Author Archives: Sharon Shaji

Posts by Sharon Shaji

Gender Gap & Economic Growth Solutions

Posted on April 21, 2015 by Sharon Shaji

According to radical feminism, an ideology that I strongly subscribe to, inequality in pay is a severely minor outcome stemming from overarching patriarchal constructs. While fixing the “77 cents” problem is important, it won’t solve the root of why these problems exist. I believe solutions to gender gap and economic growth problems must fundamentally change our way of thought and current social/educational structures.

The first step is to increase female representation at all levels, particularly at the top where the ratio is harshly skewed to males. The presence alone of females gives an added perspective that cannot be learned or considered by men in the workplace. An environment of equal representation creates a safe space that is more welcoming and productive. Let’s take government for example. We have 196 countries, yet as of as of “January 2015, 10 women served as Head of State and 14 served as Head of Government” (“Facts,” 2015). The fact that women don’t hold power is evidence of the social and gendered stigmas that prevent women from rising. Strict enforcement of gender quotas are a method of resolving this issue. In 2006, Norway instated a 40% female gender quota for company boards. Germany followed suit with a 30% female gender quota. Competent and skilled female workers are available, especially considering that women outpace men in higher education; however, they are not given the jobs they deserve. “One study found that a commitment by hiring committees to shortlists with at least 25% women helped to remove anti-woman bias” (H.J., 2014).

Another societal shift that needs to occur is the removal of gender roles. Female (maternal) roles are intensely degraded. The dilemma of “having it all” should not be just a women’s concern. Along the same lines, any male that appears to take on maternal roles is considered emasculated in society. Providing salaries for parents who choose to pursue maternal parental roles full-time is a key way to change oppressive cultural thoughts. The fact of the matter is that money is a symbol of value and a means to achieving greater power within our capitalistic structure. Paying full-time parents creates financially stable families that can invest back into the economy and their children. “ Paid leave raises the probability that mothers return to employment later, and then work more hours and earn higher wages” (Miller, 2015). Paid leave and payment for parental duties are long-term investments. It creates a larger, more strengthened workforce that can positively impact economic growth.

The removal of gender roles must not begin at parenthood, but start early in schools. “Departments of education should be providing mandatory gender-equity resource modules to in-service teachers” (Chapman, n.d.). Essentially, educators must be made of aware of existing biases in teaching materials and methods. For example, the use of adjectives (nice, polite girl vs. strong boy) even as early as pre-school must be monitored as they influence gender role identity. Schools should develop and use gender-neutral language/material in order to build environments and a future consciousness of equality. When children grow up without being berated by these social constructs, they are less likely to find ideas of equal pay, equal gender quotas, or paid leave as absurd or financial burdens.

References

Chapman, A. (n.d.). Gender bias in education. EdChange Project. Retrieved from http://www.edchange.org/multicultural/papers/genderbias.html

Facts and figures: leadership and political participation. (2015, February). UN Women. Retrieved from http://www.unwomen.org/en/what-we-do/leadership-and-political-participation/facts-and-figures

H.J. (2014, Mar. 25). The spread of gender quotas for company boards. The Economist. Retrieved from http://www.economist.com/blogs/economist-explains/2014/03/economist-explains-14

Miller, C.C. (2015, Jan. 30). The economic benefits of paid parental leave. The New York Times. Retrieved from http://www.nytimes.com/2015/02/01/upshot/the-economic-benefits-of-paid-parental-leave.html?_r=0&abt=0002&abg=0

kim wales questions

Posted on April 16, 2015 by Sharon Shaji
  • One of Wales Capital listed solutions is building a sustainable –conscious –business. How do you ensure that companies and organizations fundamentally have ethical and accountability standards rather than a façade of it to attract capital/crowdfunding? In essence, how is it more than image consulting?
  • What do you think is a pitfall of the JOBS Act or where do you see room for improvement with said legislation?

Questions for Arielle- NWNY

Posted on April 14, 2015 by Sharon Shaji

1) Your organization’s described area of focus is immigrant women. Does your outreach also include female children of immigrants? (If not, do you want to expand to include them? Do you think they face similar obstacles in the workplace necessary for outreach?)

2) Would you consider your organization a safe space? Can undocumented women or women with immigration troubles seek help with NWNY? How would your approach differ or stay the same for these women?

