Showing posts with label women. Show all posts
Showing posts with label women. Show all posts

Thursday, August 20, 2009

Women's Empowerment: What and How


Here's an NYT story on the plight of women. The article brings out the point that I have always believed in, i.e., economic independence is a key factor for womens' empowerment. Economic independence does make a lot of difference in the way a man treats a woman, the society treats her, and last of all, the woman will respect herself. For a married woman, her in-laws will treat her differently if she is a career woman, or at least has some job, in which she could be on her own financially. A woman should be able to stand on her feet and not depend on the man, even if all is well.

The article does a kind of case study of several countries including Pakistan. for instance, the article highlights initiatives by Kashf Foundation, a Pakistani microfinance organization that lends tiny amounts of money to poor women to start businesses. Kashf is typical of microfinance institutions, in that it lends almost exclusively to women, in groups of 25.



August 23, 2009
The Women’s Crusade
By NICHOLAS D. KRISTOF and SHERYL WuDUNN
IN THE 19TH CENTURY, the paramount moral challenge was slavery. In the 20th century, it was totalitarianism. In this century, it is the brutality inflicted on so many women and girls around the globe: sex trafficking, acid attacks, bride burnings and mass rape.

Yet if the injustices that women in poor countries suffer are of paramount importance, in an economic and geopolitical sense the opportunity they represent is even greater. “Women hold up half the sky,” in the words of a Chinese saying, yet that’s mostly an aspiration: in a large slice of the world, girls are uneducated and women marginalized, and it’s not an accident that those same countries are disproportionately mired in poverty and riven by fundamentalism and chaos. There’s a growing recognition among everyone from the World Bank to the U.S. military’s Joint Chiefs of Staff to aid organizations like CARE that focusing on women and girls is the most effective way to fight global poverty and extremism. That’s why foreign aid is increasingly directed to women. The world is awakening to a powerful truth: Women and girls aren’t the problem; they’re the solution.

One place to observe this alchemy of gender is in the muddy back alleys of Pakistan. In a slum outside the grand old city of Lahore, a woman named Saima Muhammad used to dissolve into tears every evening. A round-faced woman with thick black hair tucked into a head scarf, Saima had barely a rupee, and her deadbeat husband was unemployed and not particularly employable. He was frustrated and angry, and he coped by beating Saima each afternoon. Their house was falling apart, and Saima had to send her young daughter to live with an aunt, because there wasn’t enough food to go around.

“My sister-in-law made fun of me, saying, ‘You can’t even feed your children,’ ” recalled Saima when Nick met her two years ago on a trip to Pakistan. “My husband beat me up. My brother-in-law beat me up. I had an awful life.” Saima’s husband accumulated a debt of more than $3,000, and it seemed that these loans would hang over the family for generations. Then when Saima’s second child was born and turned out to be a girl as well, her mother-in-law, a harsh, blunt woman named Sharifa Bibi, raised the stakes.

“She’s not going to have a son,” Sharifa told Saima’s husband, in front of her. “So you should marry again. Take a second wife.” Saima was shattered and ran off sobbing. Another wife would leave even less money to feed and educate the children. And Saima herself would be marginalized in the household, cast off like an old sock. For days Saima walked around in a daze, her eyes red; the slightest incident would send her collapsing into hysterical tears.

It was at that point that Saima signed up with the Kashf Foundation, a Pakistani microfinance organization that lends tiny amounts of money to poor women to start businesses. Kashf is typical of microfinance institutions, in that it lends almost exclusively to women, in groups of 25. The women guarantee one another’s debts and meet every two weeks to make payments and discuss a social issue, like family planning or schooling for girls. A Pakistani woman is often forbidden to leave the house without her husband’s permission, but husbands tolerate these meetings because the women return with cash and investment ideas.

Saima took out a $65 loan and used the money to buy beads and cloth, which she transformed into beautiful embroidery that she then sold to merchants in the markets of Lahore. She used the profit to buy more beads and cloth, and soon she had an embroidery business and was earning a solid income — the only one in her household to do so. Saima took her elder daughter back from the aunt and began paying off her husband’s debt.

When merchants requested more embroidery than Saima could produce, she paid neighbors to assist her. Eventually 30 families were working for her, and she put her husband to work as well — “under my direction,” she explained with a twinkle in her eye. Saima became the tycoon of the neighborhood, and she was able to pay off her husband’s entire debt, keep her daughters in school, renovate the house, connect running water and buy a television.

“Now everyone comes to me to borrow money, the same ones who used to criticize me,” Saima said, beaming in satisfaction. “And the children of those who used to criticize me now come to my house to watch TV.”

Today, Saima is a bit plump and displays a gold nose ring as well as several other rings and bracelets on each wrist. She exudes self-confidence as she offers a grand tour of her home and work area, ostentatiously showing off the television and the new plumbing. She doesn’t even pretend to be subordinate to her husband. He spends his days mostly loafing around, occasionally helping with the work but always having to accept orders from his wife. He has become more impressed with females in general: Saima had a third child, also a girl, but now that’s not a problem. “Girls are just as good as boys,” he explained.

Saima’s new prosperity has transformed the family’s educational prospects. She is planning to send all three of her daughters through high school and maybe to college as well. She brings in tutors to improve their schoolwork, and her oldest child, Javaria, is ranked first in her class. We asked Javaria what she wanted to be when she grew up, thinking she might aspire to be a doctor or lawyer. Javaria cocked her head. “I’d like to do embroidery,” she said.

As for her husband, Saima said, “We have a good relationship now.” She explained, “We don’t fight, and he treats me well.” And what about finding another wife who might bear him a son? Saima chuckled at the question: “Now nobody says anything about that.” Sharifa Bibi, the mother-in-law, looked shocked when we asked whether she wanted her son to take a second wife to bear a son. “No, no,” she said. “Saima is bringing so much to this house. . . . She puts a roof over our heads and food on the table.”

Sharifa even allows that Saima is now largely exempt from beatings by her husband. “A woman should know her limits, and if not, then it’s her husband’s right to beat her,” Sharifa said. “But if a woman earns more than her husband, it’s difficult for him to discipline her.”

WHAT SHOULD we make of stories like Saima’s? Traditionally, the status of women was seen as a “soft” issue — worthy but marginal. We initially reflected that view ourselves in our work as journalists. We preferred to focus instead on the “serious” international issues, like trade disputes or arms proliferation. Our awakening came in China.

