/aside>\n\u003cp>Asian-American is obviously a very broad term. The majority of Asian-Americans in the California Legislature are of Chinese or Taiwanese descent. Notably underrepresented are Vietnamese-Americans and Filipino-Americans, which are among California’s largest Asian-American groups. There is only one Filipino lawmaker, Democrat Rob Bonta of Alameda, and one Vietnamese lawmaker, Republican Tyler Diep of Huntington Beach.\u003c/p>\n\u003cp>Chang is also one of only five nonwhite Republicans in the Legislature, all of whom are Asian-American or Pacific Islander. What’s left of the shrinking California Republican presence in Sacramento reflects the party’s struggle to expand its demographic tent.\u003c/p>\n\u003cp>Of the near-record-low 30 Republicans in the Legislature, 21 are white males. There are no Latino, African-American or openly gay or lesbian GOP legislators.\u003c/p>\n\u003ch3>Latinos are still underrepresented. That’s partly generational, and partly about who votes\u003c/h3>\n\u003caside class=\"alignright\">\n\u003ch3>\u003ca href=\"https://www.kqed.org/news/11697624/why-is-it-so-hard-to-engage-latino-voters-theyre-young-and-historically-neglected\">Why Is It So Hard to Engage Latino Voters? They're Young - and Historically Neglected\u003c/a>\u003c/h3>\n\u003cfigure>\u003ca href=\"https://www.kqed.org/news/11697624/why-is-it-so-hard-to-engage-latino-voters-theyre-young-and-historically-neglected\">\u003cimg src=\"https://ww2.kqed.org/news/wp-content/uploads/sites/10/2019/01/GettyImages-621796510.jpg\" alt=\"\">\u003c/a>\u003c/figure>\n\u003c/aside>\n\u003cp>Latinos may be the largest ethnic group in all of California, but they are far from a plurality in the Legislature.\u003c/p>\n\u003cp>Even with six new Latino lawmakers elected last November, Latinos account for just over 20 percent of the 2019 legislative class. As of 2017, nearly 40 percent of all Californians identified as Latino.\u003c/p>\n\u003cp>Those awaiting a more visible presence of the “sleeping giant” of California politics can take partial solace in the state’s demographic future. Non-Hispanic whites still make up a larger proportion of Californians over 18 than do Latinos. But Latinos in their 20s, 30s and 40s outnumber whites in the same age groups, as do Latinos under the age of 18.\u003c/p>\n\u003cp>\u003c!-- iframe plugin v.4.3 wordpress.org/plugins/iframe/ -->\u003cbr>\n\u003ciframe src=\"https://e.infogram.com/1e8f1fba-5571-4c77-b5c1-671627f29eb2?src=embed\" title=\"Likely Voters vs. legislature\" width=\"800\" height=\"800\" scrolling=\"no\" frameborder=\"0\" style=\"border:none;\" allowfullscreen=\"allowfullscreen\" class=\"iframe-class\">\u003c/iframe>\u003c/p>\n\u003cp>Younger and low-income Californians are typically less likely to vote than their older, wealthier neighbors. Since Latinos tend to skew both younger and lower-income in California, it’s perhaps unsurprising that their share of political representation in Sacramento mirrors their share of “frequent” voters.\u003c/p>\n\u003cp>\u003cstrong>Age and Class\u003c/strong>\u003c/p>\n\u003cp>Roughly 40 percent of California’s voting-age population is under the age of 40. But state lawmakers tend to skew significantly older than the people they represent. Only 14 percent of state lawmakers are in their 30s, and none are in their 20s.\u003c/p>\n\u003cp>That’s not shocking if you believe that candidates and those who vote for them tend to look like one another: Despite comprising a huge share of the electorate, only 18 percent of likely California voters are under age 34, according to the Public Policy Institute of California.\u003c/p>\n\u003cp>Another noticeably absent block of Californians from state office: People who make less than six figures. California has the highest compensation for state legislators of any state in the country, at $107,000 per year. The 2017 median income of a California household? $70,000.