Gender Gap & Economic Growth Problem Set

Posted on March 31, 2015 by Sharon Shaji

Societal gender and role constructs have created a binary that even the most developed countries cannot escape. The elevation of one sex over the other has transcended generations of societal change, rights movements, and technological advancements to create far-reaching consequences in the economy.

Speaking from a personal perspective, I can attest that young girls are born into a societal pressure that demands that they prove themselves to unyielding perceptions. The concept of a gender gap starts very early. Recently, there has been a lot of discussion concerning the lack of women and discrimination in high-earning STEM fields. For example, only 18.5% of high-schoolers that take AP Computer Science are females. The number drops even further in college. A recent report revealed a case study where elementary school teachers graded boys higher than girls in math when gendered names were known.[1] This early bias continues to psychologically influence the jobs and opportunities young women choose to pursue even though they may be equally or more qualified than their male counterparts. The subconscious discrimination is an obstacle that plagues women well into their professional life.

On a conscious level, women are still discouraged on all fronts ultimately being told that they can’t have it all. Pepsico CEO Indra Nooyi recently confessed her feelings that she felt having an illustrious career impacted her quality as a mother ultimately leaving her guilty.[2] Her comments concerning women’s roles in society sparked controversy as she did apply the same criticisms to men and their responsibilities as fathers. This problem stems from the fact that unpaid labor such as housework and childcare are unappreciated and associated with failing career-wise. In this case, it isn’t a gap, but a complete absence of pay. A 2011 Organization for Economic Cooperation and Development report revealed, “between one-third and half of all valuable economic activity in the countries under consideration is not accounted for in the traditional measures of well-being, such as GDP per capita.”[3] The economy cannot survive, let alone thrive without this vital labor. Thus, the scales used to measure success such as salary or job title cannot be applied equally.

A major complaint concerning this gender gap involves the lack of role models and counterparts in certain positions and fields that discourage other women from rising. While the core of this problem can be explained by the first two described problems, a third problem rises in the unwelcoming environment women face. A social advert by Pantene tackled this topic by addressing the contrasting labels men and women gain for the same characteristics (i.e. Boss vs. Bossy, Persuasive vs. Pushy, Smooth vs. Show-off). Also, entire organizations and HR workshops have been dedicated to dealing with the epidemic of sexual harassment women face in male-dominated fields. A survey revealed 1 in 3 American women admitting to being sexually harassed at work, 75% of it coming from male co-workers.[4] This abuse (mental and physical) deters and attacks women preventing the closure of existing gaps.

 

[youtube http://www.youtube.com/watch?v=B8gz-jxjCmg&w=560&h=315]

 

 

[1] http://www.nytimes.com/2015/02/07/upshot/how-elementary-school-teachers-biases-can-discourage-girls-from-math-and-science.html?abt=0002&abg=0

[2] http://www.forbes.com/sites/moiraforbes/2014/07/03/power-woman-indra-nooyi-on-why-women-cant-have-it-all/

[3] http://www.oecd-ilibrary.org/social-issues-migration-health/cooking-caring-and-volunteering-unpaid-work-around-the-world_5kghrjm8s142-en

[4] http://www.huffingtonpost.com/2015/02/19/1-in-3-women-sexually-harassed-work-cosmopolitan_n_6713814.html

The Future of Work: Problem Set

Posted on March 10, 2015 by Sharon Shaji

Social changes as related to work have left a majority of Millennials in an uncertain predicament. Educated to enter the workforce of their predecessors, Millennials are forced to confront a reality where neither the workplace and or type of work resemble their training. Problems stem from a variety of issues such unpreparedness and conflict natures of work. Millennials face the challenge of reconciling these differences quickly or being phased out of the economy.

Contingent workers are the new black, so to speak. They include freelancers, contractors, consultants, and all other jobs under the self-employed title. Intuit, a Silicon Valley based software company, estimates that by 2020, 40% of Americans will be ‘contingent’ workers. Furthermore, “‘a majority of workers will be on their own by 2030.’”[1] Russ Allan Prince, a Forbes contributor, warns of a coming collapse of professions. He identifies entrepreneurs, savants, and rainmakers as the only lucrative careers of the future in which individuals use their skills and resources to negotiate temporary employment for the most money.[2] Millennials must come to terms with the fact that a stable employer and a 9-5 job may not be the best option, let alone an option at all. However, the distinction between unemployment and self-employment need to be made clear. How do we teach Millennials that confidently, actively and consistently seeking work may be better than the traditional, long-term job?

