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It has been done before, Muslim nations shifting their entire mindset to modernization. Under Kemal Ataturk this happened in the 1920's after the collapse of the Ottoman Empire and Ataturk seeing the colonial powers effort to dismember their region turned his effort to modernize Turkey with only one single objective that ensured freedom from colonial powers. Leslie Chang says in this WSJ report that Egyptian women are not joining the workforce in large numbers as they do in large numbers in China, India, Taiwan, South Korea, and Muslim nations such as Malaysia and Bangladesh. For every one woman working there are four at home and it is culturally frowned upon for women to work. There are a small number of highly educated women but this is deceptive says Chang as the overwhelming number are at home and they cannot make a contribution to the economy. See the report in WSJ alongside about the weak condition of the Egyptian economy and how with high inflation of 30% and weak currency, Egypt with help not coming from wealthy Gulf neighbors Saudis and UAE, has taken a $8 billion IMF loan. Egypt and Pakistan show the need for culture and education to make the shift to modernization to work hand in hand, the entire goals of nationhood to shift to one single objective of modernization. For this to happen a national consensus around modernization has to be achieved so that the entire culture is focused on simply one overriding objective.  ...

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About 1.5 million mothers of school age children in March 2021 are missing from the US workforce as mothers are slow to return to the workforce. Both men and women had lower labor force participation, but as men's is rebounding the mothers are still slow to rebound. One mother in Brooklyn, New York, with 3 school age children is typical. She decided to hastily quit work to take care of children at home during 2020 at a stressful time, and has found it difficult to return to work in 2021. It has brought men and women closer to their children but also made it harder to pursue their careers.

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The large response triggered on the internet by Anne-Marie Slaughter's article in the July/August 2012 issue of the Atlantic on women and work, how it is difficult for women to work and raise children without making changes in today's American society so that a healthy balance can be achieved.

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Christine Armstong gives this excellent story in The Times on how difficult it is for women to maintain work-life balance in today's work and business environment that gives little allowance for things like raising a family and children. In interviews with many women she describes each situation with insights and what it means for working women and for dads.

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Tabuchi provides an exceptional account of the difficulties overcome by Rieko Fukushima as she returned from maternity leave to setup the 3-D TV team at Toshiba to commercialize the technology. Her inventive skills, networking and collaboration with other parts of Toshiba, hard work and perseverance paid off when her team solved the problem of being able to view the 3-D television without glasses. The solution was a new algorithm based on Toshiba processer Cell that sent different images to the left and right eyes. Here she describes the astonishment with which her team received the news that a woman was in charge of the team, just returning from maternity leave, and only 39! Was it tough as a woman? Yes, she says! Rieko was exceptional in many ways. Japan's challenge is to get more women with even a fraction of Rieko's talent to make a huge difference in a country where women play a minor role in positions of responsibility and initiative at all levels. It would make a large difference in Japan's prospects in the global economy- about 8.2 million more workers, and an estimated 15% increase in GNP....

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 India would be 27% richer if it rebalanced its workforce to include more women, according to the IMF. Women's participation in the workforce is the lowest of the G20 countries except Saudi Arabia. Contributing only one sixth of economic output, half the global average. The employment rate of women in India has dropped instead of rising from its low level, an alarm signal. It was 35% in 2005, now in 2018 it is 26%. In the last decade the economy has more than doubled in size and number of working age women, according to the IMF is 470 million. Part of the reason is that more girls are in school. Conservative social rules mean that women are discouraged by their families or in-laws from working outside the home. As families become richer more women stop working. The lack of manufacturing jobs is also a constraint. Men have taken 90% of the 36 million jobs in industry created since 2005. Census data show that more than one third of women would take jobs if they were available. Urbanization and the shift to cities means less work in farming, mechanization of farming makes for less agricultural work. Changes in attitudes and better policies for maternity leave and women friendly workplace could help. Because most of the jobs are still in the informal economy, this is not as effective today but could make a difference in the future as more formal jobs are generated. Attitudes where men do more housework can make a difference. If men spent about 2 hours doing dishes and putting kids to bed, there would be a 10% increase in women's participation rate in the workforce, according to a World Bank study. One study shows this would add 550 billion dollars to India's economy. True especially as more women are getting university degrees and high school education. and the census study shows women have the desire to work if cultural attitudes, more men doing housework, and the job market were to change.       ...