After we married in 1988, we moved to Beijing to be correspondents for The New York Times. Seven months later we found ourselves standing on the edge of Tiananmen Square watching troops fire their automatic weapons at prodemocracy protesters. The massacre claimed between 400 and 800 lives and transfixed the world; wrenching images of the killings appeared constantly on the front page and on television screens.

Yet the following year we came across an obscure but meticulous demographic study that outlined a human rights violation that had claimed tens of thousands more lives. This study found that 39,000 baby girls died annually in China because parents didn’t give them the same medical care and attention that boys received — and that was just in the first year of life. A result is that as many infant girls died unnecessarily every week in China as protesters died at Tiananmen Square. Those Chinese girls never received a column inch of news coverage, and we began to wonder if our journalistic priorities were skewed.

A similar pattern emerged in other countries. In India, a “bride burning” takes place approximately once every two hours, to punish a woman for an inadequate dowry or to eliminate her so a man can remarry — but these rarely constitute news. When a prominent dissident was arrested in China, we would write a front-page article; when 100,000 girls were kidnapped and trafficked into brothels, we didn’t even consider it news.

Amartya Sen, the ebullient Nobel Prize-winning economist, developed a gauge of gender inequality that is a striking reminder of the stakes involved. “More than 100 million women are missing,” Sen wrote in a classic essay in 1990 in The New York Review of Books, spurring a new field of research. Sen noted that in normal circumstances, women live longer than men, and so there are more females than males in much of the world. Yet in places where girls have a deeply unequal status, they vanish. China has 107 males for every 100 females in its overall population (and an even greater disproportion among newborns), and India has 108. The implication of the sex ratios, Sen later found, is that about 107 million females are missing from the globe today. Follow-up studies have calculated the number slightly differently, deriving alternative figures for “missing women” of between 60 million and 107 million.

Girls vanish partly because they don’t get the same health care and food as boys. In India, for example, girls are less likely to be vaccinated than boys and are taken to the hospital only when they are sicker. A result is that girls in India from 1 to 5 years of age are 50 percent more likely to die than boys their age. In addition, ultrasound machines have allowed a pregnant woman to find out the sex of her fetus — and then get an abortion if it is female.

The global statistics on the abuse of girls are numbing. It appears that more girls and women are now missing from the planet, precisely because they are female, than men were killed on the battlefield in all the wars of the 20th century. The number of victims of this routine “gendercide” far exceeds the number of people who were slaughtered in all the genocides of the 20th century.

For those women who live, mistreatment is sometimes shockingly brutal. If you’re reading this article, the phrase “gender discrimination” might conjure thoughts of unequal pay, underfinanced sports teams or unwanted touching from a boss. In the developing world, meanwhile, millions of women and girls are actually enslaved. While a precise number is hard to pin down, the International Labor Organization, a U.N. agency, estimates that at any one time there are 12.3 million people engaged in forced labor of all kinds, including sexual servitude. In Asia alone about one million children working in the sex trade are held in conditions indistinguishable from slavery, according to a U.N. report. Girls and women are locked in brothels and beaten if they resist, fed just enough to be kept alive and often sedated with drugs — to pacify them and often to cultivate addiction. India probably has more modern slaves than any other country.

Another huge burden for women in poor countries is maternal mortality, with one woman dying in childbirth around the world every minute. In the West African country Niger, a woman stands a one-in-seven chance of dying in childbirth at some point in her life. (These statistics are all somewhat dubious, because maternal mortality isn’t considered significant enough to require good data collection.) For all of India’s shiny new high-rises, a woman there still has a 1-in-70 lifetime chance of dying in childbirth. In contrast, the lifetime risk in the United States is 1 in 4,800; in Ireland, it is 1 in 47,600. The reason for the gap is not that we don’t know how to save lives of women in poor countries. It’s simply that poor, uneducated women in Africa and Asia have never been a priority either in their own countries or to donor nations.

ABBAS BE, A BEAUTIFUL teenage girl in the Indian city of Hyderabad, has chocolate skin, black hair and gleaming white teeth — and a lovely smile, which made her all the more marketable.

Money was tight in her family, so when she was about 14 she arranged to take a job as a maid in the capital, New Delhi. Instead, she was locked up in a brothel, beaten with a cricket bat, gang-raped and told that she would have to cater to customers. Three days after she arrived, Abbas and all 70 girls in the brothel were made to gather round and watch as the pimps made an example of one teenage girl who had fought customers. The troublesome girl was stripped naked, hogtied, humiliated and mocked, beaten savagely and then stabbed in the stomach until she bled to death in front of Abbas and the others.

Abbas was never paid for her work. Any sign of dissatisfaction led to a beating or worse; two more times, she watched girls murdered by the brothel managers for resisting. Eventually Abbas was freed by police and taken back to Hyderabad. She found a home in a shelter run by Prajwala, an organization that takes in girls rescued from brothels and teaches them new skills. Abbas is acquiring an education and has learned to be a bookbinder; she also counsels other girls about how to avoid being trafficked. As a skilled bookbinder, Abbas is able to earn a decent living, and she is now helping to put her younger sisters through school as well. With an education, they will be far less vulnerable to being trafficked. Abbas has moved from being a slave to being a producer, contributing to India’s economic development and helping raise her family.

Perhaps the lesson presented by both Abbas and Saima is the same: In many poor countries, the greatest unexploited resource isn’t oil fields or veins of gold; it is the women and girls who aren’t educated and never become a major presence in the formal economy. With education and with help starting businesses, impoverished women can earn money and support their countries as well as their families. They represent perhaps the best hope for fighting global poverty.

In East Asia, as we saw in our years of reporting there, women have already benefited from deep social changes. In countries like South Korea and Malaysia, China and Thailand, rural girls who previously contributed negligibly to the economy have gone to school and received educations, giving them the autonomy to move to the city to hold factory jobs. This hugely increased the formal labor force; when the women then delayed childbearing, there was a demographic dividend to the country as well. In the 1990s, by our estimations, some 80 percent of the employees on the assembly lines in coastal China were female, and the proportion across the manufacturing belt of East Asia was at least 70 percent.

The hours were long and the conditions wretched, just as in the sweatshops of the Industrial Revolution in the West. But peasant women were making money, sending it back home and sometimes becoming the breadwinners in their families. They gained new skills that elevated their status. Westerners encounter sweatshops and see exploitation, and indeed, many of these plants are just as bad as critics say. But it’s sometimes said in poor countries that the only thing worse than being exploited in a sweatshop is not being exploited in a sweatshop. Low-wage manufacturing jobs disproportionately benefited women in countries like China because these were jobs for which brute physical force was not necessary and women’s nimbleness gave them an advantage over men — which was not the case with agricultural labor or construction or other jobs typically available in poor countries. Strange as it may seem, sweatshops in Asia had the effect of empowering women. One hundred years ago, many women in China were still having their feet bound. Today, while discrimination and inequality and harassment persist, the culture has been transformed. In the major cities, we’ve found that Chinese men often do more domestic chores than American men typically do. And urban parents are often not only happy with an only daughter; they may even prefer one, under the belief that daughters are better than sons at looking after aging parents.

