Management Women and the New Facts of Life Felice N. Schwartz Women cost more to hire and retain than men (250% more likely to quit jobs) Women plateau their careers Women tend to work episodically Women are socialized to have different perceptions of what is important

Employers need to find ways of lower cost employing women Gender differences to face: Maternity and Perception of roles and Expectation of self and society Women child bearers and raisers Male breadwinners Women perceived as push and abrasive when competing with men

Modern reality requires new strategies Women who want careers should be identified and welcomed Women wanting families should be provided support and flexibility Accept that women will not know when the will return to work Women accepting flexibility and part time will have slower career advancement Corporations need to keep studying issues

REQUIRES A DISTRIBUTION OF CULTURAL TURF TO SELECT GROUPS White Privilege and Male Privilege: A Personal Account of Coming to See Correspondences Through Work in Women’s Studies Peggy McIntosh PRIVILEGE REFERS TO AN UNEARNED ENTITLEMENT OF CONFERRED DOMINANCE. THIS PRIVILEGE IS POSSIBLY UNKNOW TO THE INDIVIDUAL REQUIRES A DISTRIBUTION OF CULTURAL TURF TO SELECT GROUPS INDIVIDUALS HAVE PRIVELEDGES WHICH FALL TO THEM SIMPLY BY VIRTUE OF BEING MEN, WHITE OR HETROSEXUAL The effect is oppressive acts without intent Privilege is not fault of those to who it accrues but does provide a knapsack of use goods to travel around a society

SOME UNEARNED ENTITLEMENTS SHOULD BE KEPT (OWNING A HOME, COLLEGE EDUCATION) SOME SHOULD BE REMOVED

Sexual Harassment Susan M. Dodds SEXUAL DISCRIMINATION MAY BENEFIT HARASSED P0WER IS THE ISSUE ATTITUDE, INTENTIONS AND EXPERIENCE DO NOT EXPLAIN THE ACTIONS IMPACT VERSUS INTENT REASONABLE WOMEN STANDARD