\u003c/p>\n\u003cp>[ad fullwidth]\u003c/p>\n\u003cp>\u003c/p>\n","blocks":[],"excerpt":"There are (still) more white men named James or Jim in the California Legislature than African-American and Asian-American women combined. ","status":"publish","parent":0,"modified":1556743207,"stats":{"hasAudio":false,"hasVideo":false,"hasChartOrMap":false,"iframeSrcs":[],"hasGoogleForm":false,"hasGallery":false,"hasHearkenModule":false,"hasPolis":false,"paragraphCount":27,"wordCount":917},"headData":{"title":"Find Yourself in the California Legislature — or Not | KQED","description":"There are (still) more white men named James or Jim in the California Legislature than African-American and Asian-American women combined. ","ogTitle":"","ogDescription":"","ogImgId":"","twTitle":"","twDescription":"","twImgId":"","schema":{"@context":"http://schema.org","@type":"NewsArticle","headline":"Find Yourself in the California Legislature — or Not","datePublished":"2019-01-11T01:08:41.000Z","dateModified":"2019-05-01T20:40:07.000Z","image":"https://cdn.kqed.org/wp-content/uploads/2020/02/KQED-OG-Image@1x.png","isAccessibleForFree":"Y","publisher":{"@type":"NewsMediaOrganization","@id":"https://www.kqed.org/#organization","name":"KQED","url":"https://www.kqed.org","logo":"https://cdn.kqed.org/wp-content/uploads/2020/02/KQED-OG-Image@1x.png"}}},"disqusIdentifier":"11717433 https://ww2.kqed.org/news/?p=11717433","disqusUrl":"https://ww2.kqed.org/news/2019/01/10/find-yourself-in-the-california-legislature-or-not/","disqusTitle":"Find Yourself in the California Legislature — or Not","source":"CALmatters","sourceUrl":"https://calmatters.org/","nprByline":"Matt Levin, Elizabeth Castillo and John Osborn D'Agostino\u003cbr>CALmatters","path":"/news/11717433/find-yourself-in-the-california-legislature-or-not","audioTrackLength":null,"parsedContent":[{"type":"contentString","content":"\u003cdiv class=\"post-body\">\u003cp>\u003cp>There are (still) more white men named James or Jim in the California Legislature than African-American and Asian-American women combined.\u003c/p>\n\u003cp>Throw in some white Robs, Bobs and Roberts, and you have a pretty sizable “JimBob” caucus with a membership larger than the number of Republican women, openly gay or lesbian legislators, or women from any party under the age of 40.\u003c/p>\n\u003cp>This week, California seats a new class of lawmakers. You may not know their names, but their work is important to your day-to-day life, impacting everything from your taxes to the quality of the air you breathe.\u003c/p>\n\u003cp>But while California prides itself on diversity, in many ways state government looks more like the California of 30 years ago than the California of today.\u003c/p>\n\u003ch3>Women make major gains, but California trails other states on gender parity\u003c/h3>\n\u003cp>After a year in which sexual misconduct allegations led to calls for both parties to run more female candidates, women made significant gains in the Legislature in November’s election.\u003c/p>\n\u003caside class=\"alignright\">\n\u003ch3>\u003ca href=\"https://www.kqed.org/news/11704561/election-2018-was-it-the-year-of-the-woman-in-california\">Election 2018: Was It the Year of the Woman in California?\u003c/a>\u003c/h3>\n\u003cfigure>\u003ca href=\"https://www.kqed.org/news/11704561/election-2018-was-it-the-year-of-the-woman-in-california\">\u003cimg src=\"https://ww2.kqed.org/news/wp-content/uploads/sites/10/2018/11/katiehill_getty-qut-1180x715.jpg\" alt=\"\">\u003c/a>\u003c/figure>\n\u003c/aside>\n\u003cp>California opens 2019 with 36 women in the Legislature — a near record (the previous high was 37 at the end of 2006). Nearly 60 percent of all newly elected California lawmakers are women, mirroring a surge in successful female candidacies across the country.