WHY DO MICROFINANCE organizations usually focus their assistance on women? And why does everyone benefit when women enter the work force and bring home regular pay checks? One reason involves the dirty little secret of global poverty: some of the most wretched suffering is caused not just by low incomes but also by unwise spending by the poor — especially by men. Surprisingly frequently, we’ve come across a mother mourning a child who has just died of malaria for want of a $5 mosquito bed net; the mother says that the family couldn’t afford a bed net and she means it, but then we find the father at a nearby bar. He goes three evenings a week to the bar, spending $5 each week.

Our interviews and perusal of the data available suggest that the poorest families in the world spend approximately 10 times as much (20 percent of their incomes on average) on a combination of alcohol, prostitution, candy, sugary drinks and lavish feasts as they do on educating their children (2 percent). If poor families spent only as much on educating their children as they do on beer and prostitutes, there would be a breakthrough in the prospects of poor countries. Girls, since they are the ones kept home from school now, would be the biggest beneficiaries. Moreover, one way to reallocate family expenditures in this way is to put more money in the hands of women. A series of studies has found that when women hold assets or gain incomes, family money is more likely to be spent on nutrition, medicine and housing, and consequently children are healthier.

In Ivory Coast, one research project examined the different crops that men and women grow for their private kitties: men grow coffee, cocoa and pineapple, and women grow plantains, bananas, coconuts and vegetables. Some years the “men’s crops” have good harvests and the men are flush with cash, and other years it is the women who prosper. Money is to some extent shared. But even so, the economist Esther Duflo of M.I.T. found that when the men’s crops flourish, the household spends more money on alcohol and tobacco. When the women have a good crop, the households spend more money on food. “When women command greater power, child health and nutrition improves,” Duflo says.

Such research has concrete implications: for example, donor countries should nudge poor countries to adjust their laws so that when a man dies, his property is passed on to his widow rather than to his brothers. Governments should make it easy for women to hold property and bank accounts — 1 percent of the world’s landowners are women — and they should make it much easier for microfinance institutions to start banks so that women can save money.

OF COURSE, IT’S FAIR to ask: empowering women is well and good, but can one do this effectively? Does foreign aid really work? William Easterly, an economist at New York University, has argued powerfully that shoveling money at poor countries accomplishes little. Some Africans, including Dambisa Moyo, author of “Dead Aid,” have said the same thing. The critics note that there has been no correlation between amounts of aid going to countries and their economic growth rates.

Our take is that, frankly, there is something to these criticisms. Helping people is far harder than it looks. Aid experiments often go awry, or small successes turn out to be difficult to replicate or scale up. Yet we’ve also seen, anecdotally and in the statistics, evidence that some kinds of aid have been enormously effective. The delivery of vaccinations and other kinds of health care has reduced the number of children who die every year before they reach the age of 5 to less than 10 million today from 20 million in 1960.

In general, aid appears to work best when it is focused on health, education and microfinance (although microfinance has been somewhat less successful in Africa than in Asia). And in each case, crucially, aid has often been most effective when aimed at women and girls; when policy wonks do the math, they often find that these investments have a net economic return. Only a small proportion of aid specifically targets women or girls, but increasingly donors are recognizing that that is where they often get the most bang for the buck.

In the early 1990s, the United Nations and the World Bank began to proclaim the potential resource that women and girls represent. “Investment in girls’ education may well be the highest-return investment available in the developing world,” Larry Summers wrote when he was chief economist of the World Bank. Private aid groups and foundations shifted gears as well. “Women are the key to ending hunger in Africa,” declared the Hunger Project. The Center for Global Development issued a major report explaining “why and how to put girls at the center of development.” CARE took women and girls as the centerpiece of its anti-poverty efforts. “Gender inequality hurts economic growth,” Goldman Sachs concluded in a 2008 research report that emphasized how much developing countries could improve their economic performance by educating girls.

Bill Gates recalls once being invited to speak in Saudi Arabia and finding himself facing a segregated audience. Four-fifths of the listeners were men, on the left. The remaining one-fifth were women, all covered in black cloaks and veils, on the right. A partition separated the two groups. Toward the end, in the question-and-answer session, a member of the audience noted that Saudi Arabia aimed to be one of the Top 10 countries in the world in technology by 2010 and asked if that was realistic. “Well, if you’re not fully utilizing half the talent in the country,” Gates said, “you’re not going to get too close to the Top 10.” The small group on the right erupted in wild cheering.

Policy makers have gotten the message as well. President Obama has appointed a new White House Council on Women and Girls. Perhaps he was indoctrinated by his mother, who was one of the early adopters of microloans to women when she worked to fight poverty in Indonesia. Secretary of State Hillary Rodham Clinton is a member of the White House Council, and she has also selected a talented activist, Melanne Verveer, to direct a new State Department Office of Global Women’s Issues. On Capitol Hill, the Senate Foreign Relations Committee has put Senator Barbara Boxer in charge of a new subcommittee that deals with women’s issues.

Yet another reason to educate and empower women is that greater female involvement in society and the economy appears to undermine extremism and terrorism. It has long been known that a risk factor for turbulence and violence is the share of a country’s population made up of young people. Now it is emerging that male domination of society is also a risk factor; the reasons aren’t fully understood, but it may be that when women are marginalized the nation takes on the testosterone-laden culture of a military camp or a high-school boys’ locker room. That’s in part why the Joint Chiefs of Staff and international security specialists are puzzling over how to increase girls’ education in countries like Afghanistan — and why generals have gotten briefings from Greg Mortenson, who wrote about building girls’ schools in his best seller, “Three Cups of Tea.” Indeed, some scholars say they believe the reason Muslim countries have been disproportionately afflicted by terrorism is not Islamic teachings about infidels or violence but rather the low levels of female education and participation in the labor force.

