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As revelations of sexual harassment of women in the media industry come into the open following the Weinstein story, NYT provides essays by women who retell their own experiences and discuss the way forward from here. Many women were afraid to talk about it fearing it would hurt them in a workplace dominated by men, though many women were aware of the harassment situations. Yet each group of women in each workplace remained to some extent isolated, and unable to bring the issue out in the open to formulate plans for protections to be put in place. Women CEO's rarely took up the issue, preferring to work on company issues, taking sexual harassment to be a social issue not a business issue. Even though this issue affects the workplace itself in many ways, some of them insidious and detrimental to all. Men often did not take the lead to clear things up and create a good workplace environment, preferring to remain silent in the face of a corrosion of trust.

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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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Claire Cain Miller provides this exceptional account of the ways lack of family friendly and maternity leave policies is hurting not just women in America, but America's economic and technological progress. Strangely one hears little about how the lack of paid leave for women for maternity and other reasons, even as it hurts economic growth with the lower participation of women in the labor force. This is being vigorously discussed in Germany and Japan with calls for more family friendly workplace policies and more child care facilities to encourage women to join the workplace or continue working and pursuing careers. This happens when the overall labor force participation rate for women and men in the U.S. is declining, making this an important issue. Equally significant is that this reduces the contribution women can make to technological and scientific progress, and productivity improvements, because 59% of higher education degress are now going to women. The case of a Toshiba research engineer who was able to tackle a problem critical to development of the next generation of television technologies after Toshiba let her continue in her research role with friendly maternity leave policy, is an example of the kind of technical progress lost to the economy without such policy in Japan or in the U.S. See the link for Toshiba. Miller provides the example of Google, where attrition for women employees dropped by 50% with family friendly maternity leave policies. For Google, Toshiba, and other companies with women having advanced degrees the cost of hiring a new employee or making up for the loss of losing valuable women employees is significant. The U.S. is the only developed country without paid maternity leave. Only 59% of workers say their employers offer them paid maternity leave. California is the first state in the U.S. to offer paid parental leave. ...

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Supreme Court Justice Sandra Day O'Connor from Arizona was a pioneer of women's rights in the workplace, and had her own struggles before being the first woman appointed to the US Supreme Court. Born on a vast 200,000 acre cattle ranch in El Paso she was much of a cowgirl. She is considered to have blazed a trail for other women through her life and work. She was appointed by Reagan in 1981 and served till 2006. In 1952 when she graduated from law school at Stanford women had a hard time working in the legal profession.

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An exceptional look at burnout and stress at work in the Guardian newspaper. In the UK 526,000 workers were affected by the burnout epidemic, suffering from stress, depression or anxiety, in 2016-2017, according to Health and Safety Executive. More women are affected than men, and more in professions in healthcare, social care and education. Longer work hours are part of it till pressures at work became intolerable for people shown in this report. Problems remain masked at the beginning and act in a kind of mission creep. Experts say it is important to see this as the result not of sick individuals unable to cope but of ailing organizations that have created workplaces where burnout can occur, where blame takes the place of collaboration, and support is limited or non existent.

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McGurn looks at a time when population growth was seen as an existential threat in China. China's population declined by 850,000 in 2022. An accompanying article in the NYT by Hawon Jung describes the views of South Korean women, which also reflect views of Chinese and Japanese women, about the uneven burdens of raising children between men and women, the discrimination against married women with young children in the workplace, the other challenges women face that have led to a marraige strike.

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This article in the Economist points to polls showing women with college degrees favoring Clinton over Trump by large margins of 57% to 38%. A Brookings Institution expert says this could translate into a gain of 4 million voters for Clinton. Many of these voters overlap with suburban women. The Clinton campaign has presented Trump as one who could not be relied on to have responsibility for the U.S. nuclear weapons because of a volatile temperament. Other experts point to concern by women of what the anti-women comments by Trump would do to the condition of women in the workplace.