\u003c/p>\n\u003cp>But California’s statehouse still falls far short of equal gender representation. Even after this election’s gains, women account for just 31 percent of California legislators. (If you’re wondering, women make up a little more than half of voting-age Californians.)\u003c/p>\n\u003cp>\u003c!-- iframe plugin v.4.3 wordpress.org/plugins/iframe/ -->\u003cbr>\n\u003ciframe src=\"https://e.infogram.com/0a06ed03-204f-4f8e-a1fb-2656db56409b?src=embed\" title=\"Legislatures\" width=\"800\" height=\"820\" scrolling=\"no\" frameborder=\"0\" style=\"border:none;\" allowfullscreen=\"allowfullscreen\" class=\"iframe-class\">\u003c/iframe>\u003c/p>\n\u003cp>Male-dominated politics are hardly a uniquely California phenomenon. More than 75 percent of the new Congress is male.\u003c/p>\n\u003cp>But California still trails many other states, including some of its more conservative neighbors. Oregon and Arizona each have a higher proportion of women in their legislatures than California, while Nevada recently made history as the first state to elect a legislature with a female majority.\u003c/p>\n\u003ch3>Asian-American women are sorely underrepresented\u003c/h3>\n\u003cp>Nearly 1 in 10 voting-age Californians is a woman with Asian-American or Pacific Islander heritage. That’s a bigger proportion than the state’s entire voting-age African-American population, male and female.\u003c/p>\n\u003cp>\u003c!-- iframe plugin v.4.3 wordpress.org/plugins/iframe/ -->\u003cbr>\n\u003ciframe src=\"https://e.infogram.com/d8ee3b0b-339e-4de8-b5a9-d121a8e6e9b6?src=embed\" title=\"triplets\" width=\"800\" height=\"1149\" scrolling=\"no\" frameborder=\"0\" style=\"border:none;\" allowfullscreen=\"allowfullscreen\" class=\"iframe-class\">\u003c/iframe>\u003c/p>\n\u003cp>But only 1 in 118 California legislators is an Asian-American woman. Ling Ling Chang, a Taiwanese Republican senator from Diamond Bar in eastern Los Angeles County, won her seat in the June recall of a sitting Democratic legislator. She’ll likely face a tough re-election battle in 2020.\u003c/p>\n\u003caside class=\"alignright\">\n\u003ch3>\u003ca href=\"https://www.kqed.org/forum/2010101867144/election-2018-asian-american-voters-remain-untapped-by-both-parties\">Election 2018: Asian-American Voters Remain Untapped by Both Parties\u003c/a>\u003c/h3>\n\u003cfigure>\u003ca href=\"https://www.kqed.org/forum/2010101867144/election-2018-asian-american-voters-remain-untapped-by-both-parties\">\u003cimg src=\"https://ww2.kqed.org/news/wp-content/uploads/sites/10/2019/01/GettyImages-155682080.jpg\" alt=\"\">\u003c/a>\u003c/figure>\n\u003c/aside>\n\u003cp>Asian-American is obviously a very broad term. The majority of Asian-Americans in the California Legislature are of Chinese or Taiwanese descent. Notably underrepresented are Vietnamese-Americans and Filipino-Americans, which are among California’s largest Asian-American groups. There is only one Filipino lawmaker, Democrat Rob Bonta of Alameda, and one Vietnamese lawmaker, Republican Tyler Diep of Huntington Beach.\u003c/p>\n\u003cp>Chang is also one of only five nonwhite Republicans in the Legislature, all of whom are Asian-American or Pacific Islander. What’s left of the shrinking California Republican presence in Sacramento reflects the party’s struggle to expand its demographic tent.\u003c/p>\n\u003cp>Of the near-record-low 30 Republicans in the Legislature, 21 are white males. There are no Latino, African-American or openly gay or lesbian GOP legislators.\u003c/p>\n\u003ch3>Latinos are still underrepresented. That’s partly generational, and partly about who votes\u003c/h3>\n\u003caside class=\"alignright\">\n\u003ch3>\u003ca href=\"https://www.kqed.org/news/11697624/why-is-it-so-hard-to-engage-latino-voters-theyre-young-and-historically-neglected\">Why Is It So Hard to Engage Latino Voters? They're Young - and Historically Neglected\u003c/a>\u003c/h3>\n\u003cfigure>\u003ca href=\"https://www.kqed.org/news/11697624/why-is-it-so-hard-to-engage-latino-voters-theyre-young-and-historically-neglected\">\u003cimg src=\"https://ww2.kqed.org/news/wp-content/uploads/sites/10/2019/01/GettyImages-621796510.jpg\" alt=\"\">\u003c/a>\u003c/figure>\n\u003c/aside>\n\u003cp>Latinos may be the largest ethnic group in all of California, but they are far from a plurality in the Legislature.