SO WHAT WOULD an agenda for fighting poverty through helping women look like? You might begin with the education of girls — which doesn’t just mean building schools. There are other innovative means at our disposal. A study in Kenya by Michael Kremer, a Harvard economist, examined six different approaches to improving educational performance, from providing free textbooks to child-sponsorship programs. The approach that raised student test scores the most was to offer girls who had scored in the top 15 percent of their class on sixth-grade tests a $19 scholarship for seventh and eighth grade (and the glory of recognition at an assembly). Boys also performed better, apparently because they were pushed by the girls or didn’t want to endure the embarrassment of being left behind.

Another Kenyan study found that giving girls a new $6 school uniform every 18 months significantly reduced dropout rates and pregnancy rates. Likewise, there’s growing evidence that a cheap way to help keep high-school girls in school is to help them manage menstruation. For fear of embarrassing leaks and stains, girls sometimes stay home during their periods, and the absenteeism puts them behind and eventually leads them to drop out. Aid workers are experimenting with giving African teenage girls sanitary pads, along with access to a toilet where they can change them. The Campaign for Female Education, an organization devoted to getting more girls into school in Africa, helps girls with their periods, and a new group, Sustainable Health Enterprises, is trying to do the same.

And so, if President Obama wanted to adopt a foreign-aid policy that built on insights into the role of women in development, he would do well to start with education. We would suggest a $10 billion effort over five years to educate girls around the world. This initiative would focus on Africa but would also support — and prod — Asian countries like Afghanistan and Pakistan to do better. This plan would also double as population policy, for it would significantly reduce birthrates — and thus help poor countries overcome the demographic obstacles to economic growth.

But President Obama might consider two different proposals as well. We would recommend that the United States sponsor a global drive to eliminate iodine deficiency around the globe, by helping countries iodize salt. About a third of households in the developing world do not get enough iodine, and a result is often an impairment in brain formation in the fetal stages. For reasons that are unclear, this particularly affects female fetuses and typically costs children 10 to 15 I.Q. points. Research by Erica Field of Harvard found that daughters of women given iodine performed markedly better in school. Other research suggests that salt iodization would yield benefits worth nine times the cost.

We would also recommend that the United States announce a 12-year, $1.6 billion program to eradicate obstetric fistula, a childbirth injury that is one of the worst scourges of women in the developing world. An obstetric fistula, which is a hole created inside the body by a difficult childbirth, leaves a woman incontinent, smelly, often crippled and shunned by her village — yet it can be repaired for a few hundred dollars. Dr. Lewis Wall, president of the Worldwide Fistula Fund, and Michael Horowitz, a conservative agitator on humanitarian issues, have drafted the 12-year plan — and it’s eminently practical and built on proven methods. Evidence that fistulas can be prevented or repaired comes from impoverished Somaliland, a northern enclave of Somalia, where an extraordinary nurse-midwife named Edna Adan has built her own maternity hospital to save the lives of the women around her. A former first lady of Somalia and World Health Organization official, Adan used her savings to build the hospital, which is supported by a group of admirers in the U.S. who call themselves Friends of Edna Maternity Hospital.

For all the legitimate concerns about how well humanitarian aid is spent, investments in education, iodizing salt and maternal health all have a proven record of success. And the sums are modest: all three components of our plan together amount to about what the U.S. has provided Pakistan since 9/11 — a sum that accomplished virtually nothing worthwhile either for Pakistanis or for Americans.

ONE OF THE MANY aid groups that for pragmatic reasons has increasingly focused on women is Heifer International, a charitable organization based in Arkansas that has been around for decades. The organization gives cows, goats and chickens to farmers in poor countries. On assuming the presidency of Heifer in 1992, the activist Jo Luck traveled to Africa, where one day she found herself sitting on the ground with a group of young women in a Zimbabwean village. One of them was Tererai Trent.

Tererai is a long-faced woman with high cheekbones and a medium brown complexion; she has a high forehead and tight cornrows. Like many women around the world, she doesn’t know when she was born and has no documentation of her birth. As a child, Tererai didn’t get much formal education, partly because she was a girl and was expected to do household chores. She herded cattle and looked after her younger siblings. Her father would say, Let’s send our sons to school, because they will be the breadwinners. Tererai’s brother, Tinashe, was forced to go to school, where he was an indifferent student. Tererai pleaded to be allowed to attend but wasn’t permitted to do so. Tinashe brought his books home each afternoon, and Tererai pored over them and taught herself to read and write. Soon she was doing her brother’s homework every evening.

The teacher grew puzzled, for Tinashe was a poor student in class but always handed in exemplary homework. Finally, the teacher noticed that the handwriting was different for homework and for class assignments and whipped Tinashe until he confessed the truth. Then the teacher went to the father, told him that Tererai was a prodigy and begged that she be allowed to attend school. After much argument, the father allowed Tererai to attend school for a couple of terms, but then married her off at about age 11.

Tererai’s husband barred her from attending school, resented her literacy and beat her whenever she tried to practice her reading by looking at a scrap of old newspaper. Indeed, he beat her for plenty more as well. She hated her marriage but had no way out. “If you’re a woman and you are not educated, what else?” she asks.

Yet when Jo Luck came and talked to Tererai and other young women in her village, Luck kept insisting that things did not have to be this way. She kept saying that they could achieve their goals, repeatedly using the word “achievable.” The women caught the repetition and asked the interpreter to explain in detail what “achievable” meant. That gave Luck a chance to push forward. “What are your hopes?” she asked the women, through the interpreter. Tererai and the others were puzzled by the question, because they didn’t really have any hopes. But Luck pushed them to think about their dreams, and reluctantly, they began to think about what they wanted.

Tererai timidly voiced hope of getting an education. Luck pounced and told her that she could do it, that she should write down her goals and methodically pursue them. After Luck and her entourage disappeared, Tererai began to study on her own, in hiding from her husband, while raising her five children. Painstakingly, with the help of friends, she wrote down her goals on a piece of paper: “One day I will go to the United States of America,” she began, for Goal 1. She added that she would earn a college degree, a master’s degree and a Ph.D. — all exquisitely absurd dreams for a married cattle herder in Zimbabwe who had less than one year’s formal education. But Tererai took the piece of paper and folded it inside three layers of plastic to protect it, and then placed it in an old can. She buried the can under a rock where she herded cattle.

Then Tererai took correspondence classes and began saving money. Her self-confidence grew as she did brilliantly in her studies, and she became a community organizer for Heifer. She stunned everyone with superb schoolwork, and the Heifer aid workers encouraged her to think that she could study in America. One day in 1998, she received notice that she had been admitted to Oklahoma State University.

Some of the neighbors thought that a woman should focus on educating her children, not herself. “I can’t talk about my children’s education when I’m not educated myself,” Tererai responded. “If I educate myself, then I can educate my children.” So she climbed into an airplane and flew to America.