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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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Japanese Dads are taking on a bigger role and changing parenting. BBC Future shows this story about Japanese dads from a new generations that are taking on the joys, difficulties and responsibilities of parenting.  A new kind of superhero in Japanese manga comics is Ikumen, a Japanese term (from ikuji for childcare) for young dads actively spending time with their children compared to an earlier generation of fathers who spent most of their time at work, and rarely took on family responsibilities. During the sixties and seventies as Japan emerged from the wartime recovery and modernized Japanese culture defined men's role to spend most of the time at work, even getting allowance for spending from their wives who controlled the family budget.  In 2010 the Japanese Ministry of Health, Labor and Welfare started the Ikumen project to increase paternal involvement in child caring. This was a major cultural change and was part of the change in culture needed for the Third Arrow of Japan's Abenomics project to get women's participation up to western country levels. Today the women's participation rate in workplaces exceeds that of the U.S. Even in the 1980's men spent on average about 40 minutes with their children mostly during the family meal in the evening and even had to have their wives find their clothes. The common saying was - "jishin, kaminari, kaji, oyaji," earthquake, thunder, fire and father, remote and given respect. Women's reaction was not positive as they postponed marraige for later, then even not marrying at all for the next generation, leading to reduced childbirth rates. The Ikumen project projected fathers in a masculine role of heroes for taking on parenting, like the t-shirt logo "Strength for Society" portraying them as saving society, saving the  country. About 45% now support the idea of "men should work, women should stay at home" compared to 60% in 1992- drop of 15%. The statistics do not quite tell the story because during this period women participation in the workplace has jumped to western country levels as part of Abenomics Third Arrow to revive the economy. The problem that is still being tackled is that of bosses in the workplace who lack awareness and discourage taking paternal leave which has risen from 2% to 7% in five years 2012 to 2017. ...

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A movement in Japan that draws attention to the problem of workplaces in some sectors requiring young women to wear high heels at the cost of tired aching feet.

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Problems for women and for childcare in Germany after the Merkel administration's failure to invest in child care. This DW.com report looks at this problem. Mothers have to send their children to grandparents or pay for expensive private day cares and nannies if they are able to do this. If they are not able to do this the mother usually reduces her work hours or delays returning to her job entirely. A German Youth Institute DJI study is cited which shows that in 2020 49% of parents with children under age three said they require child care. Of these only 24% were able to secure a place at a child care center for the necessary hours. For children over age three 97% needed childcare and only 71% said the necessary hours were covered. This problem was bad before the pandemic, during the pandemic it has only become much worse for women. A similar problem is happening in the US, so that this problem has consequences for women in both the EU - in Germany, France, Italy- as well as the US. It places additional burdens on women with children in the workplace. ...

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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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A management shakeup takes place at Nike with the departure of several executives and the HR chief for inappropriate behaviour. Nike is described as having a boy's club culture in this report which shows some women left Nike to join rivals Puma and Adidas, and others conducted a survey about conditions for women at the company relating to pay inequity, and allegations of inappropriate workplace behaviour. Following the survey Nike CEO Parker conducted his own internal investigation leading to the management shakeup. Nike will now setup mandatory manager training so that it takes the steps to become a women friendly workplace.

Nike has developed an aggressive competitive culture in its competition with Adidas and other brands. This has added to difficulties for women at the company.

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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. 

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Anne- Marie Slaughter's new book Unfinished Business is reviewed by Laura Vanderkam. Ms. Slaughter says in her new book that part of the unfinished business for women in the workplace is to give women time for child care duties in a way that does not hurt their careers. Anne Marie makes the case on the grounds that this is a social bias. Yet there are many reasons beyond simple fairness, and the value of parental work. Women can contribute to society in different ways than men. For example reports show women are more interested in using technical skills in ways that will benefit developing countries. Women bring a different perspective than men. Women are also prominent in scientific fields. For this contribution to grow and enrich society it can be enlarged by giving women proper benefit for maternity leave, and preserving the ability to come back and contribute in the same way after the maternity leave period is over. Toshiba did this for a female engineer who had made significant contributions in the technical field. Doing this would also help in other ways. It could make it more attractive for women to have kids knowing it will not hurt their careers or the careers of their partners. This is needed in western societies with falling birthrates and declining number of young people to support larger numbers of older people....

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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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Getting savy employers to pay attention and getting employees to have a better sense of who they are, provides the topic of this article in the WSJ. It shows that different types of employee behaviour can be seen after two years of the pandemic, and employers need to pay attention to their needs.  There are ambitious employees and work to live types. Work to live advocates have put lifestyle and health as priorities learning from the pandemic. The great resignation and employers facing worker shortages have given them an opportunity to look for more flexibility in work life situations. Related to work to live type are double duty professionals of which women form the larger part. During the pandemic women took on more responsibilities for children with lockdowns and school closures. This also meant a more stressful life. All of these types of employees are now in the workplace. Employers can get better results by paying careful attention to worker needs. The types are not exclusive as double duty professionals also have the drive and the resilience to match ambitious employees in tackling new positions and responsibilities. The double duty professionals also share the aspirations of work to live advocates for a better work life balance that gives rest and relaxation, home and family, the importance it deserves for a full and complete life. There is one more type which is also part of the workplace that is entirely different. It is the disoriented new employee who has been left alone to find out about new responsibilities at work virtually without the necessary human contact. Related to this type is the desperate to connect type which is the type that has lived in relative isolation during the pandemic and is now hungering for human contact. There is also one more type closer to retirement that is the zest for life type that can be very productive in the workplace because of its experience and talent if given the chance. This type is not just there for the paycheck or career progress. Here the zest for life means the desire to connect with others and learn new things. Companies and management can accomplish more and be more responsive to needs of their employees by understanding these types and their different needs. Dorie Clark ,who teaches executive education at Duke and Columbia University ,says this is important for companies to retain talented employees and get the most out of them by understanding early on what motivates them. ...