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Dressing up for the office after all the remote work away from the office during the pandemic takes some work. Doing it under 12 minutes- Farna Krentcil in the WSJ shows women how to do it quickly and look good.

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Women were one of the hardest hit groups during the pandemic. Not only were they forced to leave work but also had to shoulder more childcare responsibilities. About 30% of women who changed jobs during the pandemic got new jobs that paid 30% higher with salary and bonus, according to the Conference Board. In 2022 women are coming back to the workplace with better wage gains to makeup for the momentum lost during the worst part of the pandemic period.

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Women have one of three positions in senior management in the federal government compared to one of six in corporate management. Women make up 41% of management positions at the Government Accountability Office, a federal agency that has women friendly policies including family friendy culture, daycare site at the Washington headquarters, flexible relocation policy, telework policies, and advancing women to positions even as they balance their professional and personal lives such as needs of children. It is not necessary to work 70-80 hours a week to advance to senior positions as in law firms. Susan Poling is a senior executive supervising 156 lawyers, and says in the beginning she was able to work part time to spend more time with her son and still have great things to do and be given higher responsibilities.

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Over 100 women scientists are part of the Chandrayan moon missions of Indian space agency ISRO. Many are leader of project teams and head key parts of the scientific efforts of ISRO. Prime minister Modi says the moon mission shows the strength of women or 'nari shakti' and the potential of the younger generation of women for careers in science and technology. About 25% of the 16,000 employees of ISRO space agency are women, and Modi says "they will inspire women for generations to come." Women make up 43% of graduates in STEM scientific fields, yet when it comes to being part of scientific institutes or universities this drops to 14%, an imbalance that prime minister Modi and ISRO women seek to address. DW.com looks at the work of women in the moon, mars and solar missions including Ritu Karidhal, Nidhi Porwal, Reema Ghosh, Kalpana Kalahasti. Kalahasti is deputy project director and has overseen the satellite imaging that will be done from Chandrayan 3. Reema Ghosh worked on the "Pragyan" rover that is now exploring the moon's surface. ...

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More women tend to work in sectors such as retailing and personal care, and with the hardest hit sectors including fields in which we find more women such as education, leisure, hospitality, a lot more women will be affected. The unemployment rate for women and men started at 3.5% in February before the pandemic. In April the unemployment rate went up to 14.4%. Of this women unemployment was at 16.2% and men was at 13.5%. The women were adversely affected where their presence is highest - in food preparation, health care support and personal service.

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David Gelles of the NYT column Corner Office, talks to the head of Accenture, Julie Sweet, about creating an inclusive workplace and levelling the playing field for women. In this interview Julie Sweet talks openly about her upbringing in the small Orange County, California town of Tustin. Her mother graduated from college when Julie was in her freshman year. After several jobs to help her family she went to law school and joined a New York law firm. She tells Gelles about her experience at this law firm Cravath where there were very few women partners and about breaking down sobbing at a unconscious-bias training session at the firm when asked about her own experience as a woman. After being elected partner she set up the first woman's program leading up to bringing more women upto the point where today women are 25% of the partners. Accidently she takes a call from a recruiter 17 years later about a position as general counsel at Accenture. She accepts the offer and five years later she is made the CEO North America of this consulting company with 469,000 employees. Asked about what tactics are effective in creating a level playing field for women Julie Sweet says it comes from making it a business priority. Making diversity and women a priority with measurable goals. Set goals, have accountable leaders and measure progress, says Sweet. Accenture did a study and found stats that were shocking. 40% of companies have no plan for advancing leadership, and less than 40% look at attrition between men and women. A big disappointment but also a large opportunity here to get results by putting in place some basic things. In 2015 She set Accenture goals for 40% women, and sees 2020 goal at gender parity 50-50%. For a firm with hundreds of thousands of consultants worldwide what are the qualities she sees as important in hiring? Sweet says lots of different interests and curiosity for learning. Next comes being able to do straight talk with clients, to deliver tough messages as companies are constantly telling her they want to hear what they need to hear not what they want to hear. ...