At Oklahoma State, Tererai took every credit she could and worked nights to make money. She earned her undergraduate degree, brought her five children to America and started her master’s, then returned to her village. She dug up the tin can under the rock and took out the paper on which she had scribbled her goals. She put check marks beside the goals she had fulfilled and buried the tin can again.

In Arkansas, she took a job working for Heifer — while simultaneously earning a master’s degree part time. When she had her M.A., Tererai again returned to her village. After embracing her mother and sister, she dug up her tin can and checked off her next goal. Now she is working on her Ph.D. at Western Michigan University.

Tererai has completed her course work and is completing a dissertation about AIDS programs among the poor in Africa. She will become a productive economic asset for Africa and a significant figure in the battle against AIDS. And when she has her doctorate, Tererai will go back to her village and, after hugging her loved ones, go out to the field and dig up her can again.

There are many metaphors for the role of foreign assistance. For our part, we like to think of aid as a kind of lubricant, a few drops of oil in the crankcase of the developing world, so that gears move freely again on their own. That is what the assistance to Tererai amounted to: a bit of help where and when it counts most, which often means focusing on women like her. And now Tererai is gliding along freely on her own — truly able to hold up half the sky.

Nicholas D. Kristof is a New York Times Op-Ed columnist and Sheryl WuDunn is a former Times correspondent who works in finance and philanthropy. This essay is adapted from their book “Half the Sky: Turning Oppression Into Opportunity for Women Worldwide,” which will be published next month by Alfred A. Knopf. You can learn more about “Half the Sky” at nytimes.com/ontheground.

Sunday, August 9, 2009

NYT story: Do Women Make Better Bosses?

An interesting set of arguments on women, whether they make better bosses or not, appeared in The New York Times (August 02, 2009). It is an interesting reading, if nothing else.

Do Women Make Better Bosses?
By The Editors



Credit, left to right: Barry Wetcher/Twentieth Century Fox, Andrew Schwarz/Twentieth Century Fox, United Artists Not the best role models: Meryl Streep in “The Devil Wears Prada”; Sigourney Weaver in “Working Girl”; Diane Keaton in “Baby Boom.”
Do “female bosses tend to be better managers, better advisers, mentors, rational thinkers”?

That is the view of Carol Smith, the senior vice president and chief brand officer for the Elle Group, expressed in a short interview published inside The Times’s business section a week ago Sunday. Ms. Smith also said that male bosses “love to hear themselves talk” and that in some previous jobs she purposely arrived late to meetings so she could miss the men’s conversations about golf and football.

The interview, conducted by Adam Bryant, The Times’s deputy business editor, generated a lot of reaction and debate among readers last week.

What does research show about the differences between women and men as managers?

Alice Eagly, Northwestern University
Leora Tanenbaum, author of “Catfight”
Joanna Barsh, McKinsey and Company
Susan Pinker, psychologist and columnist
Gary N. Powell, University of Connecticut
Sharon Meers, former managing director at Goldman Sachs

Advantages, Yes, but Also a Double Standard
Alice Eagly is chairman of the department of social psychology at Northwestern University.

As a researcher on managerial behavior, I have read hundreds of studies that have compared women and men as managers. When we summarize all of that research, some differences do show up, although only “on the average.”

As with all averages, there are many exceptions. But here’s what we know from research:

Women are less ‘bossy,’ probably because people dislike bossy women even more than bossy men.

First, as Carol Smith illustrates, women are less “bossy,” probably because people dislike bossy women even more than bossy men. As a result, female managers are more collaborative and democratic than male managers. Second, compared with men, women use a more positive approach by encouraging and urging others rather than a negative approach of scolding and reprimanding them. Third, women attend more to the individuals they work with, by mentoring them and taking their particular situations into account.

Finally, there is the matter of getting the job done efficiently. Most managers, male and female, get their work done in a timely way, but some do not. When you find one of those barely functioning managers — that is, someone who avoids solving problems and just doesn’t get the job done, that person is more likely to be a man than a woman. Why? Perhaps because a woman would be fired or demoted more quickly for poor managing.

So, are women better managers than men? In terms of their day-to-day actions, women managers should have advantages. But the answer is really not so simple because managers do well only if people accept their authority.

In roles that have been held mainly by men, women’s competence is often questioned. In these situations, women managers can face a double standard. They have to be extra-competent to be recognized as effective. Where women managers are more common, this type of bias is less likely to prevail.


Belittling Other Women
Leora Tanenbaum is author of “Catfight: Rivalries Among Women: From Diets to Dating, From the Boardroom to the Delivery Room.”

Yes, countless female managers are great at making lists and sure, lots of men love to hear the sound of their own voices — endlessly. But none of this behavior matters if it’s accompanied with a denial of the continued existence of sexism in the workplace.

Many women who make it to senior management feel a need to prove their own superiority.

Consider: Women are routinely undervalued and assumed to lack competence. Successful men don’t have to worry about when and if to become parents; successful women do. Men earn more and are promoted more.

Troublingly, many individual women who make it to senior management refuse to acknowledge these very real conditions. They position themselves as uniquely and unusually qualified, implicitly belittling other women in a move to prove their own superiority.

Upon becoming president and C.E.O. of Hewlett-Packard in 1999, Carly Fiorina immediately distanced herself from her corporate sisters. Fiorina announced that “there is not a glass ceiling…. My gender is interesting but really not the subject of the story here.” Whether or not Fiorina was a superior CEO because she was a woman is certainly debatable — she was forced out in 2005 — and she was succeeded by another woman, Patricia Dunn, who was accused of spying on the company’s board members.

The best managers, female or male, are those who admit that the corporate structure favors men and who recognize their responsibility to help others follow in their footsteps.


More Emotional, for Better or Sometimes Worse
Joanna Barsh is a director in the New York office of McKinsey and Company and co-author of “How Remarkable Women Lead,” to be published in September.


We’ve been researching remarkable women leaders for the past five years. Indeed, we’ve now interviewed well over 100 women and a few good men. We’ve also developed a research survey that almost 2,000 men and women have responded to from around the world.

In a word, women have an edge over men in terms of what we call centered leadership. Women tend to look for meaning more than men at work (no surprise, men go for pay and status more often).

Women are natural relationship builders, but in general they take fewer risks than men.

Women also bring emotion to the workplace, and when those emotions are positive — that is quite powerful. Psychologists tell us that women experience emotions more at the extremes than men.
That’s why many women do replay negative events over and over.

