#power gap

[mybloodstream-caffeine]

I think one of the things I love most about the show implying that Ilya is the only person that Shane is hooking up with is that,,, Shane has ZERO metric for how intimate and intense his hookups with Ilya are. Literally nada. He spends the entire situationship thinking he's getting all worked up over a casual, transactional relationship. Meanwhile if Shane had ever experienced an ACTUAL dl hookup with anyone else, he would have had to pump the brakes AAAAGES ago, because what he has with Ilya blew past casual at about 100 mph roughly six years ago.

And you know what's even more delicious?? Ilya DOES know!!!! He KNOWS that what he's doing with Shane is different!!! He DOES know better!!! And instead of acknowledging that, he sets the tone and takes advantage of Shane's ignorance to do shit with him that blurs every boundary of intimacy there is.

It's juuuuuust 😩😩😩😩 it introduces this unspoken power gap of experience that one party isn't even fully aware of, and fics that pull on this thread of their dynamic are always sooo buzzy.

I also LOVE works that deal with Shane being confronted with just how different Ilya behaves with his other hookups compared to how he acts with him (shout out @probablily's fic all my perversions, which broke my brain and changed my life and you should go read now now right now)

[worklabournewsresearch]

Twenty Years of the Power Gap: How 15 Ontario Universities Compare

"Universities have been promising to fix the sector’s gender problem for decades, but women are still under-represented at almost every level, particularly in decision-making roles, among full professors and senior faculty positions, and in the highest-earning echelons. The Globe and Mail collected and analyzed public sector salary records in Ontario going back to 1999 to better understand this lack of progress."

"In order to ensure a fair comparison between the years, The Globe adjusted for inflation during salary-related analysis. When Ontario passed the sunshine law in the 1990s, it determined that only employees who earned $100,000 would be subject to disclosure. That number hasn’t changed, but if it had moved with inflation, the new threshold would be $147,537 in 2019. In calculating data points such as overall representation, The Globe only captured employees who would qualify for disclosure if the threshold had kept pace with inflation."

"The overall story is that, two decades ago, nine out of 10 university employees on the Ontario sunshine list were men, as were nine out of 10 professors, nine out of 10 deans and three-quarters of vice presidents. In the ensuing 20 years, schools made notable progress hiring more women, such that they now represent about one-third of university staff. Representation in leadership has also improved significantly – though the bulk of new hires are concentrated in lower-level, less prestigious jobs."

The Globe and Mail, June 5, 2021: "Twenty Years of the Power Gap: How 15 Ontario Universities Compare," by Chen Wang and Robyn Doolittle

University-Specific Data: Brock • Carleton • Guelph • Laurentian • McMaster • Ottawa • Queens • Ryerson • Toronto • Trent • Waterloo • Western • Wilfrid Laurier • Windsor • York

PWR: work&labour news&research, January 26, 2021: "This is the Power Gap"

Momani, B., Dreher, E. and Williams, K. (2019). More Than a Pipeline Problem: Evaluating the Gender Pay Gap in Canadian Academia from 1996 to 2016. Canadian Journal of Higher Education 49 (1). https://doi.org/10.47678/cjhe.v49i1.188197 (21 pages, PDF)

Locked Out of the Ivory Tower: How Universities Keep Women From Rising to the Top

"Canadian evolutionary biologist Maydianne Andrade is a world-famous spider expert who specializes in the mating habits of cannibalistic black widows. That’s the job she was hired to do. But during her first week as a professor at the University of Toronto Scarborough in 2000, she had a second role imposed upon her, one that continues to steal time away from promoting her research, working in her lab, applying for grants and writing about her discoveries. 'From Day 1, people asked me: 'Can you talk to me about being a woman in science? Can you talk to me about being a Black women in science?'' Prof. Andrade says. 'I did not come into science deciding to be an activist... Gender, race and intersectionality were just dragged into every aspect of my career.'"

