WOMEN FEMMES NB
April 15, 2015
IN THIS ISSUE:
- THE 5 BIASES PUSHING WOMEN OUT OF STEM
- DID YOU KNOW?
- FAMILIES OF MISSING AND MURDERED INDIGENOUS WOMEN GIVE POLICE A FAILING GRADE
- THE GLOBAL WEEK OF ACTION 8 – 14 APRIL 2015: A SPECIAL ONE-YEAR COMMEMORATION OF THE ABDUCTION OF OUR #CHIBOKGIRLS
- FEWER WOMEN RUN BIG COMPANIES THAN MEN NAMED JOHN
THE 5 BIASES PUSHING WOMEN OUT OF STEM
By now, we’ve all heard about the low numbers of American women in science, technology, engineering, and math (STEM). Some argue it’s a pipeline issue – that if we can interest more young girls in STEM subjects, the issue will resolve itself over time. But that’s not convincing. After all, the percentage of women in computer science has actually decreased since1991.
Another theory is that women are choosing to forgo careers in STEM to attain better work-family balance—rather than being pushed out by bias. But evidence for that is also thin. Several new studies add to the growing body of evidence that documents the role of gender bias in driving women out of science careers. A 2012 randomized, double-blind study gave science faculty at research-intensive universities the application materials of a fictitious student randomly assigned a male or female name, and found that both male and female faculty rated the male applicant as significantly more competent and hirable than the woman with identical application materials. A 2014 study found that both men and women were twice as likely to hire a man for a job that required math.
(…) We conducted in-depth interviews with 60 female scientists and surveyed 557 female scientists, both with help from the Association for Women in Science. These studies provide an important picture of how gender bias plays out in everyday workplace interactions. (…)
Pattern 1: Prove-it-Again. Two-thirds of the women interviewed, and two-thirds of the women surveyed, reported having to prove themselves over and over again – their successes discounted, their expertise questioned. “People just assume you’re not going to be able to cut it,” a statistician told us, in a typical comment.
(…) If organizations are truly interested in retaining and advancing women, they will approach the issue of gender bias the same way they do other business issue: develop objective metrics and hold themselves to meeting them.
Trades & Tech Gala for Girls – Saint John, NB. There will be a Trades & Tech Gala for Girls event on Thursday, April 16 from 5:30-8:00pm at NBCC Saint John. All high school girls from grades 9-12 are invited to come explore exciting non-traditional careers and meet fascinating women working in these fields. This event is free of charge and a pizza dinner is provided. To register or for more info, please visit our website: http://bit.ly/1t4vDXB, email email@example.com or call (506) 462-5910.
On behalf of Charlotte County Abuse Prevention Network, for National Victims of Crime Week, we invite you to join us Wednesday, April 22, 7pm at The Algonquin in St. Andrews, NB. Leah Parsons, mother of Rehtaeh Parsons, will be our guest, speaking on issues surrounding the tragic loss of her daughter. In November 2011, 15 year old Rehtaeh was raped. After being bullied and harassed relentlessly, Rehtaeh died by suicide. Also speaking will be Kate Whitfield (founder/creator of Fearlessly Girl) and members of the RCMP Internet Child Exploitation Team. To register or for information call: (506) 466-7510 or e-mail firstname.lastname@example.org.
A Charity Brunch is being held by the Snooty Fox on Regent Street in Fredericton in support of Family Enrichment. Sunday, April 19 from 11 am to 2 pm. From each item ordered from the special brunch menu the Snooty Fox donates $8 to Family Enrichment to support the subsidized services available to community members. Musical entertainment will be provided by Tom McAvity. Bring your family and invite your friends!! www.familyenrichment.ca
Public Legal Education and Information Service of New Brunswick is offering the following workshops in April:
· Moncton - April 22nd - Doing your own Divorce·
· Bathurst - April 23rd - Separation: Legal Considerations
· Fredericton - April 30th - Preparing for a Family Court Hearing
· Edmundston - April 30th - Séparation : considérations juridiques
Click here to register.