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When Ruth Bader Ginsburg started law school in 1956 women represented 3% of the legal profession in the U.S. It is about one third today.

A piece of advice from her mother in law has served Ginsburg well all these years. She told Ginsburg "in every good marraige it helps sometimes to be a little deaf." Meaning that if an unkind word or thoughtless word is spoken to you best to tune it out and go on anyway. This helps in the workplace. Reacting to someone's unkind words will not advance one's ability to persuade. This is why people of all kinds of persuasion and opinions liked Ginsburg including at the court her complete opposite Justice Scalia. Something we can all learn from Ginsburg.

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US Treasury Secretary Janet Yellen says president Biden's $2 trillion plan for workers and families is aform of modern supply side economics. Where the old supply side economics failed with deregulation causing environmental damage and tax cuts on capital did not achieve promised gains, she says the new "modern supply side economics seeks to increase economic growth by boosting labor supply and raising productivity, while reducing economic inequality and environmental damage." Biden plan seeks to use common sense ideas that are more likely to work by investing in education, healthcare, child care, helping more women be productive in the workplace and tapping into their skills, investing in social cohesion essential for democracy by giving all sections of the people better opportunity for a better life, and creating a ground for fairness in taxes to finance the public infrastructure that will make the US a leading economy in the world that serves all its people. In that sense it is even wider and deeper in both intent and purpose than any term such as supply side economics that economists and politicians use. ...

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The changes taking place in Saudi Arabia under Prince Mohamad Bin Salman are the subject of this article from Prof. Mohsin Khan of Jindal Global University. Similar changes were initiated earlier under MBZ Mohamad Bin Zayad in the UAE which inspired the changes in Saudi Arabia. The effects are easy to see for Upward Mobility, Diversity, the economy, the relations with the EU and the US and other countries, the shift away from oil to renewables, women's participation in the workplace, and education in science and technology. During the last 50 years the wars in the Middle East have wasted resources in unimaginable ways, human and in trillions of dollars that could have improved the quality of life and ease of living of people. The result is that like Britain in the nineteenth century the US in the 21st shows no interest in Afghanistan or regions of South Asia which have scattered its resources. The shift now is to the seas and the region that covers the west coast of Africa through the Indian Ocean to the Pacific past Indonesia to Japan and the Hawaiian islands, the western coast of the US- called the Indo-Pacific. With the US, India, Australia, and Japan committed to freedom of navigation and international law in the region. It is all about investment, new supply chains, trade and growth, science and technology. And the UAE, Saudi now fit in within this larger framework, along with the European Union, and other countries in this region. ...

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Adam Bryant talks to 4 women executives about the problems women face in taking up higher management positions. One of the problems addressed directly and at length by the head of Pfizer Nutrition, Amy Schulman, is what she calls "the dutiful daughter," doing what is expected of you. This is also described as a serious problem for women executives in Asia by Riva Gold, where women not having 100% of the skills for a higher management job will step back, whereas men with only 50% of the skills step forward. Schulman says women have to be well prepared and have a good grasp of the subject matter, have acquired experience, and having done that they need to make their voice heard. Any anxieties about not getting it just right, or asking the question about whether "she belongs" need to be left behind. The leaders of companies need to create the environment in which biases and assumptions about women in the workplace do not hinder getting a mix of different voices in the corporation, which can only benefit from that diversity of people and styles. Another point she makes is that women have to spend their political capital, to stand up for colleagues and the team where appropriate, for principles that are significant, to be build credibility and win credit. ...

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Chira and Einhorn of the NYT provide this detailed report on sexual harassment affecting women at Ford Motor Company's manufacturing plants in Chicago. The report describes a culture in which this was tolerated in the manufacturing plants.