"As part of the ongoing Power Gap series, an investigation into gender inequities in the modern work force, The Globe examined Ontario’s public sector salary records going back to 1999. Compared with colleges, hospitals and public health bodies, school boards and Crown corporations, the university sector displayed the clearest lack of improvement on gender. ... At Ontario universities, there has been a significant increase in the overall representation of women. In 1999, about one in 10 six-figure earners were women. In 2019, it was one in three. But those gains have primarily occurred in lower-level, less prestigious jobs."

"So why has change been so slow? Women in academia contend with the same challenges women in other sectors face, including work interruptions like maternity leave and the burden of unpaid care work at home. But female academics also have to battle deeply engrained societal biases that see women as teachers and men as professors. Female professors receive less research funding than men, get less support from their institutions when starting out, win fewer grants and have a harder time getting published. ... Men are more likely to collaborate on research with other men, papers written by men are more likely to be cited by other academics, and women are held to higher standards in the peer-review process, so it’s harder to get published in the first place."

The Globe and Mail, June 4, 2021: "Locked out of the ivory tower: How universities keep women from rising to the top," by Chen Wang and Robyn Doolittle

Hengel, E. (2017). Publishing while Female. Are women held to higher standards? Evidence from peer review. https://doi.org/10.17863/CAM.17548 (3 pages, PDF)

West, J.D., Jacquet, J., King, M.M., Correll, S.J., and Bergstrom, C.T. (2013). The Role of Gender in Scholarly Authorship. PLoS ONE 8(7). https://doi.org/10.1371/journal.pone.0066212

Photo Source: Lum, F. (2021). Locked out of the ivory tower: How universities keep women from rising to the top [Photograph]. The Globe and Mail. https://www.theglobeandmail.com/canada/article-locked-out-of-the-ivory-tower-how-universities-keep-women-from-rising/

[worklabournewsresearch]

Six Ways We Can Help Bridge the Gender Power Gap

“Canada prides itself on being a forward-thinking, equal-opportunity country. Yet, comparisons with our international peers on gender equality initiatives show otherwise. Canada’s gender wage gap sits at 17.6 per cent, compared with a 12.8-per-cent average among industrialized countries. It is the seventh-worst of 36 OECD countries. (The United States was the sixth-worst, at 18.5 per cent; Korea comes in dead last, with a wage gap of 32.5 per cent.)”

“Improving Canada’s performance on gender equality could have huge economic benefits. Gender diversity in leadership can boost innovation, improve financial performance, reach new markets and bolster risk management. Broadly, the WEF finds a “strong correlation” between a country’s gender gap and its economic performance. Research has also found that more women in executive positions is associated with more flexible hours for employees, while firms with more women on their boards generally perform better in environmental disclosures.”

“[These problems] are complex and multifaceted. But Canada has a lot to learn from other jurisdictions that have implemented policies and practices to address some of these barriers. Here are some of the best ideas from around the world (and even right here in Canada).”

“Enforce transparency on the gender pay gap...

Introduce mandatory measures on representation...

Create a national gender equality body with clout...

Entrench the notion of flexible work...

Engage and include men...

Provide affordable child care...”

The Globe and Mail, March 8, 2021: “How can we bridge the gender power gap? Six ways employers, governments and men can do better,” by Tavia Grant

Photo Source: LinkedIn Sales Navigator (2020). Sales woman in office meeting with laptop [Photograph]. Unsplash. https://unsplash.com/photos/4rvBjoQWERk

[jennbarrigar]

Female partners earned nearly 25 per cent less than their male colleagues at a major Toronto law firm, document shows

Translated into dollar figures, this means each man at Cassels Brock & Blackwell LLP made an average of about $200,000 more a year

[worklabournewsresearch]

This is the Power Gap

Lundy, C. (2021). Power Gap Bay Street Landscape [Illustration]. https://www.theglobeandmail.com/canada/article-power-gap/?ranMID=46474&ranEAID=je6NUbpObpQ&ranSiteID=je6NUbpObpQ-F85jQYZAIO5fiqylHVTTUA

“It’s been 70 years since Ontario became the first jurisdiction in Canada to pass pay equity legislation. Fifty years since governments began enacting laws that banned discrimination in hiring, firing and promotions on the basis of sex. Forty years since the federal government made it illegal for employers to fire a woman for becoming pregnant. Thirty years since women overtook men in university graduating classes. And it’s been 10 years since the wage gap budged in any significant way. For women in the workplace, progress has stalled. By almost every metric, they continue to lag generations behind men.”