Join us for a night of glitz and glamour at A Day in Her Shoes on May 6 in support of CMHA of NB in Saint John. The evening will include Hors d’oeuvres, wine and beverages, silent auction, fashion show and an amazing raffle draw. The fashion show will feature the latest spring fashions from Market Square. Our guest speaker Donna Craig - Wife, Mother and Mental Health Advocate will provide a message of forgiveness and unconditional love! Tickets for A Day in Her Shoes can be purchased at Manchester Shoe Salon, online at www.nb.cmha.ca or by calling (506) 633-1705.
Critical Incident Group Debriefing (CIGD), Fredericton: May 13, 2015. Early rate $189 (April 22); Regular rate $210. CIGD is a short-term group intervention process that focuses on an immediate event. While participants of this workshop will learn how to facilitate a group debriefing, they will also learn how to discern when CIGD is appropriate for a group or when it might not be a suitable intervention. Some of the Topics Covered:
· Role of Group Debriefing
· Different Reactions to Critical Incidents
· Preparing for a Group Debriefing
· Group Debriefing Phases
· Benefits and Problems with Group Debriefing
Mastermind Group - A mastermind group is defined as a gathering of like-minded people who desire to focus on and achieve their goals through the study of material from one specific book or author. This 7-week program aims to assist women to develop leadership skills by focusing on John C. Maxwell foundational book on leadership, “21 Irrefutable Laws of Leadership”. Thursdays, starting on May 14, 2015 from 6:30 pm to 8:00 pm, 22 Church Street, Suite T280, Moncton, NB. Facilitator: Cindy Comeau, Certified John C. Maxwell Coach/Speaker/Teacher. Cost: $20. To register, call Barbara at (506) 858-1303 ext. 3303 or email email@example.com.
New Brunswick Agencies, Boards and Commissions (ABCs): Qualified women and men having the highest personal and professional integrity are invited to serve on New Brunswick agencies, boards and commissions (ABCs). Vacancy for appointment - New Brunswick Community College, board members. The New Brunswick Community Colleges Act (the Act) was proclaimed on May 29, 2010. The Act created two separate board-governed college corporations and set out the framework within which the corporations will operate. Board members receive a per diem of $250.00 for attendance at Board and Committee meetings plus expenses to cover travel and accommodations. To apply: New Brunswick Community College. For more opportunities, check out the following link: ABC current opportunities
New toolkit: You Are Not Alone - A Toolkit for Aboriginal Women Escaping Domestic Violence provides Aboriginal women with community safety planning resources to address domestic violence. The toolkit also includes a Who’s Who: Domestic Violence Resource Guide of services available to Aboriginal women in every province and territory. Hard copies of the toolkit can be ordered free-of-charge to raise awareness about domestic violence in communities. An electronic copy of the toolkit will be available online at: www.nwac.ca. For more information or to place an order, contact: Cherry Smiley, Project Manager – Violence Prevention and Safety, Native Women's Association of Canada at firstname.lastname@example.org | 613-722-3033 ext. 234 | Toll free: 1-800-461-4043 | Fax: 613-722-7687.
Voices of New Brunswick Women Consensus-Building Forum – Contact Us: Sartain MacDonald Building, 551 King Street, Suite 103, Fredericton NB E3B 1E7, T. 506.462.5179, F. 506.462.5069, E. Info@voixfemmesnb-voiceswomennb.ca, www.voixfemmesnb-voiceswomennb.ca.
FAMILIES OF MISSING AND MURDERED INDIGENOUS WOMEN GIVE POLICE A FAILING GRADE
CBC probes 230 unsolved cases, interviews 110 families.
Police departments across Canada get a failing grade for their efforts at solving cases of missing and murdered indigenous women, according to CBC interviews with more than 110 family members.