\u003c/p>\n\u003cp>Even with six new Latino lawmakers elected last November, Latinos account for just over 20 percent of the 2019 legislative class. As of 2017, nearly 40 percent of all Californians identified as Latino.\u003c/p>\n\u003cp>Those awaiting a more visible presence of the “sleeping giant” of California politics can take partial solace in the state’s demographic future. Non-Hispanic whites still make up a larger proportion of Californians over 18 than do Latinos. But Latinos in their 20s, 30s and 40s outnumber whites in the same age groups, as do Latinos under the age of 18.\u003c/p>\n\u003cp>\u003c!-- iframe plugin v.4.3 wordpress.org/plugins/iframe/ -->\u003cbr>\n\u003ciframe src=\"https://e.infogram.com/1e8f1fba-5571-4c77-b5c1-671627f29eb2?src=embed\" title=\"Likely Voters vs. legislature\" width=\"800\" height=\"800\" scrolling=\"no\" frameborder=\"0\" style=\"border:none;\" allowfullscreen=\"allowfullscreen\" class=\"iframe-class\">\u003c/iframe>\u003c/p>\n\u003cp>Younger and low-income Californians are typically less likely to vote than their older, wealthier neighbors. Since Latinos tend to skew both younger and lower-income in California, it’s perhaps unsurprising that their share of political representation in Sacramento mirrors their share of “frequent” voters.\u003c/p>\n\u003cp>\u003cstrong>Age and Class\u003c/strong>\u003c/p>\n\u003cp>Roughly 40 percent of California’s voting-age population is under the age of 40. But state lawmakers tend to skew significantly older than the people they represent. Only 14 percent of state lawmakers are in their 30s, and none are in their 20s.\u003c/p>\n\u003cp>That’s not shocking if you believe that candidates and those who vote for them tend to look like one another: Despite comprising a huge share of the electorate, only 18 percent of likely California voters are under age 34, according to the Public Policy Institute of California.\u003c/p>\n\u003cp>Another noticeably absent block of Californians from state office: People who make less than six figures. California has the highest compensation for state legislators of any state in the country, at $107,000 per year. The 2017 median income of a California household? $70,000.\u003c/p>\n\u003cp>\u003c/p>\u003c/div>","attributes":{"named":{},"numeric":[]}},{"type":"component","content":"","name":"ad","attributes":{"named":{"label":"fullwidth"},"numeric":["fullwidth"]}},{"type":"contentString","content":"\u003cdiv class=\"post-body\">\u003cp>\u003c/p>\n\u003cp>\u003c/p>\n\u003c/div>\u003c/p>","attributes":{"named":{},"numeric":[]}}],"link":"/news/11717433/find-yourself-in-the-california-legislature-or-not","authors":["byline_news_11717433"],"programs":["news_72"],"categories":["news_8","news_13"],"tags":["news_21126","news_24788","news_2704","news_18012","news_17687","news_17921","news_1852","news_1932"],"affiliates":["news_18481"],"featImg":"news_11688829","label":"source_news_11717433"}},"programsReducer":{"possible":{"id":"possible","title":"Possible","info":"Possible is hosted by entrepreneur Reid Hoffman and writer Aria Finger. Together in Possible, Hoffman and Finger lead enlightening discussions about building a brighter collective future. The show features interviews with visionary guests like Trevor Noah, Sam Altman and Janette Sadik-Khan. Possible paints an optimistic portrait of the world we can create through science, policy, business, art and our shared humanity. It asks: What if everything goes right for once? How can we get there? 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