Once upon a time, job security was a near given with a bachelor’s degree –this no longer holds true. Many students are dropping out or forgoing college altogether in order to gain practical experience and head start on their peers. Forbes reports the American skills gap includes 3 million available jobs with 600,000 unfilled advanced manufacturing jobs due to skill gaps. “We make the mistake in this country that we need to train people for jobs, when, instead, we need to give them skills that they can apply to a range of jobs.”[3] Higher education must be reformed to meet the changing face of work. What is currently taught is not sustainable outside the classroom or traditional workplace, leaving entering laborers unprepared. How do we give students the necessary experience to formulate skills rather than memorize information in a classroom setting?

The workplace is physically starting to look different as well. Open plans that encourage co-working concepts are the newest trend. Workplace design has become a thriving industry with non-work and self-care related concepts, such as game or yoga rooms.[4] These inviting strategies are meant to conduce a sense of community, culture, and social cooperation. However, with more freelance workers changing from job to job, can a stable community be maintained? We may be loosing the tangible benefits of co-workers (hence the push for these designs).

Personally, I am hesitant of the changes ahead. I don’t think the traditional workplace can ever be fully erased, however I do believe it is vital for Millennials to be flexible in order to survive the demands of our future economy.

[1] http://nymag.com/scienceofus/2014/12/what-we-give-up-when-we-become-entrepreneurs.html

[2] http://www.forbes.com/sites/russalanprince/2015/03/09/will-work-for-food-the-coming-collapse-of-the-professions/?ss=future-work

[3] http://www.forbes.com/sites/jamesmarshallcrotty/2015/03/06/wanted-better-skill-matching-less-job-training/?ss=future-work

[4] http://www.entrepreneur.com/article/235375

CSI Questions

Posted on March 5, 2015 by Sharon Shaji
  • According to your FAQ, members must be selected and approved by the Board of Directors and the NYC advisory council. Do you think this selection process may have political influence or bias? Are only certain types of innovation ideas gaining access? On what terms can an application be rejected?
  • Some grassroots groups and organizations with innovative ideas may not have the means to pay for a space. While affordable, CSI may still be out of reach from some. Would you ever consider making your space public and inviting to innovators of all economic backgrounds?

Policing Problems

Posted on February 17, 2015 by Sharon Shaji

Policing is an expansive topic that requires an explicit definition since it can be preformed by various groups, individuals, and organizations to different extents. Therefore, when discussing problems associated with policing, it is necessary to identify the source(s) of the problems and the degree to which the source contributes to the problem. It is evident to me that the community, policing institutions (NYPD), and the government have equal parts of responsibility in the problem by either committing policing errors or allowing errors to go without punishment.

The most recent and public abuse of power via excessive force was the case concerning the death of Eric Garner. Mr. Garner’s death was caught on camera by nearby witness who taped the arresting officer using an illegal chokehold to take down the victim. Mr. Garner’s death sparked a debate about if body cameras should be worn by police officers as reflected in The Atlantic article we read for class. What I found particularly infuriating was the section discussing the (excessive) costs of the cameras and the process to equip the police. Personally, I find these cost discussions to be absurd and frankly selective considering our government’s track record for wasteful spending. For example, many small towns in middle America are now equipped with armored tanks that will most likely never be used, unlike the body cameras that will be used 24/7[1]. These discussions of cost reveal how much the government truly cares for the basic rights and securities of its own citizens versus protecting itself incase of a riot. It is truly laughable.

This blatant refusal to take all necessary measures to protect “the people” is particularly felt by minorities and lower income communities creating severe mistrust between these communities and the police. Selective enforcement and police presence (ex. Broken Windows Policy [2]) additionally encourages more tension and sometimes violence against those policing. The NYPD must publically recognize its persisting history of discriminatory practices if it truly desires to work with communities to serve and protect. Without this admission and commitment to change, there is unfortunately almost no chance of collaboration and peace.