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How arranging hybrid work on a 3-2 or 2-3 office and remote days arrangement involves looking at different aspects of its effect on people. Women's needs are different from men's, different individuals have different emotional reactions, getting work organized, setting up new offices so that they have appeal as workspaces, are all aspects of hybrid work that have to be addressed.

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The Indian Civil Service, known as the IAS, Indian Administrative Service is playing a key role in the modernization and transformation of India. Names such as Mr. Parmeswaran Iyer, who headed the Swacch Bharat Mission (Clean India Mission) or Ms. Ashwini Bhide who heads the effort at transforming Mumbai with a new Metro subway system, are well known. Thousands of other IAS officers run the effort to transform the country. Before 2006 only 20% of women entered the IAS, today as this report in Indian Express shows 34% of persons entering the IAS through the UPSC exams are women, and the top scoring women candidates are women, setting the ground for the work in the decades ahead.

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Estimates show one in five new mothers or about 800,000 mothers in America are experiencing anxiety disorders during the pregnancy or a year after giving birth. Mental health disorders are now the leading cause of maternal death, says the Centers for Disease Control and Prevention. The US is the only high income nation in the world without paid maternity leave and this increases risks of mental health. About one in four women return to work within 4 weeks of giving birth. This report shows the work done by the University of North Carolina Chapel Hills's Center for Women Mood Disorders, one of only 3 inpatient facilities for mental health in the US. 

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The WSJ covers men's falling enrollment in colleges, with a sharp drop in community college enrollment during the pandemic, in a recent report. The NYT look at this issue from the perspective of women pointing out that women have historically experienced a disadvantage. Women are shown to be struggling in lower paid professions, and underrepresented in higher income fields and positions. Seen from this perspective what is seen as a calamity for men is also not happening in a way that is providing visible advantage for women. Women stayed home more than men during the pandemic and were more likely to quit work during the coronavirus pandemic to take care of children when schools were closed. This was happening not just in the US, but also in Europe. The result is that both men and women have suffered setbacks during the pandemic. Biden's families and workers plan investment in America comes at a time of severe stress for families and workers. ...

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Missing workers in direct contact service industries with the Great Resignation in the US and Europe. The US is missing 4.3 million workers. This also includes many women who have not returned to work as the pandemic drags on. The share of the population in the US 16 years or older either working or looking for work is at 63.3%. Workers are quitting at the highest rates in manufacturing, retail and trade, transportation and utilities, and in professional or business services. Quitting is high for women, workers without college degree and in low paying service industries such as hotels, restaurants, and child care. It appears now that these trends will stay and not be reversed easily.

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With childcare and part time jobs, age discrimination that makes it harder to get jobs after age 50 years, French women work longer for smaller pensions than men, says this report in The Guardian.

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Karishma Vaswani of the BBC provides this report showing sexual harassment in the workplace is increasing in Asian countries. A recent ILO report shows over 50% of women participation in the workforce. With more women in the workplace the threat is growing for women. As many offences are unreported-and more so with women who have never been in the workplace before- the 30 to 40% incidents reported to the International Trade Union Confederation (ITUC) for women workers in Asia-Pacific may be understated.

The culture in many Asian companies is also not friendly to women. A lot needs to be done to change this considering the slow progress to ensure a safe environment for women at work, and governments need to make this a priority.

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About one in 5 German workers are in minijobs- about 7.4 million people in May 2013, according to estimates from the WSJ and Germany's Federal Employment Agency. Minijobs are a form of part time work that gets a German worker 450 euros a month free from taxes. Many of these jobs are in retail, healthcare and offer these industries more flexibility. Jobs are done by women, elderly, immigrants without work. The intent was to move these workers into full time work, but this is not happening as most workers in minijobs end up in a deadend status.

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One in every 12 women or 2 million will be a victim of some form of sexual violence in England and Wales every year a police chiefs  report says. One in 20 adults or 2.3 million will be perpetrators.The alarming scale of violence against women and girls is shown in the national analysis for England and Wales of the National Police Chiefs Council. Violence against women has grown 37% over 5 years. Two million women are affected, says NPCC, from stalking, harrassment, sexual assault and domestic violence. And people involved are getting younger. Police chiefs are demanding that tech companies take down extreme material and warning about the influencers who are "radicalizing" men online. The attitude and culture towards violence in general has deteriorated in the UK and the US, and the violence against women of this magnitude shows that a lot of work will be needed to change this attitude and culture. It truly is a National Emergency in the UK and in the US. ...