But female optimists are a different story. Whereas many men rush off in any direction when adversity strikes, optimist women diagnose the situation, make a plan and then act. Are pessimists doomed to the cycle of spiraling down? Not at all. Positive psychologists teach learned optimism, and we can all take a lesson there.

Then there is connecting. Women are natural relationship-builders. But the debate rages as to whether men or women are better at networking. Our own work suggests women hold back, more reluctant to use reciprocity to build “transactional” relationships. That said, the research shows women are more inclusive and build consensus to reach decisions — something that may be increasingly important for large, complex and changing companies today.

When it comes to engaging, men are risk-takers. The women who have made their way to the top have also taken risk — it is the best way to develop at an accelerated pace. In general, we have found that many women don’t. We wait until we have all the necessary skills or the full answer.

Our model ends on energizing, because most women still do more of the household work. Energizing is critical for leaders — both to sustain one’s own path and also to infuse energy into the organization. One area where women can improve is to stop (yes) multitasking when our full attention is required. When you attempt to facilitate a phone conference while doing email, your brain switches between tasks, and you lose focus and energy.

When men and women assessed their own centered leadership practices, it turned out that women scored higher on almost all factors by a marginal amount. We haven’t got enough data to validate that finding, but there’s room for thought.

Are these the right attributes to gauge leadership? We believe they are even more important in today’s marketplace.


Women Are More Effective Mind Readers
Susan Pinker is a psychologist and columnist for the Globe and Mail in Canada. She is the author of “The Sexual Paradox,” about the roots of sex differences in the classroom and the workplace.


No doubts: Some sex differences exist, and there’s new evidence to prove it. Women are often better communicators because their brains are more networked for language. The majority of women are better at “mind-reading,” than most men; they can read the emotions written on people’s faces more quickly and easily, a talent jump-started by the vast swaths of neural real estate dedicated to processing emotions in the female brain, and boosted by jolts of oxytocin at critical moments in their lives. (Amazingly, oxytocin, a hormone circulating in greater quantities in women, squirted up a man’s nostril boosts his mind-reading skills, too.)

While women may be more empathetic than men, individual female managers who have climbed the ladder may not be.

And the thicker corpus callosum connecting women’s two hemispheres provides a swifter superhighway for processing social messages, such as reading the morale of a group, or the mood of a colleague. And there are measurable sex differences in empathy, as President Obama suggested when he nominated Judge Sonia Sotomayor to the Supreme Court. There are more women who are champions at imagining what other people are thinking and feeling, and more men who struggle mightily with this skill.

But is this profile true of all women, and does it mean women make better managers? The answer is no, and no.

First, all scientific evidence is based on statistical averages; an individual’s unique qualities are always blended into the group’s. So, even if men are taller than women, on average, variation means that there will always be some women who are taller than some men. And just as women are more empathic, on average, there are certainly men who are softer, and better empathizers than some women.

The readers’ complaints about difficult female managers that appear under the interview with Carol Smith make that clear: aggression is certainly more common among men, but for many reasons, the women who rise up the ranks may be on the more competitive and aggressive side — and their subordinates often feel it — especially the women who work with them.

Competition within each sex is more fierce than it is between the sexes, and one study shows that women report less stress if the boss is a man.

One reason is that competition within each sex is more fierce than it is between the sexes, and within-sex tension increases when resources are tight, as they are in this recession. One study published in 2008 by two sociologists at the University of Toronto, Scott Schieman and Taralyn McMullen, reinforces that maxim. When the scientists looked at physical and mental distress among 1,000 American employees working in a variety of jobs, they found that men worked best with gender-mixed managers: one male, one female. Women, however, worked best with one male manager — reporting fewer headaches, backaches anxiety, and difficulties concentrating than they did when they worked for a woman.

Which shows that Carol Smith is wrong about her blanket statement about women being better managers. But she’s right about something else. Whether we’re talking about mentoring, managing or office politics, the research is clear: “Men and women together are the best.”


A Transformational Style
Gary N. Powell is professor of management in the School of Business of the University of Connecticut in Storrs. He is working on the fourth edition of “Women and Men in Management” and is author of “Managing a Diverse Workforce” and editor of “Handbook of Gender and Work.”


Carol Smith sounds like an excellent manager. Further, her statement that women as a group are better managers than men as a group is supported by recent research. Female leaders tend to display a “transformational” leadership style, which has been demonstrated to contribute to leader effectiveness, more than male leaders do.

Good managers have been seen over three decades as exhibiting more masculine traits than feminine traits.

Transformational leadership includes charisma (communicating the purpose and importance of a mission and serving as a role model), inspirational motivation (exuding optimism and excitement about the mission’s attainability), intellectual stimulation (encouraging others to think out of the box), and individualized consideration (focusing on the development and mentoring of subordinates as individuals).

Ms. Smith is a good example of a transformational leader. When she sits at the middle of the conference table rather than at its head, arriving after the requisite jokes have been told, she communicates, “We are all in this together and I am part of it, but let’s not waste time,” which is the starting point of transformational leadership.

So why aren’t there more women in the corner offices of corporate America? Although more women than ever before are in the managerial ranks of businesses at all levels, women continue to face significant disadvantages in the leader role than men do not face.

First, polls suggest that about twice as many people would rather work for a male boss than a female boss, although “it doesn’t matter to me” is the slight favorite. Second, in my research with D. Anthony Butterfield, good managers have been seen over three decades as exhibiting more masculine traits associated with men, such as autonomy and independence, than feminine traits associated with women, such as warmth and sensitivity to the needs of others.

Many people still see an incongruity between the female gender role and the leader role, which makes it harder for women to attain corner office positions and puts them in an unwelcome spotlight when they do. In 2006, after PepsiCo announced that Indra Nooyi would become its new CEO, the headline of the New York Times story was, “A Woman to Be Chief at PepsiCo.” No headline has ever announced “A Man to Be Chief at Acme Corp.”


A Female Specialty: Feedback
Sharon Meers is co-author of “Getting to 50/50,” about working couples, and a former managing director at Goldman Sachs. She and her husband created the Partnership for Parity at Stanford Business School and the Dual-Career Initiative at Harvard University.


The best thing about female managers? They get you paid more. Women bosses tend to fight harder for their subordinates, according to negotiation research, getting better raises for their teams.

I’ve worked for many great men. But, in my experience, female managers are a special breed. We won’t know for decades if the differences are due more to nature or nurture but they are largely good — and stem from the fact that senior women are still outsiders.