The previous two discussions concern errors related to policy and budgeting, but what about errors on the ground –the officers actually using excessive force and discriminatory practices? How can we feasibly change mindsets and values? I think this is the most difficult question when it comes to policing and discrimination. Most solutions involve retraining, but in reality, what can a couple of hours or day of workshops due to fix fundamentally abusive or racist thoughts? The horrors many inmates face at the hands of corrections officers in prisons like Riker’s Island is frightening[3]. Is worth retraining officers who will beat other humans? My answer is no. These officers should be stripped of their titles and punished. We need to police the police. Here lies our biggest problem. What systems of accountability do we have for those who are supposed to be enforcing the law?

[1] http://www.washingtonpost.com/news/the-watch/wp/2014/04/29/reader-submissions-from-small-towns-that-are-militarizing-their-police-forces/

[2] http://www.slate.com/articles/news_and_politics/crime/2014/12/edward_banfield_the_racist_classist_origins_of_broken_windows_policing.html

[3] http://www.newyorker.com/magazine/2014/10/06/law-3

Comments by Sharon Shaji

"As a fellow a college student, I'm sure you feel the same immense pressure constantly put on us to get internships and research positions. Rather than incorporating this necessary experience into our education and converting monotonous classroom memorization into practical work, it has become yet another responsibility dumped on the laps of students. I recently came across an eye-opening Forbes article titled “Why Your Unpaid Internship Makes You Less Employable.” To be honest, currently working as unpaid intern for the last year, it scared me. The study claims that unpaid interns barely have a difference in hiring rates compared to those with no experience at all. Internship labor is essentially stolen, and those who try to call out big companies are essentially put on a blacklist for whistleblowing. The article claims that corporate and education worlds have schemed together to justify the labor by offering course credits in return. This is an important argument to consider as we talk about the changing face of work. Are these positions just capitalizing on our need for experience or are they truly helping us? If your job is just to fetch coffee, take notes, make copies, and push paper, what are you truly learning at your internship? Personally, I think there needs to be push to offer better and more paid internships on the market that give interns actual responsibilities and incorporate them into the work structure. As young students, we need to be wary of traps that use our resources without any personal benefit. I’ve linked the article below if you’re interested: http://www.forbes.com/sites/realspin/2014/01/16/why-your-unpaid-internship-makes-you-less-employable/"
--( posted on Mar 12, 2015, commenting on the post Problem II – Work )
 
"As was with Eric Garner's case, it is sad that indisputable video evidence was still not enough to convict the officer (s) involved. I agree that "better and clearer evidence is more useful in any trial." Even if our justice system fails us, these videos will be important in the court of public opinion. I think this degree of openness will be useful to communities to take more proactive steps in changing policing themselves. This can be done through protests and political pressure via elections and funding. Perhaps we can force police behavior to change through public pressure and knowledge that officers are being watched. It is important to identify power dynamics that currently exist. At the end of the day, police institutions and governments exist with the permission of "the people." Our tax dollars fund them, and therefore fundamentally we should hold the most power when it comes to decision-making. The extent of our power is often forgotten even though we recognize that flaws exist within these systems. A part of fixing policing problems is figuring out how to emphasize civic duty and motivate people to step-up (in addition to protests, etc.). I think we are failing to use the democratic system to our advantage."
--( posted on Feb 17, 2015, commenting on the post Policing Problems 1 )
 
"You brought up the problem of extremism and extremist acts in your post, which I believe is a crucial discussion that needs to be had when discussing policing problems. “F*** the Cops” is now a very popular sentiment in youth culture and low-income/minority communities, which can sometimes fester into violence. In retaliation, police forces make preemptive assumptions of certain groups in fear of their own safety. It becomes a vicious cycle of extremes that has no other outcomes other than violence. Looking at youth culture and newer generations, I’m curious as to how police institutions will evolve with future. Will anti-cop sentiment essentially destroy the institution and deem it useless or will a younger generation of officers, presumably more aware of policing errors, help revamp the system with time? Looking at the current state of things, I cannot realistically see the current institution existing as is in the future. This is where the importance of social innovation comes into play. Either we (communities, the police, and the government) consensually agree to change or tensions will boil over into all out mayhem. Of course, Collaboration is easier said than done. As you mentioned, some police officers won’t even look at Mayor DiBlasio."
--( posted on Feb 17, 2015, commenting on the post Policing Problems )