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A woman CEO, Phebe Novakovic,  at American defense company General Dynamics says in an interview says she is patriotic and shares her experience growing up in Europe during the Cold War, as the daughter of an Air Force officer.  She also talks about her first job interviews  when she was turned down for jobs after being 7 months pregnant. Women are now CEO's or hold senior positions at defense contractors Lockheed Martin, Northrop Grumman, Boeing,in four of the five largest U.S. defense companies. Most of them including women in the Pentagon are low key and private in their conversations. On the divisiveness in the U.S. Novakovic has some direct comments. She says she wories profoundly about this, especially the part that means there is no national narrative, just conflicting angry opinions that are corrosive and cancerous. This is because democracy requires shared values and a strong nation requires its own national narrative. She points out that in this way you can destroy yourself faster than an enemy can destroy you. About tech companies such as Microsoft, Google and Amazon not wanting to work with the U.S. government she says she is alarmed because this shows an ignorance about where they think their freedom comes from, where their platform of innovation and technology comes from, which is the strength and vitality of the U.S. as a nation.  ...

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Christina Zander provides an exceptionally good report on what holds women back in work and managing positions in Sweden, Norway and Denmark. Even in Norway, Sweden and Denmark, with a more enlightened outlook in gender relations, the number of women who are CEO's for 145 Nordic companies is only 3%. For the U.S. Fortune 500 this is about 5%. Good child care benefits and parental leave laws that promote a fair distribution of child raising responsibilities between men and women are part of the enlightened outlook in Nordic countries. Yet the number of women being promoted to senior positions is limited. Interestingly rules requiring quota for women on Boards of Directors have led to a different situation on Boards- in 2013 41% of the boards at Norway's public companies were women compared to 18% at private limited companies. About 5.8% of general managers at publicly listed companies were women in 2013, 15.1% in private companies. Sandvik's Ms. Einarsson was promoted to a senior position recently. She says the opposite is true, one needs to start not at the top but at the entry level to ensure women are fairly represented. Culture is part of the problem as even in companies with equal male and female employees, the managers are mostly men. Men are seen as more eager to take responsibilities and risks, and are more integrated into networks. Even childcare and paid parental leave can be deceptive. One researcher shows that Swedish women still take the major part of responsibility for children, with 75% of the 480 available days. Women managers and researchers point to the difficulties women face with a full time career or working over 60 hours a week in a management position, and combining this with picking up children from daycare. Sofia Falk is the founder of Wiminvest, which helps companies invest in geting talented women. Her suggestions are that companies offer other incentives instead of more money- an assistant, private child care, grocery shopping, shared management positions, technical solutions to be able to work at home. The CEO of Sandvik, Olof Faxander, is persistent in changing company attitudes- he has raised the proportion of women in management positions to 21% from 9% in 3 years, eventually hoping to reach 33%....

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The Economist magazine points out that even without the one-child policy birth rates would have declined in China because of rising participation of women in the work force, education, delayed marraige, and the high cost of education and housing for more children. As China pursues a two child policy starting in 2015, many of the same factors are at work and many women are seen as unlikely to have two children. The Economist says the right policy would have been to scrap this policy altogether. This may actually happen as China sees the social and economic factors behind the falling birthrate continuing to operate limiting the size of families, and creating problems of rapidly aging society as in Japan. Latin America provides strong evidence to support the Economist magazine's point because of the falling birthrates in Brazil and Mexico for social and economic reasons.

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Li Yuan looks at the poor job prospects in China for young people over the age of 35 years whose work can be done by new university graduates at lower pay. Jobs in government are given before a person reaches 35 years. Employees laid off during the pandemic have difficulty finding work. This affects marraige prospects and starting a family, or buying a home. There is also hidden discrimination for job seekers over age 35. For women there are questions from employers about if and when they will have children.

Hidden discrimination takes place in the workplace in France where the protests against raising the pension age are fueled in addition to other reasons about its timing after the pandemic and inflation, by people over 40 years who cannot find jobs, with the burden falling harder on women.