“Two and a half years ago, the Globe and Mail set about trying to understand why. What we found is that inequities run much deeper than compensation or a lack of female CEOs. There is a power gap in the modern work force. ... There are more men serving as supervisors, managers, senior managers, directors, executive directors and vice-presidents. More men on executive teams and at the helm of institutions. More men in six-figure jobs. And when comparison was possible, The Globe found that in a majority of cases, men were earning more than their female counterparts — women who worked for the same company and at the same management rank.”

The Globe and Mail, January 21, 2021: “This is the Power Gap: Explore the Investigative Series and Data,” by Robyn Doolittle and Chen Wang

Take a look at their methodology here.

Explore all articles in this series here.

The Power Gap in Vital Public Institutions

“At some of Canada’s most important public institutions – municipal and provincial governments, universities and publicly owned corporations – women are hitting the glass ceiling as mid-level managers, well below the executive level that attracts public scrutiny. These taxpayer-funded or government-owned entities, which have an immeasurable impact on our day-to-day lives, are dominated by men, not just at the very top, but in multiple layers of leadership below that echelon. Of the few women who do break through, almost all are white.”

“These are the institutions that run regional transit; administer electrical utilities, internet and other essential services; control multibillion-dollar pension funds; and develop housing, health care and daycare policy. They regulate stock markets and investigate fraud. They run the lottery; sell alcohol and cannabis; promote tourism; and help entrepreneurs boost innovation. They’re responsible for educating the next generation and deciding which issues are worthy of tens of billions in research funding. And at these vital public institutions, women are outnumbered and outranked by almost every measure. ... Women’s voices, especially those of racialized women, are largely absent from many of the decision-making tables that shape nearly every facet of Canadians’ lives.”

The Globe and Mail, January 21, 2021: “The Power Gap: Women are Outnumbered and Outranked at Canada’s Vital Public Institutions, Globe Analysis Finds,” by Robyn Doolittle and Chen Wang

Click for information on the power gap in universities, municipalities, provincial governments, and publicly-owned corporations.

The Power Gap in Corporate Canada

“Despite growing focus on diversity in the private sector, from mentorship and sponsorship programs to enhanced training and awards for the champions, Canada’s corner office remains almost exclusively the domain of white men. Representation among top business leaders does not remotely reflect Canada’s population, nor has it changed much in the past few years. ... Women are still – in 2021 – under-represented in the corporate and economic sphere.”

“There has been modest progress on the board side, with a growing share of directors who are women. That’s not the case on the executive side, however. The proportion of female executive officers has remained largely unchanged since 2015, notes Osler, Hoskin & Harcourt in a recent report, which means younger women and girls still don’t see themselves reflected at the top of corporate Canada. And without role models, these powerful jobs may seem unattainable. Now, the pandemic threatens even the meagre progress of the past few years.”

“Stress and family pressures mean a third of Canadian women have considered quitting their jobs, according to a September survey for the Prosperity Project, an organization created to support women through the pandemic. A recent McKinsey study of U.S.-based companies found more than one in four women are contemplating leaving the work force or reducing their hours. ... With so many women considering leaving the work force, ‘regardless of where they are in the pipeline, we’ll end up with far fewer women in leadership.’ ... As policy-makers grapple with a health crisis that’s crippling the economy, ensuring women return to work, climb the ranks and reach their full potential isn’t just in their interest; it supports families, communities and the economy as a whole.”

The Globe and Mail, January 22, 2021: “Corporate Canada is Still a Boys’ Club, Data Analysis Shows - and COVID-19 Could Make it More So,” by Tavia Grant

The Globe and Mail, January 21, 2021: “Why Don’t Women Advance Through the Corporate World Like Men Do? Seven Reasons Why, and Three Women’s Stories,” by Robyn Doolittle and Chen Wang

[sunday-pancakes-blog]