CBC News has embarked on an exhaustive search for families who have lost a relative either to an unsolved killing or whose loved one still remains missing.
So far, more than 110 families have responded to questions ranging from the efficacy of police investigations to the need for a national inquiry.
Families were asked to rate the quality of the police investigation in each case, on a scale of one to 10, with 10 being excellent. The average rating was 2.8.
(…) CBC News has identified about 230 examples of unsolved murders and missing person cases among indigenous women and girls, stretching back to 1951.
(…) Many family members and friends of missing and murdered women said the call from CBC News was the first time they had been contacted about their relative.
(…) About 70 per cent of family members expressed the desire for a national inquiry into the issue, a call that has so far been rejected by the federal government.
Of the cases where the age of the women is known, about one-quarter of those that are still unsolved involve individuals under the age of 20, according to the CBC data.
(…) While some family members praised the efforts of police, many others expressed dismay that officers dismissed their concerns because of the lifestyle of their relatives.
In many cases, police couldn't be initially convinced to initiate a missing person's investigation.
THE GLOBAL WEEK OF ACTION 8 – 14 APRIL 2015: A SPECIAL ONE-YEAR COMMEMORATION OF THE ABDUCTION OF OUR #CHIBOKGIRLS
April 14 … one year since 276 innocent schoolgirls of Government Secondary School, Chibok, Borno state, Nigeria were abducted in their school by terrorists. On that night of Monday 14 April 2014, and a few days after, a total of 57 of the abducted girls managed to escape on their own but 219 are still with their abductors one year after.
In the wake of their abduction, citizens were moved by humane considerations to advocate for their immediate rescue. Individual citizens who were aghast at the slow response of our Government to the plight of the school girls subsequently combined social media and on-the-ground activities under the Movement since known as #BringBackOurGirls to institute what has become a year long advocacy for #ChibokGirls. The Movement is a global one with groups all over many cities around the world.
(…) Although we have had diverse high level advocacy activities to mark specific milestone dates since their abduction, we had never envisaged that our Girls would still not be rescued nearly one year after their capture. We are therefore extremely saddened as the one year anniversary of this abduction approaches on 14 April 2015.
However although, we remain hopeful and expectant of their rescue even before that date, we have organized a Week of Global Action events to commemorate the tragedy of their abduction.
(…) On social media, the Global Week shall be known as #365DaysOn #ChibokGirls #NeverToBeForgotten. To access our schedule of events, kindly logon to our website at:
FEWER WOMEN RUN BIG COMPANIES THAN MEN NAMED JOHN
Fewer large companies are run by women than by men named John, a sure indicator that the glass ceiling remains firmly in place in corporate America.
Among chief executives of S.&P. 1500 firms, for each woman, there are four men named John, Robert, William or James. We’re calling this ratio the Glass Ceiling Index, and an index value above one means that Jims, Bobs, Jacks and Bills — combined — outnumber the total number of women, including every women’s name, from Abby to Zara. Thus we score chief executive officers of large firms as having an index score of 4.0.
Our Glass Ceiling Index is inspired by a recent Ernst & Young report, which computed analogous numbers for board directors. That report yielded an index score of 1.03 for directors, meaning that for every one woman, there were 1.03 Jameses, Roberts, Johns and Williams — combined — serving on the boards of S.&P. 1500 companies.
Even as this ratio falls short of the score among chief executives, it remains astonishingly high. It also understates the impermeability of the glass ceiling. After all, most companies understand that an all-male board looks bad, and so most of them appoint at least one woman, although only a minority bother to appoint more than one. Far fewer of these large firms — currently one in 25 — are run by a woman serving as C.E.O.
We can also use our index to compare the permeability of the glass ceiling in corporate life to that in the political domain. The United States, which has never had a female president, has had six named James, five named John and four named William. Thus, even if Hillary Clinton were to be elected, the Glass Ceiling Index would be 15. (…)
"You must never be fearful about what you are doing when it is right"
- Rosa Parks