Harvard Business School research says star women are more likely than male stars to remain persistently high performers. Why? Women don’t get the same access to mentors and networks and have to build muscle that men don’t. Star women have to innovate to outperform — building stronger client ties, finding outside advisers, seeking opportunities with results that can be measured objectively.

Women often take an alternative approach to leading teams — encouraging more open discussion, cultivating talent and sharing credit. Feedback is the place where women bosses may add the most value.

Straight talk from a boss at Goldman Sachs.

After seven years at Goldman, I got my first female manager — and more straight talk than in my entire career. She minced no words when I messed up, but she also made it clear she was on my side: my advocate. That powerful combination — candor and trust — inspired her team to accept and act on feedback in a way I hadn’t seen before.

In hundreds of interviews of workers and bosses for our book, we repeatedly heard employees complain about the feedback style of male bosses (everything from excessively harsh to evasive). Male bosses were no more satisfied: Many are now so unsure what’s O.K. in the workplace, they fear female workers’ crying or complaints to HR.

So here’s the real question: How to make the positive qualities we see in female managers more common in men — and more useful to all? A new report from Catalyst shows how companies win when we escape the idea that men and women are so different and work harder to get on the same page — so that men and women bring out the best in each other sharing the same C-suite.

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Friday, June 5, 2009

Gender and International Security

It is a prevalent notion that gender does have nothing to do with mainstream international politics/security. International security has been heavily male-dominated in its discourse and prescriptions. I would however argue that it is essential both men and women have a say in any decision-making process or equally represented in a decision-making fora. It is simply not fair to keep half of the population outside of these processes.



It is obvious that it comes along with the all the responsibilities and duties. It still amazes me when I hear men reiterate that point. It is pretty obvious that rights come along with certain and responsibilities. Secondly, it does not matter whether men and women in equal representations is for the betterment of the society or not, but the more important aspect is to include the other half of the population into the mainstream.

Most forms of feminism, in some or the other, reject patriarchy because patriarchy seeks to portray men as the perfect norm against which women are compared and found lacking. The patriarchal revolves around controlling women. Bringing a gender perspective into international relations (IR) or any issue does not necessarily mean men and women are different. It is just as among IR theorists, there are various schools of thought such as the realists, non-realists, feminism or a gender approach will only bring another school of thinking to the existing schools of thinking.

Bringing a gender perspective to a forum discussing ethnic conflict in Sri Lanka or Sierra Leone is hardly appreciated. However, I would reiterate the known but ignored fact that it is women and children who are the most affected in any conflict. Conferences/seminars are held to deliberate on as to what are the critical issues in a particular conflict, who are the stakeholders, how a comprehensive solution can be found and so on. However, giving an additional gender dimension to the debate by a well-trained IR (International Relations) feminist as to how women end up being the largest victims, the audience is immediately even astonished to say how it is directly relevant to the current debate. This is not true of just India; the western world of academia is not drastically different. The “learned” audience and other participants also end up saying the discussion is digressing from the main theme.

What does feminism mean in reality?
Feminism has come a long way, as did other theories, moving from first wave feminism, to second wave, third wave and contemporary feminism. One finds that the third wave feminism has been a more acceptable form of feminism. Third wave feminism originated in the 1990s attempts to challenge some of the definitional aspects developed during the second wave feminism. The second wave had assumed certain universal female identity as also identified a lot with the experiences of upper middle class white women. Broadly, one can say that while first wave focused on issues such as suffrage, the second wave devoted itself to fighting inequality and the need for an end to discrimination. Third wave feminism, on the other hand, moved away from the concept of universal female identity, and refers to feminists coming from a variety of class and race. They essentially stood for issues that oppress or limit women and sought to create a broadbase inculcating consciousness of the issues involved and widespread education gearing up the society towards gradual social change.

Feminism is generally understood, particularly in the Indian sense, to be “embracing movements for equality within the current system and significant struggles that have attempted to change the system.” The question however arises as to why women should strive to be equal to men. Is “men” the model to be imitated upon and emulated? The answer should be a categorical “NO.” There is an urgent need to change the traditional gender roles, as they tend to see male as the ideal to emulate and perpetuate patriarchy.

There is nonetheless a category of women who seek preferential treatment to be given to them because they are women. By this, this category is obviously making a point that they are inferior to the male species, and hence seek a special favoured treatment. There is a question of dichotomy in this: on the one hand, women want to be equal and on the other, they seek special treatment, owing to the fact that they are women and hence weak. The stereotype community, including that of the IR academic community, tend to see the world through the masculinely associated factors such as power, strength, autonomy and rationality, whereas the women is seen just the opposite of the above said things like, weak, dependence, irrational, emotional and volatile. Such stereotype configuration of persons will continue to be a stumbling block for real progress and development. There is yet another facet to the whole issue of gender. Former Indian Prime Minister Indira Gandhi articulated that she is not a feminist, but she would do something for the underprivileged including women. She added that feminism or women’s so-called freedom in the west is only an imitation of man. While one could agree that freedom in the west for women may not be in absolute terms, it might be too simplistic to say that it is just an imitation.

Feminism – a social and cultural construct
I tend to agree with the constructionist thought in reiterating that differences between the sexes are a socially and culturally construct phenomena rather than biological differences. These differences, besides arising out of patriarchal system, also have to do with religion one preaches. Almost all religions describe men as the superior species and commanded that they be in control of weaker species “women.” Consider the following:

"Wives, submit yourselves unto your husbands as unto the Lord, for the husband is the head of the wife even as Christ is the head of the church."- Ephesians 5:22-23.

"A woman must never be free of subjugation." - The Hindu code of Manu V

"In pain shall you bear children, yet your urge will be for your husband and he shall rule over you."- Genesis 3:16

"Your women are fields for you to cultivate, so go to your field as you will." - Koran 2:223

"Women have weak memories, are undisciplined, impulsive and dangerous when given authority over anything." - Catholic Church's edict against witches.

"I thank thee O lord, that thou has not created me a heathen, a slave, or a woman."- Orthodox Jewish prayer

"Let the woman learn in silence with all subjection. I suffer not women to teach nor to usurp authority over the man but to be in silence."- First epistle-Timothy 2:11-12.

Feminism through history
Historically-speaking, women played a great role in sustaining the support structure in various countries, particularly during World War II. This was purely necessitated by the shortage of men, who were out fighting in their own country or foreign countries. Compelled by such events, women moved out of closed doors and their traditional roles to take up jobs otherwise meant for men. Women were literally running the country, managing the affairs of various towns and cities. Women in cities like London were faced with not just additional government and other jobs, but also had to deal with bombing raids and other wartime threats. As combat areas expanded to cities, women bore the duty to protect their families, children, the elderly, either in taking them to safety areas and providing them with food and shelter during the emergency. The US also witnessed similar situations. Thousands of women were employed in Washington, DC in various government and support jobs. Women were also employed in huge numbers at Los Alamos and Oak Ridge, after the US bombed Japan. Shortage of men also pushed women into other non-traditional areas including sports. The All-American Girls Baseball League, created around the same period, was a result of such shortages. There were even women pilots, although in non-combat roles. Women pilots were trained to fly non-combat missions so that male pilots could be made available for combat missions. Essentially, the women pilots flew between the manufacturing plants and military bases, but they also flew new aircrafts like the B-29, to showcase their capability and that these aircrafts were not as difficult as men make it out to be.

Women political leadership has also come up during wartimes. For instance, in China, wife of the Nationalist leader, Chiang Kai-shek was active in promoting the Chinese cause against the Japanese occupation. However, that could be categorised a passive duty behind the mainstream. Notably, she was also the head of China’s air force during the war. She was one of the few people who had addressed the US Congress (in 1943). In most other cases, women in powerful positions, owing to the family links or such other factors, played only a behind-the scene role, in morale building among the population – civilian or armed forces. In all of these cases, women played a role outside of their traditional ones/home front, only when there was shortage of male forces, as male was considered to be the norm and women had to be pushed into these roles simply out of necessity.

However, during modern times, there are areas where a woman has played a significant role that cannot be undermined. These roles do manifest in particularly critical situations, although never taken into account in the mainstream discourse. For instance, the role of woman is critical in carrying forward terrorist or counter-terrorist agenda. A woman remains critical in the indoctrination of terrorist or counter-terrorist ideology, because a woman is ultimately shaping up the thought process of children. In an insurgency infested area, poverty and shortage of cash flow are factors that guide the actions of a woman. She could decide that a terrorist could be given shelter for few months in return for Rs. 10000 or so, as she is hard pressed for cash.

Linguistic aspects of feminism
While seeking to gender-sensitive the IR community, the linguistic aspect of IR becomes very interesting. I may list out a few examples of such uses: chairman, man, he. It is often argued by male colleagues that these words are used rather as neutral and is not to be taken in its literary sense. But I would argue that it is appalling to even argue on such terms. It is highly unacceptable. Another callous usage is that of lady doctors. Consider a few instances and some of these have been taken from other seminal works on feminism and philosophy of language. ‘Ask the candidate about his husband or wife’; ‘when a student comes into the room, he should pick up a handout’. These are not gender-neutral usage of words, but because male is the norm. Here, I would like to make further clarifications. Consider words like ‘waitress’, ‘lady doctor’, ‘manager’, ‘chairman’. Waitress is used to specify a woman on the job, because that is the norm, a woman is expected to deal with handling kitchen, home etc, whereas lady doctor is not the norm. In a profession such as doctor, male is the norm and a female doctor is considered unusual and strange, despite the fact that they make better doctors. Somewhat similar is the case of manager and chairman. There are, by and large, no such usage like ‘manageress’ (although I believe it might be use in the UK) and chairwoman, because, again, male is the norm. Is there a term ‘househusband’ in our social milieu? No, it is only housewife, because only woman is considered to be sitting at home, looking after affairs at home (female is the norm), while the husband is typically the bread-earner of the house.

There has been some progress made to find alternate words like the singular use of the third-person gender-neutral pronoun ‘they’ in place in ‘he’ in a sentence like ‘someone left their sweater behind.’ However, the use of ‘chairperson’ does not have such an optimistic interpretation, because it is still considered as being used only when a woman holds that position, and not in general terms. However, I must say that I was astonished recently at the gender insensitiveness displayed at one of the highest bodies of the US Congress. Recently, there was a team of people from US-China Economic and Security Review Commission that had visited my office. Since I wanted to see who they are, what their areas of interests are, I visited their website and was astonished to see Ms. Carolyn Bartholomew addressed as the Commission’s Chairman for the 2007 report cycle. Where has all the gender-sensitiveness gone? One assumed that the whole linguistic debate about feminism particularly in the usage of words like chairperson was outdated. It has been a wrong assumption however.

There are words in English language that have generated from a male-dominated society. Consider the word, whore. The meaning of the word is, “a woman who engages in promiscuous sexual intercourse, usually for money; prostitute; harlot; strumpet.” Consider rape; meaning of the word is “the unlawful compelling of a woman through physical force or duress to have sexual intercourse.” All these are symptoms of the male mindset that man is powerful and male thrusts upon a woman sexually; and in the first case, it can only be a woman if she is engaged in sexual activities for money. Again, there are words that denote the masculine and feminine aspects like bachelor and spinster. However, in the case of bachelor, it has a positive connotation whereas spinster portrays negativity.

What ought to be done?
One might argue that there has been a lot of progress made in the whole debate of women’s rights and the need for equal representation. However, lot needs to be done still to ensure that women sit around the table as equal partners. It should be noted that women still face discrimination at work places, despite the increase in the number of women moving out of their traditional roles of running the domestic chores and taking up duties and responsibilities, which were denied traditionally. Women earn relatively less and enjoy lesser perks compared to men on the same job; are appointed for lower ranks despite the competence. Besides, women are also faced with double burden problem. This concept was introduced to scientific theory by Myrdal and Klein in their work “Women's two roles: Home and work,” published in London in 1956. It is a fact that women have to excel in their work (excel even their counterparts, who may be equal or even an average) as well as manage the household and childcare. Many patriarchal groups have criticized this concept saying that a woman made the choice and was not forced upon her. I want to argue that this is so because female is the norm in the case of running household and childcare, whereas seeking a career is going against that norm and hence, be prepared to face the additional burden.

It should be admitted that linguistic aspect and changes sought in this area is only an aspect of a large problem. The large problem remains the mindset of the society that is conditioned for decades together that male is the norm. Writing on the difficulty faced in bringing about reforms, Deborah Cameron cited one of the most striking passages that appeared in The Sunday Times. It read: “the lack of vitality is aggravated by the fact that there are so few able-bodied young adults about. They have all gone off to work or look for work, leaving behind the old, disabled, the women and the children” (Cameron, 1985). The power that men exercised over decades and centuries have left them with certain power over society, how the society and its norms are created, have had a strong influence on the language, spoken and written. Hence, the need of the hour remains not to pick out phrases and sentences, but there has to be a conscious understanding of serious issues involved – change of the male-dominated mindset.

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